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Immigration Rules Talent Management Talent Mobility Visas and International Travel

2025 U.S. Immigration Trends: What Employers Need to Know

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Colleagues enjoying to meet and talk in the office

U.S. immigration trends in 2025 continue to play a significant role in whether companies can achieve their corporate goals. Access to a skilled workforce is often the foundation of corporate success, and many organizations rely on global talent to stay competitive. As immigration policies evolve and global mobility demand increases, employers must remain informed to manage their hiring, relocation, and retention strategies effectively.

Key Facts About U.S. Immigration

According to the Migration Policy Institute, immigrants remain a significant part of the U.S. labor force. In 2025, more than 28 million immigrants will be active in the workforce, representing nearly 18% of all U.S. workers. Immigrants also make up roughly 14% of the total U.S. population, highlighting their vital role in sustaining economic growth.

The Pew Research Center reports that approximately 36 million immigrants legally reside in the U.S. Current immigration policies are shaped by two main priorities:

  • Employment-based migration to fill critical skills gaps.
  • Family reunification ensures strong social and community ties.

2025 U.S. Immigration Policy Updates

In recent years, U.S. immigration policy has shifted toward a balance between employment-based needs and humanitarian considerations. For 2025, several key updates are shaping immigration trends:

  • Visa Modernization: The Biden administration has emphasized reducing green card and work visa backlogs, with new digital processing systems being rolled out.
  • STEM and High-Skill Focus: Expanded opportunities for foreign nationals with advanced degrees, particularly in science, technology, engineering, and mathematics (STEM).
  • Family Reunification: Continued prioritization of family-based visas to support immigrant communities.
  • Public Charge Policy Reversal: The restrictive 2019 “public charge” rule has been rescinded, reducing barriers for lawful immigrants applying for permanent residence.

How U.S. Immigration Trends Impact Companies

Immigration policies have a direct impact on organizations competing for talent. According to the 2025 Envoy Global Immigration Trends Report, employers are adapting their strategies in several ways:

  • Global Assignments: Companies are increasingly sending employees to international hubs for training, development, and retention while awaiting U.S. visa approvals.
  • Simplification: Businesses are seeking a more predictable and transparent immigration process, advocating for streamlined regulations.
  • Sponsorship: Offering employer-sponsored green cards and covering immigration costs has become a critical differentiator in attracting global talent.
  • Employee Experience: Companies are improving internal processes to provide a smoother immigration journey for employees and their families.

What Employers Should Do

To remain competitive in the global market for skilled workers, employers should:

  1. Stay informed about immigration policy updates and visa quota changes.
  2. Leverage Relocation Management Companies (RMCs) to design compliant, efficient relocation programs that attract international talent.
  3. Develop proactive sponsorship strategies to support long-term employee retention.
  4. Adopt technology-driven solutions that simplify relocation and immigration management.

Work with the Right RMC

As U.S. immigration continues to evolve in 2025, companies that stay ahead of policy changes will be best positioned to recruit and retain global talent. Partnering with an experienced RMC like Global Mobility Solutions (GMS) ensures employers can navigate the complexities of immigration while supporting both corporate growth and employee success.

GMS was the first relocation company to register as a .com, created the first online relocation tools and calculators, and continues to lead the industry with its MyRelocation™ technology platform. Recognized by HRO Today’s Baker’s Dozen Customer Satisfaction Survey as a top provider, GMS delivers innovative solutions that drive results.

Contact our team today at 800.617.1904 or 480.922.0700, or visit us online to learn how we can help your company adapt to 2025 U.S. immigration trends.

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Talent Management Talent Mobility Visas and International Travel

How to Get an IMM 5257 Visitor Visa (Temporary Work Visa) in Canada

Here's what you should know

If you aren’t a Canadian citizen or permanent resident, you are a visitor, which allows you to do a few things. First, you can come to Canada on vacation, to see family, or to conduct some manner of business. Your stay is restricted, and you need to follow some rules. One of them might be that you need a visa, especially if you plan to work in Canada.

These IMM 5257 visas will be significant for you to enjoy your stay in Canada, and they are also a little complicated to get (though, are only some government documents? Thankfully, rather than dealing with the headaches that can arise when you try to get a visa alone, you can instead focus on reading this article and getting all the help you need.

What Temporary Work Visas Can You Get?

There are two different types of work visas that you can apply for. The first is an employer-specific work permit that allows you to work in Canada while you follow the conditions on the license. These conditions include the name of the employer you can work for, how long you can work, and sometimes where you can work.

You will also need a full copy of your employment contract and the offer of employment number or a copy of the labor market impact assessment. This can be useful if a specific employer in Canada already hires you and is entering the country to work a particular job.

An Open Work Permit allows you to work for any employer in Canada during your stay, except for those on the list of blacklisted employees. 

Additionally, you may need a medical exam if you have lived in certain territories or countries for 6 months or more or have applied to come to Canada within one year. Additionally, suppose you plan to work in certain occupations (such as in the field of healthcare, with children, or within agriculture occupations). In that case, you will need a medical exam no matter what.

You will not need a medical exam if you want to work in Canada for six months or less and do not meet the above conditions. Once you have your work visa and all the paperwork from your employer, you can begin the application process.

