As immigration policy continues to shift under the current administration, the month of July brought key changes that impact foreign nationals, sponsoring employers, and immigration practitioners across the country. From fee increases to policy enforcement updates, here are the most important takeaways — as analyzed by the NPZ Law Group.
1. USCIS Leadership Shift and Enforcement Priorities
Joseph Edlow was confirmed by the U.S. Senate as the new Director of USCIS. Known for his prior roles with both USCIS and ICE, Mr. Edlow emphasized enforcement and tighter screening during his confirmation hearing.
Key implications:
- Focus on scrutinizing immigration benefits applications
- Elimination of post-completion OPT/STEM OPT could be proposed
- More use of biometrics and fraud detection systems
- Possible slowdowns in green card and asylum processing due to backlogs
Employers should prepare for tighter adjudications and increased emphasis on documentation and compliance.
2. Significant Immigration Fee Increases Under New Law
A new law, informally referred to as the “One Big Beautiful Bill,” introduced higher filing fees for a range of immigration benefits. These changes went into effect on July 4, 2025, and include:
- Asylum applicants now face a $100 application fee and an additional $100 annual renewal fee.
- TPS filings: The fee increased from $50 to $500.
- ESTA and I-94 fees have doubled or quadrupled.
- A new Visa Integrity Fee of $250 is now charged for many visa types.
- Noncitizens ordered removed in absentia or apprehended between ports of entry may face $5,000 penalties.
Employers should anticipate higher costs when sponsoring foreign talent and incorporate these increases into budget planning.
3. Visa Revocation Policy Tightened
The Department of State revised its guidance on visa revocation, especially for individuals with DUI-related offenses or those considered security threats. Under the updated procedures:
- Visas may be “prudentially revoked” after arrest, even without a conviction
- Immediate revocation can occur at the request of DHS in sensitive security cases
- Foreign nationals in the U.S. could face removal proceedings based on revocation alone
Foreign nationals with legal concerns should consult an attorney prior to international travel or visa renewals.
4. New E-Verify Feature Helps Employers Track Revoked EADs
USCIS introduced a new tool in the E-Verify platform called the Status Change Report, which alerts employers if an employee’s Employment Authorization Document (EAD) has been revoked.
Why it matters:
- Helps employers maintain Form I-9 compliance
- Flags revocations connected to certain parole programs (e.g., CHNV or TPS)
- Requires re-verification using a new I-9 Supplement B
This tool reinforces the need for employers to regularly monitor employment eligibility and stay alert to status changes.
5. TPS Program Under Review
The administration continues to narrow protections for certain nationals under Temporary Protected Status (TPS). Courts have yet to halt these changes, and employers should:
- Check USCIS bulletins for the latest updates on TPS validity
- Ensure I-9 documentation reflects current authorization
Affected employees may need to take timely action to maintain work eligibility.
6. Proposed DUI-Related Inadmissibility Rule Raises Concerns
Pending legislation (H.R. 875) proposes barring visa eligibility or U.S. entry for noncitizens convicted of DUI or related offenses. If enacted, this could:
- Lead to automatic visa denials or revocations
- Require applicants to obtain a discretionary medical waiver
- Affect even misdemeanor convictions involving marijuana or alcohol
Employers and individuals should seek legal guidance if a DUI arrest or charge is on record.
7. Reinterpretation of the 60-Day Grace Period
The longstanding 60-day grace period following termination for H-1B, L-1, O-1, TN, and E-1/E-2 workers is now being applied more narrowly.
Notable updates:
- USCIS now treats the employer’s withdrawal request as the formal end date of employment
- Some individuals have had grace period protections denied even when still within 60 days
- The grace period remains discretionary and not guaranteed
Employees facing termination should act quickly to explore transfers, changes of status, or other legal options within the window.
8. Visa Bulletin for August 2025: EB Backlogs Continue
The U.S. Department of State’s August 2025 Visa Bulletin reflects ongoing retrogressions:
- India and China continue to face long waits in the EB-2 and EB-3 categories
- EB-1 for China-born applicants: No movement since February 2025
- EB-2 for ROW (Rest of World) retrogressed to Sept. 1, 2023
Employers should initiate green card sponsorships early and maintain flexibility with workforce planning.
Final Thoughts
The immigration landscape in mid-2025 is marked by stricter enforcement, rising costs, and more limited flexibility for workers and employers alike. Staying informed and compliant has never been more critical.
Need Help? NPZ Law Group Is Here for You
Whether your organization is sponsoring new hires, dealing with visa revocations, or reevaluating I-9 practices, the attorneys at NPZ Law Group can provide strategic guidance tailored to your needs.
Contact us today for a consultation on how these updates may affect your immigration planning or workforce.
Contact Information
If you or your family members have any questions about how immigration and nationality laws in the United States may affect you, or if you want to access additional information about immigration and nationality laws in the United States or Canada, please do not hesitate to contact the immigration and nationality lawyers at NPZ Law Group. You can reach us by emailing info@visaserve.com or by calling us at 201-670-0006 extension 104. We also invite you to visit our website at www.visaserve.com for more information.