How Employers Can Protect Their Teams During ICE Raids
What’s happening in Los Angeles right now is extraordinary.
The recent ICE raids across the city—targeting worksites and neighborhoods—have left communities reeling. And while these actions are being challenged at the state and federal level, the reality is that many businesses and employees are feeling scared, confused, and unsure of what to do next.
As an employer, you may not be able to control these events, but you can take meaningful, proactive steps to protect your team, stay compliant, and lead with empathy.
Here are the most important things to know from an HR perspective:
1. Know Your Legal Obligations
If you're an employer in the U.S., you're required to verify each new hire’s identity and authorization to work using Form I-9. Here’s what to keep in mind:
Make sure all I-9 forms are complete, accurate, and securely stored. They should be available for inspection if needed.
Use E-Verify if possible, and apply it consistently to avoid legal issues.
Do not over-verify or ask for more documents than required — that’s considered discrimination under the law.
Also, check your state’s specific laws. In California, for example, employers have restrictions on what information they can share with ICE and when.
2. Communicate with Compassion
This is more than a compliance issue - it’s a human one.
Create a workplace culture where employees feel safe asking questions and expressing concerns.
Let your team know they have rights, even if undocumented. These include:
The right to remain silent
The right to speak with an attorney
The right to refuse entry unless ICE presents a judicial warrant (not just an administrative one)
Share access to trusted resources like local immigrant advocacy groups or legal aid organizations.
3. What To Do During an ICE Visit or Raid
If ICE shows up at your workplace, it’s critical to stay calm and act within your rights:
Do not let ICE into non-public areas unless they present a signed judicial warrant.
Document everything: the agents’ names, badge numbers, time of visit, and what they say or do.
Contact legal counsel immediately and don’t answer questions without them.
If you have frontline staff, make sure they’re trained in how to respond if ICE arrives — including when and how to escalate to HR or leadership.
4. Protect Your Workforce Beyond Compliance
Don’t retaliate or discriminate against employees based on their immigration status.
Avoid knee-jerk terminations or policy changes that could expose your business to legal risk.
Create a formal policy around how your organization handles ICE interactions or document requests.
Make sure your HR and management teams are trained to respond with both legal accuracy and human empathy.
Leading Through Uncertainty
You don’t have to have all the answers—but you do have the power to lead with clarity, courage, and care. These steps won’t solve the systemic issues at play, but they do create a workplace where your people know you have their back.
If you need help reviewing your compliance practices, reviewing your I-9 forms or want to prepare your team, email us at info@nowwhathr.com. Let’s make sure your HR systems support the people who make your business possible.
