Where to Report Unfair Visa-Related Employment Practices and Discrimination

Federal civil rights officials are asking workers, job seekers, and employers to report unfair hiring and recruitment tied to temporary visa programs, saying stronger tips are needed to stop practices that sideline U.S. workers and expose foreign workers to abuse. As of August 30, 2025, the United States uses a multi-agency system to receive and investigate complaints, with distinct channels for discrimination, visa fraud, human trafficking, and labor violations. The focus includes job ads and hiring practices that prefer H-1B, H-2A, or H-2B workers over U.S. workers, as well as coercion, wage theft, and other harms tied to these programs.

Key legal protections and agencies

Officials stress that employers generally cannot treat people differently based on citizenship status or national origin in hiring, firing, recruitment, or referral for a fee. That protection applies whether an employer hires a U.S. citizen or a temporary visa worker.

• Federal law includes 8 U.S.C. § 1324b and Title VII of the Civil Rights Act (for employers with 15 or more employees).
• The DOJ Civil Rights Division — Immigrant and Employee Rights Section (IER) handles discrimination based on citizenship or immigration status in hiring and recruitment.
• The EEOC handles discrimination tied to race, color, religion, sex (including pregnancy), national origin, and retaliation.
• Workers do not need to pick the perfect agency on day one; the important step is to report quickly when a job ad or practice seems biased or when a visa worker faces threats, coercion, or unpaid wages.

What officials are asking people to report

Officials want tips when they see:
– Job ads explicitly preferring visa holders (e.g., “H-1B preferred,” “H-2A only,” “H-2B workers required”).
– Hiring pipelines that favor foreign workers over equally qualified U.S. workers.
– Misuse of the PERM permanent labor certification process to screen out U.S. applicants.
– Coercion, wage theft, unsafe housing, document confiscation, or retaliation.

VisaVerge.com reports these efforts reflect concern that hiring patterns in tech, agriculture, and seasonal industries may harm U.S. workers and expose foreign workers to abuse or retaliation.

How to report: agency channels and tips

Officials emphasize that many cases touch multiple agencies. Below are the main doors to knock on, and the kinds of details that make a report useful.

1. DOJ — Discriminatory job ads and hiring practices
   • Report via the DOJ Civil Rights Division portal.
   • Include: who posted the ad, exact wording, date(s), screenshots, copies of application messages, and contact info for the employer or recruiter.
2. National Human Trafficking Hotline — Forced labor, coercion, document confiscation
   • Call 1-888-373-7888 or visit the National Human Trafficking Hotline website.
   • Hotline is 24/7, confidential, and multilingual. Staff can connect people to shelter, legal aid, and law enforcement.
3. USCIS FDNS — Visa fraud, fake job offers, sham worksites
   • Report via the USCIS page on reporting immigration scams and fraud.
   • Learn more on the USCIS Fraud Detection and National Security Directorate overview.
   • For suspected unauthorized employment, contact Homeland Security Investigations (HSI) at 866-347-2423.
4. Wage and Hour Division (WHD), U.S. Department of Labor — Wage/hour and visa-program violations
   • Report unpaid wages, illegal deductions, failure to provide required housing or meals, etc., via the Wage and Hour Division contact page.
   • WHD officials note the law forbids retaliation and that workers can report without sharing immigration status.
5. EEOC — Discrimination based on race, sex, religion, national origin (employers with 15+ employees)
   • Begin a charge at the EEOC charge filing portal.
   • If the issue is citizenship or immigration status and the employer has 4–14 employees, the DOJ IER handles the claim.
   • Local Fair Employment Practices Agencies (FEPAs) may also offer state/city protections.

Officials say filing with one agency does not prevent sharing relevant facts with others. Many regions have cross-referral practices so the proper team leads the investigation.

What evidence helps

Provide as much of the following as possible:
– Screenshots of job postings or recruiter messages
– Dates and timestamps
– Copies of job offers, contracts, pay stubs, schedules, or receipts for fees
– Names and contact information for employers, recruiters, or labor brokers
– Notes from calls or meetings with staffing agencies

Human trafficking: immediate safety steps

Human trafficking remains a serious concern across several visa programs:
– If you see forced labor, threats, or confiscated documents, call 1-888-373-7888 or visit the National Human Trafficking Hotline website.
– Signs to watch for: locked living quarters, fear of speaking to outsiders, a boss holding passports.
– Hotline staff can help with safety planning and connect victims to services.

