Sridhar Vembu Urges Indians in US to Make the Bold Move

(UNITED STATES) Zoho founder Sridhar Vembu urged Indian professionals on H-1B visas to “make the bold move” of returning to India after a sweeping H-1B fee hike announced by the White House. On September 19, 2025, President Trump signed a Presidential Proclamation setting a new $100,000 annual fee on all new and renewal H-1B visa applications, with the policy taking effect September 21, 2025, at 12:01 a.m. EDT. The fee, which applies to petitions filed on or after that date, has shaken India’s tech community in the United States and set off emergency planning inside major U.S. companies.

The White House later clarified that existing H-1B holders already in the United States are not immediately affected. However, the impact on people seeking to file initial petitions or renewals is immediate and dramatic. The previous all-in cost of an H-1B—often $2,500 to $5,000 when counting government and attorney fees—has been eclipsed by a single, recurring annual charge that most employers did not budget for.

In fast emails and internal messages, companies told staff to pause nonessential travel, warning that re-entry could now trigger the new fee at consulates. According to internal advisories cited by industry sources, Amazon, Microsoft, Google, and Goldman Sachs advised H-1B employees to remain in the country if at all possible to avoid being caught by the change at the border. Some were told to consider delaying international client visits, personal trips, and even urgent family travel until general counsel teams could assess risks.

VisaVerge.com reports that the scale and speed of the H-1B fee hike are without precedent in the history of the program, sparking deep concern among workers and employers alike.

Sridhar Vembu’s Response

Princeton-educated entrepreneur and former Zoho CEO Sridhar Vembu responded with a stark message on X (formerly Twitter). He urged Indians on H-1B visas to leave behind the uncertainty and return to India. Echoing a theme he has shared for years, he said:

“Do not live in fear. Make the bold move. You will do well.”

He compared today’s disruption to the path taken by Sindhi families who rebuilt their lives in India after partition, saying that Indian professionals can also rebuild—with patience, courage, and a clear plan. He acknowledged the personal cost, noting it could take five years to settle into new professional and personal routines in India, and that the process would be hard. But he framed the effort as a path to long-term strength for families and for India’s technology ecosystem.

His remarks drew praise from some founders who see accelerating demand in Indian startups, cloud services, and product firms. Others pushed back, saying the comparison to partition was painful and that many families have deep ties in the United States that can’t be shifted on short notice.

Impact on Employers, Projects, and Global Teams

The new policy lands at a sensitive moment for global tech teams. Many H-1B employees drive core projects in AI, cloud infrastructure, cybersecurity, and enterprise software. In countless U.S. firms, these roles bridge global teams from Bengaluru to Seattle, Hyderabad to the Bay Area.

Employers now fear:

• Project delays, missed deadlines, and budget overruns
• Whether to absorb the $100,000 fee, cut roles, or relocate work
• Moving staff to Canada, Europe, or India for affected workers whose renewals would trigger the fee

Human resources leaders are reviewing relocation options and contingency staffing plans. Some companies are leaning toward relocating work or hiring locally overseas to avoid the recurring cost.

Immediate Concerns for Indian Families and H-1B Holders

For Indian families in the United States, the immediate focus is stability. Many in long green card queues, including those with U.S.-born children, worry that the math for future extensions has changed overnight.

Key points of concern:

• The fee does not currently apply to H-4 dependents according to early company guidance—one small relief.
• The main risk is whether an employer will cover a $100,000 charge to keep a job, which affects renewals, promotions, and mortgages.
• Internal advisories recommend staying in the U.S. if possible to avoid consular-triggered fee payments.

Timeline and Filing Rules

• H-1B petition filing window for 2025 closed on June 30, 2025 (practitioner updates).
• Petitions filed on or after September 21, 2025 fall under the new fee rule.
• Employers and immigration attorneys advise reviewing expiration dates, travel plans, and project assignments immediately.

