N3bn Spent to Sponsor Nigerians for H-1B Visas According to Uscis Data

(UNITED STATES) — With FY 2027 H-1B registration expected in early-to-mid March 2026, employers are building budgets under a new cost story: a Nigerian-focused “N3bn” estimate tied to FY 2024 H-1B visa issuances and baseline government fees.

FY 2027 H-1B cap timeline (employment start: Oct. 1, 2026)

📅 Key Date: Employers should plan to finalize job descriptions and wage ranges by February 2026 to be ready for March registration.

1) N3bn Report: Origin, Scope, and What the Headline Number Represents

On Sunday, February 1, 2026, Sunday PUNCH published an analysis by Intelpoint estimating U.S. firms spent about N3.23 billion (about $2.31 million) on permits for Nigerian workers. The analysis cites USCIS data and the U.S. State Department’s Report of the Visa Office 2024.

The key data point in the report is H-1B visa issuances, not H-1B registrations, selections, or petition approvals. That distinction matters. A visa issuance is a consular outcome for someone applying for an H-1B visa stamp abroad.

It does not measure how many cap registrations were submitted, or how many I-129 petitions USCIS approved. Intelpoint’s approach, as described, is straightforward. It multiplies a baseline bundle of mandatory government filing fees by the reported number of Nigerian H-1B visa issuances in FY 2024.

It then converts the total to naira using an exchange-rate assumption. The report states 880 Nigerian professionals were issued H-1B visas in FY 2024. It also states Nigeria accounted for 26.7% of African H-1B issuances, or 880 out of 3,300.

What the “N3bn” figure does not represent is equally important. It is not a measure of total employer spend, or total applicant spend. It excludes attorney fees, recruitment, relocation, travel, and dependent costs.

It also excludes the cost of compliance, including wage increases and benching risk.

2) Financial Impact: Baseline H-1B Fees, the New Supplemental Charge, and Other Rising Costs

H-1B costs have a hard floor because several fees are mandatory at filing. Those mandatory fees are largely an employer obligation under H-1B rules. The baseline bundle used in the report was described as about $2,630 per petition.

That baseline “bundle” concept is why the N3bn estimate is measurable. If you know visa volume and you assume a fee bundle, you can estimate minimum government-fee outflows.

For FY 2027 planning, employers should separate three buckets.

• First are required government fees tied to registration and the I-129 filing. These include the $215 registration fee and the $780 I-129 filing fee. Most cap-subject employers also pay ACWIA and the fraud fee. ACWIA is $750 for employers with fewer than 25 workers, or $1,500 for 25 or more. The fraud fee is $500.
• Second is the new $100,000 supplemental H-1B fee, described as effective September 21, 2025. The draft framing states it targets new H-1B workers outside the United States. For employers, that changes the business case for hiring abroad versus hiring someone already in the U.S. through a cap case or cap-exempt route.
• Third is premium processing, which is optional. Premium processing can shorten adjudication timing, but it does not change cap selection timing. Employers often use premium processing to reduce onboarding uncertainty after selection.

3) Policy Changes and Effective Dates (2025–2026): What Changed and Who It Applies To

Several changes in late 2025 and early 2026 affect how employers and Nigerian nationals should plan.

Supplemental H-1B fee (effective-date driven). The draft describes a $100,000 charge that applies to certain H-1B filings, with an emphasis on new workers outside the U.S. Employers should confirm whether a case is consular versus change of status. That fact can drive both cost and timing.

Proclamation 10998 (effective Jan. 1, 2026). The draft describes a partial suspension affecting Nigeria for B-1/B-2, F, M, J, and immigrant visas. H-1B is not listed there. Even so, travel planning can be affected when consular operations and screening increase.

Immigrant visa pause (effective Jan. 21, 2026). The draft describes a State Department pause of immigrant visa issuances for certain countries, including Nigeria. That is a separate pipeline from H-1B. It matters for PERM-based immigrant visa processing at consulates.

