What to Do When ICE Comes to Your Workplace

(Real examples + HR best practices for employers across the United States)

Let’s get something straight:

No one wants federal agents showing up at their workplace, especially not unexpectedly. But it happens, and how you respond can protect your business, your employees, and your team’s morale.

Whether it’s an I‑9 audit, a compliance review, or an enforcement action, ICE visits are not business as usual. Acting unprepared can expose you to penalties, operational disruption, or even legal trouble, nobody wants that.

Note: This post provides guidance for employers across the United States. For state-specific regulations or questions, contact AlphaDog HR, we can provide guidance tailored to your location.

Before ICE Ever Shows Up: Be Prepared

1. Keep Your Paperwork Accurate

Most ICE interactions come from Form I‑9 compliance.

Best practices include:

• Keeping I‑9s complete, accurate, and organized

• Conducting internal I‑9 audits

• Training HR staff and managers on documentation rules

2. Have a Written Response Plan

A plan helps avoid confusion if ICE shows up.

Include:

• A designated point person for law enforcement visits

• Your immigration attorney’s contact info

• Instructions on who can speak with ICE

• A checklist of what to document immediately

Train both leadership and frontline staff on the plan, even receptionists, since they’re often first point of contact.

When ICE Arrives: Key Steps

Verify Agents

Ask to see identification from the lead agent. Record names, badge numbers, and take photos if safe and legal.

Stay Calm

Reacting emotionally can make a difficult situation worse.

Know What They Can and Can’t Do

• Public areas (lobbies, parking lots): ICE may enter without a warrant

• Private areas (offices, warehouses): ICE must have a judicial warrant or your consent

 Employees’ Rights

Employees are not required to answer questions about immigration status or personal documents. They can request legal representation.

Document Everything

Record the date/time of the visit, agent names, documents requested, and anything taken. This protects your organization and your employees.

After the Visit

• Debrief with leadership and legal counsel

• Review what was requested and provided

• Update policies, training, and internal response plans based on lessons learned

Situational Examples

Example 1 - I‑9 Audit Notice

ICE sends a Notice of Inspection.

Response: Inform legal counsel, organize I‑9s, send copies within required timeframes, document everything.

Example 2 - ICE Arrives at the Door

Agents show up unannounced.

Response: Verify identification, decline access to private areas without a warrant, contact counsel, and facilitate communication calmly.

Example 3 - Questions Directed at Employees

ICE asks employees questions.

Response: Remind employees of their right to remain silent and request legal representation; ensure no one is coerced.

Final Takeaway

ICE visits can be stressful, but preparation, calm response, and clear communication protect your business and employees.

For guidance tailored to your state or specific situation, contact AlphaDog HR, we help businesses across the U.S. stay compliant and prepared.