Immigration resources for modern teams.

When an employee's H-1B options are exhausted, Day-1 CPT sometimes surfaces as a path forward. HR teams need to understand what it is, what their role is, and why it carries significant risk before deciding how to respond to an employee who brings it up.

The H-1B lottery results are out for FY2027. Whether your employee was selected or not, the next 90 days require clear action from HR. Here is what you need to manage for both groups.

The DOL has proposed raising prevailing wages for H-1B and PERM workers by roughly 25%. Nothing has changed yet, but if this rule is finalized, it will affect who you can hire, what you pay current employees on visas, and the status of your open PERM cases. Here is what HR teams need to think through now.

Most HR teams go into panic mode when a Request for Evidence arrives. They should not. An RFE is not a denial. It is a request for more information, and how HR responds in the days immediately after one lands makes a real difference to the outcome and to the employee's state of mind.

When an H-1B employee's spouse is stuck on H-4 status and cannot work, that is a financial and personal burden that affects the employee's decision to stay. Whether to cover H-4 and H-4 EAD application costs is one of the more meaningful policy decisions HR can make for a sponsored employee population.

Premium processing gets treated as a default add-on by some HR teams and an unnecessary expense by others. Neither approach is right. The decision depends on the employee's situation, the petition type, and what is at stake if the standard timeline runs long.

Most HR teams treat the I-140 approval as the attorney's milestone to manage. It is not. The day the I-140 is approved, HR has a few straightforward but important things to do, and most teams skip them.

HR teams that have processed H-1B transfers expect an O-1 transfer to work the same way. It does not. An O-1 petition for a new employer is a new petition from scratch, and the document burden is substantially higher than most HR teams anticipate.

Managing immigration for a team of foreign national employees is not just a compliance function. It is one of the most emotionally demanding roles in HR, and almost no one talks about it that way.

The employer-sponsored green card process has seven distinct stages, each with different timelines, HR responsibilities, and compliance requirements. Most HR guides cover what happens after approval. This one covers everything before it.

Most US tech companies handle international relocations one employee at a time, with no consistent framework for when to offer Canada, Australia, or Germany as options, what the company will fund, or how decisions get made. As US immigration volatility increases, that approach is becoming a retention liability.

Australia's 2025-26 migration program offers 185,000 permanent residence places, with 132,200 reserved for skilled workers. For US tech companies exploring global mobility options for employees stuck in long immigration backlogs, Australia provides both employer-sponsored and points-based pathways — each with distinct requirements and timelines.