Reminder Federal: USCIS: H-1B Registration Begins March 7

28 Feb

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We wanted to remind employers that the U.S. Citizenship and Immigration Services (USCIS) announced that the initial registration period for the fiscal year 2026 H-1B cap will open at noon Eastern on March 7 and run through noon Eastern on March 24, 2025

  • Registration Period: Employers can submit H-1B visa registrations from March 7 (noon ET) to March 24 (noon ET). Late registrations will not be accepted.
  • Registration Process: Employers must use a USCIS online account to register each worker and pay a $215 fee per registration, which has increased from $10 in previous years.
    • If an employer does not have a USCIS online account, they must create one. Upon the next login, existing accounts from previous years will be converted to organizational accounts.
  • Selection System: USCIS will use a beneficiary-centric system to prevent fraud, ensuring each worker is entered into the lottery only once, regardless of the number of registrations submitted on their behalf.
  • Lottery Notifications: Employers will be notified of lottery selections by March 31, 2025. Selected employers can file H-1B petitions starting April 1, 2025, with a filing period of at least 90 days.
  • Annual Quota: USCIS will conduct two lotteries to meet the annual cap of 85,000 visas (65,000 regular cap and 20,000 advanced-degree cap). Last year, USCIS received 480,000 registrations for the 85,000 available spots.
  • Credit Card Transaction Limit: The U.S. Department of Treasury has temporarily increased the daily credit card transaction limit to $99,999.99 for the Fiscal Year (FY) 2026 H-1B cap season. Transactions exceeding this limit can be made via Automated Clearing House (ACH).


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This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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