Plano B: Caminhos alternativos para o emprego nos EUA para estudantes internacionais F-1 se a seleção do limite H-1B for perdida

Flavia Santos • October 19, 2023

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Estudantes internacionais com visto F-1 que não foram selecionados na loteria do limite H-1B enfrentam uma situação desafiadora, mas ainda existem opções alternativas de imigração disponíveis. Essas opções podem exigir mais esforço e planejamento, mas podem, em última instância, alcançar o mesmo objetivo de obter um visto de trabalho nos Estados Unidos.

Avalie o Tempo Restante

É imperativo que os indivíduos que atualmente estão participando do programa de Treinamento Prático Opcional (OPT) avaliem o tempo restante antes de sua expiração. A data de expiração do OPT pode afetar significativamente a elegibilidade para continuar residindo nos Estados Unidos, especialmente se eles pretendem se inscrever na loteria do visto H-1B em 2024. Por exemplo, no caso de serem selecionados na loteria e o OPT expirar em ou após 1º de abril de 2024, o indivíduo teria direito à extensão H-1B Cap-Gap, permitindo assim a continuação do status OPT até que o visto H-1B entre em vigor. No entanto, se o período de validade do OPT expirar antes de 1º de abril de 2024, o indivíduo precisaria deixar os EUA dentro de 60 dias após a data de expiração do OPT. A tabela abaixo ilustra esse cenário.

Preparando-se para a Temporada de Volta às Aulas

Para estudantes em busca de oportunidades de emprego nos Estados Unidos, matricular-se em um programa acadêmico que oferece o Treinamento Prático Curricular (CPT) no Dia 1 é outra opção viável. Isso permitiria aos estudantes começar a trabalhar imediatamente, mesmo enquanto continuam seus estudos. Além disso, estudantes que já tenham garantido uma oferta de emprego podem ser capazes de trabalhar com o CPT enquanto aguardam o resultado de sua petição H-1B no limite anual. Para aproveitar ao máximo esse período estendido, seria prudente se inscrever para a loteria do limite H-1B antes do término do período de OPT.

Considere o Visto L-1 se você Trabalha para uma Empresa Multinacional

Como uma opção viável para profissionais em busca de emprego de longo prazo nos Estados Unidos, trabalhar por um ano em uma empresa multinacional no exterior, seguido de uma transferência intra-empresa por meio de um visto L-1, pode oferecer inúmeros benefícios estratégicos. O visto L-1, projetado especificamente para essas transferências, permite que funcionários de corporações multinacionais se mudem para uma subsidiária, afiliada ou matriz nos Estados Unidos. O visto L-1 é caracterizado como um visto de intenção dupla, que permite a flexibilidade de buscar tanto oportunidades temporárias de trabalho e estudo no país quanto residência de longo prazo. Ele também possui um período de validade de 5 a 7 anos. Embora esse caminho exija que o indivíduo trabalhe no exterior por um ano, pode se revelar uma solução valiosa a longo prazo para trabalhar nos Estados Unidos.

Visto TN para Cidadãos Canadenses e Mexicanos

O visto TN é uma categoria de visto não imigrante que permite que cidadãos canadenses e mexicanos trabalhem temporariamente nos Estados Unidos em certas ocupações profissionais, conforme listadas no Acordo Estados Unidos-México-Canadá (USMCA). Os requisitos para um visto TN incluem uma oferta de emprego de um empregador dos EUA, um emprego em tempo integral ou parcial pré-acordado em uma das profissões elegíveis, um diploma de bacharel ou seu equivalente e comprovação de qualificações profissionais. O período de validade de um visto TN varia dependendo do tempo da oferta de emprego, mas pode ser emitido por até três anos e pode ser renovado indefinidamente.

Empreendedores e Investidores

Para aqueles que têm um perfil empreendedor, os vistos E-1 e E-2, por outro lado, são projetados para pessoas envolvidas no comércio internacional com os EUA. Esses vistos permitem que o titular trabalhe nos EUA enquanto realiza comércio substancial entre os EUA e seu país de origem. Cada um desses vistos oferece oportunidades e requisitos únicos, sendo importante consultar um advogado de imigração para determinar qual se adapta melhor às suas circunstâncias individuais.

Solicite uma Permissão de Trabalho Dependente

Para pessoas casadas, as opções de visto para cônjuges também podem ser uma alternativa viável. O Documento de Autorização de Emprego (EAD) H-4 permite que cônjuges elegíveis de titulares de visto H-1B obtenham permissão para trabalhar nos EUA, desde que o cônjuge principal tenha um I-140 aprovado. Enquanto isso, os vistos dependentes L-2 e E-2 são opções para cônjuges de titulares de vistos L-1 e E-2, respectivamente. Ao contrário do H-4, que requer que o cônjuge principal do H-1B tenha um I-140 aprovado, os cônjuges L-2 e E-2 são considerados autorizados a trabalhar por conta da situação e não precisam solicitar um documento de autorização de emprego. Esses vistos de cônjuges podem fornecer uma fonte significativa de renda e apoio para a família enquanto o titular principal do visto se estabelece nos EUA.

