H-1B Row: Indian IT Firms Less Dependent on Immigrant H-1B Visas, Data Show

(UNITED STATES) Indian IT firms are no longer the face of the H-1B program in the United States, with fresh 2025 data showing U.S.-based tech giants now leading new visa approvals and overall demand. As of June 30, 2025, Amazon had the most H-1B approvals at 10,044, while Infosys recorded 8,140 approvals, followed by Cognizant with 6,321. The shift is clear: the top 20 H-1B filers are now mostly American tech employers, and Indian service providers—long seen as the primary users of the program—have a smaller share of new filings and selections than in past years. Industry leaders say this reflects strategy changes, stronger compliance demands, and a maturing Indian tech sector.

FY 2025 registration and selection snapshot

• Eligible registrations: 343,981
• Available visas (cap): 78,200
• Selection rate: ~21.8%

The majority of registrants remain Indian nationals in computer-related jobs, but fewer of those cases are sponsored by Indian IT service firms. Former Infosys CFO Mohandas Pai said the reliance of Indian IT firms on H-1B visas has “come down” and that these firms are “less vulnerable today compared to the past,” as U.S. tech companies have become the largest applicants. Analysis by VisaVerge.com shows this trend has unfolded steadily over the last five years.

Who’s hiring now — sector shifts and strategy

• U.S.-headquartered employers such as Amazon, Google, Meta, Microsoft, and Apple now dominate filings and approvals.
• Indian IT firms are shifting focus to:
  • Local hiring in the United States
  • Higher-value consulting roles
  • Wider global delivery models

This change reflects multiple factors: increased enforcement and documentation standards, growth of domestic tech jobs in India, and deliberate business choices by Indian service providers to expand onshore U.S. teams rather than primarily moving staff from India.

Policy updates: H-1B modernization rule (effective January 17, 2025)

Key changes included in the modernization rule:
– Updated the “specialty occupation” framework for clearer, more flexible guidance.
– Extended “cap-gap” relief so F-1 students moving to H-1B can keep living and working during transition.
– Restored deference to prior USCIS decisions when facts and parties remain the same.
– Expanded site visit authority and reinforced penalties for non-compliance.

Employers report the clarity helps planning, but the tougher checks require stronger internal controls, detailed job descriptions, and robust wage and location records.

Important: The modernization rule aims to curb misuse while providing clearer standards. Employers should expect stricter documentation and potential site visits.

Practical math and operational planning

With a selection rate under 22%, most registrants did not receive a cap number. Consequences:
– Even large companies must plan hiring without depending on lottery outcomes.
– Indian IT firms’ lower dependence on the H-1B cap is now a strategic advantage.
– Many firms have grown local U.S. teams to reduce risk and speed delivery.

They still file H-1B petitions when roles need specialized skills not available locally in time, but greater reliance on U.S. hires and green card holders reduces exposure to policy shifts and political debate.

Public debate and reactions

• Some U.S. officials recently called the H-1B system a “scam,” a claim contested by immigration attorneys and many employers.
• Indian industry group Nasscom and leading Indian IT firms did not issue formal replies — a silence that highlights changing business risk and a more restrained public posture compared to a decade ago.

Roles H-1B still fills

Employers continue to use H-1B for hard-to-fill roles in:
– AI, cybersecurity, data engineering
– Product development
– Advanced cloud architecture

Hiring managers say H-1B helps keep projects in the U.S. when needed skills cannot be found locally in time.

Human impact and student pathways

Typical options for a new U.S. master’s graduate:
1. Be selected in the H-1B lottery and start a U.S. career.
2. Use OPT/STEM OPT and try again next year.
3. Consider offers abroad if not selected.

Under the new rule, cap-gap protection can allow timely-filed H-1B petitions to keep F-1 students working until as late as April 1 of the next fiscal year, reducing risk of status lapse during the student-to-worker transition.

Filing requirements and form updates (critical)

• As of January 17, 2025, USCIS requires the 01/17/25 edition of Form I-129 for all H-1B filings.
• There is no grace period for older editions. Submitting the wrong edition risks rejection, lost time, and project delays.
• Employers can download the current form and instructions from USCIS: Form I-129.