Using an IMM 5257 PDF Template

Having a template to work off of can be a lifesaver, especially with government documents. You need to work off of an IMM 5257 PDF Template, and one that is correct and fully updated. Then, you can confidently fill in the blanks and submit your information correctly. No worries, no fuss, and you can work in Canada if your other documents are handled correctly.

How To Apply For A Temporary Work Visa

You can apply for a temporary work visa online and must submit various forms. These can include, but are not limited to, IMM 1295—Application for Work Permit Made Outside of Canada, Schedule 1—Application for Temporary Resident Visa, and Family Information Form IMM 5645.

Additionally, you will need a valid passport, two applicable photos of yourself, police record certificates, and bank statements proving you have enough funds to remain in Canada while having enough funds to return home, as well as your resume. You will also need extra documents if you bring your spouse and family members.

Now, all of this can be extremely overwhelming, and if you make a mistake, forget to include a document, or have another problem happen, you will need to start over. That can be a massive problem, especially if you have a job that can’t wait.

Can I Extend My Temporary Work Visa?

If your work permit is still valid, then you can extend it. Whether you have fallen in love with the job, the country, the food, or the people, you can extend your temporary work visa while in Canada as long as you meet the following conditions. 

You must make any changes, alterations, or extensions at least 30 days before the visa expires, and you can’t extend your work permit beyond the expiration date of your passport. However, other than those conditions, extending your temporary work visa is pretty straightforward. Whatever drew you to Canada, you can continue experiencing it until your passport expires.

No matter what you plan to do, you can get a temporary work visa in Canada. Just make sure you get the steps right the first time!

Contact Global Mobility Solutions today for more information on work visas and relocating to Canada.

We're Here to Help! Request a Courtesy Visa Program Consultation

Properly managing a visa and immigration program involves meticulous coordination, precise communication, and worldwide interaction with government agencies, corporate personnel, and relocating employees.

At GMS, we provide you with peace of mind in knowing your mobility program is fully compliant and being managed by the best in the industry.

Request a no-pressure, courtesy consultation from a GMS Mobility Pro. We’ll be in touch within 1 business day.

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Relocation Policy Review

2024 Trends: Top 5 Relocation Policy Risks

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Stay in the know about relocation services

In today’s relocation and talent mobility sector, there is a growing concern about unexpected risks related to relocation policies. These risks cover a range of areas, such as tax implications, cyber security threats, employee well-being, and other essential factors. It is crucial to comprehensively understand these risks and how they could affect your organization’s relocation program.

As organizations navigate the ever-changing landscape of relocation and talent mobility, staying informed about the top risks that could impact your relocation policies is essential. By being aware of potential tax implications, cyber security threats, and employee well-being concerns, you can proactively address these risks and ensure a smooth relocation process for your employees.

One key factor to consider is the impact of tax implications on your relocation policies. Changes in tax laws and regulations can significantly impact the cost of relocating employees and the overall budget for your relocation program. By staying up-to-date on tax laws and seeking guidance from tax experts, you can mitigate the risk of unexpected tax liabilities and ensure compliance with all relevant regulations.

Another substantial risk to consider is cyber security threats. With the increasing reliance on technology for managing relocation programs, organizations are vulnerable to cyber attacks that could compromise sensitive employee data. You can protect your organization and employees from potential data breaches by implementing robust security measures, such as encryption and multi-factor authentication.

Employee well-being is also critical to consider when assessing relocation policy risks. Relocating employees may experience stress, anxiety, and other challenges during relocation, impacting their productivity and overall well-being. By providing support services, such as counseling and relocation assistance, you can help employees navigate relocation challenges and ensure a successful transition to their new location.

In conclusion, understanding and addressing the top risks related to relocation policies is essential for ensuring the success of your organization’s relocation program. By staying informed, implementing security measures, and prioritizing employee well-being, you can mitigate risks and create a positive employee relocation experience.

Top 5 Relocation Policy Risks Your Company is Facing Today

1. “Work from Anywhere” Policy Risks: Possible Looming State Tax Issues

At the start of the pandemic in the US, many companies hastily arranged to allow employees to work from home. While this solution had apparent safety and cost savings benefits, unintended consequences became apparent.

  • Employee Taxes: Many employees living and working across state lines may have additional state tax and reporting obligations.
  • Employer Taxes: Work from Anywhere policies essentially resulted in a corporate relocation, often involving the employee, office equipment, and company records.

While this unforeseen complication is being considered in the courts, companies should examine the impact and implications of this corporate relocation on the employer and the employees. Consideration should be given to the impact on payroll tax withholding and reporting obligations. State tax issues could have ramifications for new hires, transferees, employees suddenly working from home, and employers.

2. Cyber Security Policy Risks: Phishing versus Vishing

Another year, another new cyber threat. With more employees working from home, organizations have faced new security challenges. Vishing is the latest threat, a verbal form of phishing. With vishing, a scammer might masquerade as a computer technician from the company’s IT team and call an employee to inquire about their computer setup. By asking a few critical questions of the unsuspecting employee, the scammer can now suddenly enter the company’s data system.

Understanding the risks that both phishing and vishing present to employees working remotely is important to employers. With some companies now working 100% remotely, employees working remotely should be considered a possible risk for these scams. Robust security policies and training adapted for the new normal should be weighed and implemented.

