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Warner Norcross + Judd LLP is a corporate law firm with over 230 attorneys serving clients in nine offices throughout Michigan. Among the largest law firms in Michigan, Warner works in virtually all areas of business law.

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Significant immigration developments over the past several weeks could affect employers that hire international talent or rely on cross-border business travel. Each development impacts a different segment of the workforce, but together, they continue a broader trend toward increased immigration scrutiny, additional compliance obligations and more complex workforce planning.

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U.S. Department of Homeland Security (DHS) has finalized a rule replacing "Duration of Status" for many F-1 students and J-1 exchange visitors with fixed admission periods.

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Employers that recruit international graduates should expect additional immigration filings, more complex timing considerations and the need to begin immigration planning earlier.

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Temporary Protected Status (TPS) Employees

U.S. Citizenship and Immigration Services (USCIS) has issued updated guidance confirming that TPS beneficiaries from several countries remain authorized to work while litigation continues.

The new dates issued by USCIS are placeholder dates for Form I-9 and SAVE/E-Verify purposes, not work authorization termination dates. They should not automatically trigger reverification or adverse employment action.

The Department of State has introduced a pilot program allowing certain B-1/B-2 applicants to pay an additional $750 for expedited visa interview appointments at selected consulates.

The program may help with urgent business travel but does not increase overall visa processing capacity or guarantee visa issuance.

Department of Homeland Security (DHS) Finalizes Rule Ending "Duration of Status" for F-1 Students

DHS has finalized a rule that fundamentally changes how many F-1 students, J-1 exchange visitors and I foreign media representatives are admitted to the United States.

Historically, most F-1 students were admitted for "Duration of Status" (D/S), meaning they could remain in the United States for as long as they maintained their student status. Under the new rule, many individuals instead will receive a fixed admission period — generally up to four years — and may need to apply for extensions if more time is required to complete their academic program or authorized practical training.

For employers, the most immediate impact is likely to be on international students working pursuant to Curricular Practical Training (CPT), Optional Practical Training (OPT) and STEM OPT. These individuals represent an important source of future professional talent, particularly for employers that routinely sponsor H-1B visas.

Although the rule is not expected to affect every F-1 student immediately, employers that recruit international graduates should anticipate additional immigration filings, more complex timing considerations when transitioning employees from F-1 to H-1B status and a greater need to begin immigration planning well in advance.

Temporary Protected Status (TPS): USCIS Issues Updated Employer Guidance

As we discussed in our <a href="https://www.wnj.com/updates/recent-supreme-court-immigration-decisions-practical-guidance-for-employers/" target="_blank" rel="noreferrer noopener">previous client alert</a>, the U.S. Supreme Court's decision in Mullin v. Doe cleared the way for DHS to terminate several Temporary Protected Status (TPS) designations. However, with multiple federal court injunctions in place, many TPS beneficiaries are still authorized to live and work in the United States while litigation continues.

On July 10, 2026, USCIS issued updated guidance confirming that affected TPS beneficiaries may continue relying on TPS-based employment authorization during the pendency of the current court orders. USCIS also established new placeholder employment authorization dates for SAVE verification and Form I-9 purposes.

The most important takeaway is that the dates below are not termination dates and should not be treated as the dates on which affected employees lose work authorization. Rather, they are temporary placeholder dates that DHS may revise as the remaining litigation proceeds.

Current Placeholder Employment Authorization Date

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Employment Authorization Documents (EADs) bearing category codes A12 or C19 for beneficiaries from these countries remain valid through the applicable placeholder date pursuant to the current court orders.

What Should Employers Do Now?

Employers with TPS employees should begin planning — but should not take adverse employment action at this time. We recommend that employers:

Identify employees currently working pursuant to TPS.

Review internal Form I-9 reverification procedures.

Evaluate whether affected employees may qualify for another immigration status or source of work authorization.

Develop contingency staffing plans for business-critical positions if TPS work authorization is ultimately terminated.

Employers should not suspend, terminate or prematurely reverify employees solely because these placeholder dates are approaching. However, because DHS continues to seek dissolution of the remaining injunctions, employers should be prepared for the possibility that reverification may be required within a relatively short period if litigation is resolved in the government's favor.

Department of State Launches $750 Expedited B-1/B-2 Visa Appointment Pilot

The U.S. Department of State has introduced a pilot program allowing certain B-1/B-2 business and tourist visa applicants to pay an additional $750 for an expedited visa interview appointment at selected U.S. consulates. The expedited fee is in addition to the standard visa application fee and is intended to provide an interview appointment within 10 business days, subject to appointment availability.

Although the pilot currently applies only to B-1/B-2 visas, it may prove useful for employers whose personnel need to travel to the United States on short notice for activities such as customer meetings, contract negotiations, equipment installations, training, facility visits, trade shows or other legitimate business purposes.

Employers should understand, however, that the program does not increase overall visa processing capacity, expedite the consular officer’s adjudication of the petition, nor guarantee approval of the visa application. Rather, it reallocates a limited number of interview appointments to applicants who elect to pay the expedited fee. Accordingly, employers should not expect this pilot to significantly reduce visa appointment backlogs for standard applicants. The Department of State has indicated that this is a pilot program, and it remains to be seen whether it will ultimately be expanded, modified or made permanent.

Although these developments affect different categories of foreign nationals, they all reinforce the same practical message: immigration planning increasingly requires longer lead times.

Whether your organization recruits international graduates, employs individuals working pursuant to TPS or relies on international business travel, employers should expect continued changes in the immigration landscape and plan accordingly.

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Three Immigration Updates Affecting Student Talent, TPS Employees and Business Travelers

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Three Immigration Updates Affecting Student Talent, TPS Employees and Business Travelers

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