USCIS’ FY 2027 H-1B cap season is approaching, with registration expected in March 2026 and an employment start date of October 1, 2026. At the same time, new compliance pressure points are pushing employers to justify specialty occupation duties and wage levels more carefully. Walmart’s recent H-1B filings and Salary Ranges show how large, non-traditional tech employers are responding with higher guaranteed base pay in core tech roles.
📅 Key Date: Plan backward from March 2026 registration. LCAs and internal wage checks should begin in January 2026 for cap-subject filings.
Typical FY 2027 H-1B cap timeline
| FY 2027 Milestone | Expected Date (FY 2027 / Start Oct 1, 2026) |
|---|---|
| Registration period | Early-to-mid March 2026 |
| Selection notifications | Late March / early April 2026 |
| Petition filing window | April 1 – June 30, 2026 |
| Earliest employment start | October 1, 2026 |
USCIS continues using the one-registration-per-beneficiary framework. That rule limits each person to one entry, even with multiple prospective employers.
⚠️ Employer Alert: The beneficiary-centric selection rule reduces “multiple entries” risk. It does not reduce RFEs for weak job descriptions or low wage levels.
Walmart’s H-1B filings and what the data shows
Public DOL disclosure data shows Walmart submitted petitions for more than 4,000 H-1B workers in the most recent reporting year. The prior period showed roughly 3,800 filings. The growth is concentrated in software engineering, data science, product management, and UX/design roles.
For job seekers, the data matters because it provides real-world base pay benchmarks. For employers, it signals where market wages are landing for specialty roles.
Walmart Salary Ranges (base pay only)
These figures reflect guaranteed annual base salary from labor filings. They exclude equity, bonuses, and benefits.
- Software Engineers: about $99,000 to $286,000
- Data Scientists: about $98,800 to $338,000
- Product Managers: starting around $121,000, with senior roles reported up to $416,000
- Senior leadership roles: reported as high as $481,000 base
- Design and UX leadership: senior UX and design management around $286,000
In compliance terms, high pay can help align the case with prevailing wage expectations and may reduce Level I “entry-level” scrutiny. Wage level is not a substitute for specialty occupation evidence, but it is a frequent RFE trigger.
How FY 2027 competition may compare to prior seasons
USCIS had not published FY 2027 registration totals as of January 3, 2026. Recent cap seasons have produced well over 400,000 registrations for 85,000 slots. That math typically yields a selection chance near one-in-four, depending on duplicates and multiple selection rounds.
The practical takeaway is unchanged: the H-1B cap remains oversubscribed, and employers should treat registration as only step one.
Why wage levels are receiving more attention
USCIS and DHS policy updates in 2024–2025 increased scrutiny in three recurring areas:
- Level I wages for roles that appear mid-career.
- Broad job descriptions that resemble non-specialty roles.
- Third-party placements without strong end-client documentation.
Walmart’s disclosed pay bands are a reminder that many large employers are budgeting at Level II–IV ranges for specialized roles. Employees should still verify the SOC code and wage level match the duties.
What happens after selection
Selection is only an invitation to file. The employer must still file a compliant H-1B petition during the filing window.
If selected — required steps
- Confirm the job details immediately. Title, duties, location, and hours drive the LCA and petition.
- File the LCA with DOL and post required notices.
- File Form I-129 with supporting evidence.
- Track start-date rules for F-1 students using cap-gap where eligible.
If not selected — next steps
USCIS may run additional selection rounds if filings do not meet the cap. That timing varies by year. A non-selection also does not prevent cap-exempt options.
💼 Employee Tip: Ask for the offered worksite location and SOC code early. Then check the wage range on flcdatacenter.com for that metro area.
Cost and compliance: fees employers must budget
Below are the core, commonly required fees for cap-subject H-1B filings.
| Fee | Amount | Who Pays |
|---|---|---|
| Registration | $215 | Employer |
| Base filing (I-129) | $780 | Employer |
| ACWIA training fee | $750 (<25) / $1,500 (25+) | Employer |
| Fraud prevention fee | $500 | Employer |
| Premium processing (optional) | $2,805 | Either |
Separately, late-2025 policy changes introduced a $100,000 fee for certain petitions, effective September 2025. Employers should confirm whether it applies before budgeting. Internal approvals can derail cases when fees change mid-cycle.
Alternatives when the cap does not work out
Employees and employers should map alternatives before March registration. The best option depends on the person’s degree, employer type, and work history.
| Option | Who it fits | Why it helps |
|---|---|---|
| Cap-exempt H-1B | Universities, affiliated nonprofits, research orgs | No annual cap, file year-round |
| O-1 | Strong awards, publications, critical roles | No cap, but evidence-heavy |
| L-1 | Prior overseas employment with same corporate group | No lottery, supports transfers |
| TN | Canadian and Mexican professionals in listed occupations | Fast processing, role-specific |
| E-2 / E-1 | Treaty investors or traders | Depends on nationality and business structure |
| STEM OPT extension | F-1 STEM graduates | Buys time, supports later cap attempts |
For Walmart candidates, a common strategy is a cap attempt plus a parallel plan. That could include STEM OPT timing or an L-1 path through an overseas assignment, where feasible.
Next year’s projected timeline (FY 2028)
FY 2028 would typically follow the same cadence:
- March 2027: electronic registration
- Late March / early April 2027: selection notices
- April 1 – June 30, 2027: filing window
- October 1, 2027: employment start
Employers recruiting new graduates should align offer dates with these windows. Students should align graduation, OPT, and STEM OPT end dates around March.
Practical implications for job search and offer negotiation
Walmart’s disclosed Salary Ranges highlight a core reality: pay levels vary widely by seniority and specialization. Workers should confirm:
- The offer meets or exceeds the prevailing wage for the role and location.
- The job duties support a specialty occupation classification.
- The employer will pay required H-1B fees and maintain a compliant public access file.
Employers should treat wage and duties as a single package. High pay does not fix weak duties. Great duties do not excuse an under-market wage.
Recommended actions (January–March 2026)
Employer actions:
– Finalize job descriptions tied to a specific specialty degree.
– Confirm SOC code and wage level using flcdatacenter.com.
– Prepare LCAs early for April filings after selection.
– Budget mandatory fees, plus any new fee exposure.
Employee actions:
– Validate title, duties, location, and salary before registration.
– Track OPT and STEM OPT end dates and cap-gap eligibility.
– Prepare transcripts, evaluations, and experience letters for filing season.
📋 Official Resources:
– H-1B Program: H-1B Program
– Cap Season: Cap Season
– Prevailing Wages: flcdatacenter.com
As the FY 2027 H-1B season approaches, employers face a more competitive landscape shaped by weighted selection and increased salary scrutiny. Registration is expected in March 2026. Insights from Walmart’s 4,000+ filings highlight high base salaries in tech as a benchmark for compliance. To prepare, companies must align job duties with specialty standards and verify prevailing wages early to avoid frequent USCIS requests for evidence.