3. Travel Policy Risks: Guidance, Changes, and Emergencies

The idea that “change is a constant” is easily applied to travel. Travel has become more complicated with new guidance, bans, and updates daily. Frequent changes to travel policies and rules impact companies’ ability to attract talent, relocate employees, and conduct business. The challenges associated with travel are applicable not only internationally but also domestically.

At any point, one state may require something new from travelers arriving from another state. Various borders between countries may be subject to restrictions or closures, generating emergency repatriation requests. Agencies such as the U.S. State Department or the U.S. Centers for Disease Control and Prevention (CDC) might revise previously stated guidelines.

Employers should recognize a duty to provide updated information and guidance for all traveling employees. Correct information and advice will help employees better understand how to travel safely during the pandemic.

4. Immigration Policy Risks: Nearshoring may be an Option

COVID-19 has resulted in border restrictions and closures, which, in turn, impact immigration. However, other efforts in the immigration system further dampen an employer’s ability to hire global talent. One solution is the concept of “nearshoring.”

By leveraging a location in Canada or some other nearby country, a company can hire foreign talent and bring them near to the US. Often, this helps the new hire acclimate to life in North America. Future changes in the immigration system may allow them to enter the US at a later date. Relocation policies should be reviewed, along with consultation with a qualified visa and immigration expert, to account for alternative options such as nearshoring.

5. Health and Safety Compliant Providers: Ensuring Safety Policies are in Place

It should not come as a surprise that, during a global pandemic, companies must ensure enhanced health and safety policies are in place for their employees. All relocation services provided during a move should be analyzed for policy risks to help minimize exposing their employees and families to the dangers of COVID-19.

Top-rated Relocation Management Companies, like Global Mobility Solutions (GMS), regularly work with their supplier networks to ensure the latest guidance from officials (like the CDC) is observed and incorporated into their operations. Appropriate social distancing, regular hand washing, face coverings, and virtual relocation services are vital in protecting our client’s employees and the team members assisting with the relocation.

What Should Companies Do for Relocation Services?

Employers should schedule a relocation policy review with a trusted mobility expert to identify how this article’s top 5 policy risks may affect aspects of their relocation program. By working with an experienced relocation management company, organizations can leverage the mobility provider’s expertise in benchmarking their policies and identifying areas that will reduce the risks of COVID-19 on their relocating employees and their families.

GMS’ team of global relocation experts has helped thousands of organizations understand how to develop relocation policies that provide the best experience for new hires, transferees, and their family members. Our team can help your company understand how to review your relocation policy and address issues relating to the top 5 policy risks outlined above. As a result, your company will be able to remain competitive in its industry. It will also continue to attract the best candidates for job openings.

Contact our experts online to schedule a complimentary relocation policy review, or call us at 800.617.1904 or 480.922.0700 today.

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Visas and International Travel

E-2 Visa Delays Holding Up Foreign Investors

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How E-2 Visas are still feeling the ripple of the Pandemic

The E-2 visa, or investor visa, is a highly sought-after option for foreign investors looking to establish or grow a business in the United States. This visa permits investors and their families to reside and work in the U.S. for up to five years. Renewal of the visa is possible in five-year intervals as long as the investor’s business remains operational in the country. Each year, around 43,000 E-2 visas are granted to eligible applicants.

Even though the E-2 visa is widely used, it is more complex to obtain and requires a significant financial investment from the applicant. One of the critical criteria for the E-2 visa is that individuals must be citizens of one of the 72 countries with a valid treaty with the United States. Additionally, a minimum investment amount must be met.

To obtain an E-2 visa, the business must be actively operating, and the investor’s financial contribution must be significant. The USCIS does not set a specific minimum investment amount, but most E-2 investors invest at least $100,000 in their business. Additionally, investors cannot just be a source of funding; they must also have a vital role in the company that allows them to oversee and guide its operations. This visa requires the investor to participate actively in the business’s management and development.

Before the outbreak of COVID-19, it typically took several months to secure an E-2 visa. However, since 2020, wait times have significantly lengthened, leading to investors needing help accessing their U.S. businesses.

B-1 Visas Are an Alternative to E-2 Visas

During the visa approval process, confident investors have decided to enter the United States as business visitors. Temporary B-1 and B-2 visas are issued for individuals traveling to the U.S. for business or tourism reasons. The B-2 visa is for tourism activities like vacations or visiting family, while the B-1 visa is for business-related tasks such as meeting with business partners and discussing contracts.

Investors from Canada who do not require a visa can enter the United States without needing a B-1 visa and spend a maximum of six months in the country. On the other hand, investors from visa-exempt nations such as the European Union, Commonwealth countries, and Japan are restricted to a 90-day stay in the U.S. Additionally, individuals from non-visa-exempt countries can apply for a B-1 visa. Still, they must schedule appointments at U.S. consulates beforehand. If the visa is approved, they can stay in the U.S. for up to six months.

After Canadian investors’ B-1 visas run out in six months, they will likely be refused entry back into the U.S. This rejection is due to an unofficial policy that bars Canadians from staying in the U.S. for over six months a year. Investors from other visa-exempt nations encounter comparable regulations. Once their B-1 visa expires in 90 days, they may have the option to re-enter the U.S. a couple of times, but there is a restriction on the duration of time they can stay in the country.

