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The Trump administration has introduced policies significantly affecting workplace compliance, immigration law, and – yes – global mobility. Employers must understand these developments to navigate the evolving regulatory environment effectively.
The H-1B Visa Tool for American Companies
The H-1B visa program – intended for situations where American workers cannot fill the position – enables U.S. employers to temporarily hire foreign workers for specialized, high-skilled roles. These can range greatly, but applicants must have at least a bachelor’s degree or equivalent experience in the relevant field, as stated by U.S. Citizenship and Immigration Services. Once granted, the visa allows for up to six years of employment in the U.S.
Each year, U.S. immigration officials issue a cap-subject 85,000 H-1B visas:
- 65,000 for first-time applicants plus 20,000 for those with advanced degrees from U.S. institutions, according to the US Department of Labor. The immigration service makes selections by lottery in any year the agency receives more H-1B electronic registrations than permitted by the annual limit.
- Per the US Citizenship and Immigration Services (USCIS), Amazon topped the top ten list of H-1B sponsors in 2025 and other major tech employers included in order of rank Cognizant, Google, Meta, Microsoft, Apple, HVL America, IBM, Walmart and Capgemini as posted in The Economic Times.
- The leading states for H-1B visa sponsorship are California, Texas, New York, Washington, New Jersey and Illinois per MyVisaJobs.com.
- Nationals from India and China receive the most H-1B visas of any country’s workers. U.S. government data indicated that individuals from India accounted for more than 70% of all approved visa petitions each year since 2015, per The Indian Express.
“With these statistics in mind, visa and immigration compliance is no longer a back-office function—it’s a strategic,” said Mollie Ivancic, SVP, International Services at NEI Global Relocation. “As compliance enforcement intensifies, HR leaders must shift from reactive to proactive. A strong I-9 process isn’t just about avoiding penalties, it’s about protecting your people strategy.”
Let’s dive into 2025 trends and key items to pay attention to as the year progresses:
Stricter Enforcement of Workplace Compliance
In 2025, the U.S. government has ramped up enforcement of workplace compliance, resulting in a sharp rise in Form I-9 audits. This heightened scrutiny is focused on ensuring that companies comply with immigration laws, particularly in verifying their employees' eligibility to work.
Organizations in multiple industries are now subject to more rigorous evaluations of their hiring processes and paperwork, making it essential for HR teams to prioritize I-9 compliance. To mitigate the risk of penalties, employers should review their procedures, perform internal audits, and ensure their Form I-9 records are complete and current.
Increased Scrutiny of Employment-Based Visas
Immigration experts feel denials are expected to rise under the new U.S. administration, reflective of FY 2017-2020 when denial rates rose.
Looking back to FY2013, data published by the National Foundation for American Policy showed H-1B denial rates by Fiscal Year:
- FY 2013: 7%
- FY 2014: 8%
- FY 2015: 6%
- FY 2016: 10%
- FY 2017: 13%
- FY 2018: 24%
- FY 2019: 21%
- FY 2020: 13%
- FY 2021: 4%
- FY 2022: 2.2%
- FY 2023: 3.5%
- FY 2024: 2.5%
The H-1B denial rate for FY 2025 has not yet been released and future denial rates will greatly depend on evolving immigration policies and potential legislative reforms.
Companies must ensure that job roles intended for foreign nationals are thoroughly justified and that hiring practices comply with the latest regulations.
Extended Processing Times
Visa holders should not assume rush processing times when submitting applications for work visa approvals, extensions, or transfers. Administrative changes have introduced additional hurdles in visa processing, including more frequent requests for evidence and longer adjudication periods.
Per NEI visa and immigration service partner Erickson Immigration Group, H-1B visa processing -- depending on the individual circumstances of each petition and whether additional evidence is requested – will currently take around:
- 5-to-6 months for standard processing service
or
- 15 business days for premium processing.
The processing time for Form I-485 – the “Application to Register Permanent Residence or Adjust Status” for family-based applications – is currently 9.5 months according to USCIS data published each month by Boundless. Processing times for Form I-485 vary depending on one’s category of adjustment and which USCIS field office is processing the application.
Delays will affect workforce planning and project timelines, necessitating employers initiate visa applications well in advance and adhere to deadlines to mitigate potential disruptions.
