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The H-1B annual cap is 85,000 petitions: 65,000 regular + 20,000 U.S. master's degree exemption. Registration is by lottery.
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| Requirement | Employees Affected | Status | Next Due |
|---|---|---|---|
| LCA Public Access File | 12 | ✓ Compliant | Ongoing |
| H-1B LCA Posting | 12 | ⚠ Review 3 | Apr 15, 2026 |
| I-9 Re-verification | 4 | ⚡ Due Soon | Apr 22, 2026 |
| PERM Audit Readiness | 6 | ✓ Ready | N/A |
| Wage Change Notifications | 2 | ⚠ Pending | May 1, 2026 |
| Employee | Visa | Expiry | Action |
|---|---|---|---|
| Raj M. | H-1B | Sep 30, 2026 | Renew in 6mo |
| Li W. | H-1B | Mar 15, 2027 | Active |
| Ana S. | L-1B | Jan 10, 2026 | ⚡ Renew Now |
| Dev P. | H-1B → GC | I-485 Pending | In Progress |
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The total cost to sponsor an H-1B petition in 2026 ranges from $3,275 to $12,000+ per employee, depending on company size, premium processing, and attorney fees. Government fees alone total $3,030 for large employers: I-129 base ($730) + ACWIA training fee ($3,000) + Fraud Prevention fee ($500) + Asylum Program fee ($600) + registration fee ($215). Small employers (≤25 FTE) pay $1,530 in government fees. Attorney fees typically add $3,000–$5,500. Use the calculator above for a precise breakdown.
Before filing an H-1B petition, employers must obtain a certified Labor Condition Application (LCA) from the Department of Labor. The LCA certifies that: (1) wages meet the prevailing wage level for the occupation and location; (2) working conditions don't adversely affect U.S. workers; and (3) there is no applicable strike or lockout. Employers must maintain a Public Access File (PAF) at the worksite, post the LCA or notice for 10 consecutive business days, and retain records for one year after the H-1B expires.
The Department of Labor's Office of Foreign Labor Certification (OFLC) publishes four wage levels (I–IV) for every occupation and metropolitan area. H-1B employers must pay the higher of the actual wage (what similarly situated employees earn) or the prevailing wage for the role. Level I is entry-level (17th percentile), Level II is qualified (34th percentile), Level III is experienced (50th percentile), and Level IV is fully competent (67th percentile). Most specialty occupation H-1B workers are paid at Level II or III. Use the Wage Level Analyzer above to look up actual DOL data for your position.
Deep-dive guides on every part of employment-based immigration. Built for HR managers, legal teams, and in-house counsel.
Sponsoring a foreign national for a US work visa is one of the most impactful — and complex — things a company can do to access global talent. Here's what every employer needs to know before starting.
The US labor market for specialized roles — software engineers, data scientists, healthcare professionals, financial analysts — is fiercely competitive. Visa sponsorship expands your talent pool from a few hundred thousand qualified candidates to several million globally. Companies that sponsor visas gain a significant recruiting advantage: they can hire the best person for the role, regardless of citizenship.
There's also a retention advantage. Employees on employer-sponsored visas tend to have lower voluntary turnover rates — the sponsorship creates a meaningful bond between employer and employee. Many companies that hesitate to sponsor visas eventually discover their competitors are doing so, and they're losing top candidates as a result.
The specifics vary by visa type, but most employer-sponsored work visas follow a similar path: demonstrate the role qualifies, prove the wage is fair, petition USCIS, and await approval. Here's the general framework:
Sponsorship costs vary significantly by visa type and employer size. The largest single category is usually attorney fees, not government filing fees. Here's a high-level comparison — use our cost calculator above for a precise estimate.
| Visa Type | Gov't Fees | Attorney Fees | Total Range |
|---|---|---|---|
| H-1B (large employer) | $5,045–$7,850 | $3,000–$8,000 | $8,045–$15,850 |
| H-1B (small employer) | $2,945–$5,750 | $2,000–$6,000 | $4,945–$11,750 |
| L-1A / L-1B | $1,830–$4,635 | $3,000–$7,000 | $4,830–$11,635 |
| O-1A (Extraordinary) | $630–$3,435 | $3,000–$8,000 | $3,630–$11,435 |
| TN (Canada/Mexico) | $50–$160 | $500–$2,000 | $550–$2,160 |
* Does not include optional premium processing ($2,965). Attorney fees are estimates and vary widely. See full cost breakdown for itemized fees.
Timeline is the #1 question employers ask. Plan ahead — most visa categories take months, and some have annual windows you can't miss. The H-1B cap year runs October 1 to September 30, with registration in March. Miss the window and you wait a full year.
Sponsoring a visa isn't a one-time act — it's an ongoing compliance obligation. USCIS and DOL can conduct site visits and audits at any time. Failing to meet these obligations can result in civil penalties, debarment from the H-1B program, and back-wage liability.
Most employer compliance violations are unintentional. They stem from lack of process documentation, inadequate HR training, or attorney gaps in handoff. Here are the mistakes we see most often — and how to avoid them.
The right visa depends on the employee's background, the nature of the role, your company's structure, and how quickly you need the person to start. Here's a quick decision framework:
| Visa | Best For | Key Requirement | Timeline |
|---|---|---|---|
| H-1B | Engineers, analysts, developers, architects, accountants | Bachelor's degree + specialty occupation role | 5–8 months (Oct 1 start) |
| L-1A | Transferring managers and executives from foreign offices | 1 year employment at affiliated foreign company | 3–5 months |
| L-1B | Transferring specialized knowledge workers (proprietary tech) | 1 year at foreign affiliate, specialized knowledge | 3–5 months |
| O-1A | Exceptional researchers, scientists, artists, executives | Extraordinary ability evidence (awards, publications, salary) | 2–4 months |
| E-2 | Investors/owners from treaty countries starting US businesses | Treaty country citizenship + substantial investment | 1–3 months |
| TN | Canadian and Mexican professionals in listed NAFTA/USMCA occupations | Citizenship of Canada or Mexico + specific listed profession | Same day |
Share these tools with your candidate so they arrive prepared. Our AI Visa Analyzer scores eligibility across 10 criteria and identifies the strongest visa pathway.
Step-by-step guide for employers: filing requirements, timelines, costs, and compliance obligations.
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Step-by-step guide for employers: filing requirements, timelines, costs, and compliance obligations.
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