Experts in immigration law are advocating for E-2 visa candidates to be granted the ability to remain in the United States for a maximum of one year, possibly extending for an additional six months. The option of an 18-month provisional stay would benefit investors who require time to oversee their business operations in the U.S. while awaiting in-person interviews overseas. This interim measure aims to alleviate the challenges foreign investors face during the delays in E-2 visa processing times.

We're Here to Help! Request a Courtesy Visa Program Consultation

Properly managing a visa and immigration program involves meticulous coordination, precise communication, and worldwide interaction with government agencies, corporate personnel, and relocating employees.

At GMS, we provide you with peace of mind in knowing your mobility program is fully compliant and being managed by the best in the industry.

Request a no-pressure, courtesy consultation from a GMS Mobility Pro. We’ll be in touch within 1 business day.

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Relocation Programs Visas and International Travel

Singapore Passport Now Ranks No. 1

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A happy young woman tucks her hair behind her ear as she smiles and waits for her flight. She is holding her passport in her hand.

Singapore replaces Japan passport to become the world’s most powerful

In a recent update, the Singapore passport has surpassed Japan’s and is now considered the most powerful passport in the world. Holders of Singapore passports can enjoy visa-free entry to a remarkable 192 countries worldwide.

However, there is a positive development for Indian citizens as they can now travel to 57 countries without needing a visa or obtaining a visa upon arrival. This is because India has climbed five places and is currently ranked 80th in visa-free travel.

Nevertheless, it is still worth noting that Indian passport holders can visit many countries without the hassle of obtaining a visa, with the number now standing at 57. This is due to India’s improved ranking, placing it at the 80th position.

According to the Henley Passport Index report, Japanese passports, previously ranked first for five consecutive years, have now fallen to third place. As a result, the number of countries that Japanese passport holders can enter without a visa has also decreased.

Currently, Japan is tied for third place alongside Austria, Finland, France, Luxembourg, South Korea, and Sweden. Citizens of these countries can now travel to 189 nations without needing a visa.

The report also highlighted that the United States, which held the top spot a decade ago, has now dropped to eighth place. On the other hand, the United Kingdom has risen two spots and now occupies the fourth position.

This shift in the global visa rankings has sparked curiosity and has intrigued travel enthusiasts. Many wonder what factors have contributed to Japan’s rise and the United States’ decline. Japan’s success can be attributed to its strong diplomatic relations and commitment to promoting tourism. The country has made significant efforts to simplify visa procedures and enhance its image as a welcoming destination.

On the other hand, the United States drop in the rankings has raised eyebrows. Some speculate that the stringent immigration policies implemented in recent years may have played a role. The US has become more selective in granting visas, which has decreased its visa-free travel options. Additionally, the political climate and security concerns have also impacted the country’s standing.

Meanwhile, the United Kingdom’s ascent in the rankings has been met with applause. The country’s efforts to strengthen its global ties and improve its visa policies have paid off. The UK has implemented various initiatives to attract tourists and business travelers, such as introducing electronic visas and streamlined application processes.

As the global visa landscape continues to evolve, it is clear that countries must adapt and prioritize their international relationships and policies. The ability to travel freely without the burden of visa restrictions not only benefits individuals but also fosters economic growth and cultural exchange. It remains to be seen how future developments will shape the rankings and influence how we explore the world.

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Properly managing a visa and immigration program involves meticulous coordination, precise communication, and worldwide interaction with government agencies, corporate personnel, and relocating employees.

At GMS, we provide you with peace of mind in knowing your mobility program is fully compliant and being managed by the best in the industry.

Request a no-pressure, courtesy consultation from a GMS Mobility Pro. We’ll be in touch within 1 business day.

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Global Relocation Challenges Global Relocation Tips Relocation Best Practices Relocation Challenges Visas and International Travel

Immigration Options for Remote Work Policies

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Close-up of person carry information from passport to usa visa application form. Man planning to move abroad. International and legal immigration concept

Companies can still be held responsible for immigration rules on remote employees

There’s no doubt that the Covid-19 pandemic changed the remote work options for millions, maybe even billions, of employees worldwide. Companies sending their employees to work from home worked out well in numerous industries for organizations and employees alike. Employees like the flexible work schedules that remote work policies offer, while companies were initially surprised but overall pleased with their productivity. 

 

There’s still some debate about whether companies should remain in full-time remote work settings or urge employees to return to the office. While many organizations decided against a full-time office return, some factors should be weighed in. Again, there is no denying that offering remote work flexibility helps hire and retain top talent, but from the company’s standpoint, they need to make sure all of their bases are covered. 

 

Are companies responsible for immigration regulations if their employees live in a different country than the headquarters? For example, does it make a difference if the employee relocates independently or is asked to do so for a global assignment? 

 

Companies should arm themselves with visa and immigration knowledge when creating remote work options for their workforce. Here are some immigration matters to keep in mind as employees turn to the digital nomad lifestyle: 

Employees with H-1B Visa

Employees with H-1B status can only work at the specific locations listed on their Form I-129 petition or Labor Condition Application. However, they can also work remotely if their home is within a reasonable commuting radius from their employer’s office (if their home is outside of the MSA listed on the LCA or not within a reasonable commuting distance, then an amended H-1B Petition would need to be filed by the employer to allow for this working arrangement). If working remotely full-time or in a hybrid arrangement, they will be asked to post a Notice of LCA at two locations in their new home for up to ten days. The employer can then update what is known as a Public Access File with records of the posted LCA, including the new location and the dates for the work assignment. 

