Amazon’s 2025 HR Cuts: Stakes for H-1B, OPT, and Global Talent

(UNITED STATES) Amazon is preparing another round of corporate cuts in 2025, with internal HR and People Experience & Technology (PXT) functions in the crosshairs, according to multiple reports. Up to 15% of HR roles could go worldwide — roughly 1,500 to 2,000 positions — as the company shifts more resources to artificial intelligence, cloud computing, and automation. While precise timing has not been disclosed, the reductions have been described as imminent and will touch teams in North America, India, and Europe.

For H‑1B workers and OPT students in the United States 🇺🇸, the immediate concern is: what happens to immigration status, job prospects, and ongoing green card cases if the job ends during this round of Amazon layoffs?

Why Amazon is Cutting Corporate Roles

Amazon’s latest restructuring continues a trend that began in 2022, when large-scale workforce changes hit AWS, devices, and entertainment. The 2025 phase reportedly targets corporate and HR as the company:

• Invests in AI-driven hiring tools
• Streamlines overlapping roles
• Builds long‑term automation for support and recruiting

PXT oversees recruiting, onboarding, and employee experience — exactly the areas Amazon plans to automate more deeply. This reflects a broader shift across Big Tech: redeploy headcount from back-office functions toward machine learning, data platforms, and cloud infrastructure.

Reports indicate reductions will extend beyond HR to non-core administrative and operations roles, with some management and communications roles at risk as well. The strategic rationale is consistent: automate repetitive workflows, reduce manual handoffs, and concentrate spending on AI, cloud, cybersecurity, and infrastructure.

Despite cuts in corporate functions, Amazon still expects to hire in high-growth fields such as:

• AI research & development
• AWS data centers
• Cybersecurity
• DevOps
• Large-scale logistics

This signals a sharp divide between shrinking corporate functions and expanding technical roles.

How This Rewires HR Work — And the Effect on Immigrant Professionals

Workforce analysts say this is not simply a cost exercise — it’s a rewiring of how corporate work gets done. HR functions, once predominantly manual, are being rebuilt around data pipelines and automation. That transition:

• Creates new technical roles in machine learning and data management
• Reduces headcount in traditional support tracks
• Increases demand for engineers who can integrate automation with compliance and privacy

For immigrant professionals at Amazon — especially H‑1B workers and OPT students — the stakes are high because a job loss can trigger fast-moving immigration deadlines and paperwork requirements.

Amazon remains a major sponsor of work visas and green cards, and reports indicate it was the largest H‑1B employer in 2025. That means corporate restructuring can have outsized effects on international employees. Laid-off H‑1B workers enter a limited window to secure a new sponsor or leave the country. OPT and STEM OPT students must quickly find qualifying employment to keep F‑1 status active. Workers in the middle of the PERM or I‑140 process face different, sometimes confusing, rules about what carries over if they join a new employer. VisaVerge.com reports affected employees are already weighing backup options — transfers, graduate study, or cap‑exempt roles — to safeguard status and buy time.

Immigration Fallout for H‑1B Workers and OPT Students

H‑1B workers: the 60‑day clock

• A layoff typically triggers a 60‑day grace period. Within those 60 days, the worker must:
  • Find a new employer willing to file an H‑1B transfer, or
  • Change to another lawful status, or
  • Depart the United States
• Under portability rules, an H‑1B worker may begin work with the new employer once USCIS receives the properly filed transfer.

USCIS outlines options here: Options for Nonimmigrant Workers Following Termination of Employment.

Mechanics:

• The new employer files Form I‑129 with USCIS: Form I‑129, Petition for a Nonimmigrant Worker.
• Filing within the grace period matters. If no petition is on file by day 60, the worker must either exit or request a change to another status (e.g., visitor classification).
• For a change-of-status to visitor, use Form I‑539: Form I‑539, Application to Extend/Change Nonimmigrant Status.

USCIS may look at whether pay and status were maintained up to the layoff and whether any gaps exist.

OPT and STEM OPT students: the 90‑day limit and E‑Verify

• For post‑completion OPT, the government allows up to 90 days of unemployment across the entire OPT period.
• For STEM OPT, unemployment is also time‑limited and the employer must be an E‑Verify participant with a signed training plan (Form I‑983).
• If an OPT or STEM OPT student loses their job, they must secure a new qualifying role promptly to avoid SEVIS termination.

Common fallback options for students:

• Enroll in a higher degree program to regain F‑1 status
• Move to a Day‑1 CPT program where allowed (varies by school)
• Seek cap‑exempt H‑1B roles at universities, nonprofits, or certain research organizations

New friction in 2025: fee increases

Reports highlight a new friction point: a $100,000 fee for new H‑1B petitions, effective September 21, 2025. While this fee does not affect existing H‑1B workers or renewals, observers say it could reduce new sponsorships and make employers hesitant about transfers — especially for non-core roles.

If sponsorships fall, the 60‑day clock may feel even shorter and options may narrow to employers that continue to sponsor at scale. For OPT students aiming for H‑1B, the higher cost could extend time on F‑1 or push more candidates toward cap‑exempt pathways.

Geography and timing

• The cuts are reported to hit North America, India, and Europe.
• Visa rules discussed here focus on status inside the United States.
• H‑1B workers abroad during a layoff face different timelines tied to consular processing and new employer filings.
• OPT students must ensure employment continues to match F‑1 rules, including training relevance.

