You may find helpful information in the Labor and Employment Newsletter published by Strasberger & Price, LLP. You can find it by doing a search on Google. According to the article, 'Under the INA, an independent contractor is considered an employer' and as such is responsible for verifying the employment eligibility of its own employees. In that context, as a general rule, an employer may use the services of an independent contractor without being required to verify the employment eligibility of the independent contractor and the independent contractor's employees.' And from the U.S. Citizenship and Immigration web site: 'Independent Contractors and Self-Employed Individuals Form I-9, Employment Eligibility Verification, rules govern whether an individual is considered self-employed with respect to using E-Verify. Generally, self-employed individuals are not required to complete Form I-9 on themselves, and therefore are not required to use E-Verify.' According to the above sources, it looks like you don't need to worry as long as your drivers are treated as independent contractors and not employees. As ICs, they assume their own responsibility for obedience to the law. The first article mentioned above cites the situation that occurred with Wal-Mart a few years ago when they were heavily fined for engaging independent contractors who were illegals. The issue was that Wal-Mart managers knew that some of their workers were illegals and yet allowed them to work. If you don't know the status of your workers you should be okay. However, if you find out a worker is here illegally, then you would need to immediately fire them.