Department of Labor Launches New Office of Immigration Policy: What It Means for U.S. Employers

On June 23, 2025, Secretary of Labor Lori Chavez-DeRemer announced the creation of the Office of Immigration Policy (OIP) within the U.S. Department of Labor (DOL). The launch of this office marks a major step in the Department’s efforts to strengthen legal immigration pathways, streamline labor certification processes, and better coordinate with federal partners.

A Strategic Move Toward Centralization

The Department of Labor plays a vital role in the administration of employment-based immigration, from temporary worker programs to green card sponsorship. As employer demand for lawful labor pathways continues to grow, the DOL recognized the need for centralized oversight and policy direction. The OIP is intended to:

• Improve efficiency and transparency

• Enhance program coordination

• Align immigration programs with broader labor market needs

What Will the Office of Immigration Policy Do?

The OIP will assume several key responsibilities:

• Resource Oversight: Managing budgets and operations related to immigration programs.

• Policy Development: Collaborating with agencies like ETA and WHD to set immigration priorities.

• Interagency Coordination: Working with DHS, State, and Agriculture to streamline certification and adjudication processes.

• Program Modernization: Promoting technology upgrades and customer service improvements in visa-related workflows.

• Regulatory Leadership: Spearheading immigration-related regulatory projects and addressing interagency delays.

Programs Under the OIP’s Scope

The OIP will oversee all major DOL-involved immigration processes, including:

• H-2A (Temporary Agricultural Workers)

• H-2B (Temporary Non-Agricultural Workers)

• H-1B (Labor Condition Applications for Specialty Occupations)

• PERM (Labor Certification for Employment-Based Green Cards)

• Prevailing Wage Determinations

What This Means for Employers

For employers relying on foreign labor, the OIP’s formation may offer several practical benefits:

H-2A and H-2B

• More consistent coordination between DOL, DHS, and State

• Reduced delays in certification timelines

• Improved predictability for seasonal and agricultural hiring

PERM and Prevailing Wage

• Centralized policy and operational oversight

• Potential for backlog reduction through system modernization

• Stronger alignment with current labor market demands

H-1B LCAs

• Faster certification turnaround times

• Better communication of compliance standards

• Clearer guidance and enforcement mechanisms

Looking Ahead

While the OIP does not change the formal organizational structure of the DOL or require modifications to existing Secretarial Orders, it represents a significant shift toward a more integrated, employer-responsive immigration framework.

As implementation progresses, employers should:

• Stay informed about policy and process changes

• Evaluate current compliance protocols

• Prepare for potential shifts in filing strategies and adjudication patterns

Although the creation of the OIP suggests a commitment to streamlining legal immigration pathways, the actual impact remains to be seen. Structural changes within large federal agencies can take time to implement effectively—and may sometimes add new layers of bureaucracy rather than reduce them. While the goals of efficiency, coordination, and modernization are encouraging, employers should be cautious in interpreting this as unqualified good news. As with any policy shift, the true test will be in how well these intentions translate into real improvements in processing times, regulatory clarity, and service delivery.