 

In the meantime, H-1B employees traveling as digital nomads face various immigration issues due to the location-specific requirements of the visa type. It’s also important to point out that remote employees’ H-1B site visits still happen. So, those employees who work in a remote environment may be able to attend a site visit at their house.

Employees with E and L Visa Status

Entrepreneurs and investors who want to start a business in the United States or transfer multinationals from other countries around the world to a U.S. location often use E-2 visas, which must be issued according to bilateral treaties. In addition, the E-2 visa applicant must have the same nationality as the company’s ultimate owner.

 

The L-1 visa requires foreign and U.S. companies to share a joint ownership group. The foreign company must have also hired the employee in a managerial, executive, or specialized position for at least one year out of the immediately prior three years. The employee also must arrive in the U.S. to take on a similar managerial position. 

 

USCIS and other governmental agencies usually require evidence of a permanent, physical office address when evaluating E-2 or L-1 petitions. However, this may challenge companies/employers who do not have a physical location or address. In addition, USCIS also requires a physical mailing address for most forms, which could be troublesome for U.S. companies composed of digital nomads. 

GMS Has Visa and Immigration Specialists Standing By

When companies put together remote work policies, it is essential to have visa and immigration specialist assistance. Organizations do not want to expose themselves to fines, additional taxes, or other compensation obligations because of a lapse in immigration paperwork. Working with Global Mobility Solutions (GMS) can assure companies that their visa needs are up to date. Our team has over 30 years of experience in helping companies put together relocation packages emphasizing immigration regulations. 


Set up a free visa assessment consultation with one of our experts to ensure that your company is covered on all fronts when moving employees worldwide. And for other help on visa and immigration topics, check out our Knowledge Base.

We're Here to Help! Request a Courtesy Visa Program Consultation

Properly managing a visa and immigration program involves meticulous coordination, precise communication, and worldwide interaction with government agencies, corporate personnel, and relocating employees.

At GMS, we provide you with peace of mind in knowing your mobility program is fully compliant and being managed by the best in the industry.

Request a no-pressure, courtesy consultation from a GMS Mobility Pro. We’ll be in touch within 1 business day.

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Employee Development Global Mobility Global Relocation Immigration Rules

Employer Immigration Compliance Must Be Spoken: Guidance for Cross-Border Mergers & Acquisitions

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Envelope from U.S. Citizenship and Immigration Services with the American flag on top/U.S. immigration concept

Get Ahead of Problems Faced in Cross-border Mergers and Acquisitions

Merging branches or acquiring new businesses is a complex process. These transactions involve numerous parties and have an abundant number of moving parts. This is the case, even more so, with cross-border mergers and acquisitions (M&A). What happens when the merger or acquisition is obtained in another country? 

Businesses are understandably focused on the economic and financial aspects of the deal, not so much on employer immigration compliances. However, these compliances are important and should not be overlooked. Imagine trying to relocate or transfer employees from one branch to another, only to be held up by visa and immigration issues. The issues that delay employment transitions and the assessment of liabilities are best addressed early in the process to allow your organization enough time to overcome any compliance risks. 

In almost any merger, acquisition, or change of entity, employers will need comprehensive plans to ensure relocating employees are able to validate their immigration status for their new country of employment. Employers who fail to accurately assess their immigration needs risk major business and labor disruptions, or the loss of key employees due to visa and immigration holdbacks. 

An effective M&A agreement will be prepared and determined appropriate based on the following points:

Deal Structure

Is it a stock/share deal?
With a stock purchase, the legal entity being purchased is often maintained and the purchasing company inherits all of its foreign workers. It will be up to the purchasing company to confirm that all these workers’ permits/visas are compliant and if any changes to immigration status will be needed.

Is a new legal entity being created?
As often is the case with a merger, an entirely new entity is created. Under some jurisdictions and work permit types, foreign employees are only authorized to work for the original company that sponsored them. In these situations, a new work permit may need to be applied for, or at the very least, an amendment made to the existing permit.

Change in Staffing

Will the deal affect any employment contract type or status?
In many countries, a foreign worker’s employment authorization is tied to the employment contract they signed with their original employer. If this contract is made void through a merger or acquisition, the status of the work permit could be as well. It is important to check with the local immigration authorities to see if amendments are needed. 

Will the deal cause any employee on a work permit/visa to be promoted or demoted?
Often a foreign employee’s type of work authorization is tied to their seniority/position or their income level. Depending on the jurisdiction and the terms of the work permit/visa there may need to be a change of status filed with the local authorities. 

Will the location of work permit/visa holders change?
In some countries, a foreign worker’s visa/permit may be tied to a particular province/state or even city. If workers are going to relocate to another region because of a merger or acquisition, an amendment may need to be made to their work authorization. 

Will job titles of work permit/visa holders change?
Depending on the country and type of work authorization originally granted, if a merger or acquisition results in the changing of job titles for foreign workers there may need to be an amendment made to their work permit.  

Will job descriptions of work permit/visa holders change?
If a work authorization was originally granted based on a foreign worker’s particular skills and the type of work they perform, it is important to check if new work authorizations will be required if their job description is going to change. 

Will salaries of work permit/visa holders be adjusted?
In some countries, a foreign worker’s visa/work permit type is often tied to their income level. If there are changes, he/she may require a new work permit or have an amendment made to their existing work authorization.

