A sweeping new federal law—informally known as the “One Big Beautiful Bill”—has introduced several updates that U.S. employers, especially those hiring foreign national workers, should closely review. While much of the public focus has been on border policy and funding, the legislation also brings important changes to worksite enforcement, visa processing, adjudication trends, and immigration-related recordkeeping.
At NPZ Law Group, we’ve analyzed the implications for employers and HR professionals. Below are the essential compliance takeaways and recommendations.
Expanded Worksite Enforcement Activity
What’s Changed:
The law allocates increased federal funding to the Department of Homeland Security (DHS) and Immigration and Customs Enforcement (ICE) for enforcement initiatives. Employers should expect:
- More frequent I-9 audits
- Increased workplace inspections
- Additional agency-led investigations
Action Items for Employers:
- Ensure I-9 procedures are current and consistently applied
- Prepare internal teams for potential inspections
- Review compliance of third-party vendors, especially when using contract labor
Note: There are no new audit quotas or specific sector targets, but the added funding signals a more active enforcement environment.
Increased Biometric Vetting and Border Screening
What’s Changed:
Customs and Border Protection (CBP) now has expanded authority to collect and use biometric data. However, the law does not mandate universal visa interviews or impose standardized delays at all consulates.
Action Items for Employers:
- Anticipate possible vetting delays when planning international travel or visa renewals for employees
Adjudication Trends and RFEs
What’s Changed:
USCIS is directed to adopt more consistent standards for petition review and to track trends in Requests for Evidence (RFEs). While the legal standard remains unchanged, employers can expect enhanced documentation requirements and more procedural consistency.
Best Practices:
- Provide clearly defined job descriptions
- Include organizational charts showing reporting relationships
- Submit evidence supporting actual work duties and the business need for the sponsored role
PERM Labor Certification Focus
What’s Changed:
The Department of Labor (DOL) is instructed to prioritize PERM applications with discrepancies between job postings and actual duties, or those differing from previous filings.
Action Items for Employers:
- Ensure precision and consistency across all parts of the labor certification process
No Change to Joint-Employer Liability (But Stay Vigilant)
What’s Changed:
Proposals to expand joint-employer liability for immigration violations were removed from the final bill. No new rules were introduced in this area.
Action Items for Employers:
- Continue to monitor how subcontracted labor and vendors handle compliance obligations
EAD Renewals and TPS/DACA Protections Unchanged
What’s Changed:
There are no changes to the issuance or renewal of employment authorization documents (EADs). The automatic extension of 540 days for certain EAD holders remains, and there are no new limitations for individuals with Temporary Protected Status (TPS) or DACA.
Compliance Recommendations for Employers
Given the expanded enforcement and adjudication capacity, employers should:
- Conduct internal audits of I-9 records and contractor documentation
- Submit well-supported petitions to reduce the risk of RFEs
- Confirm that PERM applications accurately reflect job duties and maintain internal consistency
- Maintain robust EAD tracking and renewal systems
- Build flexibility into staffing plans to accommodate possible visa processing or travel delays
Final Thoughts
While the new law does not impose sweeping structural changes, it signals a clear increase in agency enforcement resources and heightened attention to documentation practices. Employers that sponsor foreign workers should proactively review compliance processes and stay ahead of procedural changes.
NPZ Law Group is ready to help your organization prepare for audits, maintain compliant systems, and navigate immigration filings with precision.
Contact us today to schedule a strategic immigration compliance review.
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.