Ridgewood, New Jersey – NPZ Law Group is advising employers to prepare for significant updates to the H-1B cap registration process, as the Department of Homeland Security (DHS) is expected to introduce a weighted H-1B selection system beginning with the FY 2027 cap season. With registration anticipated to open in March 2026, these changes may meaningfully affect how employers structure job offers, wage levels, and work-site details for prospective H-1B candidates.

“While the H-1B program has always been competitive, this shift toward a weighted selection model means employers must be more strategic and detail-oriented than ever,” said David Nachman, Managing Attorney of NPZ Law Group. “Early planning and accurate wage-level analysis will be essential for improving outcomes.”

Under the expected framework, USCIS will continue using a lottery format but may assign greater selection weight to registration tied to higher prevailing wage levels. Wage levels are influenced by job duties, occupational classification, geographic location, and the salary offered. This development may have a particular impact on employers hiring early-career professionals, sponsoring recent graduates, or operating across multiple worksites. 

Accurate worksite information is also becoming increasingly important. Prevailing wages vary significantly by location, and USCIS may review whether registration details align with the later-filed position. Employers are encouraged to confirm intended worksites early, avoid speculative locations, and ensure consistency across the registration, Labor Condition Application, and petition filings.

In addition to these changes, employers should be aware of a Presidential Proclamation that may impose a $100,000 government fee on certain H-1B cases processed outside the United States. While this fee generally does not apply to change-of-status cases filed within the U.S., applicability depends on individual circumstances, and ongoing litigation may affect implementation. 

“These developments show the importance of proactive planning,” added Nachman. “Employers should begin reviewing job descriptions, wage levels, and sponsorship needs well before the March 2026 registration window. Foreign nationals on F-1 OPT or STEM OPT should also plan ahead to avoid gaps in work authorization.” 

NPZ Law Group encourages employers to evaluate alternative visa options – such as L-1, O-1, TN, E-3, or E-2 classifications – if H-1B becomes less likely under the new system.