Daily Relo Ticker-April 28, 2026: H-1B Update
- Martin Mayotte
- Apr 28
- 5 min read
Daily Relo Ticker
Welcome to today’s Daily Relo Ticker (DRT)- your quick, straightforward update on the relocation world as of April 2026. A trusted source, pairing 15+ years of industry experience and over a dozen of personal moves. Listed below are topics, trends and current job postings in the industry. Please consider sharing for maximum reach and while there are no royalties, kickbacks or fees, any move related referral would be greatly appreciated!
Featured News: H-1B Visa Update
Amazon and Microsoft Lead Sidestep Strategies
Big tech giants recruited via OPT and existing visa pathways instead of paying the fee for new overseas hires.
Statistics: Strategies mirror pre-fee playbooks for talent pipelines.
Few Employers Pay the $100K Fee
Only a handful of companies used the fee for new hires; most paused or rerouted sponsorships.
Statistics: ~70 employers paid by early 2026; generated far less revenue than projected.
Cisco and Fidelity Maintain H-1B Hiring Pace in North Carolina Cisco and Fidelity showed no decline in Labor Condition Applications (LCAs) unlike Indian IT firms; they continued strong sponsorship.
Statistics: Cisco led NC employers with 1,913 LCAs in FY2025 and stayed ahead in Q1 FY2026; Infosys dropped to 227 filings, Cognizant to 139, Tata below 50.
Chamber of Commerce and Businesses Sue Over Fee
U.S. Chamber of Commerce (representing 300,000 businesses) and universities sued, arguing harm to hiring; some employers scaled back H-1B use entirely.
Statistics: Fee ~60x previous costs; small/medium businesses most affected.
Indian IT Services Accelerate Offshoring
Firms like Infosys, Cognizant, and Tata drastically cut U.S. H-1B filings and shifted work offshore to avoid costs.
Statistics: Projected 90-95% drop in overall applications; IT services margins threatened by ~$500M+ annual fee impact if unchanged.
U.S. Tech Shifts to Domestic and Alternative Talent
Companies increased competition for U.S. workers, offering higher salaries/equity to offset reduced foreign pipeline.
Statistics: Domestic salaries projected to rise further amid talent shortages.
Broader Industry Bracing for Higher Costs and Innovation Impact
Tech, healthcare, and education sectors reported scaled-back H-1B programs; focus on wage thresholds and domestic hiring.
Statistics: ~50% of H-1B visas for professional/scientific services; overall filings projected at ~50,000 (down sharply).
AI Prompt #1: What are 10 Key Statistics Since H-1B $100k Filing Fee
10 Key Statistics on $100,000 H-1B Fee (as of early 2026):
Fee Uptake: Only ~85 employers paid the fee.
Revenue Generated: Just $8.5 million collected.
Government Shortfall: ~$20–28 million below expectations.
Applications Drop: Overall H-1B filings down 15–40%.
Big Tech Decline: Amazon filings -34%; Meta & Google ~halved.
IT Services Impact: Infosys, Cognizant, Tata saw massive cuts in U.S. filings.
Fee Increase: 20–60x higher than previous costs.
Cap-Exempt Plunge: New external applications down 87%.
Small Employers: Many startups & nonprofits stopped sponsorships.
Lottery Effect: Registrations dropped sharply vs. 340k–500k pre-fee years.
AI Prompt #2: How long Can Recruiters Hire Existing Visa Holders?
Companies can use this strategy (hiring people with existing valid work authorization) for the full remaining duration of the candidate’s current visa/EAD — typically 1–6 years, depending on the visa type. They must handle extensions/transfers before it expires to keep the employee working legally.
Key Timelines by Visa Type
Visa Type | Typical Duration | How Long Companies Can Use It | Notes |
H-1B | Initial 3 years + 3-year extension (max 6 years) | Up to remaining time on current H-1B | Transfers are fast (portability: can start upon filing). Extensions possible beyond 6 years if green card process started. |
STEM OPT | 12 months (standard OPT) + 24 months extension = 36 months total | Up to 3 years total post-grad | EAD-based; no sponsorship needed during this period. |
Green Card / Permanent Resident | Indefinite | Forever (no expiration of work rights) | Best long-term option. |
Other (L-1, O-1, TN, etc.) | Varies (1–7 years) | Until current validity ends | Similar transfer/extension rules. |
Practical Reality for Companies
H-1B transfers: Companies often hire even with 1–2 years left — they file a transfer and the employee can usually continue working seamlessly.
Employers prefer candidates with 2+ years remaining for stability, but many accept shorter timelines if the candidate is strong and extensions are likely.
Before expiration: The new employer files an extension/transfer (ideally 6+ months ahead). Premium processing can speed this up.
Once authorization expires without proper filing, the employee loses work rights (with short grace periods: usually 60 days for H-1B).
Reality for Visa Holders
Job Search & Hiring Challenges
Limited opportunities: Many companies avoid candidates needing sponsorship. They heavily favor those with existing work authorization (no new sponsorship required). Job postings often say “US work authorization required” or screen out future sponsorship needs.
OPT/STEM OPT window is short: 12 months standard OPT + up to 24 months STEM extension = max 3 years. You must land H-1B sponsorship before it ends, or leave the US.
H-1B lottery is tougher: Now wage-weighted (higher salary = better odds). Entry-level (Wage Level I) roles have ~15% selection chance. Higher-paying or experienced roles do better.
Extra costs & barriers: New $100k fee for some new H-1B hires from abroad (not transfers). Higher registration fees and stricter specialty occupation rules.
Job Security & Layoffs
Tied to employment: Lose your job → 60-day grace period (sometimes shorter). You must find a new sponsor, change status, or leave quickly. H-1B transfers are possible but time-sensitive.
Layoff pressure: Tech and other sectors have seen waves of cuts. Visa holders face extra stress — limited time to job hunt while maintaining legal status.
Employer leverage: Some companies prefer visa holders because they are less likely to job-hop (due to visa risks), but this can lead to less negotiating power on salary/conditions.
Long-Term Uncertainty
Green card backlogs: Especially for Indians/Chinese — waits can be decades. H-1B extensions possible if green card process started, but not guaranteed.
Policy volatility: Fees, rules, and processing times change frequently. Visa stamping abroad (e.g., for Indians) has long waits.
Family impact: H-4 EAD extensions are less automatic now, adding stress for spouses/kids.
Dual-income reality: Many households rely on both partners working; policy shifts can disrupt this.
Helpful Resource: Visa Sponsored Candidates
While we help move talent internationally and domestically. Companies have indicated that they found candidates with existing visas (H-1B transfers, OPT, green card holders, etc.) mainly by:
LinkedIn: Heavy sourcing with searches like “H-1B”, “current visa”, “STEM OPT”, or “authorized to work”.
Job postings: Explicitly state “no sponsorship required” or add screening questions on work authorization.
Resume/ATS filters: Prioritize candidates who already have US work authorization.
Targeted platforms: MyVisaJobs, Dice, Handshake, and employee referrals from immigrant networks.
H-1B transfers: Recruit directly from competitors — fast and cap-exempt.
Joke Of The Day:
Why was the moving box so confident? It knew it was packed with potential!
Moving Tip Of The Day:
For international moves: Research customs regulations early—some countries ban certain foods, plants, or even household items. Get quotes from multiple international movers and check visa/residency timelines.
Trivia Of The Day:
Container ships carry about 90% of the world’s non-bulk cargo; your furniture might travel alongside cars, electronics, and even live animals in some cases.
Quote Of The Day:
“Home is not a place… it’s a feeling.” — Unknown
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