Immigration resources for modern teams.

PERM recruitment often uses channels recommended by immigration counsel, and those channels may differ from the ones your company uses for ordinary hiring. That can work. The process breaks down when an applicant responds and nobody owns what happens next: an inbox goes unchecked, a résumé never reaches the right reviewer, or a rejection gets recorded without a specific, job-related reason. HR’s role is to make sure every response reaches someone qualified to review it and that the decision is documented.

Struggling to manage LCA compliance for remote employees? Learn how hybrid work creates hidden risks and what HR leaders can do to stay ahead. This guide covers the top three LCA compliance gaps and how to fix them without adding to your workload.

Immigration news is arriving from every direction, and it is easy to assume every headline means new risk for every foreign national employee. It does not. Some of these changes are already in effect, some are proposals with no final rule, and several employee populations are not affected at all. Here is how to tell the difference and where you need to act.

What is PERM? PERM stands for "Program Electronic Review Management." It is the first step when filing a Green Card or an employment-based immigrant visa for a foreign national employee. During this process, the employer:1. Files a Prevailing Wage Request to the Department of Labor (DOL) via its FLAG website. The DOL uses this request to determine and issue the employer a prevailing wage determination (PWD). The PWD dictates the wage for the position based on the worksite location and the experi

USCIS is missing some premium-processing deadlines and refunding the fees while cases remain pending. You and your HR team may need to plan additional times for hirings and extensions.

DHS has proposed a $103,265 fee on H-1B petitions subject to the annual cap. The proposal is not in effect, and it may not survive the rulemaking process intact. HR teams still have reason to start planning now, particularly for employees on OPT and STEM OPT who would need a first-time cap-subject petition.

When a foreign national employee leaves, your team has a few additional immigration steps to manage. Use this guide to coordinate the exit with payroll and immigration counsel.

Our earlier guide, How to Manage Immigration Across Multiple Countries Without Running Three Separate Programs, explains how to create shared intake, central tracking, consistent communication, and vendor standards across countries. This operating manual picks up there, with country profiles, decision rights, change controls, review routines, and continuity planning for programs managing more countries and stakeholders.

On August 5, 2026, USCIS updated its guidance on evidence, RFEs, and Notices of Intent to Deny, giving officers more room to deny an incomplete filing outright instead of asking for more documentation first. Here's what changed, how it may affect H-1B, I-140, and I-485 filings, and what HR should have ready before anything goes to counsel.

High-consequence employee issues often arrive through email, messages, and specialist handoffs, where ownership and deadlines disappear. This practical framework helps you triage exceptions, keep employees updated, and expose recurring process gaps.

Employee immigration planning involves more than tracking a visa expiration. HR needs visibility into four connected layers: current work authorization, the next temporary status, the immigrant category, and green-card availability.

Consistency is a standard of care. Build global immigration process standardization with one intake, a clear first 48 hours, shared definitions, and a weekly triage so employee confidence does not depend on geography.