Infosys: Majority of U.S. Workforce Local as Sponsorship Drops

(UNITED STATES) Infosys CEO Salil Parekh said only a minority of the company’s U.S. employees now need immigration sponsorship, marking a decisive move away from heavy reliance on H‑1B and L‑1 visas as the policy climate grows tougher and more expensive.

Parekh said the firm has built a U.S.-based workforce where over 60% are local hires, supported by company-run training centers, delivery hubs, and university partnerships. “Our U.S. workforce requiring sponsorship for immigration is a minority,” he said, adding that local hiring helps the company work with clients “without any disruptions” from rule shifts.

Policy backdrop and the $100,000 fee

The timing matters. The comment follows the Trump administration’s announcement of a proposed $100,000 “H‑1B Integrity Fee” on new petitions, a move that rattled IT and consulting firms that depend on non-U.S. skilled workers. The U.S. Chamber of Commerce has sued to block the fee.

Other policy moves under review include:
– A wage-based H‑1B selection system.
– More scrutiny of third-party placements.
– Ramped-up site visits and audits under programs like Administrative Site Visit & Verification.

Infosys’s reduction in U.S. workforce sponsorship softens the operational impact of these proposals, but analysts warn that even partial adoption of the fee could reshape hiring across the services sector.

For official background and program basics, see the USCIS guidance on H‑1B specialty occupations: USCIS H‑1B overview.

How Infosys is positioning itself

Parekh positioned Infosys’s approach as a buffer against policy headwinds: more direct U.S. hiring, less dependence on transfers, and a larger pipeline of talent trained in the U.S.

Although Infosys has not published exact counts of sponsored workers, the company’s message is clear: visa sponsorship for U.S. roles is now the exception, not the rule.

Operational benefits of this shift:
1. Improved cost forecasting — fewer staff exposed to fee spikes.
2. Greater delivery stability — onshore teams face fewer travel or status disruptions.
3. Higher client confidence — staffing aligns with “hire local” expectations.

This approach fits a broader rebalancing of global delivery: companies are keeping core client-facing teams in the U.S. 🇺🇸 while shifting more project work to India, Canada 🇨🇦, Eastern Europe, and Mexico. The blended model lowers exposure to sudden rule changes while retaining proximity for sensitive or regulated work.

Impact on workers, students, and employers

For professionals and F‑1 students

• If large firms sponsor fewer H‑1B and L‑1 visas, competition for remaining slots will intensify.
• Employers that continue filing will likely be more selective, prioritizing higher-wage, niche skills.
• Students should plan early and maintain clean, complete records.

Important forms and resources:
– Form I‑765 (Application for Employment Authorization): Form I‑765
– Form I‑983 (STEM OPT training plan): Form I‑983 training plan
– Form I‑129 (used for H‑1B and L‑1 petitions): Form I‑129

Practical steps for job seekers:
– Target direct‑hire roles with end-client companies that maintain sponsorship pipelines.
– Build salary and skill profiles to meet higher‑wage criteria that may be favored under a wage‑based selection system.
– Consider alternative pathways: Canada, parts of Europe, and Australia continue to court STEM workers and graduates.

For those seeking green cards, fewer long U.S. assignments at outsourcing firms may mean fewer employer‑sponsored PERM filings. Professionals may:
– Move into direct roles with U.S. clients that maintain PERM pathways, or
– Grow seniority abroad and later seek U.S. roles when sponsorship demand aligns with their experience.

For employers

Recommended actions:
– Model scenarios with and without the $100,000 H‑1B fee and adjust headcount planning.
– Expand in‑country hiring and campus programs to fill entry and mid-level roles locally.
– Use hybrid delivery: core client-facing onshore teams + larger offshore build/support teams.
– Strengthen compliance operations for ASVVP site visits and audits; keep third-party placement files ready.

Operational actions to reduce immediate risk:
– Audit third‑party placement cases for exact worksite addresses, supervision details, and end‑client letters.
– Price projects to reflect potential fee shocks and extra compliance costs.
– Build U.S. training cohorts closely tied to client demand so hires can move into revenue-generating roles quickly.

Sector trend and strategic implications

According to VisaVerge.com, the moment marks a practical turning point: visa strategy has become business strategy. Infosys’s approach—shrinking the share of jobs tied to H‑1B and L‑1 visas—gives the firm more control over cost, timing, and delivery. Other firms are following for the same reasons.

Key industry consequences:
– More local hiring and training pipelines.
– Fewer broad visa cohorts and tighter case selection for sponsored roles.
– Greater emphasis on resilient offshore capacity paired with strong U.S. pipelines.

If the fee proceeds in full or part, momentum toward localization will likely accelerate. Even if courts pause or narrow the fee, the direction of travel is clear.

Effects on universities, families, and policy

• Universities may see fewer on‑campus postings from major outsourcing firms and more interest from mid‑sized American companies hiring directly.
• Families planning green cards may choose employers with proven sponsorship records or consider alternate countries first.
• Trade and labor discussions between Washington and New Delhi will increasingly intersect with visa costs and digital trade pricing.

This trend also aligns with domestic political rhetoric favoring local workforce protection; companies see value in models that are resilient regardless of which party holds power.

Practical checklist for individuals and employers

For workers on sponsored status:
– Keep I‑94, pay records, and support letters current for site inspections.
– If changing employers, confirm the new employer can file timely Form I‑129 and cover compliance costs.
– For STEM OPT trainees, ensure Form I‑983 is accurate, duties match the plan, and reporting deadlines are met.

For businesses:
– Audit third‑party placement documentation.
– Price projects to reflect extra compliance and potential fee increases.
– Build U.S. training cohorts aligned with client demand.

Conclusion — the bottom line

• Infosys’s U.S. workforce sponsorship model has flipped: sponsorship is now the minority case, with local hiring and training leading.
• Unless courts erase the proposed $100,000 H‑1B fee and agencies scale back audits and site checks, this playbook will likely harden across the sector.
• For applicants: precision and patience will matter more than ever.
• For employers: the safest plan pairs strong U.S. pipelines with resilient offshore capacity.
• For policymakers: the challenge is to keep the United States competitive for global skills while protecting domestic workers — a balance that will shape the next phase of tech hiring on both sides of the Pacific.