Trump Admin’s H-1B Visa Update 2025: Fees, Impact & Solutions

If you’re searching for clarity on the Trump Administration’s latest H-1B visa update, you’re in the right place. While current H-1B holders remain unaffected, employers and skilled professionals who planned to rely on this pathway now face a very different reality: a new $100,000 petition fee for filings on or after September 21, 2025.

This change is significant, but it doesn’t spell the end for global hiring in the US. Instead, it signals the need for companies to adapt their talent strategies, explore alternative visa options, and think more flexibly about how they access specialized skills.

At Deel, we’ve seen how shifts in immigration policy push organizations to innovate rather than stall. We’ve guided businesses through past regulatory changes — from prevailing wage adjustments to stricter adjudications — and we know the risks, but also the opportunities, that this moment presents.

Whether you’re a tech leader navigating engineering talent gaps or an HR executive rethinking workforce planning, the key questions are the same: What exactly has changed, who is impacted, and how can you move forward confidently?

This guide breaks down what we know so far about the recent H-1B update, examines its implications, and most importantly, highlights the solutions global businesses are already using to adapt — from alternative visas to Employer of Record (EOR) models.

What we know so far

According to the proclamation and clarifications from the US Citizenship and Immigration Services (USCIS):

• The new $100,000 filing fee applies only to H-1B petitions filed on or after September 21, 2025
• It is prospective only — petitions filed before this date are not subject to the fee
• Renewals already in process are not impacted; USCIS confirmed the policy is not retroactive
• Current H-1B visa holders and those with approved petitions are not affected and retain their existing status and travel rights
• The fee does not apply to changes of status, extensions, or amendments filed for individuals already in the US. This means the H-1B lottery for F-1, OPT, and STEM students in the US remains unaffected
• Exceptions may be granted only in “extraordinarily rare” circumstances deemed to be in the national interest

Consequences for employers and employees

For employers

• Budgetary strain: A $100,000 fee per H-1B petition is costly for many startups and SMEs, and even large enterprises will be forced to rethink allocations
• Workforce planning delays: Companies must decide whether to absorb costs, postpone start dates, or abandon certain hires altogether
• Compliance pressure: The Department of Labor’s Project Firewall also signals stricter audits and proactive investigations of H-1B employers

See also: USCIS Site Visit Compliance Guide for Employers

For employees & foreign nationals

• Reduced opportunities?: Fewer employers may be willing to sponsor new H-1Bs
• Alternative paths: Skilled workers may look at other visa categories, relocation opportunities, or remote-first arrangements
• Uncertainty: Employees may face heightened anxiety about their future in the US market

Solutions: How Deel can help

Rather than viewing the H-1B update as a dead end, employers can adapt with smarter global hiring strategies. Deel offers three primary pathways:

1. Alternative visa pathways

Although the H-1B has historically been the most flexible, other options remain viable:

• L-1 Intracompany Transfer → For executives, managers, and specialized employees transferring from a foreign office
• O-1 Visa (Extraordinary Ability) → For individuals with exceptional ability in sciences, business, arts, or athletics
• TN Visa → Available to Canadian and Mexican professionals under USMCA
• E-3 Visa → For Australian nationals
• H-1B1 → For professionals from Singapore and Chile

Deel’s immigration specialists can guide employers in identifying the best fit for each case — or you can run a quick check yourself using the free Visa Eligibility Tool.

2. Employer of Record & remote hiring

Employers can hire global talent without US relocation by partnering with Deel as an Employer of Record:

• Offer full-time employment in the employee’s home country in line with local laws without setting up an entity in 110+ countries. Deel will take care of their contracts and registration, so all you have to do is manage their day-to-day work.
• We handle payroll, social contributions, taxes, benefits, paid leave, and mandatory bonuses—all adhering to local laws—to keep you compliant and protected from fines.
• Need expert help? Connect to our in-house HR, payroll, and legal experts to help you navigate through any employment or payroll questions.
• Evaluate performance remotely before committing to relocation or visa sponsorship

This model allows companies to secure top talent while avoiding the immediate $100,000 H-1B cost.

See also: Hire International Talent with an Employer of Record

3. Entity setup & management

When companies want to hire abroad long-term, Deel handles every step of entity creation and operation:

• Full incorporation & registration support across jurisdictions, including local filings, addresses, nominee directors, and bank accounts
• Seamless integration with payroll, HR, and compliance systems so everything flows through one platform
• Global visibility: manage all your entities, filings, compliance, and documents in a single system of record
• Scalable operations—hire multiple employees in a region while staying audit-ready and compliant

See also: A Guide to Setting up a Local Entity

4. Nearshoring strategies

Employers with existing entities — or those willing to set up new ones — can move international talent to nearby countries with overlapping time zones and strong cultural alignment.

Nearby countries include:

• Canada: Shared language, overlapping time zones, and immigration-friendly policies make it a prime option
• Mexico, Costa Rica, Colombia, Brazil: Growing tech hubs with strong talent pools

Whatever your setup, nearshoring doesn’t have to be complicated. Hire through Deel EOR (no entity needed) or set up locally with Deel Entity Setup and Management—then move talent closer to the US with Deel’s visa and immigration support.

See also: 8 Tips to Find and Hire Remote International Talent

Practical guidance for employers

1. Assess active cases: Triage which petitions were filed before 21 September and which will incur new fees.
2. Workforce planning: Revisit start dates, hiring pipelines, and talent strategy.
3. Compliance audit: Proactively ensure compliance with wage levels and DOL audits under Project Firewall.
4. Employee communication: Offer transparent updates and discuss alternative options with impacted workers.

Adapt to H-1B changes with Deel

The Trump Administration’s 2025 H-1B visa update — introducing a $100,000 petition fee — is one of the most significant shifts in US immigration policy in decades. While it presents steep challenges for employers and workers alike, it is not the end of global hiring in the US.

By leveraging alternative visa pathways, EOR models, entity setup, and nearshoring strategies, companies can continue accessing world-class talent — without being forced to absorb unsustainable costs.

Deel helps organizations stay compliant, manage global teams, and unlock flexible hiring strategies worldwide. Learn more about how Deel can help your business adapt to the new H-1B reality in our recent on-demand webinar...