“With the plan to trim the workforce from agencies that process immigration petitions and applications (USCIS, DOL, Department of State), companies and global mobility programs should expect processing times to increase over the next few years,” said Justin Parsons, Partner, Erickson Immigration Group.
“With an eye on these delays,” he continued, “companies will want to revisit their premium processing policies, and need to ensure they are up to date on the latest I-9 reverification rules and polices for continued work authorization when USCIS receipts are presented by employees.”
Enhanced Security Checks and Consular Delays
The administration has expanded security screenings and consular processing requirements, leading to prolonged visa issuance times. Applicants from certain countries may face increased scrutiny and consular decisions have become less predictable, however NEI is hearing from some clients that EU countries and others around the globe are also putting more scrutiny on applications and immigration compliance is becoming more common again, in general, and not only for entering the U.S.
Companies should monitor these developments closely and provide support to affected employees to navigate the complexities of international travel and visa procurement.
Impact on Global Relocations and Assignments
Stricter immigration policies and heightened scrutiny of visa applications have made international assignments more challenging. Employees face increased obstacles in obtaining necessary work authorizations, leading to potential delays or cancellations of planned relocations.
Companies may wish to consider reviewing their global mobility strategies and considering assignments to / from “immigration-friendly” jurisdictions, if necessary for employee career growth periods or market expansion
Time to Proactively Adapt
To ensure compliance, efficiency and operational stability, companies must proactively adapt to these developments by:
- Staying updated on policy changes,
- Conducting internal audits, and
- Seeking legal counsel and expertise when necessary.
“Workplace compliance is no longer a back-office or logistical function—it’s a strategic and a geopolitical one. Today’s leaders must build flexibility into their mobility strategies to adapt to shifting immigration tides,” said NEI’s Ivancic.
NEI Global and our expert visa and immigration service partners will help you stay informed on trends and will regularly update you on changing visa and immigration trends and news alerts.
If you would like to discuss this or other issues in greater detail, please reach out to NEI’s Mollie Ivancic, SVP, International Services, your NEI Global Client Relations Manager, or NEI Global Client Development contact at 800.533.7353 any time.
This material has been prepared for informational purposes only and is not intended to provide, and should not be relied on for tax, legal or accounting advice. Please consult your own tax, legal and accounting advisors before engaging in any transaction.
The Trump administration has introduced policies significantly affecting workplace compliance, immigration law, and – yes – global mobility. Employers must understand these developments to navigate the evolving regulatory environment effectively.
The H-1B Visa Tool for American Companies
The H-1B visa program – intended for situations where American workers cannot fill the position – enables U.S. employers to temporarily hire foreign workers for specialized, high-skilled roles. These can range greatly, but applicants must have at least a bachelor’s degree or equivalent experience in the relevant field, as stated by U.S. Citizenship and Immigration Services. Once granted, the visa allows for up to six years of employment in the U.S.
Each year, U.S. immigration officials issue a cap-subject 85,000 H-1B visas:
- 65,000 for first-time applicants plus 20,000 for those with advanced degrees from U.S. institutions, according to the US Department of Labor. The immigration service makes selections by lottery in any year the agency receives more H-1B electronic registrations than permitted by the annual limit.
- Per the US Citizenship and Immigration Services (USCIS), Amazon topped the top ten list of H-1B sponsors in 2025 and other major tech employers included in order of rank Cognizant, Google, Meta, Microsoft, Apple, HVL America, IBM, Walmart and Capgemini as posted in The Economic Times.
- The leading states for H-1B visa sponsorship are California, Texas, New York, Washington, New Jersey and Illinois per MyVisaJobs.com.
- Nationals from India and China receive the most H-1B visas of any country’s workers. U.S. government data indicated that individuals from India accounted for more than 70% of all approved visa petitions each year since 2015, per The Indian Express.
“With these statistics in mind, visa and immigration compliance is no longer a back-office function—it’s a strategic,” said Mollie Ivancic, SVP, International Services at NEI Global Relocation. “As compliance enforcement intensifies, HR leaders must shift from reactive to proactive. A strong I-9 process isn’t just about avoiding penalties, it’s about protecting your people strategy.”
Let’s dive into 2025 trends and key items to pay attention to as the year progresses:
Stricter Enforcement of Workplace Compliance
In 2025, the U.S. government has ramped up enforcement of workplace compliance, resulting in a sharp rise in Form I-9 audits. This heightened scrutiny is focused on ensuring that companies comply with immigration laws, particularly in verifying their employees' eligibility to work.
