(SAN FRANCISCO, CALIFORNIA) Panic and confusion rippled through the Bay Area’s South Asian community late Friday as news spread that President Trump had signed a presidential proclamation imposing a $100,000 annual H-1B visa fee on all new petitions.

Within hours, an Emirates flight preparing to depart from San Francisco International Airport was thrown into disorder when dozens of Indian passengers reportedly asked to get off, fearing that travel could jeopardize their jobs and reentry to the United States 🇺🇸 under the new rules. A widely shared social media post described scenes of people “pleading to be let off,” claiming the plane had completed boarding before word of the change reached passengers. One post on X, shared by a user whose account has drawn broad attention, described the episode and the rush of fear among travelers; the footage has not been independently verified, but it’s consistent with community reports of sudden travel changes and last‑minute cancellations. The account is accessible via this post describing the mid‑airline boarding chaos linked to the H‑1B change.

H1B Visa $100,000 Fee Structure Table

The new $100,000 H1B visa fee represents a seismic shift in U.S. immigration policy, but its application is surprisingly targeted rather than universal. The fee primarily impacts new H1B applicants coming from abroad and those requiring visa stamping at U.S. consulates overseas. Current H1B holders within the United States are largely protected from this financial burden, as renewals, extensions, transfers between employers, and re-entries with valid visas remain exempt from the substantial fee.

This selective implementation creates a two-tiered system that heavily penalizes fresh international talent while protecting the existing H1B workforce. Employers planning to hire new foreign workers will face dramatically increased costs, potentially reshaping hiring strategies and making domestic talent acquisition more attractive. The timing of September 21, 2025, gives employers and prospective H1B workers a narrow window to file petitions under the current fee structure before the new requirements take effect.

H1B Visa Cost Comparison Table

The introduction of the $100,000 H1B fee transforms what was once a manageable immigration expense into a prohibitive financial barrier for many employers. While traditional H1B costs typically ranged from $2,000 to $5,000 for most petitions, the new fee structure catapults total expenses to between $102,000 and $105,000 or more. This represents a cost increase of approximately 2,000-5,000%, making H1B hiring one of the most expensive employment decisions a company can make.

The stark contrast becomes even more pronounced when considering that all existing fees remain unchanged—the $100,000 addition is purely incremental cost with no corresponding benefit or service enhancement. This dramatic shift will likely force employers to fundamentally reconsider their international hiring strategies, potentially favoring internal transfers, alternative visa categories, or domestic recruitment. Only the largest corporations with substantial budgets may continue pursuing H1B petitions at scale, effectively pricing out smaller employers from accessing global talent.

H1B $100,000 Fee Exemptions Table

The exemption landscape for the new $100,000 H1B fee reveals a complex web of uncertainty, with only two categories enjoying confirmed relief from the substantial financial burden. Current H1B holders with valid visas and petitions filed before September 21, 2025, represent the only “safe harbor” provisions with high certainty of exemption. These clear-cut exemptions provide crucial protection for existing H1B workers and create a powerful incentive for employers to rush petition filings before the deadline.

The majority of potential exemptions fall into a frustrating gray area, particularly affecting cap-exempt organizations like universities, research institutions, and nonprofits. While these entities have historically enjoyed preferential treatment in H1B processing, the new fee structure’s impact on their exemption status remains unclear, creating planning challenges for academic and research sectors. The “case-by-case” national interest determination adds another layer of uncertainty, offering hope but no guarantees for employers who can demonstrate compelling public benefit. This ambiguous exemption framework may prompt many organizations to seek legal clarification or pursue alternative immigration strategies while awaiting definitive guidance.

The new policy, rolled out through a Trump proclamation, is set to take effect on September 21, 2025, for all new H‑1B filings and is described as running for 12 months with a potential extension. It also directs tighter wage standards for H‑1B jobs and points to a future shift toward wage-based selection in place of the long‑standing lottery. The move landed with extreme force in the tech sector and among immigrant families.

According to multiple community reports:
– Some companies told workers in H‑1B and H‑4 status to avoid travel.
– Others urged employees abroad to return before the effective date.
– Employers are reviewing hiring plans, modeling sponsorship costs under the new fee, and weighing possible offshoring for roles that can be moved outside the United States (VisaVerge.com).

At San Francisco International Airport, community advocates described a surge of queries from H‑1B professionals who had planned autumn trips to India for Durga Puja or family visits. The scenes reported on social media showed how fear can spread fast when a rule change lands without full instructions or immediate agency guidance. People who have built lives in the Bay Area—engineers, designers, product managers—suddenly faced urgent choices: stay put, cancel a long‑planned trip, or board and hope they can return without trouble when the new fee regime begins.

Policy shift and immediate fallout

Under the proclamation:
– The H‑1B visa fee for new petitions is $100,000 per year, payable by the employer and layered on top of the existing fee structure.
– The administration signaled a broader agenda to raise prevailing wage levels and favor higher‑paid applicants in selection.
– Officials referenced possible exemptions for national interest roles at the discretion of the Secretary of Homeland Security, though details remain vague.

Immediate reactions in the Bay Area tech corridor included:
– Startup founders saying the fee makes it hard to sponsor early hires.
– HR teams at larger companies scenario‑planning for students on OPT seeking H‑1B next year.
– Immigration lawyers receiving a flood of calls from H‑4 spouses worried about family work plans.
– At least one Emirates flight at San Francisco International Airport reportedly delayed for hours amid an unusual wave of requests to deplane after boarding.

Social media posts said the plane was full of Indian travelers heading to India for religious holidays and family events. The reports reflect how H‑1B families plan travel around school calendars and holidays, and how sudden policy shifts can force instantaneous changes.

