New H-1B Lottery Rule 2026: Navigating Success

Quick Answer

The H-1B lottery is no longer purely random. Beginning with the FY 2027 cap season, USCIS will use a weighted selection system that gives higher odds to registrations tied to higher prevailing wages, while still allowing participation at all wage levels. Salary does not guarantee selection, but wage level, job credibility, and employer consistency now materially affect both lottery odds and post-selection scrutiny. Employers and workers who do not prepare before the March registration window face increased risk of non-selection, RFEs, audits, and denials.

Fast Facts

Who is affected: H-1B cap-subject employers, OPT and STEM OPT workers, startups, consulting firms, healthcare systems, universities
Risk level: Medium to High (depending on wage level and job structure)
Timeline urgency: High — preparation must occur before March registration
Attorney needed immediately?: Yes, if wage level, job duties, or employer structure could be questioned

What Changed Under the New H-1B Lottery Rule 2026–2027

In December 2025, the Department of Homeland Security finalized a regulation titled Weighted Selection Process for Registrants and Petitioners Seeking to File Cap-Subject H-1B Petitions, fundamentally changing how H-1B visas are allocated when demand exceeds supply.

The new H-1B lottery rule 2026–2027 introduces significant changes aimed at improving the selection process.

The final rule is published in the Federal Register and governs the FY 2027 cap season and beyond:
https://www.federalregister.gov/documents/2025/12/29/2025-23853/weighted-selection-process-for-registrants-and-petitioners-seeking-to-file-cap-subject-h-1b

Under prior rules, once duplicate registrations were eliminated, every registration had equal odds, regardless of salary, job complexity, or employer sophistication. DHS concluded that this system incentivized volume over quality and conflicted with congressional intent that H-1Bs be reserved for specialty, high-skill positions.

The new rule replaces equal probability with weighted probability, tying selection odds to prevailing wage levels derived from Department of Labor data.

This change builds on USCIS’s broader program-integrity framework, including earlier reforms to the electronic registration system and beneficiary-centric selection designed to reduce fraud and manipulation:
https://www.federalregister.gov/documents/2024/02/02/2024-01770/improving-the-h-1b-registration-selection-process-and-program-integrity

What “Weighted Selection” Actually Means

Weighted does not mean guaranteed

The new system does not allow employers to buy an H-1B visa by offering a higher salary. All properly submitted registrations remain eligible. However, registrations tied to higher wage levels receive more chances in the selection pool, increasing statistical odds.

In practice, weighting works as follows:

USCIS groups registrations by prevailing wage level
Each wage tier is assigned a different number of entries into the lottery pool
Higher wage levels receive more entries; lower wage levels receive fewer
USCIS then conducts a selection across the weighted pool until the statutory cap is reached

DHS explicitly states that this approach is intended to “generally favor higher-paid and higher-skilled workers” while preserving access across industries and wage levels.

Prevailing Wage: The Core of the New System

What is prevailing wage?

Prevailing wage is determined using the Department of Labor’s Occupational Employment and Wage Statistics (OEWS) data for a specific occupation, geographic area, and level of experience.

OEWS divides wages into four levels:

Level I: Entry-level positions with routine tasks and close supervision
Level II: Qualified workers performing moderately complex tasks
Level III: Experienced workers with specialized skills
Level IV: Fully competent, highly skilled workers

Under the weighted lottery, the highest wage level the offered salary meets or exceeds determines how the registration is weighted.

Why prevailing wage now matters more than ever

Prevailing wage is no longer just a Labor Condition Application issue. It now directly affects:

Lottery selection odds
Post-selection scrutiny
RFE and audit risk
Long-term employer credibility

USCIS has made clear that wage level, SOC code, and area of intended employment identified at registration must align with the eventual H-1B petition. Deviations can undermine the basis for weighted selection and trigger denials or enforcement action.

For a practical overview of how to calculate and document prevailing wage, see:
https://www.lawfirm4immigrants.com/find-prevailing-wage-for-h1b-petitions/

Is the H-1B Lottery Now Salary-Based?

No — but salary is now a selection signal.

Key distinctions employers and workers must understand:

Wage level influences odds; it does not purchase approval
A higher salary that is inconsistent with job duties or business reality can increase risk
Level I and II filings are still allowed but are structurally disadvantaged

DHS rejected calls to exclude lower-wage jobs entirely, but explicitly acknowledged that wage level is a proxy for skill, complexity, and labor-market value.

