The U.S. Department of Homeland Security (DHS) has finalized a rule significantly reforming the H-1B cap selection process. Effective February 27, 2026, the new rule replaces the prior random lottery selection system with a weighted selection framework that increases the likelihood of selection for H-1B beneficiaries who are higher-skilled and higher-paid. This revised selection system […]
The U.S. Department of State has expanded participation in the Visa Bond Pilot Program, extending coverage to nationals of 38 designated countries who apply for B-1 (business) or B-2 (tourist) visas. Under this program, certain applicants may be required to post a refundable bond in the amount of $5,000, $10,000, or $15,000 as a condition
Expansion of the U.S. Visa Bond Pilot Program — Key Legal and Compliance Considerations Read More »
The Electronic System for Travel Authorization (ESTA) is a mandatory pre-screening mechanism used by most travellers entering the United States under the Visa Waiver Program (VWP). Although ESTA has long been a core element of VWP travel, recent fee adjustments, policy clarifications, and data-collection initiatives highlight the importance of understanding evolving compliance obligations. This legal
U.S. immigration vetting continues to evolve as federal agencies strengthen national-security and identity-verification measures. One significant development is the expanded requirement for social-media disclosure during the non-immigrant visa application process. This requirement now applies broadly to H-1B specialty occupation workers and their H-4 dependent family members, similar to longstanding practices in student-visa categories such as
Introduction Beginning in December 2025, U.S. consular posts—particularly in high-volume jurisdictions such as India—have initiated widespread rescheduling of non-immigrant visa interview appointments into 2026 and, in some cases, 2027. These postponements affect applicants across multiple employment-based non-immigrant categories, including H-1B, H-4, L-1, L-2, and related classifications. Importantly, these extended delays did not persist uniformly over
Agency: Department of Homeland Security (DHS), U.S. Citizenship and Immigration Services (USCIS)Document Number: 2025-23853Type: Final rule implementing a revised H-1B cap selection processScheduled Publication Date: December 29, 2025Pages: Approximately 303 Purpose and Overview of the Change The Department of Homeland Security, through USCIS, has issued a final rule revising the H-1B cap lottery selection process.
Weighted Selection Process for Cap-Subject H-1B Petitions (DHS Final Rule) Read More »
Introduction The 60-day post-termination grace period for H-1B professionals is one of the most consequential regulatory protections in U.S. employment-based immigration law. While H-1B status is traditionally tied directly to active employment, the grace period provides temporary relief to individuals who lose employment unexpectedly. The provision, incorporated into immigration regulations to address the realities of
USCIS’s revised photograph policy marks a decisive shift toward stricter identity verification standards in the immigration process.
USCIS Policy Update: Revised Photograph Requirements for Immigration Applications Read More »
Introduction Termination of an H-1B employee is not a routine HR event. Unlike normal at-will employment, where an employer may terminate a worker for any lawful reason, the H-1B category imposes strict federal immigration obligations on the employer. These rules arise from the Immigration and Nationality Act (INA), the regulations of the United States Citizenship
Introduction A Change of Status (COS) in the United States is one of the most frequently misunderstood procedures within the non-immigrant visa framework. Many applicants, employers, and HR teams mistakenly believe that once a COS petition is filed, the beneficiary may begin employment in the new status. This misunderstanding can result in unauthorized employment, violations
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