Assess Potential Red Flags

Understand visa/work permit processing time
If changes or amendments are needed to foreign workers’ work permits/visas, it is important to understand what processing times will be applicable. Processing times can vary drastically in different countries, and if not correctly managed a company might find itself in a situation where many of their foreign workers are not able to legally work immediately after the date of a merger or acquisition.

GMS Can Help with Employer Immigration Compliances

Global Mobility Solutions can help businesses with all of their global mobility needs and concerns, including companies who face problems with cross-border mergers and acquisitions. We partner with top visa and immigration companies to assure our clients’ their employees and their families are taken care of. Don’t let employer immigration compliance keep your company from merging or acquiring new branches. Contact us today to discuss your needs with a professional relocation expert.

We're Here to Help! Request a Courtesy Visa Program Consultation

Properly managing a visa and immigration program involves meticulous coordination, precise communication, and worldwide interaction with government agencies, corporate personnel, and relocating employees.

At GMS, we provide you with peace of mind in knowing your mobility program is fully compliant and being managed by the best in the industry.

Request a no-pressure, courtesy consultation from a GMS Mobility Pro. We’ll be in touch within 1 business day.

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Global Mobility Global Relocation Global Relocation Challenges Global Relocation Tips Global Relocation Trends Immigration Rules Visas and International Travel

Start Planning Now for the FY 2022 H-1B Visa Lottery

The FY 2022 H-1B visa lottery process requires thorough review and careful planning to ensure success. Foreign national talent with exceptional skills and experience are highly coveted for key positions by many prospective US employers. Specific jobs often filled by employees on H-1B visa sponsorship include information technology specialists, engineers, and scientists.

What are the Changes for the FY 2022 H-1B Visa Lottery?

The United States Citizenship and Immigration Services (USCIS) is expected to follow several of the new processes put in place for the most recent FY 2021 lottery. However, USCIS has not announced the date when the official process will open. For FY 2021, prospective petitioners could create accounts starting on February 24, 2020. A similar pre-petition account creation date is likely to be communicated for this year’s process.

The Department of Homeland Security (DHS) has also proposed a change in how USCIS selects registrations for filing of cap-subject H-1B petitions. The change will result in:

  1. USCIS first selecting registrations based on the highest prevailing wage level
  2. Wage level ranking would apply to the regular cap
  3. The ranking would also apply to the advanced degree exemption

This proposed change follows a previous Department of Labor (DOL) restructuring of the prevailing wage system for foreign national talent. The DOL instituted an Interim Final Rule (IFR) called “Strengthening Wage Protections for the Temporary and Permanent Employment of Certain Aliens in the United States.” The DOL wage system restructuring was meant to reduce program abuses that appeared to undermine wages and opportunities for US workers. However, later rulings have resulted in legal challenges and court orders to set aside the DOL’s IRF. The DOL noted it is taking steps to comply with court orders.

An additional factor that may result in changes is the inauguration of the next US President on January 20, 2021. With a new administration, a new focus on immigration is likely to change processes for the FY 2022 H-1B visa lottery process. However, changes will take time. Therefore, the upcoming year’s process may still follow a similar pattern as last year’s process.

Review of the Most Recently Defined H-1B Visa Lottery Processes

It is difficult to determine just how many changes there might be to the FY 2022 H-1B visa lottery process from the January 20 inauguration date to the lottery’s potential start date. However, a review of the FY 2021 H-1B visa lottery process will provide some insight into the most recently defined requirements.

Starting in FY 2021, petitioners had to submit an electronic registration. USCIS noted the registration should make visa processing more streamlined. It should also reduce excess paperwork and costs. Petitioners pay a registration fee and then only pay the visa lottery fee if the process successfully chooses their registration for processing.

Registration Expected for the FY 2022 H-1B Visa Lottery Process

The FY 2021 H-1B electronic registration process followed these simple steps:

  • Petitioners could create accounts starting on February 24
  • Petitioners input limited company data and information about the foreign national talent into the online registration portal
  • Registration fee of $10 applies to each entry
  • USCIS opened the initial registration period on March 1
  • A random selection process for H-1B visas on the registrations then chooses entries eligible to submit petitions
  • Fee is $10 and applies to all registrations submitted during the initial and future periods

Lottery Expected for the FY 2022 H-1B Visa Lottery Process

The FY 2021 H-1B visa lottery process followed this pattern:

  1. The first lottery included all petitions and was subject to the 65,000 cap limit
  2. Following the first lottery, the rest of the petitions are then eligible for the 20,000 visas reserved for applicants with advanced degrees from US educational institutions

DHS noted the lottery process was expected to actually increase the number of H-1B visa holders with a master’s or higher degree from a U.S. institution of higher education to be selected for further processing.

What Should Employers do about the FY 2022 H-1B Visa Lottery?

HR teams should fully prepare in order to submit electronic registrations on the date USCIS opens the portal. They should also review hiring plans and identify all necessary documentation. As a result, this will help ensure both the registration process and the petitioner process move along as quickly as possible. Employers should work with a Relocation Management Company (RMC) that has extensive experience in visa processing. RMCs will have knowledge and expertise that will help ensure a smooth FY 2022 H-1B visa lottery process. As a result, petitioners will have a much greater likelihood of success in hiring skilled foreign national talent.