Conclusão

É importante para os estudantes considerarem todas as suas opções e trabalharem com um advogado de imigração experiente para determinar o melhor curso de ação. Embora o limite do H-1B possa ser um processo frustrante e desafiador, ainda existem caminhos para o sucesso para estudantes internacionais. Com um planejamento cuidadoso e perseverança, os estudantes podem alcançar seus objetivos e construir uma carreira bem-sucedida nos Estados Unidos.

Este blog não se destina a fornecer aconselhamento jurídico e nada aqui deve ser interpretado como estabelecimento de um relacionamento advogado-cliente. Por favor, agende uma consulta com um advogado de imigração antes de agir com base em qualquer informação lida aqui.

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Flavia Lloyd

USCIS Changes H-1B Lottery to Wage-Based Selection

By Kris Quadros-Ragar • January 15, 2026

U.S. Citizenship and Immigration Services (USCIS) has announced a major change to the H-1B cap selection process. Under a final rule issued on December 29, 2025, USCIS will replace the long-standing random H-1B lottery with a wage-weighted selection system that favors higher-paid and more complex positions. The rule is scheduled to take effect on February 27, 2026 , just ahead of the fiscal year 2027 H-1B cap registration season, unless delayed by legal challenges. If implemented, USCIS is expected to release additional guidance explaining how employers must submit registrations under the revised process. This change marks one of the most significant reforms to the H-1B program in recent years. Up until 2025, all registrations were treated equally once the annual cap was reached. Under the new system, selection odds will be tied to wage levels based on the U.S. Department of Labor’s Occupational Employment and Wage Statistics data. All H-1B registrations will still be placed into a single selection pool, but registrations tied to higher wage levels will receive multiple entries into that pool, increasing their likelihood of selection. Lower wage levels will receive fewer entries, making selection less likely but not impossible. H-1B wage levels are not determined solely by salary. Each wage level reflects the complexity of the job, the level of responsibility involved, and the education and experience required . Entry-level positions involving routine duties and close supervision are generally classified at the lowest wage level, while positions requiring independent judgment, advanced skills, and significant responsibility fall into higher wage levels. The highest wage level is reserved for roles that involve expert knowledge, strategic decision-making, and substantial leadership or technical authority. USCIS is expected to closely scrutinize selected petitions to ensure that the wage level claimed during registration is supported by the job duties and salary offered in the petition. Any discrepancies between the registration and the petition may result in requests for evidence, denials, or enforcement action. With the elimination of the purely random lottery, employers should begin preparing early by carefully evaluating job descriptions, wage levels, and overall H-1B strategy. Accurate classification and thoughtful planning will be essential under this new wage-based selection system. If you are an employer considering H-1B sponsorship, or a foreign professional wondering whether your position may qualify under the new wage-based system, consulting with experienced immigration counsel is more important than ever. Santos Lloyd Law is actively advising clients on H-1B cap registrations and strategy under the new rules. To discuss your options or determine whether you may qualify, contact our office to schedule a consultation.

Streamlining Visa Extensions: The Deference Policy Codified in the H-1B Modernization Rule

By Kris Quadros-Ragar • January 16, 2025

A key development occurred in December 2024, when the deference policy was officially written into regulation (the “H-1B modernization rule”), set to take effect on January 17, 2025. Once it takes effect, USCIS adjudicators must apply the deference policy to extension requests involving the same employer, the same employee, and the same job details. USCIS can still decide not to defer to the previous approval if: There was a material error in the earlier approval. There has been a material change in circumstances or eligibility. New information raises doubts about eligibility. Even in these situations, officers must explain why they are not deferring. Importantly, USCIS does not have to defer to decisions made by other agencies, such as the U.S. Department of State or Customs and Border Protection. By turning the deference policy into a regulation, it becomes more difficult for future administrations to eliminate it quickly. Any attempt to rescind or change the policy now requires a lengthy rulemaking process that includes a public notice-and-comment period. Key Takeaways for Employers Greater Predictability: The deference policy, now a regulation, gives employers more certainty that extension petitions will be approved if there are no major changes in the employee’s role or the employer’s situation. Potential Changes Ahead: A future administration could still try to rescind this rule, but they must follow a formal regulatory process, which takes time and offers employers some warning. File Extensions Early: Employers can submit extension petitions up to six months before a visa expires. Filing early can help avoid unexpected policy shifts and minimize risks of RFEs or denials. Overall, the codification of the deference policy is a significant step that offers much-needed stability and efficiency in the U.S. immigration process. By planning ahead and staying informed, employers can take advantage of this improved predictability. As always, working closely with an immigration attorney ensures that extension applications are accurate, well-prepared, and filed promptly—especially during times when policy may evolve.

