Congress Moves to Eliminate H-1B Visa Program with INA Overhaul

(GEORGIA, UNITED STATES) — With the FY 2027 H-1B registration window expected to open in early March 2026, employers are preparing for a cap season shaped by a new weighted selection rule and fresh political pressure from H.R. 6937, a bill introduced to eliminate the H-1B visa program.

Rep. Marjorie Taylor Greene (R-GA) introduced H.R. 6937 on January 2, 2026. The bill’s title states its intent plainly: “To amend the Immigration and Nationality Act to eliminate the H-1B program, and for other purposes.” As of January 6, 2026, the bill has been referred to the House Judiciary, Energy and Commerce, and Ways and Means committees. No hearings or votes have been scheduled.

The legislative push arrives during a period of major administrative changes to selection mechanics. A weighted selection final rule is scheduled to take effect February 27, 2026, replacing the prior random lottery approach for cap-subject registrations. USCIS leadership has framed the shift as an integrity measure tied to wage protections.

📅 Key Date: February 27, 2026 marks the effective date of the weighted selection rule for cap-subject H-1B registrations.

FY 2027 H-1B cap: the numbers driving the season

The annual cap for the H-1B Program remains 85,000 new cap-subject approvals each fiscal year. That total includes 65,000 under the regular cap and 20,000 under the advanced degree exemption.

H.R. 6937 proposes to end this framework entirely. It also proposes a narrow, temporary medical carve-out of 10,000 visas per year for doctors and nurses providing “life-saving care,” with that carve-out phasing out over a decade.

For employers, the immediate operational reality is that cap season planning continues under current law. For employees, the near-term risk is uncertainty, not an automatic loss of eligibility. A bill must pass the House, pass the Senate, and be signed into law to take effect.

FY 2027 timeline: what employers should calendar now

FY 2027 refers to the government fiscal year beginning October 1, 2026. Cap-subject beneficiaries typically start work on that date.

⏰ Deadline: Most cap-subject filings must be submitted during the April 1 to June 30, 2026 window, after selection.

Comparison: last year’s volume and selection pressure

Recent cap seasons have been heavily oversubscribed. In FY 2026, USCIS received 442,000 registrations. USCIS selected about 120,000 registrations to reach the 85,000 statutory cap after denials and non-filings. That produced an effective selection rate near 27%.

FY 2027 demand is likely to remain high. Two factors are driving employer behavior:

• Beneficiary-centric rules that limit gaming by multiple entries for the same person.
• Weighted selection that may push employers toward offering higher wages to improve selection probability.

One registration per beneficiary: the rule employers must follow

USCIS moved to a beneficiary-centric model: a beneficiary may only be entered once into the selection system, even if multiple employers submit registrations. Related entities face added scrutiny.

This rule reduces duplicate-entry volume but raises compliance risk for employers with overlapping ownership, shared recruiters, or coordinated filings. Employers should document:

• Independent job offers and separate managerial control
• Distinct work locations for each role
• Corporate records showing entity separateness

⚠️ Employer Alert: Treat related-entity filings as a high-risk area. Maintain corporate documentation and job offer records before registration submission.

Wages and weighted selection: tie your offer to the right wage level

Weighted selection is expected to favor higher-paid cases. Employers should:

1. Start with the correct SOC code and worksite location.
2. Confirm the wage meets the higher of the prevailing wage or actual wage.
3. Align the job description with the selected wage level.

Prevailing wage levels remain a common USCIS scrutiny point, especially Level I roles. Level I can be approvable, but the job description must reflect entry-level supervision and complexity.

Employees should request the SOC code, wage level, and intended worksite. Employers should retain the wage memo and ensure the job description aligns with specialty occupation duties.

What happens after selection

Selection only allows an employer to file the Form I-129 H-1B petition. Employers then file during the window and must include the certified LCA.

Key filing elements include:

• Specialty occupation evidence
• Wage compliance documentation
• Worksite details and task descriptions
• Strong end-client documentation for third-party placements