If a renewal was planned for early 2026, companies may consider alternate staffing, new hires abroad, or contracting arrangements while monitoring potential litigation.

Outstanding Legal and Operational Questions

Attorneys and companies are seeking clarity on multiple fronts:

• How the fee will apply to cap-exempt filings by research institutions or nonprofit employers
• Whether consulates will request payment when a worker travels, even if the petition was approved months earlier
• The status of pending filings approved after the effective date

Lawyers are preparing potential court challenges on behalf of employers and advocacy groups. Companies want clarity before making long-term hiring decisions.

Who Is Affected

Indian tech workers constitute about 75% of the annual 85,000 H-1B visas issued and are at the center of the storm. Many are weighing four broad paths:

1. Stay in the U.S. and hope employers cover renewals
2. Accept roles in India or other markets
3. Pursue remote work from India to maintain client ties
4. Wait to see whether lawsuits alter the fee

Remote work raises additional concerns—tax, data security, and compliance—that employers must address before committing.

Practical Guidance and Immediate Steps

• If you are in the U.S. on H-1B, remain in the country unless travel is essential. Re-entry could require paying the $100,000 fee.
• If you are outside the country, try to return before September 21, 2025—if advised by your employer and attorney.
• For renewals, start conversations with your manager and HR now. Discuss budget approval, timing, and fallback plans.
• Consider alternatives: roles in India, remote work options, or transfers to locations with more flexible policies.

Attorneys recommend staying calm and gathering facts. Practical actions include:

• Keep all status documents current and track expiration dates closely
• If travel is necessary, carry approval notices and employment verification letters
• Document conversations with HR and counsel before booking trips
• Monitor official channels for updates

The best single reference point remains the official USCIS H-1B program page: https://www.uscis.gov/working-in-the-united-states/temporary-workers/h-1b-specialty-occupations

Employer Strategies and Workforce Planning

Employers are implementing triage approaches:

• Prioritize renewals for core, mission-critical roles
• Delay or decline renewals for lower-priority positions
• Move tasks to teams in India to limit exposure
• Seed hiring pipelines in India, Canada, or Europe
• Consider contractors or blended teams with leadership in the U.S. and execution in India

Staged decisions can help: employers might approve a limited set of renewals for 6–12 months while monitoring litigation and agency guidance.

Broader Economic and Social Effects

• Analysts expect filings to fall sharply, reducing Indian professionals’ entry on H-1Bs.
• Employers may scale up teams in India, increasing demand for cloud, AI, and product development talent.
• Indian startups and larger IT firms could benefit from returnees who bring global experience and domain knowledge.
• Advocacy groups argue the fee harms innovation, limits small startups’ access to talent, and could reduce competition in key tech areas.

For families, decisions involve schools, housing, elder care, community ties, and immigration pathways such as naturalization that depend on steady U.S. status.

Vembu’s Appeal in Context

Vembu’s call to action—“make the bold move”—is both practical and symbolic. He frames return as an opportunity to:

• Start companies
• Join fast-growing firms
• Build teams in tier-2 and tier-3 cities

Critics counter that the analogy to partition is painful and overlooks personal attachments to life in the U.S. The debate underscores that this policy is about more than money; it touches identity, family, and long-term plans.

Final Recommendations for Affected Workers

• Review your timeline and track deadlines closely
• Speak with your employer and immigration attorney immediately
• Keep documentation ready if travel is necessary
• Consider alternative markets (India, Canada, Europe) or remote arrangements
• Stay informed via USCIS and Department of State updates
• Be prepared for litigation and agency guidance that may change enforcement or application

Important: The decision you make in the next few weeks could shape your path for years. Preparation, clear communication, and legal advice are essential.

The 2025 fee hike is unprecedented and redefines the cost of employing global talent in the U.S. While legal challenges may arise, many leaders—like Sridhar Vembu—urge action now over waiting in fear. Whether workers choose to stay, move, or wait will depend on individual circumstances, employer policies, and the evolving legal landscape.