Trump H-1B Fee Could Curb Hiring at Pitt, BNY Mellon, UPMC

(UNITED STATES) President Trump signed a proclamation that will impose a $100,000 fee on new H-1B visa petitions starting September 21, 2025, a move aimed at curbing what the administration describes as abuse of the high-skilled worker program. The fee applies only to petitions filed on or after that date and will run for 12 months unless extended. Universities, hospitals, and financial firms that rely on H-1B workers for specialized roles say the cost could sharply limit hiring, with major employers in western Pennsylvania—Pitt, BNY Mellon, and UPMC—bracing for immediate effects once the proclamation takes hold.

How the fee works and scope

Under the order, the fee is an add-on paid by employers to have a petition considered. Key points:

• The fee applies only to new H-1B visa petitions filed on or after September 21, 2025.
• It does not apply to people already holding H-1B status.
• It does not alter decisions already made prior to the effective date.
• The surcharge will run for 12 months (ending around September 21, 2026) unless extended.

The White House framed the change as part of a broader effort to reduce displacement of U.S. workers and address national security risks. Officials say higher costs will push companies to recruit domestically or adjust pay scales. The proclamation also points to adjusting prevailing wage standards—which set minimum salary levels for foreign workers—as part of the policy direction tied to the H-1B program.

Important: The new fee is assessed on employers filing new petitions and is meant as a deterrent to filings, not a modification of existing H-1B mechanics.

Industry reactions and immediate concerns

Hospitals, health systems, universities, and banks that rely on H-1B sponsorship express serious concerns:

• Hospitals and health systems warn the upfront cost could worsen staff shortages in critical areas such as nursing, medical technologists, and IT roles supporting electronic medical records, cybersecurity, and patient-care systems.
• Research universities depend on H-1B talent in labs and specialized teaching tied to grants.
• Financial firms like BNY Mellon hire advanced technologists and quantitative staff, often transitioning international graduates from U.S. universities into H-1B roles.

Employers say the program has helped fill gaps local hiring hasn’t addressed, and the fee could deter recruitment of experienced professionals who are hard to source domestically.

Local impact: Pittsburgh-area employers

The University of Pittsburgh, BNY Mellon, and UPMC are preparing for higher costs if they proceed with sponsorships after the effective date:

• Pitt: historically employs H-1B professionals in research labs and teaching roles tied to grants.
• BNY Mellon: hires technologists and quantitative staff transitioning from U.S. university degrees to H-1B roles.
• UPMC: recruits clinical and tech talent across its network.

Analysis by VisaVerge.com notes that employers across sectors had already been absorbing higher immigration-related fees earlier in 2025; this new surcharge intensifies cost pressures for employers weighing cross-border hiring.

Financial calculus for employers

The proclamation reshapes the cost-benefit analysis for sponsoring foreign talent. Example considerations:

1. Base salary for an early-career software developer at market rate.
2. Add $100,000 surcharge to file after September 21, 2025.
3. Add standard government filing fees, possible premium processing, and legal costs.
4. Factor in selection uncertainty and approval risk.

Historically, employers submit H-1B registrations in the spring and, if selected, file full petitions. The proclamation does not rewrite those mechanics but inserts a sizable price barrier designed to discourage filings and reduce new entrants.

Duration, sunset, and policy implications

• The fee will expire 12 months after effective date—around September 21, 2026—unless extended.
• The sunset clause lets the administration measure employer and labor market responses.
• Supporters argue the fee will reduce displacement and improve national security; critics say it’s a blunt instrument that won’t directly raise wages.
• Because the $100,000 fee is flat, it affects small companies and nonprofits as much as large firms, raising equity and policy-alignment questions.

Immediate employer responses and alternatives

Employers are weighing several options:

• File petitions before the effective date if timing allows.
• Pay the new $100,000 fee and proceed with filings after the date.
• Pause or cancel hiring until the fee window closes.
• Attempt to shift hires to different visa categories (many alternatives have narrow rules and limits).
• Move work abroad or nearshore for roles that can be done remotely.

Recruiters say some offers may be delayed past the effective date to avoid the charge, or canceled outright if the business case no longer holds. For international students on Optional Practical Training (OPT)—especially STEM graduates—the change may push them to extend studies, seek roles in countries with friendlier work-permit paths, or pursue different immigration strategies.

Impact on existing H-1B holders and filings

The proclamation states current H-1B workers are not affected by the new fee. That implies:

• Extensions, amendments, or transfers for existing visa holders should not trigger the $100,000 fee under the announced terms.
• Employers with mixed workforces may prioritize existing staff while delaying new filings.
• Immigration counsel are watching for agency implementing guidance to clarify edge cases (for example, whether certain cap-exempt filings tied to research institutions will be treated differently).

As written, the language applies to first-time filings, not ongoing employment actions for current H-1B holders.

Administrative details and compliance

Employers that decide to proceed will still follow the same core petition process, including filing Form I-129 with supporting evidence of specialty occupation, worker qualifications, and the Labor Condition Application.

• Affected employers are watching for precise payment instructions and documentation in agency guidance.
• Official background and forms are available from U.S. Citizenship and Immigration Services:
  • H-1B program page: https://www.uscis.gov/working-in-the-united-states/temporary-workers/h-1b-specialty-occupations
  • Form I-129: https://www.uscis.gov/i-129

Broader context: rising immigration costs and labor-market responses

This change comes amid a wider rise in immigration-related fees introduced earlier in 2025. The cumulative effect:

• Shifts budgets and hiring priorities for both large sponsors and small firms.
• Spurs investment in domestic training or automation for some employers.
• Prompts relocation of teams abroad where remote work is feasible.
• Creates hard choices for roles tied to safety or core services (e.g., engineers maintaining hospital networks), where a paused hire can have ripple effects.

National debate frames:

• Employers (tech, health care) say H-1B helps U.S. competitiveness by retaining graduates educated in the U.S.
• Worker advocates argue reform should lift wages and enforce stricter rules rather than generate revenue via a flat surcharge.
• Economists will monitor hiring data post-September to see whether employers shift to contractors, expand overseas offices, or increase domestic recruiting.

Effects on students, research, and operations

Short-term risks for universities and hospitals:

• Grant timelines and lab operations could slow if departments delay key hires.
• Experiments and clinical trials may be delayed by staffing gaps.
• Hospitals and financial firms fear talent shortages in cybersecurity, data science, and risk management could increase operational risks.

For international students on OPT, especially in STEM, immediate decisions may include:

• Returning home
• Seeking work-permit-friendly destinations (e.g., Canada)
• Exploring alternative U.S. immigration pathways

Advisors recommend early conversations between candidates and employers to confirm whether sponsorship will be possible after September 21, 2025.

Final considerations and near-term choices

As the date approaches, firms face a narrow set of choices:

1. File before September 21, 2025 if timing allows.
2. Pay the $100,000 fee and proceed with post-date filings.
3. Pause hiring until the fee window closes or more guidance appears.

None are easy. VisaVerge.com reports earlier 2025 cost increases already strained budgets; this surcharge tightens the squeeze. For now, the only certainty is the calendar: new H-1B petitions filed on or after September 21, 2025 will carry a price tag unlike anything the program has seen, and employer responses in Pittsburgh and beyond will show how much high-skilled hiring can bend before it breaks.