On October 8, 2026, the administration announced that it was suspending Microsoft, Adobe, and other employers from PERM, the labor certification step in many employment-based green card cases. ABC News reports that Vice President Vance said the suspension will last as long as needed. TechCrunch adds that Capgemini, Cognizant, HCL, Infosys, Tata,...
Category: PERM (Labor Certification)
DOJ’s $3.2 Million OpenAI Settlement Is a Warning for Every Employer Running PERM Recruitment
On August 4, 2026, the Justice Department's Civil Rights Division announced a $3.2 million settlement with OpenAI and its former subsidiary Statsig over how the companies recruited for a small number of positions tied to green card sponsorship. Fewer than ten roles were at issue, but the size of the penalty signals...
DOL’s Office of Inspector General Opens Nationwide H-1B and PERM Fraud Investigations
On July 8, 2026, the Department of Labor's Office of Inspector General announced a nationwide initiative to investigate fraud and strengthen compliance oversight across employment-based visa programs. This is a separate effort from Project Firewall, the H-1B enforcement initiative the Wage and Hour Division launched last September. The OIG's initiative casts a...
What’s Still Coming: DHS’s 2026 Regulatory Agenda for Employers
DHS, DOL, and the State Department released their 2026 regulatory agendas on July 6, giving employers an early look at what's still in the pipeline for the rest of the year and into 2027. The duration of status change and the public charge rescission we've already covered are now finalized. What follows...
Computer Systems Analysts Move Back to Job Zone 4: What It Means for H-1B and PERM Filings
Effective with the Department of Labor's 7/2026-6/2027 occupational data series, O*NET reclassified Computer Systems Analysts, SOC code 15-1211.00, from Job Zone 3 back to Job Zone 4. It sounds like a small administrative shift, but for employers sponsoring H-1B workers or filing PERM applications in this occupation, it changes the baseline USCIS...
DOL Increasing Scrutiny of Employers’ Ability to Pay in PERM Cases: What Employers Need to Know
Employers sponsoring foreign workers for permanent residence through the PERM labor certification process should be aware of a growing trend at the U.S. Department of Labor (DOL). Recent Requests for Information (RFIs) suggest that DOL is taking a closer look at whether sponsoring employers can demonstrate their ability to pay the offered...
DOJ Targets PERM Recruitment Practices: What Employers Should Learn From the Cloudera Lawsuit
A recent Department of Justice (DOJ) lawsuit against Cloudera is drawing significant attention within the employment-based immigration community and may signal increased government scrutiny of PERM recruitment practices. The case highlights growing enforcement efforts involving employer hiring procedures, labor certification compliance, and recruitment transparency.
For employers sponsoring foreign workers...
Why PERM Labor Certification Applications Are Being Denied More & What Employers Can Do
Employers sponsoring foreign workers for permanent residence through the PERM labor certification process are facing increased scrutiny. Recent trends suggest that applications are being denied more frequently, often due to technical errors or insufficient documentation.
Understanding these risks can help employers avoid costly delays and improve the chances of...
DOL Proposes Significant Increase in Prevailing Wages for H-1B and PERM Cases: What Employers Need to Know
Recent developments from the U.S. Department of Labor (DOL) may significantly impact employers sponsoring foreign workers. A newly proposed rule aims to increase prevailing wage levels for both H-1B petitions and PERM-based green card applications, potentially raising labor costs for many employers.
If implemented, this rule could change how...
Employer Immigration in 2026: What HR Teams Should Prepare for Now
As 2026 begins, many U.S. employers are entering a more demanding immigration environment—one shaped by tighter review standards, higher costs, and increased enforcement activity. For companies relying on foreign national talent, the best approach this year is early planning and stronger internal coordination between HR, recruiting, and legal teams.