Rationalisation de l'extension des visas : La politique de déférence codifiée dans la règle de modernisation H-1B
Kris Quadros-Ragar • January 16, 2025
Click here to read this article in English
Un développement clé s'est produit en décembre 2024, lorsque la politique de déférence a été officiellement inscrite dans la réglementation (la « règle de modernisation H-1B »), qui doit entrer en vigueur le 17 janvier 2025. Une fois qu'elle sera entrée en vigueur, les arbitres de l'USCIS devront appliquer la politique de retenue aux demandes de prolongation impliquant le même employeur, le même employé et les mêmes détails du poste.
L'USCIS peut toujours décider de ne pas se référer à l'approbation précédente si :
- Il y a eu une erreur matérielle dans l'approbation précédente
- Il y a eu un changement important dans les circonstances ou l'éligibilité.
- De nouvelles informations soulèvent des doutes quant à l'éligibilité.
Même dans ces situations, les agents doivent expliquer pourquoi ils ne reportent pas l'approbation. Il est important de noter que l'USCIS n'est pas tenu de s'en remettre aux décisions prises par d'autres organismes, tels que le Département d'État américain ou le Service des douanes et de la protection des frontières (Customs and Border Protection).
En transformant la politique de déférence en règlement, il devient plus difficile pour les administrations futures de l'éliminer rapidement. Toute tentative d'abrogation ou de modification de la politique nécessite désormais un long processus d'élaboration de règles comprenant une période d'avis et de commentaires publics.
Principaux enseignements pour les employeurs
- Une plus grande prévisibilité : La politique de déférence, qui fait désormais l'objet d'un règlement, donne aux employeurs une plus grande certitude que les demandes de prolongation seront approuvées s'il n'y a pas de changements majeurs dans le rôle de l'employé ou dans la situation de l'employeur.
- Changements potentiels à venir : Une future administration pourrait encore tenter d'abroger cette règle, mais elle devra suivre un processus réglementaire formel, ce qui prend du temps et offre aux employeurs une certaine marge de manœuvre.
- Déposez vos demandes de prolongation à temps : Les employeurs peuvent déposer des demandes de prolongation jusqu'à six mois avant l'expiration d'un visa. Le dépôt anticipé des demandes permet d'éviter les changements de politique inattendus et de minimiser les risques de RFE ou de refus.
Dans l'ensemble, la codification de la politique de déférence est une étape importante qui offre la stabilité et l'efficacité dont le processus d'immigration américain a tant besoin. En planifiant à l'avance et en restant informés, les employeurs peuvent tirer parti de cette meilleure prévisibilité. Comme toujours, une collaboration étroite avec un avocat spécialisé en droit de l'immigration permet de s'assurer que les demandes d'extension sont exactes, bien préparées et déposées rapidement, en particulier lorsque la politique est susceptible d'évoluer.
Ce blog n'est pas destiné à fournir des conseils juridiques et rien ici ne doit être interprété comme établissant une relation avocat-client. Veuillez prendre rendez-vous avec un avocat spécialisé en droit de l'immigration avant d'agir sur la base de toute information lue ici.
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
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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.
