This article is not intended to critique or comment on U.S. government policies regarding immigration enforcement. Its sole purpose is to provide practical, compliant strategies for HR professionals to support employees during ICE raids and related immigration enforcement actions.
One of our customers, a senior HR professional, told us this recently – I’ll never forget the morning I arrived at my office to find a colleague in tears, whispering about a rumor that immigration agents had been spotted nearby. The fear was palpable—her family’s future hung in the balance, and as an HR professional, I felt the weight of needing to act but not knowing where to start.
In 2025, with U.S. Immigration and Customs Enforcement (ICE) raids intensifying in cities like Los Angeles, HR professionals face a critical challenge: supporting employees at risk of detention or deportation while ensuring compliance with federal law. From the chaotic scenes of protests outside Home Depot stores to the quiet anxiety in office break rooms, the impact of these raids ripples through workplaces.
This article on ICE Raids 2025 offers practical, actionable strategies for HR professionals to prepare for and respond to ICE raids, fostering a supportive environment for all employees while navigating legal obligations.
Understanding ICE Raids: The Context for HR
ICE raids, as seen in Los Angeles in June 2025, are enforcement actions targeting undocumented workers or those suspected of immigration violations. These operations, often conducted with tactical gear and unmarked vehicles, have sparked fear in communities, with reports of 44 arrests in a single day at sites like the Fashion District and Home Depot parking lots. For HR professionals, understanding the mechanics of these raids is the first step. ICE may arrive unannounced to detain individuals, conduct Form I-9 audits, or seize records, impacting industries like construction, hospitality, and agriculture, which employ significant numbers of immigrant workers.
Raids can involve judicial or administrative warrants, with the former required to enter private workplace areas without consent. Employees, regardless of status, have rights, such as remaining silent or requesting an attorney, but fear often overshadows awareness. HR’s role is to bridge this gap, ensuring employees are informed and the organization is prepared, all while adhering to federal requirements like the Immigration Reform and Control Act (IRCA), which mandates Form I-9 completion for all hires.
ICE Raids – Preparation Strategies: Proactive Planning for Raids
Preparation is the cornerstone of an effective HR response. With ICE’s 2025 enforcement surge, including a reported goal of 3,000 daily arrests, companies must act proactively.
- Develop a Response Plan: Create a clear, documented protocol for ICE interactions. Designate a point person (e.g., an HR manager) to engage with ICE agents, verify warrants, and manage communications. The California Employers Association recommends a four-step plan: identify who to alert (management, legal counsel), designate authorized spokespersons, outline employee notification processes, and ensure compliance with warrant protocols. For example, train front-office staff to verify ICE agents’ identities and contact legal counsel immediately if a Notice of Inspection is received.
- Conduct ICE Drills: Similar to fire drills, simulate ICE visits to prepare staff. Role-play scenarios where agents request records or attempt to enter private areas without a judicial warrant. This builds confidence and reduces panic, as advocated by workplace rights groups.
- Train Employees on Rights: Educate all employees about their legal protections during a raid. Undocumented workers have the right to remain silent, refuse to sign documents, and request an attorney. HR can distribute “Know Your Rights” materials from organizations like the National Immigrant Justice Center, available in multiple languages, to ensure accessibility. Training should emphasize that ICE cannot enter private workplace areas without a judicial warrant or employer consent, empowering employees to stay calm.
- Audit I-9 Forms Regularly: ICE audits, which spiked in 2025, focus on Form I-9 compliance. Conduct internal audits quarterly to correct technical errors (e.g., missing signatures) within ICE’s 10-day grace period, avoiding fines of $281-$2,789 per violation. Use tools like E-Verify cautiously, as errors can lead to discrimination claims under the Immigration and Nationality Act.
Legal Resources: Empowering Employees with Support
Access to legal resources can alleviate employee fears and ensure compliance. HR professionals should:
- Partner with Immigration Attorneys: Establish relationships with legal counsel specializing in immigration law before a raid occurs. Firms like Holland & Knight recommend having counsel on speed-dial to verify warrants and advise during ICE interactions. Provide employees with contact information for trusted organizations like the Coalition for Humane Immigrant Rights (CHIRLA), which supports California’s 800,000+ undocumented residents.
- Distribute Legal Guides: Share resources like the National Immigration Law Center’s “A Guide for Employers: What to Do if Immigration Comes to Your Workplace,” available in Spanish, Chinese, Korean, and Thai. These guides outline employee rights and employer responsibilities, such as notifying workers within 72 hours of an I-9 audit under California’s Immigrant Worker Protection Act (AB 450).
