Understanding the New Presidential Proclamation on H-1B Sponsorship

A recent presidential proclamation has introduced significant changes to the H-1B visa sponsorship process, reshaping how U.S. employers plan for international talent. Beginning September 21, 2025, at 12:01 a.m., employers who wish to sponsor an H-1B petition will be required to pay an additional $100,000 fee.

This change marks one of the most substantial financial shifts in recent immigration policy, signaling a potential rebalancing of how the U.S. approaches skilled foreign labor. While current H-1B holders are not directly impacted by this change, the implications for future sponsorships, staffing models, and workforce pipelines are far-reaching.

Impact on Workforce Planning

The new requirement introduces an unexpected layer of cost and complexity to workforce planning. For many employers—especially those in industries that rely heavily on specialized or technical talent—this additional fee may influence future hiring decisions and overall project resourcing.

The adjustment also disrupts the natural progression for candidates currently in the OPT STEM Program, who often anticipate transitioning to H-1B sponsorship as part of their long-term employment path. This interruption could have ripple effects on both individual career development and organizational talent pipelines, particularly in sectors where international professionals play an integral role in innovation and project delivery.

As the U.S. job market continues to evolve, the policy may also impact how firms structure project teams, forecast staffing availability, and manage budgets tied to labor costs.

Considering Alternatives

While the proclamation focuses specifically on H-1B petitions, it indirectly draws attention to other existing visa pathways that employers and professionals may consider. These include employment-based categories such as:

• EB-1A – For individuals with extraordinary ability and recognized international achievements.

• EB-1B – For outstanding professors and researchers with a proven record of excellence.

• EB-1C – For multinational managers and executives transferring within affiliated companies.

• EB-2 NIW (National Interest Waiver) – For professionals whose work holds national importance and benefits the U.S. at large.

Each category has its own eligibility requirements and application considerations, often geared toward specific talent profiles and organizational needs.

Looking Ahead

The proclamation introduces both immediate and long-term questions for employers, from how to sustain project delivery to how to remain competitive in attracting and retaining global talent. The full impact will depend on how the policy is interpreted and implemented over time.

At CCG, we are closely monitoring these developments in consultation with immigration attorneys and industry professionals. Our goal is to help employers understand how these changes may influence workforce planning, project resourcing, and compliance strategies.

By staying proactive, organizations can better prepare for shifts in talent availability while maintaining the integrity and culture of their teams.

CCG will continue to share updates as new information becomes available.