Big Beautiful Bill Key Impacts on Employers & More

The One Big Beautiful Bill: Key Impacts on Employers and Business Immigration

• Prepare for More I-9 Audits: Review and update I-9 procedures, ensure record keeping compliance, and train HR staff on audit readiness.
• Budget for Higher Filing Fees: Anticipate increased costs for employment-based petitions and factor them into workforce planning.
• Strengthen Case Documentation: With USCIS standardizing adjudications and reporting on RFEs, ensure petitions are well-documented to reduce delays.
• Plan for Longer Vetting Timelines: Expect more intensive consular and border screening, including biometric data collection, which may extend employee onboarding timelines.
• Monitor Policy Updates: Stay informed on DHS, ICE, and USCIS enforcement trends to adapt compliance strategies proactively.

Proactive Measures: Employers can take concrete steps now to stay ahead of these changes. This includes conducting internal I-9 audits, developing raid response plans, and training HR staff on how to handle missing or questionable documents. We also recommend preparing documentation playbooks in advance of possible inspections and adjusting document retention practices, going forward, we do not advise copying employee documents unless required by E-Verify. Need help getting started? Ask Monty & Ramirez about our Compliance Toolkit.

DOS Announces EB-2 Visa Cap Reached for FY2025

The U.S. Department of State announced that all EB-2 visas for FY2025 have been issued. Embassies and consulates will not process additional EB-2 applications until the annual limits reset on October 1, 2025, with the start of FY2026. This update is critical for professionals with advanced degrees or exceptional ability planning U.S. employment-based immigration.

DHS Terminates TPS Designation for Venezuela

The 2021 Temporary Protected Status (TPS) designation for Venezuela will expire on September 10, 2025. On September 3, 2025, the Department of Homeland Security announced the termination of the 2021 Temporary Protected Status (TPS) designation for Venezuela. Termination of 2021 TPS for Venezuelans will take effect 60 days after publication in the Federal Register, currently scheduled for publication on September 8, 2025. . Employers with Venezuelan employees who obtained work authorization based on TPS should prepare now for workforce and compliance impacts as affected individuals may lose work authorization following the program’s termination.

USCIS Reinstates “Neighborhood Checks” — What Employers Should Know

In a memorandum dated August 22, 2025, USCIS announced it is reinstating “neighborhood checks” in the naturalization process,. Officers may now interview neighbors, coworkers, or employers to confirm an applicant’s good moral character and eligibility for citizenship. USCIS officers will have broad discretion to decide when additional scrutiny is needed.

What Employers Should Know:

• Possible Contact: USCIS may reach out to verify employment history, job duties, or workplace conduct.
• No Special Documents Required: HR teams don’t need to prepare extra paperwork, but should be ready to provide accurate, consistent information.

Bottom Line:

Most applicants will not face neighborhood investigations, but employers should be aware of the possibility and ensure HR staff are prepared to respond professionally if contacted.

USCIS Expands Good Moral Character Review for Naturalization Applicants

On August 15, 2025, USCIS issued a major policy memo revising how officers evaluate the “good moral character” requirement for U.S. citizenship. Instead of focusing mainly on disqualifying conduct (such as crimes, fraud, or drug offenses), the agency is adopting a broader “totality of the circumstances” approach. Officers are now directed to weigh positive factors like community involvement, family caregiving, education, stable employment, and tax compliance—while also considering conduct previously overlooked, such as repeated traffic violations or other behavior deemed inconsistent with civic responsibility.. Employers sponsoring foreign nationals should be aware of these changes, as the new policy signals a wider trend toward stricter, more subjective scrutiny across multiple immigration benefit categories.

USCIS to Consider Anti-Americanism in Immigrant Benefit Requests

U.S. Citizenship and Immigration Services (USCIS) has issued new policy guidance making it clear that anti-American activity, antisemitic views, and ties to terrorist organizations will weigh heavily against applicants in immigration benefit requests that require the use of discretion. USCIS officers will now treat evidence of anti-American or antisemitic activity as an overwhelmingly negative factor when evaluating applications, including parole requests, EB-5 investor petitions, and other discretionary benefits. The policy also expands social media vetting to identify such activity. USCIS stressed that compliance with U.S. immigration laws remains a central factor in favorable discretionary decisions. This updated guidance is effective immediately and applies to all pending and future requests.

USCIS Launches Electronic Fee Payments

USCIS now allows filing fees to be paid electronically via direct debit from a U.S. bank account using Form G-1650, in addition to the existing credit card option with Form G-1450. Employers submitting petitions for employees should ensure accounts have sufficient funds, as denied transactions can result in rejected filings. Paper checks and money orders will be accepted only until October 28, 2025; after that, USCIS will accept only ACH debit or credit card payments. This change streamlines processing, reduces delays, and helps prevent lost or fraudulent payments, making petition management more efficient for employers.

September 2025 Visa Bulletin

A. Final Action Dates for Employment-Based Visa Applications

For September 2025, USCIS announced it will use the Final Action Dates chart published by the Department of State.

We are here to help.

We have a team of attorneys ready to help you with your inquiries.
For more information, please contact the experienced immigration attorneys at Monty & Ramirez LLP at 713-289-4546 or via email