Where Should Employers Begin?

Global Mobility Solutions’ team of global relocation experts can help your company with the FY 2022 H-1B visa lottery process. Our team’s knowledge and access to visa and immigration resources leads the relocation industry. We have helped thousands of companies understand how to successfully navigate the H-1B visa lottery process and mitigate talent shortages with global relocation.

Conclusion

Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients prepare for the H-1B visa lottery. Our team can help your company understand how to prepare, register, and submit petitions in the FY 2022 H-1B visa lottery for the greatest chance of successful results.

GMS was the first relocation company to register as a “.com.” The company also created the first online interactive tools and calculators, and revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation® technology platform.

Contact our experts online to discuss your FY 2022 H-1B visa lottery plans, or give us a call at 800.617.1904 or 480.922.0700 today.

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Properly managing a visa and immigration program involves meticulous coordination, precise communication, and worldwide interaction with government agencies, corporate personnel, and relocating employees.

At GMS, we provide you with peace of mind in knowing your mobility program is fully compliant and being managed by the best in the industry.

Request a no-pressure, courtesy consultation from a GMS Mobility Pro. We’ll be in touch within 1 business day.

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Global Relocation Global Relocation Challenges Global Relocation Tips Global Relocation Trends Immigration Rules Visas and International Travel

2020 Inbound Immigration to the United States: Where are the Workers Coming From?

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The U.S. Department of Homeland Security (DHS) reports that 2020 inbound immigration for the Fiscal Year (FY) First Quarter saw over 117,000 foreign nationals enter as new arrivals. This number is the same as the FY 2019 First Quarter figure.

Table 1B in the report shows 6,839 new arrivals in the employment-based preferences category. This total is further delineated by several employment-based classes, including:

First: Priority workers 493
Second: Professionals with advanced degrees, exceptional ability 1010
Third: Skilled workers, professionals, and unskilled workers 3537
Fourth: Certain special immigrants 589
Fifth: Employment creation (investors) 1210

The U.S. Department of Labor (DOL) issues labor certifications for both permanent and temporary employment of foreign workers under several programs:

  • Permanent Labor Certification
  • H-1B Specialty (Professional) Workers
  • H-2A Temporary Labor Certification (Seasonal Agricultural)
  • H-2B Temporary Labor Certification (Non-agricultural)
  • D-1 Crewmembers Certification

Foreign workers hired under these programs represent a portion of the new arrivals for employment-based preferences in the 2020 inbound immigration figures reported by DHS.

2020 Inbound Immigration: Countries of Origin

New arrivals in the employment-based preferences are part of the category of “Lawful Permanent Residents.” DHS notes that thirty-seven percent of new lawful permanent residents arrived from six top countries of origin:

  • Mexico
  • People’s Republic of China
  • Vietnam
  • The Dominican Republic
  • India
  • The Philippines

According to the Migration Policy Institute (MPI), immigrants from Vietnam usually arrive to the U.S. through family reunification, not through employment channels. The same holds true for immigrants from the Dominican Republic.

By comparison, MPI notes that Chinese nationals received the second-largest number of H-1B visas in FY 2018, after Indian nationals. For Indian nationals, MPI reports that nearly half of the immigrants from India obtained lawful permanent residence through employer sponsorship.

2020 Inbound Immigration to the U.S. from India: Where are the Employment Centers?

The top 5 states where more than half of the 2020 inbound immigration from India reside are:

  • California
  • New Jersey
  • Texas
  • New York
  • Illinois

The top 4 counties that serve as destinations for 2020 inbound immigration from India are:

  • Santa Clara County, California
  • Middlesex County, New Jersey
  • Cook County, Illinois
  • Alameda County, California

The two counties in California comprise the bulk of Silicon Valley. Cities in Santa Clara County include San Jose, Mountain View, and Palo Alto. Alameda County includes the Bay Area cities and towns across the bay from San Francisco: Berkeley, Oakland, Hayward, Fremont, and Pleasanton.

Middlesex County in New Jersey includes the cities and towns of Edison, Woodbridge Township, New Brunswick, Sayreville, and South Amboy. This county is known for its long history of innovation.

Cook County in Illinois includes the cities and towns of Chicago (a high-tech hub), Evanston, Schaumburg, Des Plaines, Oak Lawn, Orland Park, and Elk Grove Village. Chicago is the third largest city in the nation.

According to MPI, immigrants from India have a much higher educational attainment compared to other immigrants and the U.S. population as a whole. This is due to how they enter the U.S.: either as international students, or as H-1B visa workers at jobs requiring a university degree. For FY 2016, immigrants from India accounted for 74% of the H-1B visa petitions (both initial and continuing employment) approved by the U.S. Citizens and Immigration Services (USCIS).

New National Education Policy in India Focuses on Technology

India’s Union cabinet has proposed significant changes to the country’s national education policy. The goal is to align education to the requirements of today’s workforce and employer needs. The policy recommends that education include teaching coding in school from the sixth standard onward. Ultimately, the policy aims to impart mathematical thinking and an interest in scientific topics in students. This trend has impacted 2020 inbound immigration from India.

The national education policy is being revamped to further align with India’s Sustainable Development Goals (SDGs). The SDGs were adopted by United Nations member countries in 2015 to serve as a call to action to eliminate poverty, protect natural resources, and bring prosperity and peace to all by the year 2030. SDGs aim to transform the world and strengthen universal peace.

