H-2B employers are required to notify both USCIS and the Department of Labor within two working days if a worker fails to report, abandons the job, is terminated early, or finishes the job more than 30 days ahead of schedule. These notices are critical for compliance and may impact outbound travel obligations and wage guarantees. Understanding when and how to report these events helps employers stay in good standing with federal agencies.

Planning a trip to the U.S. soon? There's a significant new cost to consider: the U.S. Visa Integrity Fee. Signed into law, this non-waivable $250 charge applies to most nonimmigrant visa holders, including tourists, students, and temporary workers.

With sweeping terminations of parole and TPS programs, employers face new I-9 compliance risks—often without clear notice from the government. A new E-Verify “Status Change Report” may signal revoked work authorization, triggering employer obligations even without direct confirmation. In this uncertain landscape, understanding constructive knowledge and implementing a consistent reverification protocol is essential to avoid liability.

The bipartisan Dignity Act of 2025 offers a sweeping proposal to reform U.S. immigration, including temporary legal status for undocumented immigrants, protections for Dreamers, visa backlog reduction, and stricter border and asylum measures. While not without controversy, the bill marks a serious effort to advance long-overdue reform at a time of growing public support for immigration.

On June 23, 2025, the U.S. Department of Labor announced the creation of the Office of Immigration Policy (OIP) to centralize oversight of employment-based visa programs like H-2A, H-2B, PERM, and H-1B. The OIP aims to streamline processing, improve interagency coordination, and enhance policy development. While the move signals potential improvements, the real-world benefits remain uncertain and warrant cautious optimism.

The H-2B visa process isn’t a true lottery, but it can feel like one. During peak filing periods, employer applications are randomly grouped by the Department of Labor, and only those in the earliest groups may secure visas before the cap is reached. Even with DOL certification, a USCIS petition may be unsuccessful if visas run out. However, workers already in H-2B status may be cap-exempt and not subject to these limits.

The U.S. Department of Labor has proposed rescinding the 2024 H-2A Final Rule, which had expanded protections for temporary agricultural workers. The rule included NLRA-style rights, seatbelt mandates, stricter termination rules, and increased data reporting. Legal challenges and enforcement concerns have prompted DOL to reconsider. Employers should watch this rollback closely for its impact on H-2A compliance and farm labor operations.

A sudden ICE crackdown, followed by a short-lived pause, has left employers in agriculture, hospitality, and food service reeling. With legal and undocumented workers alike too afraid to show up, industries that rely heavily on foreign-born labor are facing critical shortages. In times like these, the H-2 visa programs offer a legal, structured path forward—if employers can navigate the chaos and plan ahead.

President Trump’s new travel ban, effective June 9, 2025, blocks or restricts U.S. visa access for 19 countries. Twelve face a full suspension for both immigrant and nonimmigrant visas, while seven face targeted limits, especially on tourist, student, and exchange visas. While some exceptions apply, the policy significantly disrupts travel, employment, and education plans. Affected individuals should consult legal counsel for guidance.

Considering a cultural exchange program? Learn the key differences between the Q-1 and J-1 visa programs. This post breaks down who can sponsor, how applications are filed, and the role of employment in each program. Whether you're a business seeking to host cultural ambassadors or a university welcoming international interns, this guide will help you choose the right path.