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USCIS Increases Filing Fees for 2024

24 Feb

Update Applicable to:Effective date
All employersApril 1, 2024

What happened?

On January 30, 2024, the U.S. Citizenship, and Immigration Services (USCIS) published a final rule to adjust certain immigration and naturalization benefit request fees. Through this rule, the USCIS will implement substantial fee increases especially for employment-based petitions, which will take effect in 2024.

What are the details?

  • To cover operational costs, the USCIS updated certain immigration and naturalization benefit request fees since 2016.
  • The proposed rule was published in January 2023 and after comments review, has been published in the Federal Registry on January 31, 2024.
  • Table Fee Comparison:
  • For the complete comparison between the Current Fee (until April 2024), NPRM Fee (Notice of Proposed Rule Making Fee), the Final Fee, and the Current to Final Fee Difference in dollars and percentage variation see the following: Link to Table 1.
  • The timeline for processing petitions will extend from 15 calendar days to 15 business days.

Business Considerations

  • Although a challenge to the rule is expected, you should take a proactive approach and plan your budget and timeline extensions.
  • Take your time to familiarize yourself with the new mandatory forms.
  • Meanwhile, take advantage of the “reduced” fees and timeline, which will last until March 31, 2024, and of the grace period for edits in some forms, from April 1, 2024, to June 30, 2024.


USCIS Issues Final Rule to Adjust Certain Immigration and Naturalization Fees (01/30/2024)

USCIS Final Rule


Source References

USCIS Announces Significant Fee Increases Effective on April 1, 2024 (Seyfarth Shaw LLP.)

USCIS Fee Increase: What You Need to Know to Plan Your 2024 Immigration Budget (Cozen O’Connor LLP)

USCIS Issues Final Rule Increasing Filing Fees (Ogletree, Deakins, Nash, Smoak & Stewart, P.C.)

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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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