What Has Changed Regarding the H-1B Visa Fee, and Why Is It Significant Now?

ARTICLE | November 19, 2025

Summary: The $100,000 increase in the H-1B visa fee is reshaping how U.S. companies source specialized talent. Discover top hiring geographies, alternative visa options, and how an expert can help your business adapt.

As U.S. companies approach budget season, the strategy for hiring specialized talent is facing a significant shift. An executive order issued on September 19, 2025, has fundamentally altered the financial landscape for securing H-1B visas for foreign professionals by imposing a flat $100,000 fee per new H-1B visa petition. This change effectively replaces the long-standing, multi-tiered fee structure, creating an unprecedented financial barrier for employers who rely on this important visa program.

The previous fee structure was far more accessible to employers. It included a $460 base filing fee, a $500 fraud prevention and detection fee, and an ACWIA fee of $750 or $1,500, depending on the company’s size. Additionally, under Public Law 114-113, certain employers with a high ratio of H-1B workers were already subject to an additional $4,000 fee. Should they opt for premium processing, the fee is $2,500, and a typical attorney costs $1,000 to $3,000. The leap to a fixed $100,000 fee is prompting finance and HR departments nationwide to reassess their recruitment strategies and budget forecasting.

The costs for a U.S. company to sponsor an H-1B visa for a worker typically range from $2,000 to $8,000 per petition. These expenses comprise a series of filing and legal charges, cover various forms, and include anti-fraud measures. However, the new directive to replace the previous fee schedule with a single, non-refundable $100,000 application fee for each new H-1B petition aims to target new petitions for workers who are currently outside the United States.

This change is hitting during budget season, forcing companies to rethink hiring strategies immediately. While it does not affect current H-1B holders or renewals, it does apply to all new petitions. The intention is to protect American jobs and reduce reliance on foreign labor, and time is of the essence, which means employers must proactively rethink their hiring strategies. Furthermore, many employers are now exploring alternative talent acquisition strategies, including domestic upskilling, remote work, and various visa options.

Which U.S. Cities Could Provide Opportunities for Hiring Engineering and Fintech Talent in 2025?

According to Kelly Meadows, Executive Vice President of Aprio Talent Solutions, companies are increasingly looking to U.S. cities that offer deep pools of specialized talent, competitive salaries, and vibrant tech ecosystems as they optimize expenses and allocate resources.

The U.S. features several major hubs for engineering and technology, each with distinct specializations and salary profiles:

• Atlanta, GA: The median tech salary is $96,000, and the most common specializations are communications, commerce, and corporate tech.
• Austin, TX: The median tech salary is $91,000, and it is known for startups, cloud computing, and AI.
• Boston, MA: The median tech salary is $147,000, and the industries are health tech, ed tech, fintech, and robotics.
• Charlotte, NC: The median tech salary is $93,600, and the specializations are in banking tech and communications.
• Denver, CO: The median tech salary is $105,000, with industries including aerospace, cloud, and health tech.

In finance and fintech, coastal cities offer the highest earning potential. Here are the average finance salaries for various cities:

• San Francisco, CA: $109,136
• New York, NY: $101,342
• Chicago, IL: $95,424
• Dallas, TX: $91,634
• Atlanta, GA: $89,080

Alternative Visa Options

The significant increase in H-1B fees is prompting U.S. companies to reevaluate their global talent hiring strategies proactively. With new petitions costing up to $100,000, employers are seeking alternative visa options to hire skilled professionals. Here are the alternative visa options that employers can explore:

• L-1 Visa: For intracompany transferees (executives or employees with specialized knowledge).
• O-1 Visa: For individuals with extraordinary ability in the sciences, arts, education, or business.
• TN Visa: For Canadian and Mexican professionals under USMCA.
• E-3 Visa: For Australian nationals in specialty occupations.
• OPT/STEM OPT: For recent graduates from U.S. institutions, especially in STEM fields.
• EB-2/EB-3 Green Cards: For permanent employment-based immigration.

Companies need to be educated on all available visa options. The right strategy can make a huge difference in cost and compliance.

How Can Employers Find Specialized Talent in 2025 Despite Various Challenges?

The global hiring landscape can change dramatically at any time. Here are four approaches that organizations and employers can look into to stay competitive:

• Invest in Domestic Upskilling & Apprenticeships: Explore local training programs, apprenticeships, and partnerships with universities and bootcamps to develop internal skills and reduce visa program spending.
• Leverage Remote & Offshore Work Setup: Remote work is the new normal. Companies can refrain from visa expenses by hiring specialized talent abroad and integrating them into distributed teams.
• Utilize Alternative Visa Options: Employers are exploring alternative visas, such as the O-1 for extraordinary ability and the L-1 for intra-company transfers, which may be more cost-effective.
• Explore Emerging U.S. Talent Hubs: Relocation incentives and regional hiring enable employers to tap into specialized talent without visa issues.

Best Practices in Navigating Global Hiring Changes

In addition to visa strategies, employers can enhance their internal processes to lower costs and improve hiring results:

• Develop a strong Employer Value Proposition (EVP) to attract candidates who align with your company values.
• Leverage AI-driven sourcing tools and applicant tracking systems to streamline the recruitment process.
• Host virtual career events to engage specific talent pools.
• Implement internal mobility programs to upskill and promote existing employees.
• Partner with staffing agencies for flexible, cost-effective contingent labor solutions and access to underutilized talent pools.

Preparing for the Future of Talent Acquisition

The H-1B visa fee change prompted employers to rethink their hiring strategies, including reviewing current hiring practices and budget allocations, educating HR teams on alternative visa options, and exploring partnerships with talent solutions providers.

Please connect with your advisor if you have any questions about this article.

This article was written by Aprio and originally appeared on 2025-11-19. Reprinted with permission from Aprio LLP.
© 2025 Aprio LLP. All rights reserved. https://www.aprio.com/what-has-changed-regarding-the-h-1b-visa-fee-and-why-is-it-significant-now-ins-article/

“Aprio” is the brand name under which Aprio, LLP, and Aprio Advisory Group, LLC (and its subsidiaries), provide professional services. LLP and Advisory (and its subsidiaries) practice as an alternative practice structure in accordance with the AICPA Code of Professional Conduct and applicable law, regulations, and professional standards. LLP is a licensed independent CPA firm that provides attest services, and Advisory and its subsidiaries provide tax and business consulting services. Advisory and its subsidiaries are not licensed CPA firms.

This publication does not, and is not intended to, provide audit, tax, accounting, financial, investment, or legal advice. Readers should consult a qualified professional advisor before taking any action based on the information herein.