Gold Card Surge: H-1B Fee Hike Drives U.S. Residency Interest

(UNITED STATES) A new U.S. “Gold Card” is drawing a wave of interest after the administration set a $100,000 H-1B filing fee, a dramatic jump from the earlier $2,000–$5,000 range. Announced by President Trump on September 19, 2025, the program promises a faster track to U.S. residency for high‑net‑worth individuals and for employees backed by corporate sponsors.

Immigration firms say inquiries are climbing, led by mid‑career tech workers—many from India—who are weighing the cost of an H‑1B petition against a program that, while expensive, offers a more direct path to a green card. U.S. Commerce Secretary Howard Lutnick has said more than 250,000 “expressions of interest” have been registered, though official numbers have not yet been released.

How the Gold Card works

• Individual contribution: A non‑refundable $1 million “gift” to the U.S. Treasury is required for an individual applicant.
• Corporate sponsorship: Corporations may sponsor employees at $2 million per person.
• The administration describes these contributions as support for “American industry and commerce”, not as investments like the EB‑5 program.
• Design intentionally avoids EB‑5’s rules on at‑risk funds and job creation.
• Agencies have 90 days from the executive order to finalize procedures. An initial portal is listed at https://trumpcard.gov.
• The H‑1B fee change took effect for filings submitted after 12:01 a.m. EDT on September 21, 2025.

Initial guidance and the application portal are available at https://trumpcard.gov.

Interest and applicant profile

Firms advising skilled workers report clear patterns among early inquiries:

• Applicants are often in their 30s and 40s.
• Many hold STEM degrees and have established careers in software, data, or product roles.
• Interest is heavy among mid‑career professionals seeking stability without the uncertainty of the annual H‑1B lottery.
• Examples from industry:
  • Sahil Nyati (Jinee Green Card & Meritmap.ai) notes a strong tilt toward mid‑career professionals.
  • Sukanya Raman (Davies & Associates) reports Gold Card inquiries are up about 40% over a typical week.

Major policy features (at a glance)

Key implications and unanswered questions

The Gold Card’s appeal is speed and certainty. Long waits under employment categories and per‑country limits—especially for Indian nationals—have left many in limbo. By offering a defined contribution route, the administration aims to remove much of that guesswork for those who can pay.

However, important questions remain:

• How many Gold Cards will be issued?
• How will vetting and adjudication work?
• How will contributions be aligned with existing immigrant visa quotas and priority dates?
• Will there be caps or detailed standards for approval?

Officials have not yet published caps or detailed adjudication standards.

Who is likely to use it — and who is not

• Most likely beneficiaries:
  • Founders, investors, C‑suite leaders, and corporate transferees.
  • Employees of well‑funded firms that treat the $2 million corporate option as a strategic talent expense.
• Less likely to participate:
  • Many South Asian clients and mid‑level workers who find $1 million unaffordable.
  • Startups and smaller companies that cannot justify the seven‑figure corporate sponsorship.

Several immigration attorneys say interest remains muted among clients who view $1 million as out of reach, even with the H‑1B fee at $100,000.

Effects on employers and the talent market

• Large tech firms may absorb $100,000 for critical hires or shift to alternatives such as intracompany transfers.
• Startups could struggle to compete for top talent domestically, creating a two‑tier market.
• The H‑1B fee hike could:
  • Reduce volume of standard petitions.
  • Make each petition a much larger financial commitment.
  • Encourage employers to prioritize only the most critical hires for H‑1B sponsorship.

Global competitive impact

Advocates warn the changes may push some professionals to look outside the United States. Other countries (Canada, parts of Europe, Asian economies) promote tech visas with clearer paths to residency and more predictable fees.

Analysis by VisaVerge.com suggests:

• The Gold Card may divert some demand away from both H‑1B and EB‑5.
• However, the high entry price means traditional paths will still carry most applications.

Impact on applicants and families

• Mid‑career professionals on student or training visas now face more complex choices.
  • Employer may be asked to justify $100,000 for an H‑1B petition.
  • If employer won’t cover H‑1B and candidate can’t self‑fund $1 million, options narrow.
  • Alternatives include intracompany transfers or seeking opportunities in other countries.
• Families weigh the Gold Card’s promise of a direct route to U.S. residency against the steep, non‑refundable cost.
  • The card can provide school stability and reduce renewal anxiety.
  • Many households step back after initial curiosity when faced with the price tag.

Legal, vetting, and tax considerations

• Immigration attorneys caution that the Gold Card is new and rules are still being written.
• Applicants should expect robust vetting and should prepare to:
  • Document source of funds thoroughly.
  • Compile thorough background records.
  • Assess long‑term tax and relocation implications—especially for those considering the proposed Platinum tier.

Political and public reaction

• Critics label the plan a “pay‑to‑play” shift, arguing it widens inequality between those who can buy access and those relying on skill‑based routes.
• Supporters say it will inject funds into the economy and attract proven leaders who can hire at scale once in the country.
• Both sides agree: the Gold Card marks a major policy turn affecting U.S. competition for global talent.

Practical next steps for prospective applicants and employers

1. Track official updates at https://trumpcard.gov.
2. Document and verify sources of funds now (bank records, investment statements, legal attestations).
3. Prepare background and immigration records.
4. Consult immigration counsel to:
   • Understand alignment with existing employment‑based categories.
   • Anticipate vetting procedures and priority‑date implications.
5. For employers: run cost‑benefit models to see if $2 million per employee is viable versus other hiring strategies.

Until agencies publish full procedures, attorneys recommend caution and thorough preparation.

For now, the surge in interest shows how quickly policy shifts can reorder choices for skilled workers. Whether the Gold Card becomes a mainstream channel or remains a niche option will depend on implementation details, the durability of the H‑1B fee hike, and how global competitors respond with their own residency pathways.