- Offer Confidential Consultations: Arrange for legal clinics or “Know Your Rights” workshops through groups like United We Dream or RAICES, which provide free or low-cost legal aid. Ensure confidentiality to build trust, as employees may fear retaliation for seeking help.
Creating a Supportive Environment: Fostering Inclusion
The fear sparked by ICE raids, amplified by social media alerts and protests, can erode workplace morale. HR professionals can mitigate this by cultivating an inclusive culture:
- Promote Diversity and Inclusion: Foster a workplace where all employees feel valued, regardless of status. The National Day Laborer Organizing Network emphasizes that inclusive cultures reduce anxiety and improve retention. Host diversity training and celebrate cultural events to signal support, echoing your article’s nod to festive e-cards for Diwali or Christmas.
- Provide Confidential Support Services: Offer access to Employee Assistance Programs (EAPs) with multilingual counselors to address raid-related stress. For example, after Los Angeles raids in June 2025, advocacy groups noted increased demand for mental health support. Ensure these services are confidential to encourage uptake.
- Communicate Transparently: Address employee concerns openly without violating privacy. After a raid, hold briefings to clarify what happened, reassure staff about job security, and provide legal resource contacts. This mirrors the community trust-building efforts of Santa Fe police, who clarified their uniforms to distinguish themselves from ICE agents.
- Support Family Needs: Raids disrupt families, as seen with Loreal Duran’s son, who witnessed his father’s detention in Los Angeles. HR can offer flexible leave for employees to secure childcare or legal aid, or provide separation pay for those unable to return to work, as suggested by the National Immigration Law Center.
Responding to Audits: Ensuring Compliance Readiness
I-9 audits, a growing focus in 2025, require meticulous preparation. ICE typically provides 72 hours to produce records, making proactive compliance essential.
- Maintain Accurate Records: Store I-9 forms securely and ensure they’re complete for all employees, retained for three years post-hire or one year post-termination. Use digital tools to track compliance but avoid over-documentation, which can trigger discrimination claims.
- Conduct Mock Audits: Simulate ICE audits to identify gaps in documentation. Correct technical errors promptly and consult legal counsel for substantive issues, which can incur fines up to $27,894 for knowing violations.
- Notify Employees Promptly: Under California’s AB 450, employers must notify employees and union representatives within 72 hours of an audit notice and share results if discrepancies are found. This transparency builds trust and ensures legal compliance.
- Document Interactions: During an audit or raid, record details like the number of ICE agents, their statements, and areas accessed. This protects against overreach and supports legal challenges, as seen in the ACLU’s lawsuit against a Kern County raid for targeting Latino workers indiscriminately.
Community Engagement: Building External Support Networks
Connecting with local organizations strengthens HR’s ability to support employees. In Los Angeles, where protests erupted over ICE’s “military-style” raids, community groups have been pivotal.
- Partner with Advocacy Groups: Collaborate with organizations like CHIRLA or the National Day Laborer Organizing Network, which offer legal aid, “Know Your Rights” workshops, and family support. For example, the Valley Watch Network in Modesto dispatches alerts about ICE activity, helping workers stay informed.
- Host Community Workshops: Invite groups like United We Dream to conduct on-site training, empowering employees with knowledge about their rights. These sessions can also address misinformation, as social media often amplifies false raid alerts.
- Support Community Recovery: After raids, contribute to local efforts like those of the Pasadena Community Job Center, which supports day laborers facing enforcement fears. Offer resources like meeting spaces or donations to bolster community resilience.
- Engage in Advocacy: While remaining compliant, HR can advocate for fair treatment by joining business associations that promote immigrant-friendly policies. The California Department of Justice’s 2024 guidance encourages employers to align with state protections, such as sanctuary laws, to limit cooperation with ICE.
Looking Ahead: Balancing Compliance and Compassion
The 2025 ICE raids, from Los Angeles to Chicago, have heightened workplace tensions, with 8,276 arrests reported nationwide between January and May. HR professionals stand at the intersection of compliance and empathy, tasked with protecting employees while meeting legal obligations. By preparing response plans, providing legal resources, fostering inclusion, ensuring audit readiness, and engaging with communities, HR can mitigate the fear and disruption caused by raids.
Quoting Nadia Marin Molina of the National Day Laborer Organizing Network, “People are worried, but preparation turns fear into action.” As HR professionals, your role is to empower employees with knowledge and support, ensuring a workplace where everyone feels valued, even in the face of uncertainty. By implementing Bose adopting these strategies, you can navigate the storm of 2025’s immigration enforcement with clarity and compassion, preserving trust and productivity.
Note: We have recently completed a 2-hour webinar on this topic, by an experienced employment attorney.
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