Green Cards, Taxes, and Money Choices

Green card process impacts

• Amazon has been a large sponsor of green cards, primarily via PERM (ETA‑9089) in EB‑2 and EB‑3 categories: ETA‑9089.
• If a layoff occurs while PERM is pending, the process tied to Amazon cannot continue; a new employer must start a fresh PERM.
• The protective feature is the priority date — once established, it generally remains valid and preserves your place in line for visa numbers.

I‑140 specifics:

• If an approved Form I‑140 exists and the worker has worked 180+ days after I‑140 approval, portability rules allow moving to a “same or similar” role with a new employer while keeping the priority date.
• Official I‑140 form: Form I‑140, Immigrant Petition for Alien Workers.
• If I‑140 is not yet approved, a new green card case is needed from the new employer.

Keep full documentation — job descriptions, offer letters, pay stubs, approval notices — to prove continuity and eligibility later.

Taxes, severance, and benefits

• A mid‑year layoff can change tax residency if you no longer meet the substantial presence test.
• Severance is typically taxable; state tax obligations may change if you move states or countries.
• Benefits timelines: decide quickly on 401(k) rollovers, distributions, and health coverage (COBRA or marketplace plans are options).
• Family impact: H‑4 dependents’ status depends on the principal H‑1B’s status and any lapse can affect H‑4 EADs and children’s school planning.

Alternative visa and self‑sponsorship paths

• Consider O‑1 (extraordinary ability) if you have strong evidence (awards, publications, critical roles).
• Some pursue EB‑2 National Interest Waiver (NIW) self‑sponsorship, which removes the job offer requirement for qualified national‑importance work.

Financial decisions and relocation

• Short gaps may be bridged by a quick H‑1B transfer; longer searches might require visitor status or temporary return abroad.
• Some displaced workers relocate to Canada or Europe if offers materialize faster there.
• Severance and savings provide runway for job search, legal help, or short graduate programs aligned with AI/cloud/data engineering.

What Affected Workers Can Do Now — Practical Steps

The first step is speed. Here are prioritized actions and a concise checklist.

Immediate steps for H‑1B workers

1. Begin outreach to known sponsors and teams still hiring — focus on cloud, data, AI, cybersecurity, and DevOps.
2. File an H‑1B transfer during the 60‑day grace period using Form I‑129. Work can often start once USCIS issues a receipt.
3. Gather essential records now:
   • Pay stubs
   • Offer letters
   • Job descriptions
   • I‑797 approval notices
   • Copies of prior petitions

These documents help new employers and attorneys file quickly and reduce RFEs.

Immediate steps for OPT and STEM OPT students

• Track unemployment days carefully (watch the 90‑day cap).
• Talk with your Designated School Official (DSO) about program changes or transfers.
• For STEM OPT, ensure the new employer uses E‑Verify and update the training plan.
• Consider cap‑exempt H‑1B roles at universities or non profits as a bridge.

Short checklist summary

• Start job search immediately; target known sponsors hiring in AI/cloud/security.
• File an H‑1B transfer during the grace period using Form I‑129; begin work on receipt if portability applies.
• If needed, change to B‑1/B‑2 with Form I‑539 to preserve time onshore while exploring options.
• Keep green card strategy aligned:
  • If PERM pending, prepare to restart with a new employer (ETA‑9089).
  • If I‑140 approved 180+ days, consider portability using Form I‑140.
• Maintain organized records: I‑797 notices, prior petitions, pay stubs, W‑2s, performance reviews, job descriptions.
• Review tax and benefits deadlines; consider state tax implications if moving.
• Consult an immigration attorney for case‑specific strategy (O‑1, EB‑2 NIW, timing).

Market Outlook — Where Hiring Is Growing

Amazon says it will continue adding roles in growth areas even while trimming corporate headcount. Growing hiring categories include:

• Model engineering and MLOps
• Data pipeline design and data engineering
• Security hardening & cloud infrastructure
• Logistics and large‑scale seasonal hiring

Best landing spots for displaced corporate staff are tech‑heavy teams inside Amazon or competitors scaling cloud and AI. Upskilling matters: candidates with hands‑on experience in cloud services, vector databases, orchestration tools, and security frameworks will stand out.

Bigger Picture: Policy, Fees, and Labor Market Effects

• Lawmakers continue to scrutinize how Big Tech uses the H‑1B program.
• Labor economists track cooling demand in certain corporate occupations.
• Reports note a decline in some tech and management support roles year over year, which amplifies competition during grace periods.
• The reported $100,000 fee for new H‑1B petitions (effective Sept 21, 2025) exemplifies how policy changes can shift employer behavior and worker options.

Final Takeaways and Key Deadlines

Move quickly, file cleanly, and aim for growth teams. Use the 60‑day H‑1B grace period wisely; for OPT, watch the 90‑day unemployment cap closely. Keep all documentation organized and consult an immigration attorney for tailored advice.

Critical form links to keep handy:
– Form I‑129: https://www.uscis.gov/i-129
– Form I‑539: https://www.uscis.gov/i-539
– Form I‑140: https://www.uscis.gov/i-140
– ETA‑9089: https://www.dol.gov/agencies/eta/foreign-labor/forms/eta-9089
– USCIS guidance for job loss: https://www.uscis.gov/newsroom/alerts/options-for-nonimmigrant-workers-following-termination-of-employment

The playbook, while stressful, is clear:

• Act fast,
• Collect and preserve documents,
• Target employers that still sponsor,
• Consider short‑term status changes or cap‑exempt roles,
• And get legal help when needed.

Workers who follow these steps can steady their footing in a changing market. Even as Amazon tightens corporate ranks, demand for people who can build and secure AI systems is climbing — and that mismatch will define hiring for the next few years.