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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.

Michigan Law Firm - Warner Norcross + Judd LLP

The Department of State has announced a new security-screening requirement that will directly affect H-1B employees and their H-4 dependents whenever they travel internationally and need to renew their visas.

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Effective Dec. 15, 2025, H-1B and H-4 visa applicants must ensure their social media profiles are set to “public” so consular officers can review online content as part of the visa-screening process. This requirement expands a vetting system already used for student and exchange visas and represents a significant shift in the way employment-based visas are reviewed.

While the underlying rule is broad, the key takeaway for employers is simple: international travel for H-1B workers may now involve additional steps, increased scrutiny and longer processing times.

Below are the five most important things employers should know, along with recommended actions.

1. All H-1B and H-4 applicants will undergo online presence review: Beginning Dec. 15, consular officers will review publicly available social media content — including posts, bios, connections, and employment descriptions — for both principal workers and their dependent spouses and children.

Applicants who keep accounts private may experience delays or be unable to complete adjudication.

2. Officers will review LinkedIn profiles and resumes for consistency: According to internal DOS guidance, officers must review LinkedIn profiles or résumés to verify employment history. They will look for alignment with:

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Any mismatch with the H-1B petition or DS-160 can trigger additional questioning or administrative processing.

3. Certain fields of work may receive heightened scrutiny: The DOS cable highlights specific areas — such as misinformation/disinformation work, fact-checking, compliance, online safety and content moderation — as subjects of special review.

If officers find evidence that an applicant engaged in censorship of protected speech in the United States, they may pursue a finding of ineligibility.

4. Family members’ online activity can affect the principal worker’s visa: Because H-4 dependents are subject to the same online screening, their posts or work history may influence the outcome of the principal H-1B applicant’s case.

5. Expect longer processing times for employees renewing visas abroad: With expanded vetting and more information to review, consulates may:

Place more cases into 221(g) administrative processing, causing delays of weeks or months.

This means H-1B employees traveling overseas for visa stamping may face extended return times.

What Employers Should Do Now

Notify employees of the Dec. 15 change: Ensure H-1B workers and dependents understand that their social media profiles must be public before attending a visa appointment.

Monitor consular operations: Emerging reports indicate the U.S. Consulate in Hyderabad, India, has already begun implementing operational changes tied to the new online presence review. H-1B visa appointments scheduled on or after Dec. 15 are reportedly being mass-rescheduled — some shifted from mid-December to as late as March 2026. Notices from the consulate cite enhanced vetting procedures and reduced daily capacity as the basis for these significant scheduling changes. There are also early indications U.S. embassies in Mexico may begin adopting similar practices. Employers with staff planning international travel for visa stamping should monitor for potential disruptions and prepare for delays.

Incorporate online-presence checks into your standard travel and visa-renewal process: Review publicly available information for consistency with employee records and immigration filings.

Encourage employees to avoid last-minute changes to online profiles: Removing or altering information after a petition has been filed can raise credibility concerns.

Build additional time into global mobility planning: Advise employees to avoid tight travel timelines and expect that visa renewal abroad may take longer than in previous years.

Coordinate with immigration counsel early: Flag employees with significant online activity, complex work histories or upcoming travel so counsel can prepare them proactively.

As global mobility continues to evolve, employers should be prepared for a more cautious approach to international travel for their H-1B workforce. The expansion of online presence screening adds another layer of uncertainty to the visa renewal process, and in some cases, employees may face difficult decisions about whether to travel for business or personal reasons if doing so could introduce delays or obstacles in obtaining a new visa stamp. By planning ahead, reviewing travel timelines carefully and working closely with immigration counsel, employers can help their teams navigate these changes with clarity. If you have questions about how this development may affect your workforce, please reach out to Sarah Bileti, Chris LeClair, Dan Persinger or your Warner counsel.

Talent Without Borders

Senior Counsel

Sarah R. Bileti

Daniel C. “Dan” Persinger

Associate

Christopher M. LeClair

Immigration

What Employers Need to Know About Expanded Social Media Vetting for H-1B and H-4 Visa Renewals

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What Employers Need to Know About Expanded Social Media Vetting for H-1B and H-4 Visa Renewals

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