Key steps include confirming the case type and calendar limits before paperwork starts, building a ‘no-ambiguity’ job record, and expecting more site visits.

Applicants should start early by keeping an eye on policy updates, gather documents that meet the latest requirements, and work closely with their employers who will need to be proactive as well.

Employers should assess staffing needs, collaborate with experts, potentially expedite filings before April 1, and stay informed by visiting the USCIS website for updates.

Employers should conduct internal audits focusing on documentation accuracy, wage and job classification compliance, LCA compliance, and employer-employee relationship documentation, while also forming an H-1B Compliance Team, developing a checklist, conducting periodic training, and employing review layers.

It’s important to stay informed on official announcements from USCIS, consult with immigration experts, and gather necessary documents ahead of time to be ready when the proposed changes come into effect.