H-1B Visa Lottery Begins Under Wage-Weighted System with $100,000 Fee

(UNITED STATES) — USCIS’s FY 2027 H-1B cap registration period is open now, with online registrations accepted from noon ET March 4 through noon ET March 19, 2026.

This is the first cap season with two structural shifts that change budgeting and selection strategy. First is the $100, 000 supplemental fee for certain new, consular cases. Second is a wage-weighted selection system tied to the Department of Labor (DOL) prevailing wage levels. Employers and beneficiaries should treat this year’s registration as a planning exercise, not a one-click lottery entry.

📅 Key Date: FY 2027 H-1B cap registration closes at noon ET on March 19, 2026.

FY 2027 timeline: registration through October 1 start date

The annual cap remains 85,000 total slots. That includes 65,000 regular cap numbers and 20,000 under the U.S. master’s cap.

How FY 2027 compares to FY 2026

FY 2026 used the one-registration-per-beneficiary model and a largely random selection approach. FY 2027 keeps the one-per-person rule, but replaces equal odds with wage-based weighting. FY 2026 also did not include a six-figure supplemental surcharge for most employers. Those two changes drive most of the practical differences this year.

Overview: what employers must do during the registration window

Registration remains an employer-driven step inside the USCIS online account. Employers must confirm account access early, because last-week submissions often collide with payment and login problems.

During the March window, employers must submit beneficiary information, required attestations, and pay the nonrefundable registration fee. Employees should confirm their legal name, passport details, and eligibility category before the employer submits. Small data errors can create petition-stage mismatches later.

USCIS continues to apply the beneficiary-centric rule. Multiple employers may register the same person. USCIS will still treat that as one beneficiary for selection purposes.

⚠️ Employer Alert: The one-registration-per-beneficiary rule reduces duplicate “boosting,” but it does not excuse weak specialty occupation support at the petition stage.

The supplemental fee: who triggers it and how to pay it correctly

The supplemental fee policy is the second major change this season. it targets new cap cases where the worker is outside the United States and will obtain an H-1B visa stamp through consular processing.

Common cases that trigger the fee

• New H-1B, cap-subject petition.
• Beneficiary is abroad at filing time.
• The case will be consular, not a change of status.

Typical exemptions

• Change of status filings for people already in the United States, including many F-1 students.
• Most extensions and amendments for current H-1B workers.
• Cases where the person already holds H-1B status and is not seeking a “new visa” classification.

Payment is handled through pay.gov. Employers should complete payment before filing, then keep a clean audit trail. That means a receipt, internal approval record, and consistent petition documentation. The filing package must include proof that matches the named petitioner and the correct beneficiary.

Operationally, this fee forces an early decision. Employers should decide whether to pursue change of status or consular processing before filing. A late flip can create cost surprises or documentation gaps.

Wage-weighted selection: what it means in practice

DHS’s weighted selection rule took effect on February 27, 2026. FY 2027 is the first cap season using it.

The concept is straightforward. Selection weight is tied to the DOL prevailing wage level associated with the role and work location. Higher wage levels get more “chances” in the selection process.

USCIS described the mechanism as “entries” per wage level. Level I receives the fewest entries, while Level IV receives the most.

Two compliance points matter for both sides. First, registration is still only a registration. The petition must later prove the job duties, degree requirement, worksite, and wage level. Second, wage weighting does not change the wage rules. The employer must still pay the higher of the prevailing wage or the actual wage once the worker starts.

💼 Employee Tip: Ask which SOC code and wage level the employer will use. Then confirm the offered salary meets that level on flcdatacenter.com.

Standard filing fees and processing options employers still must plan for

Even with the new surcharge, the regular H-1B cost structure remains. There is still a registration fee, a base Form I-129 filing fee, and required statutory fees. Some employers must also pay training-related fees. Premium processing remains optional.

Premium processing speeds USCIS adjudication only. It does not speed consular visa appointment availability or administrative processing. Employers should still plan for overseas stamping timelines. Employees should plan travel with caution if a change of status is pending.

USCIS fee amounts can change by regulation or annual adjustments. Employers should confirm the fee schedule immediately before payment. Employees should confirm which fees the employer must legally pay. Employers generally cannot shift required employer fees to the worker.

What happens after selection, and what happens if you are not selected

If selected, the employer receives notice in the USCIS online account. The employer then has the April-to-June filing window to submit the full H-1B petition. That includes the approved Labor Condition Application (LCA), specialty occupation evidence, and position details that match registration.

If not selected, the registration remains “not selected” unless USCIS runs a later selection round. USCIS may conduct additional rounds if filings fall short. Employers should avoid employment start-date promises until selection and filing are in hand.

For beneficiaries in F-1 status, non-selection often triggers cap-gap planning issues. Employers should coordinate with school officials and counsel early. Timing matters for work authorization continuity.

Alternatives if you are not selected

A non-selection is not the end of work authorization options. The right alternative depends on the person’s background and the employer’s footprint.

Common options include:

• Cap-exempt H-1B through universities, affiliated nonprofits, and certain research entities.
• O-1 for individuals with sustained national or international acclaim.
• L-1 for multinational transferees meeting qualifying employment and entity relationship rules.
• TN for eligible Canadian and Mexican professionals.
• E-3 for eligible Australian professionals.
• Continued F-1 OPT or STEM OPT, where available and timely.

Cap-exempt employers can file year-round, and they do not need a lottery selection. For some candidates, a cap-exempt role can bridge to a later cap season.

Next year’s early planning: FY 2028

Employers should assume the FY 2028 registration will again occur in March 2027, with an October 1, 2027 start date. Under a wage-weighted model, early wage and job design decisions matter more. Start workforce planning in Q4, not February.

Where to verify official information fast

Use primary sources and keep screenshots for internal records. For timing, monitor the USCIS newsroom and the cap season page. For the weighted rule text and effective date, use the Federal Register. For the supplemental payment, verify the pay.gov receipt and store it with the petition record.

Action steps to take this week:

• Employers: Confirm USCIS account access, submit registrations before noon ET March 19, 2026, and decide consular versus change-of-status early. Start LCAs now for likely selectees.
• Employees: Verify passport name formatting, confirm the offered wage level and worksite, and ask how selection weighting was approached. Plan travel carefully during change-of-status periods.
• Both: Track selection notices in late March and prepare to file starting April 1, 2026.

📋 Official Resources:

• H-1B Program: uscis.gov/h-1b-specialty-occupations
• Cap Season: uscis.gov/h-1b-cap-season
• Prevailing Wages: flcdatacenter.com