What Does 2020 Inbound Immigration Mean for Employers?

Employers should learn about the current immigration trends and how they might impact their future ability to hire foreign nationals. While India has seen much success as the nation works to reach their SDGs, many other nations are also investing in education.

Also, several nations are pursuing significant educational reforms, including:

  • Mexico
  • Pakistan
  • Papua New Guinea
  • Poland
  • Vietnam

This may lead to greater competition from foreign nationals of these nations for immigration to the U.S. and the many opportunities this presents to them and their family members.

Where Can Your Company Get Help to Leverage 2020 Inbound Immigration?

Global Mobility Solutions has a team of global relocation experts who can help your company understand how to leverage immigration trends to benefit your talent acquisition and relocation programs. Our team’s knowledge and access to visa and immigration resources is unparalleled in the industry. We have helped thousands of companies navigate the U.S. visa program and H-1B visa lottery process reach successful results.

Conclusion

Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients understand how to attract and hire the best candidates for job openings. Our team can help your company learn how to leverage visa programs and other creative solutions to hire foreign nationals. As a result, your company will have greater success with corporate objectives and be able to benefit from 2020 inbound immigration.

GMS was the first relocation company to register as a “.com.” The company also created the first online interactive tools and calculators, and revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation® technology platform.

New SafeRelo™ COVID-19 Knowledge Portal

GMS recently launched its new SafeRelo™ COVID-19 Knowledge Portal featuring a number of helpful resources including:

  • Curated selection of news and articles specific to managing relocation programs and issues relating to COVID-19
  • Comprehensive guide to national, international, and local online sources for current data
  • Program/Policy Evaluation (PPE) Tool for instant relocation policy reviews

Contact our experts online to learn more about how your company can benefit from the 2020 inbound immigration to the U.S., or give us a call at 800.617.1904 or 480.922.0700 today.

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Immigration Rules Visas and International Travel

2020 H-1B Visa Program: Department of Homeland Security Proposing Amendments

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The 2020 H-1B Visa Program may receive further amendments. The U.S. Department of Homeland Security (DHS) issued a rule in September for the White House to review. This rule has been published in several agendas from Fall 2017 through Spring 2020. The rule pertains to several aspects of the program, including:

  • Definition of specialty occupation
  • Employer-employee relationship
  • Wages paid to H-1B visa holders

2020 H-1B Visa Program: The Basics

The FY 2021 H-1B visa lottery process opened on March 1, 2020. Many employers with job openings in specialty occupations offer H-1B visa sponsorship to foreign talent. However, there are cap limits in place for these visas. Because employers submit many thousands of petitions every year, they must plan accordingly. As such, the new amendments proposed for the 2020 H-1B visa program may not become effective until the FY 2022 H-1B visa lottery process.

Employer’s Requirements

For foreign talent seeking to enter the United States through the H-1B visa program, there are several requirements for their employer to follow, including:

Note: Foreign nationals may stay in the United States up to three years using their H-1B visa. However, subsequent renewals may not allow them to exceed a total stay of six years (with limited exceptions).

Reason for Amendments to the 2020 H-1B Visa Program

The title of the rule is “Strengthening the H-1B Nonimmigrant Visa Classification Program.” According to the description of the rule, DHS is revising definitions and imposing new requirements to ensure a number of objectives:

  1. Strengthen the program to obtain the “best and brightest” foreign talent
  2. Protect U.S. workers and wages
  3. Ensure employers pay visa holders appropriate wages

What Does This Mean for Employers?

Employers should follow the progress of this rule. Following the White House review, DHS may release the regulation to the public for comments. However, it may also be published as an “interim-final rule.” As a result, this may allow it to be immediately effective without public comment.

Changes to the definition of specialty occupations may have a direct impact on an employer’s talent acquisition programs relating to the 2020 H-1B visa program. Also, any changes relating to the employer-employee relationship or wages paid to H-1B via holders should be thoroughly reviewed to ensure compliance.

Where Can Your Company Get Help With Your 2020 H-1B Visa Program?

Global Mobility Solutions has a team of global relocation experts who can help your company understand how amendments to the 2020 H-1B visa program may impact talent acquisition and relocation programs. Our team’s knowledge and access to visa and immigration resources is unparalleled in the industry. We have helped thousands of companies with the H-1B visa lottery process reach successful results.

Conclusion

Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients prepare for the annual H-1B visa lottery. Our team can help your company understand how to adjust your programs for the proposed amendments to the 2020 H-1B visa program.

GMS was the first relocation company to register as a “.com.” The company also created the first online interactive tools and calculators, and revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation® technology platform.

Contact our experts online to discuss your company’s need relating to the 2020 H-1B visa program, or give us a call at 800.617.1904 or 480.922.0700 today

We're Here to Help! Request a Courtesy Visa Program Consultation

Properly managing a visa and immigration program involves meticulous coordination, precise communication, and worldwide interaction with government agencies, corporate personnel, and relocating employees.

At GMS, we provide you with peace of mind in knowing your mobility program is fully compliant and being managed by the best in the industry.

Request a no-pressure, courtesy consultation from a GMS Mobility Pro. We’ll be in touch within 1 business day.

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