Does SB 244 force employers to reverify current I-9s?

No. I-9 reverification generally applies to expiring work authorization, not identity documents. Employers should not reverify solely because a state voided a license. For new hires, an invalid kansas trans driver's license cannot be used as a List B document, so offer acceptable alternatives like a U.S. passport.

Can an employee still drive for work with an invalidated license?

No. If the state deems a license invalid, the employee cannot legally drive for work. Review insurance and contract terms, consider temporary reassignment, or offer leave while exploring options. Document decisions consistently to reduce discrimination risk and consult counsel before taking adverse actions tied to driving duties.

What documents can replace an invalid Kansas driver’s license for hiring?

Accept other List B identity documents, such as a U.S. passport, passport card, or certain tribal IDs, paired with List C if needed. Do not accept an invalid kansas trans driver's license. Provide candidates a clear list of alternatives and a single point of contact to resolve document questions privately and quickly.

How should multi-state employers handle facilities and ID mismatches?

Adopt one anti-bias standard consistent with Title VII, while noting Kansas-specific ID constraints. Decouple restroom and badge access from DMV gender markers where possible. Offer gender-neutral options, avoid forced disclosures, and train managers on a consistent script. Audit systems so automated denials do not trigger when markers differ without a valid reason.

Law and Government

February 27: Kansas SB 244 Invalidates Trans IDs, Raising Employer Risk

ByHuzaifa Zahoor February 28, 2026February 28, 2026

Kansas SB 244 changes the kansas trans driver’s license landscape today. The law takes effect with no grace period, voiding licenses and some birth certificates when gender markers do not match sex at birth. Over 1,000 residents are affected, creating same‑day compliance work for HR teams and contractors. Employers face hiring friction, role eligibility issues, and potential claims risk. We explain what changed, how it interacts with federal rules, and the practical steps leaders should take now to reduce disruption and protect employees.