How to Prepare for Enhanced ICE Enforcement

Over the past several months, Immigration and Customs Enforcement (ICE) activity has escalated in communities across the country. For organizations and institutions that engage with immigrant populations, the risks are no longer theoretical. Enhanced enforcement means that an unannounced visit, an arrest on campus or at a service or job site, or a viral video of an ICE interaction can erupt into a crisis in minutes.

As a strategic and crisis communications consultant working with clients across sectors, I’ve witnessed firsthand the operational uncertainty this environment creates. But I’ve also seen the difference that preparation makes. When organizations build proactive protocols, ensure their employment records are in order, develop response-ready messaging, and convene trusted legal and communications advisors ahead of time, they can protect their people, their mission, and their reputation.

Here are a few key considerations for organizations navigating this climate:

1. Build a Cross-Functional Response Team

Don’t wait for a crisis to figure out who needs to be in the room. At a minimum, your team should include:

• A senior leader empowered to make real-time decisions.

• An experienced immigration attorney familiar with ICE procedures and rights.

• A communications lead who can draft and deploy messaging quickly.

• Site-based supervisors or managers who oversee staffing and understand the physical layout of your locations.

This group should meet now—not when something happens—to walk through likely scenarios and establish clear roles.

2. Ensure Employment Records Are Complete and Accurate

Review your personnel files to confirm that you have proper documentation for every employee. This includes consistent, well-organized records stored securely in case of audit or enforcement.

Being proactive about documentation not only ensures legal compliance but also positions your organization to respond confidently if ICE inquires about your workforce. If inconsistencies are found during a review, consult with legal counsel immediately to determine the best course of action.

3. Develop Clear Protocols for On-Site Encounters—Informed by Legal Counsel

When developing protocols for potential on-site encounters with immigration enforcement, it's essential that organizations consult legal counsel to determine what guidance, if any, they should provide to employees regarding their civil rights. While some employers—particularly those with a strong values-based commitment to immigrant rights—may choose to take a proactive approach, others may be more cautious due to concerns about liability, especially if civil rights information is shared without a lawyer present.

At a minimum, organizations should work with an attorney to clarify what role, if any, managers are expected to play during an ICE visit. For example:

• Should they engage with ICE and request to see a warrant?

• Should they avoid confrontation and immediately notify leadership?

• Are they permitted or expected to communicate with employees during the interaction?

Having this spelled out in advance—based on legal guidance and aligned with the organization’s values and risk tolerance—can prevent confusion, minimize liability, and help ensure a consistent, legally sound response.

4. Prepare Templated Messaging in Advance

Crisis communications is about speed, clarity, and consistency. Having templated language ready ensures you can respond quickly while staying aligned with your values. These messages should include:

• Internal notifications to staff or students.

• Statements to media if a public incident occurs.

• Talking points for leaders to use with families, funders, or elected officials.

Once again, this messaging should be legally vetted to avoid putting individuals or institutions at further risk.

5. Communicate Your Values—Carefully

Organizations that serve or employ immigrants often want to publicly reaffirm their support for inclusion and safety. That’s essential—but it must be done carefully. Overly broad declarations can create false assurances or even inadvertently draw attention from enforcement agencies.

Instead, communicate what you are doing to support your community within the law, and emphasize your commitment to dignity, safety, and due process.

In times like these, preparedness is a form of protection. It shields the individuals you serve, it reinforces institutional credibility, and it reduces the chance that a chaotic event spirals into a reputational disaster.

The best crisis communication isn’t reactive—it’s proactive. Now is the time to ask: Are we ready?