Typical problems by sector

• Tech: job seekers report postings signaling preference for H-1B and limited fair consideration.
• Agriculture: H-2A workers report unpaid overtime, unsafe housing, or pressure to work under threats of deportation.
• Seasonal hospitality and services: H-2B workers face excessive hours or illegal recruitment fees charged by labor brokers.

Practical tips for H-1B, H-2A, and H-2B workers

1. Keep copies of everything: job offers, contracts, messages, pay stubs, schedules, receipts.
2. Do not give your passport or work permit to your employer or recruiter; confiscation can be a trafficking sign.
3. If you face threats, forced labor, or unsafe living conditions, call the National Human Trafficking Hotline at 1-888-373-7888 or go to the National Human Trafficking Hotline website.
4. For wage or visa-program violations, contact WHD via the Wage and Hour Division contact page.

Guidance for employers, recruiters, and platforms

• Employers and recruiters should:
  • Review job ads and remove any visa-specific preferences unless narrowly required by law.
  • Train staff and vendors on anti-discrimination rules and ban illegal fee-charging or document holding.
  • Audit payroll, schedules, and housing for compliance; document fixes.
  • Provide safe, confidential reporting channels for workers.
  • Maintain organized records to respond to agency questions.
• Technology platforms and job boards should:
  • Flag or remove postings that exclude qualified U.S. workers or state illegal preferences.
  • Share reported problem ads with the appropriate agency while removing them from view.
  • Ensure automated hiring tools do not hide U.S. applicants in favor of pre-set visa batches.
  • Maintain human oversight of final hiring decisions.

Possible remedies and outcomes

Legal remedies can include:
– Back pay, civil fines, and orders to change hiring practices (DOJ or EEOC).
– Recovery of unpaid wages and penalties (WHD).
– Criminal charges in trafficking cases; victim services and legal options.
– Criminal or civil action for fraud (USCIS and HSI).

Consistent reporting helps agencies spot patterns (e.g., recruiters repeating biased ads across states or employers cycling through visa crews while ignoring local applicants).

Common concerns and reassurances

• Workers often worry reporting will harm their immigration status or jobs. Officials say the aim is to stop abuse and restore fair conditions.
• Many complaints are confidential, and trafficking victims receive privacy protections and safety-first responses.
• Investigators often seek employer records rather than relying solely on worker testimony.
• Community groups, unions, and legal aid organizations can help people report safely.

Quick decision guide: who to contact

• Job ad or recruiter preferring visa holders: report to DOJ via the DOJ Civil Rights Division portal.
• Threats, forced work, or document confiscation: call 1-888-373-7888 or visit the National Human Trafficking Hotline website.
• Fake job offers, sham worksites, or visa petition fraud: use the USCIS reporting page; for unauthorized employment, call HSI at 866-347-2423.
• Wage theft, illegal deductions, unsafe housing, or visa program violations: contact the Wage and Hour Division contact page.
• Discrimination based on race, sex, religion, or national origin by employers with 15+ employees: start at the EEOC charge filing portal.

Why reporting matters

Policy watchers expect more outreach, audits of recruiting pipelines, and interagency cooperation in the coming year. Officials hope clearer public guidance will produce more tips about:
– Illegal preferences for H-1B candidates,
– Fraud in visa paperwork,
– Abuse in H-2A and H-2B worksites,
– Internal reports from managers who want to fix problems early.

Community examples show single reports can lead to real change: job postings removed or revised, wage recovery, improved housing, reopened interviews, and corrected recruitment practices.

Practical steps for employers who want to avoid enforcement

• Remove visa-preference language from job ads unless legally necessary.
• Train recruiters and vendors; prohibit illegal fees and document withholding.
• Audit compliance for pay, schedules, and housing; document fixes.
• Provide safe reporting channels for all workers.
• Keep records organized to respond quickly to agency inquiries.

The government’s message is straightforward: fair hiring is not optional, and visa programs cannot be used to exclude or exploit. If you see a biased posting, abusive condition, or suspicious visa scheme, report it. Start with the door that fits the problem — if unsure, pick one and explain what you know; agencies can route the rest. Every report helps an individual now and helps clean up the system for the next worker, whether a citizen, a green card holder, or someone on an H-1B, H-2A, or H-2B visa.