Economic Policy Institute and Congressional Research Service reports cited during rulemaking confirm that a large share of prior H-1B selections clustered at lower wage levels, which DHS viewed as inconsistent with the program’s intent.

Can Employers Increase Salary to Improve Lottery Odds?

This is the most searched — and most dangerous — question.

Lawful and defensible

Prospective wage increases may be acceptable if they are:

Implemented before registration
Supported by internal wage structures
Consistent with job duties and market data
Reflected in budgets and payroll planning

Risky patterns USCIS is watching

Sudden wage increases immediately before registration
Increases applied only to H-1B candidates
Wage levels inconsistent with company size or revenue

Fraud-adjacent conduct

Inflated salaries later reduced after selection
Paper wages unsupported by ability to pay
Claiming Level III or IV wages for junior roles

USCIS has tied these patterns to RFEs, audits, and fraud referrals, as part of its broader effort to combat H-1B abuse:
https://www.uscis.gov/scams-fraud-and-misconduct/report-fraud/combating-fraud-and-abuse-in-the-h-1b-visa-program

For RFE trends, see:
https://www.lawfirm4immigrants.com/h-1b-rfe-reasons-and-how-to-respond/

How the H-1B Registration Process Works Under the New Rule

The infrastructure remains the USCIS electronic registration system, but registration is now a compliance event, not a formality.

Step 1: Confirm cap-subject status

https://www.uscis.gov/working-in-the-united-states/temporary-workers/h-1b-specialty-occupations/h-1b-cap-season

Step 2: Prepare selection-critical data

Before registration opens, employers should finalize:

SOC code mapping
Job title and duties
Worksite location and area of intended employment
Proffered wage and OEWS wage level
Rationale for wage level selection

Step 3: Submit electronic registration

https://www.uscis.gov/working-in-the-united-states/temporary-workers/h-1b-specialty-occupations/h-1b-electronic-registration-process

Step 4: USCIS conducts weighted selection

Registrations are placed into a weighted pool based on wage level. Higher-wage registrations statistically receive more opportunities for selection.

Step 5: File petition exactly consistent with registration

Changes to wage level, SOC code, or location after selection may invalidate the integrity of the selection and lead to denial.

For a full registration walkthrough, see:
https://www.lawfirm4immigrants.com/ultimate-guide-2026-h1b-lottery-registration/

Who Benefits Most Under the New Rule

Senior engineers and architects
Specialized healthcare professionals
Advanced research and AI roles
Employers with stable, documented wage systems

Who Is Most at Risk

OPT-heavy pipelines relying on Level I or II wages
Consulting firms with third-party placement
Startups inflating wages without revenue support
Employers with inconsistent wage practices

For OPT and cap-gap risks, see:
https://www.lawfirm4immigrants.com/how-do-new-h1b-restrictions-impact-f-1-students-in-2026-opt-cpt-cap-gap/
https://www.lawfirm4immigrants.com/h1b-opt-cap-gap-extensions/

Consequences of Doing Nothing

If you do nothing

Lower odds of selection
Higher likelihood of RFEs
Increased audit exposure

Worst-case scenario

Petition denial
Fraud referral
Loss of OPT or cap-gap protection

Best-case scenario

Selection supported by defensible wage and role
Lower scrutiny
Stronger long-term immigration posture

What Employers Should Do Now

Immediate (24–72 hours)

Conduct a prevailing wage audit
Review job descriptions for defensibility
Identify wage inconsistencies

Short-term (30 days)
4. Document wage methodology
5. Prepare RFE-ready evidence
6. Review third-party placement risk

Long-term
7. Reduce reliance on low-wage pipelines
8. Develop alternative visa strategies

What Employees Should Do Now

Confirm your wage level and job duties
Avoid informal role changes
Do not rely on last-minute salary fixes
Plan backup immigration options

Common Red Flags

Salary changes timed solely for the lottery
Inflated job titles
Misaligned SOC codes
Unjustified Level III or IV wages
Inconsistent public job descriptions
Late preparation
Assuming “everyone still has equal odds”

How USCIS Will Actually Detect Manipulation Under the Weighted Lottery

The Data Signals, Cross-Checks, and Enforcement Triggers Employers Must Understand

The new H-1B weighted lottery is not merely a selection mechanism. It is also a screening and enforcement system. DHS designed the rule to surface patterns that indicate manipulation—before and after selection—using data USCIS already collects across registrations, petitions, LCAs, and prior filings.

