The latest developments in the U.S. H-1B visa program have sent a jolt through global HR and mobility teams. With new restrictions and a proposed $100,000 fee for certain non-immigrant workers, the cost and complexity of bringing international talent to the U.S. have risen sharply overnight.
While legal challenges are underway and details continue to unfold, one thing is clear: global mobility is entering a new era of uncertainty. For HR and mobility leaders, this is less about politics and more about risk management and business continuity.
What’s Changing and Why It Matters
Under a recent presidential proclamation, new H-1B visa applications are now subject to a $100,000 annual fee, effective September 21, 2025. The policy currently applies to new petitions rather than renewals, and implementation details are still being clarified by U.S. Citizenship and Immigration Services. Employers are understandably concerned about cost implications, delayed processing, and broader unpredictability in international hiring pipelines.
Even if your company isn’t currently sponsoring H-1 B visas, U.S. immigration volatility can disrupt global talent flows, salary expectations, and assignment planning.
The Broader Lesson: Visa Risk Is Business Risk
Global assignments and cross-border hires are no longer guaranteed pathways. Every immigration policy change – whether in Washington, London, or Singapore – can create sudden skill shortages or derail strategic projects.
Innovative global mobility leaders view visa management as an integral part of enterprise risk management and continuity planning. That means:
- Diversifying talent sources and assignment types
- Reducing over-reliance on one country’s visa system
- Planning contingencies for mission-critical roles
- Aligning with finance and legal early to anticipate new costs and delays
Four Ways to Build a More Resilient Global Mobility Strategy
1. Rethink How and Where You Hire
When U.S. entry becomes more difficult or expensive, consider distributed or EOR-based hiring.
Employer of Record (EOR) providers can act as the legal employer in an employee’s country of residence—handling payroll, benefits, and compliance—allowing you to access international talent without visa sponsorship.
Navigating Global Mobility
Check out our latest newsletter to get clear guidance on contractors, EORs, and entity setup so you can select the global hiring model that fits your team’s growth.
2. Use “Visa Mix” Planning
Instead of assuming every role requires a relocation, build a menu of options:
- Local hires for long-term presence
- Short-term assignments for project bursts
- Remote cross-border roles for digital work
- EOR or contractor setups as a bridge solution
This “mix and match” approach helps your organization stay agile when a particular visa channel becomes unstable.
3. Strengthen Your Mobility Timeline
Visa unpredictability means you need more lead time. Start visa applications earlier, pre-clear documentation, and maintain rolling forecasts of who might need immigration support in the next 6–12 months.
Create internal alerts for pending expirations, travel bans, or countries with high risk levels. If a visa route suddenly closes, you’ll have time to pivot.
4. Protect the Employee Experience
Visa turbulence can take a real toll on employee morale. Transparent communication is key: keep assignees informed of possible delays, reassure them of available support options, and avoid overpromising outcomes that are outside your control.
Tips for protecting your employees’ experience:
- Communicate Early.
- Be clear about what’s known and unknown.
- Offer reassurance and practical guidance.
Insurance and Risk Perspective
From an insurance standpoint, visa instability increases the risk of assignment disruption—including trip cancellations, delayed start dates, or emergency repatriations.
Having international health and travel coverage that can flex between countries is critical, especially when employees are caught in bureaucratic limbo.
These contingencies can significantly impact maintaining employee well-being and minimizing business disruption.
The Bottom Line
Visas are more than paperwork — they’re the connective tissue of global talent strategy. When policies shift suddenly, companies that have diversified their talent pipelines, strengthened compliance frameworks, and invested in agile mobility models are best positioned to keep moving forward.
Now is the time:
- Review your visa exposure
- Re-evaluate your reliance on single-country sponsorships
- Explore new ways to hire and deploy global talent safely and sustainably.
Stay ahead of global mobility change. Subscribe to International Citizens Insurance: Global Mobility Insights for monthly updates on compliance, employee benefits, and strategies for protecting your global workforce.
This article is for informational purposes and does not constitute legal advice. Always consult qualified immigration counsel.
Joe Cronin, President of ICI, is a leading expert in international health, life, and travel insurance. An MBA and founder of multiple global businesses, he helps expatriates and travelers access trusted, comprehensive insurance solutions worldwide.
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