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      <div style="font-size: 22px; font-weight: 700; color: #1e293b; margin-bottom: 2px;">FY 2027 H-1B Eligibility and Filing Requirements</div>
      <div style="font-size: 13px; color: #64748b; font-weight: 500;">Mandatory and optional requirements, documentation, timelines, and fees employers and beneficiaries must follow for cap-subject H‑1B registrations and petitions</div>
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        <div style="color: #1e293b; font-size: 16px; font-weight: 600; margin-bottom: 6px; line-height: 1.4;">One registration per beneficiary</div>
        <div style="color: #475569; font-size: 14px; line-height: 1.5; font-weight: 400;">Required: A beneficiary may be entered only once into the H‑1B registration system; related-entity duplicate filings face added scrutiny and employers should document entity separateness.</div>
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        <div style="color: #1e293b; font-size: 16px; font-weight: 600; margin-bottom: 6px; line-height: 1.4;">Registration and filing timeline</div>
        <div style="color: #475569; font-size: 14px; line-height: 1.5; font-weight: 400;">Required: Registration expected to open in early March 2026 and close mid‑March 2026; selection notifications late March–early April 2026; petition filing window April 1–June 30, 2026; earliest cap‑subject start date October 1, 2026.</div>
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        <div style="color: #1e293b; font-size: 16px; font-weight: 600; margin-bottom: 6px; line-height: 1.4;">Wage determination and wage level alignment</div>
        <div style="color: #475569; font-size: 14px; line-height: 1.5; font-weight: 400;">Required: Employers must start with the correct SOC code and worksite location, confirm the wage meets the higher of the prevailing wage or the actual wage, and align the job description with the selected wage level (Level I–IV definitions provided).</div>
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        <div style="color: #1e293b; font-size: 16px; font-weight: 600; margin-bottom: 6px; line-height: 1.4;">Form I‑129 filing elements</div>
        <div style="color: #475569; font-size: 14px; line-height: 1.5; font-weight: 400;">Required: After selection employers must file Form I‑129 during the filing window and include certified LCA, specialty occupation evidence, wage compliance documentation, worksite details and task descriptions, and strong end‑client documentation for third‑party placements.</div>
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        <div style="color: #1e293b; font-size: 16px; font-weight: 600; margin-bottom: 6px; line-height: 1.4;">Fees and who pays them</div>
        <div style="color: #475569; font-size: 14px; line-height: 1.5; font-weight: 400;">Required: Employers must pay registration fee $215 and base I‑129 filing fee $780; ACWIA fee $1,500 for employers with 25+ employees or $750 for employers with <25 employees; fraud prevention fee $500. Premium processing ($2,805) is optional and may be paid by employer or beneficiary.</div>
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        <div style="color: #1e293b; font-size: 16px; font-weight: 600; margin-bottom: 6px; line-height: 1.4;">Documentation to demonstrate related‑entity separateness (recommended)</div>
        <div style="color: #475569; font-size: 14px; line-height: 1.5; font-weight: 400;">Optional (employer best practice): Maintain corporate records showing entity separateness, independent job offers and separate managerial control, and distinct work locations for each role prior to registration submission.</div>
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        <div style="color: #1e293b; font-size: 16px; font-weight: 600; margin-bottom: 6px; line-height: 1.4;">Employee requests and verification</div>
        <div style="color: #475569; font-size: 14px; line-height: 1.5; font-weight: 400;">Optional (employee action): Employees should request the SOC code, wage level, and intended worksite and confirm wage data on flcdatacenter.com; track travel and visa stamping risks when change‑of‑status is pending.</div>
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A selected case is not an approval. USCIS may issue a Request for Evidence (RFE), especially for broad job descriptions, entry-level wages, or unclear degree-to-duties alignment.

What happens if not selected

If a beneficiary is not selected, they remain in their current status until it expires. Options depend on timing and eligibility. Common alternatives include:

• Cap-exempt H-1B with a qualifying employer (university or nonprofit research organization)
• O-1 for extraordinary ability (requiring strong evidence: awards, publications, critical roles)
• L-1 for intracompany transfers after one year abroad with a qualifying related entity
• TN for Canadian and Mexican professionals in qualifying occupations
• E-3 for Australian nationals in specialty occupations
• F-1 STEM OPT extensions, if eligible, to bridge to the next cap season

Employees should also track travel and visa stamping issues. A cap-subject change-of-status case normally starts on October 1; travel during a pending change of status can create complications.

Fees: budgeting basics for employers

The cost of sponsorship often drives employer decisions. Employers must pay required fees.

Some employers are also tracking an additional $100,000 payment requirement described as effective September 2025. Employers should confirm applicability before filing.

Next year’s projected timeline (FY 2028)

If the pattern holds, FY 2028 registration should again occur in early-to-mid March 2027. The filing window would likely run April 1 to June 30, 2027, with a start date of October 1, 2027.

For now, H.R. 6937 is a political signal, not an operational shutdown. Employers still must prepare for March 2026. Employees still must plan for an October 1, 2026 start date if selected and approved.

Recommended immediate actions:

• Employers: Begin SOC code and wage level checks in January 2026, then draft job descriptions before registration opens in March 2026.
• Employees: Request the SOC code, wage level, and worksite address, then confirm wage data on flcdatacenter.com.

📋 Official Resources:
– H-1B Program
– Cap Season
– Prevailing Wages: flcdatacenter.com