PolicyWR Immigration · 3 min read

TPS Terminated for Nicaragua, Honduras, and Nepal After Court Reversal

The Ninth Circuit Court of Appeals has allowed DHS to proceed with terminating Temporary Protected Status for 60,000 nationals from Honduras, Nepal, and Nicaragua. Employers must now reverify work authorization for affected TPS holders, who must present alternative valid documentation to continue employment.

· Source: WR Immigration
On February 9, 2026, a three-judge panel from the Ninth Circuit Court of Appeals granted the Department of Homeland Security's request to stay a district court order that had temporarily blocked TPS terminations for Honduras, Nepal, and Nicaragua. The stay reversed a December 31, 2025 ruling that had ordered continuance of TPS protections while the case proceeded. As of February 11, 2026, USCIS has officially updated its website to reflect the termination of TPS programs for all three countries, along with the automatic extension of work authorization that accompanied those designations. Approximately 60,000 individuals are affected by this change. For employers, the immediate obligation is to reverify the employment authorization of any worker whose right to work was based solely on TPS status from Honduras, Nepal, or Nicaragua. These individuals must now present alternative valid work authorization documents to remain employed lawfully in the United States. For EB-3 applicants or green card sponsors, this development may create urgency around accelerating pending petitions for affected nationals. Workers currently in the EB-3 pipeline from these countries should consult with an immigration attorney to assess how the loss of TPS work authorization affects their ability to maintain employment while their cases are pending. The underlying litigation, National TPS Alliance v. Noem, continues to wind through the courts on the merits, meaning the terminations could still be reversed at a future hearing. However, no legal protection is currently in place, and affected individuals and employers must act immediately to ensure compliance.

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