As DHS explains in the final rule, weighted selection must be paired with registration-to-petition integrity to prevent registrants from “unfairly increasing odds” through wage or role manipulation.
Federal Register (Final Rule): https://www.federalregister.gov/documents/2025/12/29/2025-23853/weighted-selection-process-for-registrants-and-petitioners-seeking-to-file-cap-subject-h-1b

1) Registration-to-Petition Consistency Checks (The First Tripwire)

USCIS will directly compare the following fields captured at registration with the H-1B petition that follows selection:

SOC code
Prevailing wage level
Area of intended employment
Job duties and seniority indicators

Material changes—especially changes that reduce wage level or alter job complexity—undermine the basis for weighted selection and can trigger RFEs or denial. DHS expressly preserved this authority in the final rule.

Why this matters:
Under the prior lottery, registration errors were often forgiven. Under the weighted system, registration is now evidence.

“The lottery is no longer a neutral draw—it’s a data snapshot that USCIS expects employers to stand behind.”
— Richard T. Herman, Immigration Attorney

For RFE patterns tied to job credibility and wage issues, see:
https://www.lawfirm4immigrants.com/h-1b-rfe-reasons-and-how-to-respond/

2) Wage Pattern Analysis Across Employers (The Algorithmic Lens)

USCIS and DHS now analyze patterns across filings, not just individual cases. The weighted lottery makes wage data especially valuable for enforcement analytics.

USCIS can flag:

Sudden wage spikes clustered around registration season
H-1B wages that sharply diverge from an employer’s historical filings
Wage levels inconsistent with company size, revenue, or payroll history

These red flags align with USCIS’s stated goal of combating H-1B abuse and restoring program integrity:
https://www.uscis.gov/scams-fraud-and-misconduct/report-fraud/combating-fraud-and-abuse-in-the-h-1b-visa-program

HLG insight: Wage manipulation does not need to be intentional to be detected. Pattern anomalies alone can be enough to invite scrutiny.

3) OPT-to-H-1B Pipeline Monitoring (A Known Enforcement Focus)

Registrations tied to OPT and STEM OPT workers receive heightened attention when combined with:

Entry-level wage levels (Level I or II)
Short employment tenures
Sudden pre-registration wage increases

The weighted system amplifies scrutiny of OPT pipelines because DHS views low-wage concentration as a historic pressure point in the program.

4) Third-Party Placement & Consulting Models (Structural Red Flags)

DHS has long viewed third-party placement as a high-risk model. Under the weighted lottery, this scrutiny intensifies.

USCIS will examine:

Whether claimed wages are supported by end-client contracts
Geographic consistency between wage level and actual worksite
Employer control over day-to-day work

A high wage unsupported by real placement authority or revenue can be worse than a lower, defensible wage.

5) Post-Selection Audits and Site Visits (Selection Is Not the End)

Weighted selection does not insulate an employer from enforcement. In fact, it often triggers deeper review.

USCIS retains authority to:

Issue RFEs
Conduct site visits
Revoke approvals

Bottom line:

The weighted lottery is both a filter and a flashlight. Employers must assume that anything submitted at registration will be scrutinized later.

Who Wins and Who Loses Under the Weighted Lottery

An Industry-by-Industry Impact Map Journalists and Employers Can Actually Use

The weighted lottery does not affect all employers—or workers—equally. Its real-world impact depends on how wages, job complexity, and hiring models function within each industry.

This section translates regulatory text into economic reality.

Industries Most Likely to Benefit

Advanced Technology, AI, and Data Science

Higher median wages
Clear seniority ladders
Strong alignment between duties and compensation

Specialized Healthcare

Physicians, advanced practitioners, and specialized clinicians
Chronic labor shortages
Well-documented market wages

Engineering and Advanced Research

Clear SOC classifications
Higher OEWS wage tiers
Defensible job complexity

“The new system rewards employers who already hire the way DHS believes the H-1B program was intended to function.”
— Richard T. Herman

Industries Facing Higher Risk

Staffing and Consulting Firms

Third-party placement scrutiny
Difficulty justifying elevated wage levels without end-client proof

Early-Stage Startups

Wage inflation unsupported by revenue or payroll history
Ability-to-pay questions

