On September 21, 2025, the U.S. administration introduced a sweeping change to the H-1B visa program — one that could dramatically reshape how fast-growing companies hire international talent.
Under the new executive order, employers filing a new H-1B petition must now pay a one-time $100,000 fee. The change is effective immediately for petitions filed on or after September 21, 2025, and will remain in place for 12 months (through September 2026), unless extended.
This marks one of the most significant shifts in U.S. skilled immigration policy in decades.
So what does this mean for your hiring plans, budget, and workforce strategy? Let’s break it down.
What Changed in the H-1B Visa Program in 2025?
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$100,000 fee applies to new H-1B petitions filed after Sept 21, 2025
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Not affected: existing H-1B holders, extensions, employer changes
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Timeline: Order in place for 12 months, through Sept 2026 (unless renewed)
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Lottery reforms are being discussed to favor higher-wage applicants
Why the New H-1B Fee Matters for Employers
The cost of hiring on an H-1B visa is no longer just about legal fees or government filing costs. For scaling companies, this change affects:
1. Access to Global Talent
Economists predict the new H-1B fee could reduce approvals by 5,500 workers per month. Well-funded enterprises may absorb this cost, but mid-market companies and startups risk being priced out.
2. Total Cost of Hire
$100,000 per petition reshapes budgets, project timelines, and ROI calculations. The true cost isn’t just the fee — it’s the opportunity cost of delayed or blocked hires.
3. Workforce Planning & Risk
Immigration policy volatility is now a strategic risk, not just a compliance issue. It affects roadmaps, valuations, and even investor confidence.
H-1B Visa Fee 2025: What Employers Should Do Now
The $100,000 H-1B fee isn’t just a line-item cost, it reshapes how companies need to think about workforce planning, global mobility, and competitive advantage. Scaling firms can’t afford to wait-and-see. The leaders who respond proactively will safeguard growth, protect employer brand, and unlock new talent strategies while others stall.
Here are four immediate steps every HR, finance, and leadership team should take:
1. Reforecast Hiring Budgets
Don’t just look at base salaries — model the total cost of hire including potential visa fees, payroll taxes, and benefits. Run “H-1B viable vs. H-1B blocked” scenarios for the next 12–18 months.
2. Expand Your Definition of “Global Talent”
The best teams aren’t always U.S.-based. Remote-first and distributed models are no longer fallback options; they’re competitive advantages. The companies that master global hubs will move faster and cheaper than those stuck waiting for visa approvals.
3. Build Optionality into Every Hire
Instead of betting on a single path (U.S. visa approval), design hiring plans with Plan B and Plan C baked in — whether that’s hiring through an Employer of Record (EOR), relocating talent to Canada or Europe, or structuring roles as remote-first.
4. Protect Your Employer Brand
The uncertainty around visas can spook candidates. Communicate proactively with both current H-1B holders (extensions are safe) and prospective hires. Trust and transparency now will prevent reputational damage later.
The Bottom Line
The new H-1B fee isn’t just a policy tweak. It’s a signal: the cost, risk, and volatility of relying solely on U.S. visas will keep rising.
Scaling companies that adapt fastest — by diversifying hiring models, embedding mobility into strategy, and strengthening compliance will gain a structural edge.
If your 2026 hiring plan feels uncertain, let’s talk. Agile HRO helps founders, CFOs, and HR leaders future-proof their workforce strategy so growth never slows — no matter what policy shifts come next.
Ready to future-proof your hiring strategy?
Book a free consultation with Agile HRO and discover how to access top global talent without the risks of U.S. visa dependency.
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