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 Completes FY 2027 H-1B Cap Lottery with New Wage-Based Selection System

By Kris Quadros-Ragar • April 9, 2026

The U.S. Citizenship and Immigration Services (USCIS) has concluded the annual H-1B cap lottery for Fiscal Year 2027, with employers and legal representatives now able to check selection outcomes through their registration portals.

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.

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DHS Final Rule Eliminating “Duration of Status” (D/S): Practice Tips and Transition Procedures

By Juliana LaMendola • September 3, 2026

The Department of Homeland Security (DHS) published its final rule eliminating the longstanding "duration of status" (D/S) policy for F, J, and I visa holders, replacing it with a fixed period of admission effective September 15, 2026. This rule requires that those who need additional time to complete their programs must file Form I-539 with USCIS or travel abroad and seek to reenter to extend their authorized period of stay. F and J visa holders present in the U.S. and in valid status on September 15, 2026, will be allowed to remain in the United States until the Program End Date listed on their current Form I-20 (for F-1s) or Form DS-2019 (for J-1s), up to a maximum of four years (until September 15, 2030) plus a 60-day grace period for F-1s and a 30-day grace period for J-1s, without filing an Extension of Status request with USCIS. However, this safety net only applies while staying in the U.S.; international travel and subsequent reentry after September 15, 2026 will result in readmission under the new rule with an I-94 that expires on the Program End Date or Employment Authorization Document (EAD) expiration, but no later than four-years after their date of re-entry. Additionally, once re-admitted under the new rules, F-1s will only receive a 30-day grace period. Immediate Practice Tips: Any F-1 or J-1 nonimmigrant currently in the U.S. who plans to change programs, start a new degree level, or needs more time to complete their studies must work with their school or program sponsor to update their SEVIS record and receive an extended Form I-20 or DS-2019 before September 15, 2026. Eligible F-1 students should submit their post-completion OPT or STEM OPT work authorization applications (Form I-765) before September 15, 2026, to secure their status and drastically reduce the likelihood of needing a Form I-539 extension application. Any F-1 student who is eligible to apply for OPT or STEM OPT before March 18, 2027, should do so as soon as they are eligible to file their Form I-765. Since F-1s can file OPT applications up to 90 days in advance of graduation, F-1 students graduating before June 15,2027, should be able to file their OPT applications before March 18, 2027, and should do so to avoid also having to file Form I-539 to extend their stay. Thus, most F-1 students graduating in December 2026 and May/June 2027 should be able to take advantage of the transition rule’s delay in having to file Form I-539 applications and should only need to file Form I-765 to apply for OPT. Incoming F-1 and J-1 students who can enter the United States before the September 15, 2026 effective date (within the permissible 30-day window prior to their program start) should do so to benefit from the transition rules, including the full 60-day F-1 grace period and deferred extension requirements. Students (F-1 and J-1) who are planning international travel should return before the effective date if possible to preserve their transition benefits. There are many parts of the rule that are not discussed here. If you are currently an F-1 or J-1 visa holder, you should proactively coordinate with your institutions and international office to protect your status and stay informed.

USCIS Issues Updated Guidance on Public Charge Rules

By Kris Quadros-Ragar • August 27, 2026

U.S. Citizenship and Immigration Services (USCIS) has released updated policy guidance detailing how officers will evaluate "public charge" inadmissibility for individuals applying for green cards through adjustment of status. This update follows a Department of Homeland Security (DHS) final rule that rescinds the 2022 public charge regulations. The new policy takes effect on September 18, 2026 , and applies to all green card applications (Form I-485) postmarked or submitted on or after that date. Who Is Subject to the Public Charge Rule? Most family-based and employment-based green card applicants will be subject to the public charge ground of inadmissibility. This includes spouses, children, and parents of U.S. citizens or legal permanent residents, as well as most employment visa preference categories, investors, and diversity visa applicants. Certain categories remain explicitly exempt under immigration law. These include: Asylees and refugees Victims of human trafficking (T visa) or crime (U visa) Violence Against Women Act (VAWA) self-petitioners Special Immigrant Juveniles Temporary Protected Status (TPS) applicants Certain military-related applicants and other designated humanitarian groups How USCIS Will Make Determinations USCIS officers will evaluate whether an applicant is likely to become a public charge by reviewing the totality of their circumstances on a case-by-case basis. Key factors include: Five Statutory Factors: Age, health, family status, assets/financial resources, and education or skills. Affidavit of Support: Submission of Form I-864 executed by a sponsor. Use of Public Benefits: USCIS will look at means-tested public benefits, such as cash assistance for income maintenance, housing assistance, food stamps (SNAP), or college financial aid. Note on timing: For benefits received before September 18, 2026, USCIS will only consider public cash assistance for income maintenance and long-term institutionalization at government expense. For benefits received on or after September 18, 2026, the broader consideration of all listed means-tested benefits will apply. Public Charge Bonds If an officer determines that an applicant is inadmissible solely on public charge grounds, USCIS may issue a Notice of Intent to Deny that invites the applicant to post a public charge bond using Form I-945. If an invited applicant successfully posts the required cash or surety bond, USCIS may approve the application for permanent residence. Public charge bonds can only be submitted if explicitly invited by USCIS. Santos Lloyd Law Firm will continue to monitor immigration developments closely and provide updates as further implementation details are released. For more information, please access: https://www.uscis.gov/newsroom/alerts/uscis-issues-guidance-on-making-public-charge-inadmissibility-determination

DHS Drafts Proposal to Remove the 60-Day Grace Period for Select Nonimmigrant Visa Holders

By Kris Quadros-Ragar • August 20, 2026

The Department of Homeland Security (DHS) is considering a regulatory proposal that would remove the discretionary 60-day grace period currently available to certain nonimmigrant visa holders (including H-1B, L-1, TN, E, and O-1) and their dependents. The draft rule is currently undergoing interagency review by the Office of Management and Budget (OMB) and has not yet been formally published for public feedback. What This Means Right Now Nothing changes today. The 60-day grace period remains in effect while this rule goes through the approval process. Under current rules, if your job ends early, you have up to 60 days (or until your I-94 expires) to leave the U.S., find a new sponsor, or apply to change status. What Could Change If approved, foreign workers who lose their jobs would no longer get automatic time to find a new employer or change status from within the U.S. They would generally be required to leave the country immediately. Next Steps Once the OMB finishes its initial review, the proposed rule will be published in the Federal Register, opening a public comment period of 30 to 60 days. Based on feedback received during this time, DHS may decide to alter, withdraw, or proceed with the proposal. If the government decides to finalize the rule, the entire process will likely take several months before taking effect. Santos Lloyd Law Firm will continue to monitor developments closely and will share updates on our immigration blog and social media pages as more details emerge.