OPT-Heavy, Entry-Level Hiring Models

Concentration at Level I or II wages
Short tenure and rapid role changes

For wage defensibility strategies, see:
https://www.lawfirm4immigrants.com/find-prevailing-wage-for-h1b-petitions/

Universities and Nonprofits: A Mixed Outcome

Cap-exempt institutions remain unaffected
Cap-subject university affiliates may face disadvantage
Grant-funded, specialized research roles remain competitive

What This Means for Employers and Workers

Employers: Strategy must shift from volume to defensibility
Employees: Job structure and wage level matter earlier than ever
Journalists: The rule redistributes visas by market value, not randomness

HLG takeaway:

The weighted lottery is not neutral. It reallocates opportunity based on how closely a role aligns with DHS’s view of “high-skill, high-value” employment.

Frequently Asked Questions: The New H-1B Lottery Rule (2026–2027)

1. Is the H-1B lottery still random?
Not entirely. USCIS now uses a weighted selection system where higher prevailing wage levels receive better odds, while lower wage levels still remain eligible.

2. Is the H-1B lottery now salary-based?
No. Salary does not guarantee selection, but wage level functions as a selection signal that increases or decreases odds.

3. Does increasing my salary increase my chances of being selected?
Potentially, but only if the increase is real, permanent, and defensible. Artificial or last-minute increases can increase risk instead of helping.

4. Can employers raise salary just to improve lottery odds?
Only if the salary increase reflects genuine job requirements, market conditions, and internal wage practices. Manipulative timing or unsupported wages are red flags.

5. What does “weighted selection” actually mean?
Registrations are placed into the lottery multiple times based on prevailing wage level. Higher wage levels receive more entries, increasing statistical odds.

6. Are Level I wages still allowed under the new rule?
Yes. All wage levels remain eligible, but Level I registrations receive the fewest weighted entries.

7. Does a higher wage guarantee H-1B approval?
No. Higher wages increase selection odds but do not eliminate scrutiny, RFEs, or denials.

8. When does the new weighted lottery take effect?
It applies beginning with the FY 2027 H-1B cap season, with registration expected to open in March 2026.

9. Does this apply to the 2026 H-1B season?
No. FY 2026 follows prior rules. The weighted system begins with FY 2027.

10. How does USCIS determine my wage level?
USCIS relies on Department of Labor OEWS data, based on the occupation, geographic area, and level of experience.

11. What happens if my petition doesn’t match my registration details?
Misalignment in wage level, SOC code, or location can lead to RFEs, denials, or enforcement action.

12. Are OPT and STEM OPT workers hurt by this rule?
They face increased risk if jobs are entry-level or low-wage, but strong roles with appropriate wages remain competitive.

13. Are startups disadvantaged?
Startups are not excluded, but inflated wages unsupported by revenue or payroll capacity create risk.

14. Are consulting companies targeted?
Consulting firms, especially those using third-party placement, face heightened scrutiny under the new integrity framework.

15. Can USCIS audit employers after the lottery?
Yes. Selection can trigger deeper review, including RFEs, site visits, and compliance audits.

16. Does this rule reduce fraud?
DHS believes it discourages volume-based abuse and wage manipulation, though critics argue it may disadvantage some sectors.

17. Can my employer lower my salary after selection?
Lowering salary after selection can invalidate the basis for selection and create serious compliance problems.

18. Is this rule permanent?
It remains in effect unless changed through future rulemaking or court action.

19. Does this apply nationwide, including Ohio?
Yes. The rule applies uniformly across all USCIS jurisdictions, including Cleveland, Columbus, Cincinnati, and Dayton.

20. Should I talk to an immigration lawyer before registration?
Yes, especially if wage level, job duties, or employer structure could be questioned.

21. How many extra “entries” does a higher wage receive?
The exact weighting formula is defined by regulation, but higher wage tiers receive proportionally more entries than lower tiers.

22. Can nonprofit employers benefit from the weighted lottery?
Yes, but nonprofits that pay below market wages may be disadvantaged compared to private employers.

23. Does this affect universities and research institutions?
Cap-subject university filings are affected, though many universities qualify for cap exemptions.

24. Is the master’s cap also weighted?
Yes. Weighted selection applies within both the regular cap and the advanced degree exemption.

25. What if my job duties evolve after registration?
Material changes before filing may require legal review to assess whether the petition remains viable.