Form I-129 is the core petition for H-1B and several other nonimmigrant categories. The latest instructions stress careful alignment between job duties, degree fields, and the claimed specialty occupation criteria.

Specialty occupation guidance — what employers must do

• The rule recognizes cross-disciplinary teams and broader degree mixes in tech work.
• It still requires a clear link between degrees and the job’s core tasks.
• Employers should provide:
  • Detailed duty breakdowns
  • Specific skill stacks
  • Direct ties to the relevant degree field

Weak or vague job descriptions invite requests for evidence or denials.

Winners and those adapting best

• Large U.S. tech employers with mature compliance systems are top beneficiaries: they can document wages, locations, and respond quickly to site visits.
• Indian IT firms with strong compliance also do well, particularly for senior architects or niche experts being moved to client locations.
• Difference now: scale and share — Indian firms still post thousands of approvals but represent a smaller slice of overall H-1B demand.

Business and political effects

• Fewer visa-dependent delivery models increase resilience for Indian firms in the face of policy shocks.
• U.S. tech firms remain invested in H-1B as part of a broader talent pipeline.
• As the 2026 election cycle approaches, expect continued debate, but employers will plan around the lottery and build contingency hiring channels.

Historical context

A decade ago, Indian service providers routinely topped sponsor rankings due to large-scale on-site staffing. Over time:
– Stricter vetting and compliance risk led firms to rebalance.
– India’s tech market grew, with firms moving up the value chain and expanding global hubs.

Approvals data illustrate the current landscape:
– Amazon: 10,044
– Infosys: 8,140
– Google: 5,364
– Meta: 4,844
– Microsoft: 4,725
– Apple: 3,873

Compliance, site visits, and practical steps

The modernization rule both eases some extension uncertainty and increases enforcement via site visits and penalties. Practical steps for employers and applicants:

1. Ensure job descriptions are specific and tie directly to degree fields.
2. Keep complete records: transcripts, degree evaluations, prior work letters, detailed job descriptions.
3. Plan timing carefully: the cap registration window is short and the H-1B start date aligns with the federal fiscal year.
4. Confirm use of the correct Form I-129 edition and keep copies of all filings.
5. Prepare for site visits: know who to call at front desks and ensure the petitioner’s signatory or immigration lead can produce core files.

Warning: Submitting the wrong Form I-129 edition or having weak documentation risks outright rejection and costly delays.

Effects on wages, mobility, and geography

• When H-1B approvals are scarce, roles may be moved to Canada, Mexico, or offshore hubs where work permits are faster.
• Alternatively, roles may be filled onshore by permanent residents or citizens after longer searches.
• Employers generally prefer keeping teams together in the U.S. and therefore monitor program rules closely.

USCIS maintains an official H-1B resource page for current requirements, filings, and updates: USCIS H-1B Specialty Occupations.

What applicants and employers should focus on now

• Treat 2025 as a planning year: prepare job descriptions and documentation early.
• Map degree fields directly to core duties and document where and how work will occur (including hybrid schedules).
• Maintain clean records and be ready for potential site visits or audits.
• Build contingency hiring plans to survive a missed lottery year.

Outlook

• Industry watchers expect U.S. tech firms to continue as top H-1B sponsors.
• Indian IT firms will likely focus on specialized roles and deepen local U.S. talent benches.
• Political scrutiny will continue, but the modernization rule has provided a clearer baseline.
• The key pillars for success remain: job clarity, degree relevance, credible wages, and steady compliance.

Attorney groups expect compliance costs to rise due to more site visits and audits, but many lawyers view the new framework as pushing toward cleaner, better-documented cases rather than blocking good-faith petitions.

Indian IT firms’ increased local hiring is also spurring training partnerships with U.S. colleges and internal upskilling programs, which may reduce filing pressure over time. In the short term, H-1B petitions from these firms will often target senior roles, platform migrations, or niche technical stacks rather than broad project staffing.

Trust official sources and prepare proactively:
– Use the USCIS H-1B page as the baseline for rules and process: USCIS H-1B Specialty Occupations.
– Confirm the current Form I-129 edition here: Form I-129.

The headline: Indian IT firms rely less on H-1B than before. The deeper story: the H-1B program still powers U.S. projects, but now pushes employers and applicants toward stronger documentation, smarter staffing, and steadier long-term hiring models.