On September 19, 2025, President Trump announced sweeping changes to the H-1B visa program, introducing new costs and altering how future visa selections may be made. The rules governing global mobility into the United States have shifted dramatically. For employers, talent managers, and relocation teams, these updates raise both immediate challenges and long-term questions about workforce strategy.
What Is the H-1B Visa?
The H-1B visa allows U.S. employers to hire highly skilled foreign professionals in specialty occupations, most often in technology, engineering, finance, and healthcare. The program is capped at 85,000 new visas each year, allocated through a lottery system when applications exceed demand. For many companies, the H-1B program has been a vital channel for securing global talent and filling roles that are difficult to staff locally.
The New Requirements
Under the proclamation signed on September 19, all new H-1B petitions filed after September 21, 2025, must include a $100,000 one-time payment. This fee applies only to new filings and does not affect renewals, previously filed petitions, or individuals already holding valid H-1B status.
Alongside the fee, the administration has also proposed reforms to the lottery system. Instead of a random draw, the lottery would be weighted by wage level, giving employers who offer higher salaries a better chance of securing a visa for their candidate. This proposal, if finalized, would further shift the program toward senior and highly compensated roles.
Who Is Affected
- Impacted: Companies filing new H-1B petitions for employees inside or outside the United States.
- Not impacted: Existing H-1B holders, renewals, and petitions submitted before September 21.
- Uncertain areas: Cap-exempt employers (such as universities and nonprofits), employees changing jobs under H-1B portability, and petitions requesting a change of status within the U.S.
These gray areas will require close legal guidance, as the agencies responsible for implementation clarify how the rules will be applied.
Implications for Employers
The financial impact is the most immediate concern. A $100,000 fee significantly raises the bar for companies considering sponsorship, especially for small or mid-sized firms. This could limit opportunities for early-career professionals and make H-1B sponsorship economically viable only for roles that deliver substantial strategic value.
Operationally, companies must also consider the risk of employees being stranded outside the U.S. if visa stamping or entry is delayed under the new rules. Relocation teams should anticipate more complex planning, greater scrutiny, and potential disruptions in mobility pipelines.
How Companies Should Respond
- Review upcoming H-1B hiring plans. Determine which roles still make sense under the new cost structure.
- Consult immigration counsel. Clarify how the rules apply to job changes, cap-exempt petitions, and possible exceptions.
- Explore alternatives. Consider other visa categories, permanent residency sponsorship, or remote and offshore models.
- Monitor developments. The proclamation is set for 12 months but could be extended – or challenged in court. The proposed lottery changes are also not yet finalized.
Looking Ahead
These changes represent one of the most significant disruptions to the H-1B program in decades. For global mobility and relocation leaders, the message is clear: agility and proactive planning are now essential. While the demand for international talent remains high, the pathways into the U.S. labor market are narrowing. Companies that adapt quickly – by reassessing hiring strategies and diversifying mobility options – will be better positioned to maintain access to the skills they need.
With decades of experience supporting corporate relocations, Movenet has helped organizations navigate similar shifts in policy, ensuring that employees and employers remain well-prepared in a changing regulatory environment.
How Movenet Can Assist
Movenet provides end-to-end relocation and global mobility services that go beyond immigration paperwork. We support both companies and employees with every aspect of the move, including immigration guidance, household goods shipments, local orientation, family integration, and cultural and language training. Our goal is to create a smooth and supportive transition for talent entering the United States or any other destination worldwide. If your organization is reassessing its global mobility plans in light of these changes, our team is ready to provide tailored solutions to keep your talent strategy on track.
Feel free to contact us!