Employers and employees should keep the categories distinct. An H-1B petition is decided by USCIS. A visa stamp is issued by a consulate abroad. A change of status happens inside the U.S. Those pathways carry different risks and timelines.

4) Immediate Effects on Nigerians and Employers: Sponsorship Decisions, Screening, and Visa Bonds

The draft describes visa bonds for B-1/B-2 applicants, with possible amounts of $5,000, $10,000, or $15,000. While that is not an H-1B bond, it can deter short-term travel. It can also disrupt business planning for interviews, trainings, and U.S. client visits.

For H-1B hiring, a large supplemental fee can reshape sponsorship. Larger employers may absorb costs more easily. Smaller and mid-sized firms may reduce sponsorship abroad. Some may shift to U.S.-based candidates, including F-1 graduates on OPT.

The draft also describes enhanced screening and paused reviews. Employers should expect more documentation pressure in that environment. That often shows up as RFEs on specialty occupation, wage level, and employer-employee control.

Wage level is a common trigger. Level I roles have faced increased scrutiny. A low wage combined with broad duties can invite a specialty-occupation challenge. Employers should align the job description, SOC code, and wage level. Employees should verify the offered wage meets at least the higher of the prevailing wage or actual wage for the role.

5) Official Sources and Dates: How to Verify the Claims and Track Updates

Readers should verify any media analysis against dated, controlling texts.

• White House proclamations for scope and effective dates.
• USCIS cap season updates for registration and filing instructions.
• State Department Visa Office materials for issuance data definitions and tables.
• USCIS/DHS announcements for operational changes and screening procedures.

When reviewing documents, focus on four items. Check the effective date, who is covered, which visa classes are listed, and whether the text applies to visa issuance or USCIS adjudication.

The dated items cited in the draft include Dec. 16, 2025 (Proclamation 10998) and Jan. 21, 2026 (immigrant visa pause effective date). Those dates should be the anchor for any applicability analysis.

6) Data Points and Calculations at a Glance: What the Numbers Suggest (and Their Limits)

The N3bn claim is a volume-times-fees estimate. Volume comes from visa issuances. Fees come from a baseline bundle of required government charges. The naira figure then depends on an exchange-rate assumption.

That means the naira total can change even if visa volume stays flat. A weaker naira raises the N-number without changing U.S. dollar fees.

It also means the estimate is not a measure of total economic contribution. It does not represent wages paid, taxes withheld, remittances, or employer revenue. It reflects government-fee outflows tied to H-1B filings, at a minimum-fee assumption.

For FY 2027 cap planning, the practical value is budgeting and process choice. Employers should decide early whether a candidate will pursue change of status in the U.S. or consular processing abroad. Employees should understand that issuance volume is not the same as cap selection odds.

What happens next after selection, or if not selected (FY 2027)

If selected, the employer files the H-1B petition during the April 1 to June 30, 2026 window. The employer must also have a certified LCA and meet wage and worksite terms.

If not selected, options can include:

• Cap-exempt H-1B employment at universities, nonprofit affiliates, and research institutions.
• O-1 for individuals with extraordinary ability.
• L-1 for intracompany transferees, if eligibility exists.
• F-1 OPT/STEM OPT bridge planning, when available.
• PERM planning for long-term sponsorship, where the worker is eligible and timing is realistic.

Employers should also remember the one-registration-per-beneficiary rule. Multiple employers can register the same person, but each employer only submits one registration for that person.

Next year’s projected timeline (FY 2028)

FY 2028 registration should again be expected in March 2027, with filings starting April 1, 2027, and an employment start date of October 1, 2027.

Employers should start FY 2027 planning now. Finalize SOC code, wage level, and worksite details before March 2026 registration. Employees should confirm the offered salary meets the prevailing wage level for the worksite area.

Both should track USCIS cap updates and any policy changes affecting consular issuance timelines.

📋 Official Resources:

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