New H-1B Visa Fee: What Employers Need to Know

The U.S. immigration landscape shifted significantly this month. A new presidential proclamation introduced a $100,000 fee for new H-1B petitions, creating immediate implications for employers, HR leaders, and international talent pipelines.

At AISymmetric, we help organizations navigate complexity—whether it’s technology, compliance, or workforce strategy. This article breaks down what’s changing, why it matters, and what steps you should take now.

🧐 What Changed in H-1B Filing

As of September 21, 2025, at 12:01 a.m. ET:

• A $100,000 one-time fee applies to all new H-1B petitions.

• The fee does not apply to:

  • Current H-1B visa holders

  • Renewals/extensions

  • Petitions already submitted before the effective date

• The change primarily impacts first-time petitions for workers outside the U.S. who are applying for H-1B status.

This marks one of the largest fee increases ever introduced for employment-based visas.

⚠️ Why It Matters

Cost to Employers

Sponsoring an international hire is now dramatically more expensive. Beyond legal fees and processing costs, the additional $100,000 may cause organizations to reevaluate their hiring strategy.

Talent Acquisition

Companies that rely heavily on international talent—particularly in STEM and specialized fields—may face increased competition and slower recruitment cycles.

Workforce Planning

Foreign nationals outside the U.S. could face delays or reconsideration as employers weigh the cost of sponsorship.

Policy Shift

The proclamation signals a move toward prioritizing higher-wage and highly skilled positions, reshaping how U.S. companies compete globally for talent.

🔧 What Employers Should Do Now

1. Audit Upcoming Petitions
   Review your pipeline. Which candidates are abroad and will require new H-1B filings? Which ones may qualify for renewals/extensions exempt from the new fee?

2. Revisit Compensation & Role Strategy
   Ensure wage offers align with the government’s stated intention of prioritizing highly paid, specialized roles.

3. Engage Immigration Counsel
   With evolving rules and potential waivers (such as “in the national interest” exceptions), legal advice is essential for compliance and strategy.

4. Explore Alternatives
   Depending on the role and urgency:

   • Other visa categories (O-1 for extraordinary ability, EB-1 for highly skilled roles)

   • Remote or hybrid work arrangements until sponsorship is viable

   • Upskilling domestic talent as a longer-term hedge

5. Plan Budgets & Policies
   Incorporate the new $100,000 fee into your workforce planning. Define clear sponsorship policies to ensure consistent decision-making.

🔮 What to Watch Next

• Implementation details from USCIS, DHS, and the Department of Labor

• Clarification on the scope of “national interest” waivers

• Possible legal challenges to the proclamation

• Adjustments to the H-1B lottery system (e.g., prioritizing higher wage levels)

This is not just a fee update—it’s a broader signal that U.S. immigration and workforce policy is moving toward favoring top-tier, highly compensated talent.

✅ Key Takeaway

The new H-1B fee is a major change that affects budgets, hiring strategy, and the global talent pool. While it creates challenges, it also presents an opportunity to rethink how your organization attracts and retains talent in an increasingly complex environment.

At AISymmetric, we help companies adapt—whether that’s through smarter workforce planning, compliance strategies, or leveraging AI and automation to get more out of the talent you already have.

📩 Need help navigating these changes? Reach out—we’ll help you build a strategy that balances cost, compliance, and competitiveness.