Organizations in multiple industries are now subject to more rigorous evaluations of their hiring processes and paperwork, making it essential for HR teams to prioritize I-9 compliance. To mitigate the risk of penalties, employers should review their procedures, perform internal audits, and ensure their Form I-9 records are complete and current.
Increased Scrutiny of Employment-Based Visas
Immigration experts feel denials are expected to rise under the new U.S. administration, reflective of FY 2017-2020 when denial rates rose.
Looking back to FY2013, data published by the National Foundation for American Policy showed H-1B denial rates by Fiscal Year:
- FY 2013: 7%
- FY 2014: 8%
- FY 2015: 6%
- FY 2016: 10%
- FY 2017: 13%
- FY 2018: 24%
- FY 2019: 21%
- FY 2020: 13%
- FY 2021: 4%
- FY 2022: 2.2%
- FY 2023: 3.5%
- FY 2024: 2.5%
The H-1B denial rate for FY 2025 has not yet been released and future denial rates will greatly depend on evolving immigration policies and potential legislative reforms.
Companies must ensure that job roles intended for foreign nationals are thoroughly justified and that hiring practices comply with the latest regulations.
Extended Processing Times
Visa holders should not assume rush processing times when submitting applications for work visa approvals, extensions, or transfers. Administrative changes have introduced additional hurdles in visa processing, including more frequent requests for evidence and longer adjudication periods.
Per NEI visa and immigration service partner Erickson Immigration Group, H-1B visa processing -- depending on the individual circumstances of each petition and whether additional evidence is requested – will currently take around:
- 5-to-6 months for standard processing service
or
- 15 business days for premium processing.
The processing time for Form I-485 – the “Application to Register Permanent Residence or Adjust Status” for family-based applications – is currently 9.5 months according to USCIS data published each month by Boundless. Processing times for Form I-485 vary depending on one’s category of adjustment and which USCIS field office is processing the application.
Delays will affect workforce planning and project timelines, necessitating employers initiate visa applications well in advance and adhere to deadlines to mitigate potential disruptions.
“With the plan to trim the workforce from agencies that process immigration petitions and applications (USCIS, DOL, Department of State), companies and global mobility programs should expect processing times to increase over the next few years,” said Justin Parsons, Partner, Erickson Immigration Group.
“With an eye on these delays,” he continued, “companies will want to revisit their premium processing policies, and need to ensure they are up to date on the latest I-9 reverification rules and polices for continued work authorization when USCIS receipts are presented by employees.”
Enhanced Security Checks and Consular Delays
The administration has expanded security screenings and consular processing requirements, leading to prolonged visa issuance times. Applicants from certain countries may face increased scrutiny and consular decisions have become less predictable, however NEI is hearing from some clients that EU countries and others around the globe are also putting more scrutiny on applications and immigration compliance is becoming more common again, in general, and not only for entering the U.S.
Companies should monitor these developments closely and provide support to affected employees to navigate the complexities of international travel and visa procurement.
Impact on Global Relocations and Assignments
Stricter immigration policies and heightened scrutiny of visa applications have made international assignments more challenging. Employees face increased obstacles in obtaining necessary work authorizations, leading to potential delays or cancellations of planned relocations.
Companies may wish to consider reviewing their global mobility strategies and considering assignments to / from “immigration-friendly” jurisdictions, if necessary for employee career growth periods or market expansion
Time to Proactively Adapt
To ensure compliance, efficiency and operational stability, companies must proactively adapt to these developments by:
- Staying updated on policy changes,
- Conducting internal audits, and
- Seeking legal counsel and expertise when necessary.
“Workplace compliance is no longer a back-office or logistical function—it’s a strategic and a geopolitical one. Today’s leaders must build flexibility into their mobility strategies to adapt to shifting immigration tides,” said NEI’s Ivancic.
NEI Global and our expert visa and immigration service partners will help you stay informed on trends and will regularly update you on changing visa and immigration trends and news alerts.
If you would like to discuss this or other issues in greater detail, please reach out to NEI’s Mollie Ivancic, SVP, International Services, your NEI Global Client Relations Manager, or NEI Global Client Development contact at 800.533.7353 any time.
This material has been prepared for informational purposes only and is not intended to provide, and should not be relied on for tax, legal or accounting advice. Please consult your own tax, legal and accounting advisors before engaging in any transaction.
