Restaurants across the U.S. are expressing their concern regarding federal immigration policies and their effect on restaurant owners, employees and their families. These policies have a profound impact on our industry, with immigrants playing a huge role in the hospitality community.
The Connecticut Restaurant Association and the National Restaurant Association are closely monitoring the situation, and are actively engaging with Administration and Congressional leaders to shape immigration policy that supports the restaurant industry. We will provide timely updates on what continues to be quite a fluid situation.
On Monday, June 16, the Department of Homeland Security (DHS) rescinded last week’s pause on immigration enforcement. During an agency-wide call, ICE field offices were directed to immediately resume worksite operations across all industries—including restaurants.
The most recent update:
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The previous exemption for restaurants, farms, and hotels has been lifted.
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ICE and Homeland Security Investigations (HSI) agents are instructed to continue site-based investigations and enforcement.
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DHS emphasized uniform enforcement—no industry carveouts.
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Field offices have resumed worksite enforcement activities nationwide.
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Employers should ensure all hiring and documentation practices comply with federal law.
This is an ever-evolving issue. Please contact us if you hear of any movement locally or have concerns—we are here to support you, your restaurant and your team.
📧 Email: info@ctrestaurant.org
📞 Call: (860) 278 8008
📱Text: (860) 390 9266
Know Your Rights: ICE Audits & Raids
Immigration and Customs Enforcement (ICE) visits to workplaces can be stressful situations that require careful handling. As workplace immigration enforcement continues to evolve, it’s crucial for managers and HR professionals to understand how to prepare for and respond to these visits.
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Any government agent — including ICE agents — can enter public areas of an employer’s premises (for example, a lobby or restaurant dining room), without permission or a warrant, and question employees. However, employees do not have to answer agent questions and can refer the agents to the employer.
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Agents cannot enter private areas of a business (for example, the employee locker room or break room) without the employer’s consent or a valid judicial warrant signed by a federal judge — unless there are “exigent circumstances” or if the agents are in “hot pursuit” of a suspect.
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A judicial warrant is issued by a federal court and signed by a federal judge and will include information regarding the scope of the search — i.e., what actions the warrant does, and does not authorize; whom the agents may arrest; and what, if anything, the agents may seize. Employers are not obligated to consent to any search or allow access beyond the scope of the warrant; however, if owners consent to a wider search, the agents may conduct a wider search based on the employer’s consent.
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If agents enter a business with a warrant, employers should immediately call legal counsel. In the interim, employers should not try to stop agents—even if they believe the agents are exceeding the scope of a warrant or other legal authority.
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Instead, the employer should keep careful records of the agents’ conduct, and let legal counsel handle any scope of search issue. Interfering with a federal warrant is a felony, and employers should avoid putting themselves at risk for an interference/obstruction charge.
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Government agents may also present employers with a non-judicial/administrative warrant (Form I-200 or Form I-205). An administrative warrant directs various federal immigration enforcement agents to arrest the person named in the warrant.
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However, an administrative warrant does not authorize agents to enter private areas of a business without consent.
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Additionally, the employer does not have to give information about an employee named on a Form I-200 or Form I-205, and does not have to comply with the administrative warrant or “turn over” an employee named on the administrative warrant.
Read this article from CRA Legal Counsel, Attorney Ryan O’Donnell of Pullman & Comley to understand your rights about ICE audits and raids.
Ensure All Form I-9's Are Up-To-Date
All U.S. employers are legally required to complete Form I-9 for each new or re-hired employee to verify their identity and authorization to work in the country. Employers must review and retain documentation for authenticity and accuracy. Noncompliance can lead to steep fines, which were increased in 2025 and now range from $288 to over $28,000 depending on the nature and frequency of the violation.
ICE may also conduct Form I-9 audits with little notice, requiring employers to produce documentation within three business days. Employers must be prepared for both audits and potential raids by understanding the limits of agent access and the importance of reviewing warrants and involving legal counsel immediately.
Read this article from CRA Legal Counsel, Attorney Ryan O’Donnell of Pullman & Comley to get the best practices for employers and ensure your business and your employees are compliant.
Immigration Resources
CRA members can access immigration resources at any time here, and all Advocacy in Action alerts here.
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Register for today’s upcoming webinar with RestaurantOwner.com: Immigration Compliance in the Trump Era of Enforcement.
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Register for upcoming webinar with Restaurant Business, Workstream and Jackson Lewis, navigating Form I-9 and E-Verify.
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Watch the recording of the National Restaurant Association’s webinar “Workplace Immigration Law in 2025: What Restaurants Should Expect.”
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Click here for detailed guidance for restaurants from the National Restaurant Association and the Restaurant Law Center based upon changes that are currently in place—this guidance from earlier in the year provides practical suggestions for restaurants.
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As workplace immigration enforcement continues to evolve, it’s crucial for managers and HR professionals to understand how to prepare for and respond to these visits. This guide outlines comprehensive strategies for handling both scheduled audits and unannounced raids, helping you protect your organization and employees while maintaining compliance with immigration law. Please ensure you also consult with your legal counsel.
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The National Immigrant Justice Center provides “Know Your Rights - What to do if you Encounter ICE” downloads.
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Download this guide from the National Immigration Law Center detailing what you can do if immigration comes to your workplace.
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Fisher Phillip’s has created an Employer’s Playbook for ICE Audits and Workplace Raids.
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Employment visas are for people looking to work in the United States for a fixed period of time. Most often, a potential employer files a petition for this type of work with U.S. Citizenship and Immigration Services (USCIS) and prior to coming to the U.S., the employee would still need to apply for a visa. This guide states the most common type of non-immigrant work visas.