26. Does location affect prevailing wage level?
Yes. Geographic area of intended employment is a core factor in wage determination.

27. Can remote work affect wage level?
Yes. Remote or hybrid work complicates location-based wage analysis and must be carefully documented.

28. What happens if demand does not exceed the cap?
If demand does not exceed supply, weighting is irrelevant and all registrations can proceed.

29. Will USCIS publish data on weighted selections?
USCIS is expected to release aggregate data, though individual weighting calculations are not disclosed.

30. Can multiple employers register the same worker?
Yes, if each registration reflects a bona fide job offer, but USCIS monitors for collusion or abuse.

31. Does this rule change H-1B wage requirements after approval?
No. Standard wage compliance rules still apply throughout the H-1B validity period.

32. Can lower-paid healthcare workers still qualify?
Yes, especially in shortage occupations, but wage justification must be strong.

33. Will this increase RFEs?
Most practitioners expect increased RFEs focused on wage level, job duties, and business viability.

34. Does this rule affect green card sponsorship later?
Credibility issues arising during H-1B adjudication can affect future employment-based filings.

35. Can USCIS revoke an approved H-1B under this rule?
Yes, if it determines selection was based on misrepresentation or material inconsistency.

36. Are salary surveys allowed instead of OEWS?
Alternative wage surveys may still be used but must meet regulatory standards and withstand scrutiny.

37. What if my wage level changes after filing?
Material wage changes may require amendments or create compliance risk.

38. Does this rule apply to H-1B extensions?
No. Weighted selection applies only to cap-subject initial registrations.

39. Are self-employed founders eligible?
Possibly, but scrutiny is high, especially regarding ability to pay and employer-employee control.

40. Will this reduce outsourcing firms’ success rates?
DHS expects that effect, as lower-wage, high-volume models receive fewer weighted entries.

41. Does this affect H-1B portability?
No. Portability rules remain unchanged.

42. Can wage level be challenged in an RFE?
Yes. Employers must be prepared to justify wage level selection with evidence.

43. Are bonuses counted toward prevailing wage?
Generally no. Prevailing wage is based on guaranteed base pay.

44. Can employers delay filing to adjust wages?
Delays can jeopardize filing windows and are risky without legal guidance.

45. Is the weighted lottery meant to favor U.S. workers?
DHS states the rule aligns visa allocation with market wages to protect U.S. labor standards.

46. Are layoffs relevant to H-1B selection?
Layoffs may raise questions about business need and wage legitimacy.

47. Does this rule change the annual H-1B cap numbers?
No. Statutory caps remain unchanged.

48. Can USCIS change the weighting system again?
Yes, through future rulemaking.

49. Is this rule being challenged in court?
Litigation is possible, but the rule is currently in effect as finalized.

50. What is the biggest mistake employers are making right now?
Treating registration as a formality instead of a compliance event.

Ohio-Specific Note

Employers and workers in Cleveland, Columbus, Cincinnati, and Dayton should expect full national enforcement of the weighted system. Ohio filings are not exempt from wage-based scrutiny.

When to Get Help

If your wage level, job duties, or employer structure may be questioned, early legal review can materially reduce risk before registration opens.

Consultation link:
https://www.lawfirm4immigrants.com/book-consultation/

H-1B Weighted Lottery (2026–2027): Official Resources & Research Directory

1. Official Law, Rules, and Regulatory Text (Primary Authority)

Federal Register – Final Rule (Binding Law)

Weighted Selection Process for Registrants and Petitioners Seeking to File Cap-Subject H-1B Petitions
https://www.federalregister.gov/documents/2025/12/29/2025-23853/weighted-selection-process-for-registrants-and-petitioners-seeking-to-file-cap-subject-h-1b

Federal Register – Program Integrity Rule (Registration Framework)

Improving the H-1B Registration Selection Process and Program Integrity
https://www.federalregister.gov/documents/2024/02/02/2024-01770/improving-the-h-1b-registration-selection-process-and-program-integrity

Public Inspection PDF (Quoted by Journalists)

Final Rule Public Inspection Version (Document No. 2025-23853)
https://public-inspection.federalregister.gov/2025-23853.pdf

2. USCIS Registration & Cap-Season Guidance (Operational Sources)

H-1B Cap Season Overview (USCIS)
https://www.uscis.gov/working-in-the-united-states/temporary-workers/h-1b-specialty-occupations/h-1b-cap-season

