As multiple H-1B policy proposals have been announced, employers across industries are responding with a mix of caution, concern, and strategic reflection. AIRINC recently conducted outreach to gather insights from more than a dozen organizations, representing a range of industries and mobility program sizes, on all the proposed changes; from the significant fee increase and evolving lottery system to stricter compliance expectations. The findings reveal how companies are interpreting these shifts and what they may mean for the future of global talent mobility.
While some organizations are taking a wait-and-see approach, many have already started contingency planning. The level of concern generally correlates with each company’s reliance on foreign talent; firms with large H-1B populations expressed particular unease, emphasizing the potential for operational disruption and talent shortages if the new costs prove prohibitive.
By contrast, companies with fewer visa holders are monitoring developments but remain largely focused on legal and procedural clarity before making changes. Several noted that immigration partners have played a key role in providing quick guidance and scenario modeling as leadership teams assess the long-term impact.
Among the most debated aspects of the policy is the newly imposed $100,000 filing fee. For some, this has been reframed as an opportunity to reassess the value of each sponsored role and sharpen focus on positions that drive measurable impact. A few organizations indicated they will absorb the additional expense as a cost of doing business, prioritizing critical and specialized talent regardless of price. Others, however, are considering alternative workforce strategies to limit dependence on U.S. sponsorship, such as nearshoring or focusing on local talent development.
Mobility teams are increasingly being pulled into cross-functional discussions about workforce strategy, particularly as companies evaluate how new H-1B costs intersect with broader global hiring and assignment models. The changes are prompting questions about the balance between short-term assignments, permanent transfers, and remote work arrangements that cross borders.
While it remains too soon to predict the full ripple effect, several organizations are proactively modeling talent flows and cost scenarios. The emerging trend suggests a gradual shift toward diversifying global talent pipelines, ensuring access to critical skills without overreliance on a single immigration channel.
The next few months will likely bring additional clarification and, with it, new approaches to managing mobility and compliance. For now, the prevailing mood across employers is one of cautious agility: preparing for potential disruption while exploring innovative ways to maintain talent continuity in a changing regulatory landscape.
The organizations best prepared for H-1B changes will be those that combine proactive planning with grounded insight. AIRINC’s advisory team works with employers worldwide to assess implications, model scenarios, and align mobility strategy with business goals.
Reach out to our team to learn how AIRINC can support your next move.