U.S. employers preparing for the FY2027 H-1B lottery may soon face a major budgeting challenge: a potential new fee reported at $100,000, depending on how and where an employee files.
While H-1B programs have always required careful planning, this change could make location and filing strategy more important than ever.
WHY THIS POSSIBLE FEE IS CAUSING CONCERN
According to recent industry alerts, the issue is not only the size of the fee — but that it may apply differently depending on:
- Whether the employee is inside or outside the United States
- Whether the filing involves a change of status
- Whether the employee may qualify under higher wage levels
For many employers, this creates a new challenge: How do you accurately forecast H-1B costs when employee status varies case by case?
WHAT EMPLOYERS SHOULD TRACK RIGHT NOW
To avoid surprises and build a smarter filing strategy, companies should start identifying key details early, including:
1) WHO IS CURRENTLY OUTSIDE THE U.S.
Employees abroad may trigger new fee exposure depending on final rule details.
2) WHO MAY BE ELIGIBLE FOR CHANGE OF STATUS
Change-of-status filings could become more valuable if they help reduce or avoid the higher fee.
3) WHICH ROLES MAY QUALIFY UNDER HIGHER WAGE LEVELS
Higher wage levels can impact H-1B selection strategy, especially if selection odds or requirements shift.
WHY EARLY PLANNING MATTERS FOR FY2027
Many employers wait until the months leading into the lottery to gather employee information. In the past, this often meant:
- Reviewing spreadsheets manually
- Confirming immigration status one employee at a time
- Going back and forth with counsel for basic eligibility confirmation
But if the FY2027 cycle includes significant fee differences depending on worker location and filing type, the cost impact could be enormous.
SMART STEPS EMPLOYERS CAN TAKE NOW
Here are practical steps HR and business leaders can begin immediately:
- Run an internal review of employees who may need H-1B sponsorship
- Confirm each employee’s current location and immigration classification
- Identify employees who may be eligible for change-of-status filing
- Coordinate early with immigration counsel to build a projected filing plan
- Prepare multiple budget scenarios in case the higher fee becomes reality
HOW NPZ LAW GROUP CAN HELP
At Nachman, Phulwani, Zimovcak (NPZ) Law Group, we work with employers and professionals across the U.S. and globally on:
- H-1B strategy planning
- H-1B lottery preparation and compliance
- Change-of-status filings
- Employer planning for regulatory and fee shifts
If your company expects to sponsor foreign national talent for FY2027, now is the right time to begin planning — especially if new fee rules are introduced.
Call NPZ Law Group at 201-670-0006 to schedule a consultation.
FAQ
Q1: IS THE $100,000 H-1B FEE CONFIRMED?
Some industry sources are forecasting major H-1B fee changes. Employers should plan early and monitor updates as federal rules develop.
Q2: WHO WOULD BE MOST AFFECTED BY NEW H-1B FEES?
Employers sponsoring workers who are outside the U.S. or who require consular processing may face higher cost exposure depending on final policy details.
Q3: HOW CAN EMPLOYERS REDUCE RISK?
Maintaining up-to-date immigration tracking, planning early for change-of-status filings, and building multiple budget forecasts can reduce risk.
Q4: WHEN SHOULD EMPLOYERS START PLANNING FOR FY2027 H-1B LOTTERY?
Immediately. FY2027 planning often begins far earlier than employers expect — especially when regulatory or fee changes are possible.