H-1B Electronic Registration Process (USCIS)
https://www.uscis.gov/working-in-the-united-states/temporary-workers/h-1b-specialty-occupations/h-1b-electronic-registration-process

H-1B Specialty Occupations Program Page (USCIS)
https://www.uscis.gov/working-in-the-united-states/h-1b-specialty-occupations

USCIS Fraud & Abuse Enforcement Page
https://www.uscis.gov/scams-fraud-and-misconduct/report-fraud/combating-fraud-and-abuse-in-the-h-1b-visa-program

3. Prevailing Wage & Wage-Level Data (Critical for Weighted Selection)

Department of Labor – OEWS Wage Data (Primary Source)
https://www.bls.gov/oes

DOL Prevailing Wage Determination Guidance
https://www.dol.gov/agencies/eta/foreign-labor/wages

Congressional Research Service – Prevailing Wage Explainer

IF12892: Prevailing Wage Requirements for H-1B, H-1B1, and E-3
https://www.congress.gov/crs-product/IF12892

4. Government Data & Reports on H-1B Usage

USCIS Congressional Report – Characteristics of H-1B Workers (FY 2024)
https://www.uscis.gov/sites/default/files/document/reports/ola_signed_h1b_characteristics_congressional_report_FY24.pdf

USCIS Outreach Deck – FY 2024 Registration Period
https://www.uscis.gov/sites/default/files/document/outreach-engagements/FY2024H1BInitialRegistrationPeriodUpdates.pdf

5. Policy Analysis, Economic Studies, and Independent Research

Economic Policy Institute – H-1B Wage Level Analysis
https://www.epi.org/publication/h-1b-visas-and-prevailing-wage-levels/

Institute for Progress – Wage Level Critique
https://ifp.org/the-wage-level-mirage/

University Policy Commentary (Higher Ed Impact)
https://internationalcenter.umich.edu/about/news/recent-u-m-comment-proposed-h-1b-weighted-selection

6. Reputable Media Coverage

Associated Press – Weighted Lottery Coverage
https://apnews.com/article/f32f3f07b286181c0e37b34ab04005fc

Financial Times – U.S. H-1B Lottery Policy Shift
https://www.ft.com/content/2e50f86f-2a40-4e5c-9470-7978b979c081

Time Magazine – H-1B Lottery Overhaul Explained
https://time.com/7342617/h1b-visa-trump-lottery-selection-rule-overhaul/

7. Herman Legal Group (HLG) Practical Guides & Analysis

Pillar & Registration Guides

DHS Finalizes the Wage-Weighted H-1B Lottery
https://www.lawfirm4immigrants.com/dhs-finalizes-h-1b-weighted-lottery-final-rule/
Essential Guide to 2026 H-1B Lottery Registration
https://www.lawfirm4immigrants.com/ultimate-guide-2026-h1b-lottery-registration/

Wage & Compliance

H-1B Wage Determination: Find the Right Prevailing Wage
https://www.lawfirm4immigrants.com/find-prevailing-wage-for-h1b-petitions/
Top H-1B RFE Reasons & How to Respond
https://www.lawfirm4immigrants.com/h-1b-rfe-reasons-and-how-to-respond/

OPT, Cap-Gap, and Student Impact

How New H-1B Restrictions Impact F-1 Students (OPT, CPT, Cap-Gap)
https://www.lawfirm4immigrants.com/how-do-new-h1b-restrictions-impact-f-1-students-in-2026-opt-cpt-cap-gap/
H-1B OPT Cap-Gap Extensions Explained
https://www.lawfirm4immigrants.com/h1b-opt-cap-gap-extensions/

8. Employer & Employee Action Tools

For Employers

Prevailing wage audit (OEWS + internal pay scale)
Job description defensibility checklist
Registration-to-petition consistency review
Third-party placement risk analysis

For Employees

Wage level verification
Job duty alignment review
OPT / STEM OPT timing assessment
Contingency visa planning

9. Legal Help & Case-Specific Guidance

If your H-1B strategy involves wage level changes, startup sponsorship, OPT pipelines, consulting placements, or compliance risk, early legal review can materially reduce exposure before registration opens.

Confidential consultation:
https://www.lawfirm4immigrants.com/book-consultation/

Success Stories

The New H-1B Lottery Rule Explained (2026–2027): Salary, Selection Odds, and What to Do Now

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