When ICE arrives: A strategic communications playbook

A brief overview of what to expect and how to prepare for the moment ICE turns its gaze upon your employees.

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As Immigration and Customs Enforcement intensifies worksite operations, including routine I‑9 audits, surprise raids, detentions and enforcement of new visa and Temporary Protected Status rules, employers suddenly find themselves thrust into high-stakes situations. Leadership communications must protect operations, reassure staff and defend workers’ rights while navigating complex legal waters and avoiding unwanted attention.

The National Immigrant Law Center keeps a consistently updated guide on What to Do If Immigration Comes to Your Workplace.

The guide outlines enforcement scenarios and how employers can respond across a range of professional roles, including comms. We’ve pulled out some of the strategies communicators can use to prepare and respond clearly and compliantly, while doing what they can for employees and their business.

I‑9 audits

An I‑9 audit is a planned ICE review of whether employers properly completed employment eligibility forms and retained records for three years post-hire or one year post-termination. NELP advises employers to treat it as a standard regulatory procedure. Internally, leaders should explain employee rights and reassure staff that cooperation doesn’t mean compromising privacy.

Externally, messaging should emphasize compliance and not apologies. Frame your organization as transparent with processes in place to protect employees, and highlight legal support like paid access to counsel and union representation where appropriate.

Unannounced raids

Raids are high-pressure events. ICE agents may enter public areas without consent, but private work zones are off-limits unless a judicial warrant signed “U.S. District Court” is presented. Administrative warrants do not permit entry.

Communications guidance:

Internally, instruct staff not to run or reveal information, remain silent and defer to the employer.

A designated communications lead should document events, video what’s allowed, and log any restrictions on movement.

After the raid, compile and share a factual incident report with employees, unions, HR and legal counsel. Comms and HR should work together to support measures for affected staff, including paid leave, wage continuation, separation packages, legal referrals and bond funds where appropriate.

Externally, keep statements factual and calm, focused on workplace safety, employee rights and lawfulness. Emphasize legal compliance and humane handling of any impacted workers.

Targeted detentions

If ICE seeks a specific employee, collateral detentions can occur. Employers should reinforce existing messaging and advise affected workers to remain silent except to ask for an attorney.

Any internal or external communications must respect the individual’s privacy and due process, while signaling broader organizational commitment to legal compliance and employee support.

A unified plan

Before an ICE action, employers should develop a written response plan rehearsed with legal guidance, and conduct “Know Your Rights” trainings. If you haven’t already, assign clear roles, including a legal advisor, communications lead, and union liaison, and prepare message templates for audits, raids and detentions.

During an incident, act quickly but calmly. Maintain control of internal messages, restrict public statements to essential facts and log everything observed. Reassure staff by reminding them of workplace safety measures and legal protections.

After the event, distribute an internal summary of the incident and publicize support measures, if offered. Make a follow-up external statement that reinforces accountability, compliance and community.