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2026 Visa Freeze and Travel Bans

By Juliana LaMendola • March 13, 2026

On January 14, 2026, the Trump administration announced a freeze on immigrant visa issuance for nationals of 75 countries . The administration states that this “visa freeze” is intended to review security protocols, “reduce risks,” and control immigration flows. However, the immediate reality is that this change in policy has temporarily suspended visa processing and restricted travel for applicants from numerous countries across the globe. While the legal landscape surrounding these suspensions is highly fluid and subject to change, it is important to consider how this “visa freeze” might impact your current status or immigration plans. The scope of the restrictions varies drastically depending on your country of origin and specific visa category. Most notably, a nationality-based travel ban restricts visa issuance for 19 countries : Afghanistan, Burma, Chad, Republic of Congo, Equatorial Guinea, Eritrea, Haiti, Iran, Libya, Somalia, Sudan, Yemen, Burundi, Cuba, Laos, Sierra Leone, Togo, Turkmenistan, and Venezuela. Beyond this targeted ban, a broader freeze affects applicants from a designated list of up to 75 countries, leading to indefinite delays for many visa petitions. However, it is important to note that immigrant visa applications first need to be processed through USCIS, which has not paused processing applications from the 75 countries. Thus, it is important to contact an attorney to understand at what point in the process this visa freeze may affect your case. While Brazil is included in the list of 75 countries, at the time of this publication, the freeze does not include non-immigrant visas for Brazil . Non-immigrant visas are granted to foreign nationals seeking to enter the United States on a temporary basis for specific purposes, such as tourism, studying, or temporary work. This means that Brazilian applicants can still safely pursue non-immigrant employment options, such as O visas for individuals with extraordinary ability or P visas for internationally recognized athletes, without being subjected to the current travel bans or suspensions. This alert is for informational purposes only and does not constitute legal advice. There are many changes and uncertainties, so please consult with a qualified attorney at Santos Lloyd Law Firm, P.C. to understand how these evolving policies might affect your specific case

The 2026 RFE Surge

By Denice Flores • March 6, 2026

Recent data in 2026 shows a sharp increase in Requests for Evidence across employment-based visa categories such as EB-1, EB-2 NIW, O, and H-1B. Requests for Evidence (RFEs) are no longer reserved for borderline cases; even robust petitions for high-level talent are facing unprecedented scrutiny. The expansion of the USCIS Vetting Center means automated tools are cross-referencing every petition, triggering RFEs for even the smallest inconsistencies. For EB-2 NIW petitions, adjudicators are increasingly questioning the "National Importance" of a candidate’s endeavor. Even for those with impressive credentials, USCIS now demands evidence of how their work specifically benefits the U.S. on a prospective basis. For O-1A and O-1B visas, officers are applying narrower interpretations of "distinction" and "extraordinary ability," often mischaracterizing evidence already present in the record. Additionally, a troubling 2026 trend is the correlation between Premium Processing and RFEs . For discretionary categories like EB-1A and EB-2 NIW, Premium Processing has increasingly become a "fast track" to a poorly reasoned RFE. Reports indicate that adjudicators, pressured by 15-business-day timelines, may be relying on AI-assisted vetting tools that trigger automated RFEs with general and boilerplate language, rather than a thorough review and analysis of supporting documents and evidence filed. With USCIS employing more rigorous AI-driven vetting and a narrower interpretation of visa criteria, the margin for error has disappeared . As such, ensure you consult with an experienced immigration attorney before filing a petition. ' If you have any questions, please schedule a consultation with one of our experienced attorneys, and we will be more than happy to assist you.

Navigating the Surge in Temporary Protected Status (TPS) Terminations and Litigation: What You Need to Know

By Juliana LaMendola • February 19, 2026

In recent weeks, the U.S. government has moved to terminate Temporary Protected Status (TPS) for multiple countries, sparking a wave of last-minute litigation and creating significant uncertainty for beneficiaries. This shift is having a profound impact on those who rely on TPS for lawful presence and work authorization in the United States. Across the country, federal courts have intervened to pause or block scheduled TPS terminations for several countries, including Burma (Myanmar), Ethiopia, Haiti, South Sudan, and Syria. In response to these court orders, USCIS has updated its webpages to indicate that TPS status and related Employment Authorization Documents (EADs) are extended for these populations. However, USCIS is intentionally not providing specific new end dates for EAD validity while the litigation remains in flux. The Department of Homeland Security (DHS) has prominently noted that it "vehemently disagrees" with these court orders and is actively working with the Department of Justice on next steps. This legal landscape remains highly unpredictable and varies drastically depending on the country of origin. For example, on February 9, 2026, the 9th Circuit Court of Appeals granted a stay allowing the government to proceed with the termination of TPS for Nicaragua, Honduras, and Nepal while the underlying legal challenges continue. Because of this ruling, the automatic extension of work authorization for these individuals has ended, and employers are now required to reverify the work authorization of affected employees, who must present alternative valid documentation to continue their employment. These rapid changes and the lack of clear end dates are causing complications beyond the workplace. Because driver's licenses often track the length of an individual's authorized stay, many DMVs are currently declining to issue or renew driver's licenses for impacted TPS populations. For employers, managing internal communications, avoiding onboarding errors, and navigating Form I-9 compliance has become increasingly complex. It is more important than ever to be well-prepared and proactive in monitoring these rapid changes. At Santos Lloyd Law Firm, P.C., our immigration attorneys are ready to guide you through this evolving process and ensure you are informed, and supported. Please contact us if you have questions or need assistance.