We strive to be good corporate citizens. Therefore, we may not hire, recruit, or refer for a fee, anyone not legally authorized to work in the country in which employment is sought. It is our responsibility to inspect, verify, and document the identity and employment authorization of every new associate, including associates who are international expatriates on assignment in a foreign country. We are also responsible for re-verifying the continuing employment eligibility of each associate by requesting further documentation when the initial work authorization has expired.

All persons we hire or send to a foreign country on an expatriate or transition assignment must provide proper documentation and verification of their authorization to work in the country where they are to be employed.

In complying with immigration laws, it is important to follow our policy against employment discrimination on the basis of national origin or possible citizenship status.

We require all employment agencies, contractors and others doing business with us to fully comply with all immigration laws.

Should I report suspected non-authorized workers if they’re technically employed by a contractor and not Walmart?
Yes. We require our contractors to use only work-authorized employees at our facilities. If you suspect there are unauthorized workers at our work sites, please contact the Global Ethics Office.

What should I do if an associate arrives ready to begin working and they cannot show evidence of work authorization?
Follow your country’s policies regarding employment authorization. This includes verification for new associates as well as visiting associates on an expatriate or transition assignment. For example, under U.S. law an employer must terminate the employment of an employee who is unable to show evidence of work authorization by the third day of work.