Home > Resources > HR compliance > REAL ID Enforcement May Disrupt Business Travel

REAL ID Enforcement May Disrupt Business Travel

Beginning on May 7, individuals who do not have a REAL ID document will not be able to board domestic flights or enter certain government buildings. However, only 81 percent of travelers are presenting REAL ID-compliant identification, according to the Transportation Security Administration (TSA).

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Beginning on May 7, individuals who do not have a REAL ID document will not be able to board domestic flights or enter certain government buildings. However, only 81 percent of travelers are presenting REAL ID-compliant identification, according to the Transportation Security Administration (TSA). This includes business travelers, who make up an estimated 12 percent of passengers.

Congress passed the REAL ID Act in 2005 as part of security measures following the 9/11 terrorist attack, and final rules for REAL ID enforcement by TSA were published January 13, 2025, including the May 7 enforcement deadline.

All airline passengers 18 years and older, including travelers with TSA PreCheck authorization, must present REAL ID-compliant identification or another acceptable ID, such as a passport. TSA reports that a large percentage of individuals still lack qualifying ID in the form of either a REAL ID-compliant driver’s license or state identification card or a passport.

Employers often require travel as part of some employees’ job requirements, such as for conferences, training or client or sales meetings. Employers should ensure that such employees have acceptable identification documents in advance, or risk travel delays and potential business disruptions. Those without the required form of ID are likely to face delays, additional screening and the risk of not being permitted through the security checkpoint and missing their flight.

The TSA provides answers to Frequently Asked Questions about REAL ID on its website.

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Robert Teachout

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Legal Editor

Areas of expertise: Labor relations, Performance appraisals and promotions, Succession and workforce planning, HR professional development, Employment contracts, HR strategy, FMLA, ADA, EEO, Federal and state leave laws, Wage assignment and garnishment

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