United States | USCIS posts updates regarding EAD validity dates for Burma, Ethiopia, South Sudan and Syria TPS designations

Today, U.S. Citizenship and Immigration Services published updates on the termination of Temporary Protected Status (TPS) designations for Burma, Ethiopia, South Sudan and Syria, extending the validity dates for Employment Authorization Documents (EADs) per respective court orders.

Key takeaways:

Burma (Myanmar): According to the update, “The validity of Employment Authorization Documents (EADs) issued under the TPS designation of Burma with an original expiration date of Nov. 25, 2025, May 25, 2024, or Nov. 25, 2022 is extended per court order. Aung DOE et al. v. Noem et al., No. 25-cv-15483 (N.D. Ill.).”

Ethiopia: According to the update, “The validity of Employment Authorization Documents (EADs) issued under the TPS designation of Ethiopia with an original expiration date of June 12, 2024 and Dec. 12, 2025 is extended per court order. African Communities Together et al. v. Noem et al., No. 26-cv-10278-BEM (D. Mass.).”

South Sudan: According to the update, “The validity of Employment Authorization Documents (EADs) issued under the TPS designation of South Sudan with an original expiration date of Nov. 3, 2023, May 3, 2025, and Nov. 3, 2025 is extended per court order. African Communities Together et al. v. Noem et al., No. 25-cv-13939-PBS (D. Mass.).”

Syria: According to the update, “The validity of Employment Authorization Documents (EADs) issued under the TPS designation of Syria with an original expiration date of Sept. 30, 2025, March 31, 2024, Sept. 30, 2022, or March 31, 2021 is extended per court order. Dahlia Doe v. Noem, 25-cv-8686 (S.D.N.Y.).”

The updates also provide further instructions for completing the respective expiration date fields on Form I-9 and completing a case in E-Verify.

Although the respective USCIS TPS country pages for Burma, Ethiopia, South Sudan and Syria had not been updated at the time of today’s post, individuals should continue to check these pages for current information.

Employers are encouraged to consult with their BAL attorney for case-specific guidance. Litigation remains ongoing, and BAL will continue to monitor and provide updates as more information becomes available.

This alert has been provided by the BAL U.S. Practice Group.

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