How the new fee works

Key facts about the fee and related policy changes:
– Effective date: September 21, 2025 for all new H‑1B petitions.
– Fee amount: $100,000 per year, payable by the employer and in addition to existing government charges.
– Existing government charges typically ranged $2,000 to $5,000 in government fees alone before legal costs.
– The new fee does not replace existing charges; it stacks on top of them.

Additional policy signals:
– Officials plan to raise prevailing wage levels used to test H‑1B pay standards.
– A shift toward wage‑based allocation for H‑1B selection is intended to favor higher‑paid candidates and disadvantage many entry‑level roles.
– A possible national interest exemption could allow certain roles to avoid parts of the cost or process, but the standard is vague and decisions rest with the Department of Homeland Security.

Administrative process details:
– The standard vehicle to request H‑1B classification remains Form I‑129, the petition for a nonimmigrant worker.
– Employers should review the official USCIS instructions for Form I‑129 and the USCIS H‑1B program page for updates and procedural changes.

Legal and planning context:
– The White House described the fee period as 12 months with an option to extend, and many employers are preparing for at least a full year of higher costs.
– Immigration lawyers expect court challenges arguing that the executive branch may lack authority to impose such a large fee without Congress; litigation timelines and outcomes are uncertain.

Immediate economic and travel impacts

Travel and community responses:
– Travel agents said they handled urgent calls to move itineraries before the mid‑September cutoff or to cancel trips entirely.
– The worry extends beyond the fee: travelers fear being abroad when guidance changes, missing a request for evidence, getting unexpected questions at the border, or seeing an application delayed.

Employer and budget impacts:
– A mid‑sized company sponsoring several H‑1B professionals could face hundreds of thousands of dollars in direct government charges, before legal fees, training levies, and internal costs.
– Some firms may pause US hiring for roles that can be done abroad; others may reassess project staffing and satellite hubs (VisaVerge.com).

Human stories:
– A software manager planning two weeks in Kolkata for Durga Puja must choose between attending a rare family event and the risk of being stuck abroad.
– A data scientist on OPT hoping for a first H‑1B may need a higher salary offer to remain competitive under a wage‑based selection.
– Hospitals and research labs warn that smaller employers may be forced to pause hiring despite critical need.

What workers and employers can do now

Practical steps based on current information:

1. Check timing against the effective date
   • The fee applies to new petitions filed on or after September 21, 2025.
   • Confirm whether a planned filing qualifies as a “new petition” under agency rules.
2. Budget for the full cost stack
   • Include the $100,000 H‑1B visa fee, existing government fees, legal costs, recruitment, premium processing, and internal resources.
3. Model the wage‑rule effect
   • Anticipate higher prevailing wage levels and a wage‑based allocation favoring top‑paid candidates.
4. Assess alternatives
   • Consider O‑1 (extraordinary ability), L‑1 (intracompany transferee), permanent residence, or cap‑exempt H‑1B positions at universities/nonprofits.
5. Revisit travel plans
   • Nonessential trips may be delayed; those abroad who need to return should coordinate with counsel and HR.

1. Prepare extra documentation
   • Expect more requests for evidence and possible site visits. Ensure job descriptions and wage documentation are complete.
2. Consider national interest claims carefully
   • If applicable, prepare strong documentation and work with counsel early.
3. Communicate with affected families
   • Plan for school calendars, medical needs, and the chance of sudden trip changes.
4. Monitor official guidance
   • Follow updates on the government’s USCIS H‑1B program page and Form I‑129 instructions.
5. Plan for slower timelines
   • Build buffers into project plans and hiring timelines in case processing slows.

Important: For official information about the H‑1B category, including filing instructions and program updates, consult the USCIS H‑1B program guidance and the Form I‑129 instructions on the USCIS site. These are the authoritative resources and will be updated as agencies implement the proclamation.

Broader industry and policy implications

• Law firms expect court challenges arguing the fee exceeds executive authority and should be legislated.
• Universities warn the plan will harm research and delay projects that require specialized talent.
• Supporters say the fee will push companies to hire more US workers and raise pay.
• Labor advocates welcome higher wage rules but question whether a six‑figure fee is the right tool.

Likely near‑term outcomes:
– Larger firms that can absorb the cost may continue filing, focusing on senior roles.
– Smaller employers may pivot to contractors or move work to affiliates abroad.
– International graduates face steeper sponsorship costs, potentially shifting talent flows to Canada, Europe, or Asia.

Community response and next steps

• Bay Area legal aid groups and cultural organizations are organizing hotlines and workshops to explain how the fee will apply, what the effective date means for travel, and how to document status if questions arise.
• Employers should consider starting permanent residence processes earlier if they rely on long‑term sponsorship for talent.
• Recruiters report candidates asking about cross‑border remote work and foreign assignments more frequently.

For now, the key message is clear: for new filings on or after September 21, 2025, plan for $100,000 per year in base H‑1B charges in addition to existing fees. The policy landscape will likely evolve with agency guidance and legal challenges. Until then, early planning, clear documentation, and close coordination with counsel and HR are essential to manage both costs and personal risks.

For authoritative, up‑to‑date details, employers and workers should consult:
– The USCIS H‑1B program guidance (official government resource on eligibility and process steps).
– The instructions for Form I‑129 on the USCIS site (the core filing vehicle for H‑1B classification requests).

As the Bay Area learned this week, sudden policy changes can touch daily life immediately—from corporate budgets and hiring plans to the chaos of a boarding gate at San Francisco International Airport. Clear information and early planning can help avoid similar disruptions in the weeks ahead.