By: Dawn M. Lurie, Alexander J. Madrak, and Selene Malench*
DHS cites improved country conditions as grounds for ending Temporary Protected Status (TPS), leaving employers to again navigate compliance challenges and workforce planning.
On December 15, 2025, the Department of Homeland Security published a notice in the Federal Register confirming that Temporary Protected Status (TPS) for Ethiopia will be terminated on February 13, 2026, sixty days from the publication date.
Following a review of current country conditions, DHS concluded that Ethiopia no longer meets the statutory requirements for a TPS designation. Specifically, the agency determined that conditions related to armed conflict and other extraordinary and temporary circumstances have improved such that continued TPS protection is no longer warranted.
This termination is consistent with the administration’s broader approach to reassessing and ending TPS designations where the government determines that the underlying conditions no longer justify continued protection. See here and here for information on prior TPS terminations
Recent terminations and non-renewals of TPS for other countries reflect this same policy direction and signal an increased emphasis on returning TPS to its intended temporary and limited purpose.
Employer Next Steps
For employers, this announcement has important compliance implications. Once the termination takes effect, individuals who were relying on TPS-based employment authorization will no longer be authorized to work unless they have obtained alternative valid work authorization.
Employers should prepare now to:
- Review their workforce;
- Track upcoming expiration dates on Employment Authorization Documents (EADs);
- Ensure timely Form I 9 updates, while avoiding discrimination or improper re-verification practices; and,
- Continue to monitor updates from DHS and follow our blog for ongoing updates.
More broadly, given the recent termination of EAD extensions and delays in benefits processing for individuals from 19 countries, employers with employees working on EADs should consider the following:
- Consider consulting immigration counsel to assess workforce impact;
- Identify alternative immigration options where available; and,
- Plan for a compliant transition ahead of the effective termination and EAD end dates.
Seyfarth will continue to monitor these developments and provide updates as they become available.
Please contact Dawn M. Lurie for more information. The Seyfarth Immigration Compliance & Investigations specialty group – recognized as national leaders in the field. Seyfarth’s team is trusted by top Fortune 100 companies as well as small businesses across the country for strategic, practical advice. The group offers comprehensive guidance on Form I-9 and E-Verify compliance, ICE inspections, and worksite enforcement actions, internal immigration assessments, I-9 audits, DOL immigration-related wage and hour investigations, general H-1B compliance, and DOJ/IER anti-discrimination matters, including foreign sponsorship and export control/ITAR issues.
*Selene Malench is a Case Assistant on Seyfarth’s Immigration Compliance & Enforcement team. Many thanks for her contribution to this blog post.