With less than 48 hours’ notice, the U.S. Department of Homeland Security has confirmed that all H-1B specialty-worker visa applicants—and their H-4 dependants—will be subject to mandatory social-media background checks starting 15 December 2025. Although the policy technically applies to every nationality, Indian professionals account for more than 70 percent of active H-1B holders and are therefore the most affected cohort.
Consular officers will now review five years of public posts across platforms such as LinkedIn, X (formerly Twitter), Facebook, Instagram and YouTube. Officials say the change closes a “national-security gap” by allowing adjudicators to cross-check resumes, locations and potential extremist sympathies against an applicant’s online presence. Applicants may also be asked to provide user names for additional platforms at the interview stage, and failure to disclose or attempts to delete accounts could trigger refusals.
Indian IT services firms and U.S. tech multinationals are scrambling to update mobility playbooks. One Bengaluru-based Fortune 500 company told Global Mobility News that it has issued an internal advisory asking employees slated for visa stamping to “audit and sanitise” their public profiles immediately, while keeping digital-forensics logs to demonstrate no retroactive editing. Immigration attorneys, meanwhile, warn that the new rule may lengthen interview times and increase administrative processing, potentially jeopardising January project deployments.
![From 15 December, U.S. to Scrutinise H-1B and H-4 Applicants’ Social-Media Footprints]()
For applicants who would like hands-on assistance navigating these abrupt policy shifts, VisaHQ offers real-time tracking of U.S. consular requirements through its India portal (https://www.visahq.com/india/). The service provides personalised document checklists, interview-prep guidance and even reviews social-media disclosure forms, helping travellers minimise errors and avoid costly rescheduling.
Practical tips for travellers include: retaining screenshots of key profile pages to prove continuity; avoiding political commentary that could be misinterpreted; and building in a two-week buffer before critical on-site start dates. Companies with large assignment pipelines are exploring alternative pathways such as Canada’s Global Skills Strategy or near-shore client delivery centres in Mexico to hedge against approval delays.
While DHS maintains that “law-abiding applicants have nothing to fear,” industry groups such as NASSCOM have signalled plans to monitor denial trends and, if necessary, lobby for a review once initial data emerge in mid-2026.
Consular officers will now review five years of public posts across platforms such as LinkedIn, X (formerly Twitter), Facebook, Instagram and YouTube. Officials say the change closes a “national-security gap” by allowing adjudicators to cross-check resumes, locations and potential extremist sympathies against an applicant’s online presence. Applicants may also be asked to provide user names for additional platforms at the interview stage, and failure to disclose or attempts to delete accounts could trigger refusals.
Indian IT services firms and U.S. tech multinationals are scrambling to update mobility playbooks. One Bengaluru-based Fortune 500 company told Global Mobility News that it has issued an internal advisory asking employees slated for visa stamping to “audit and sanitise” their public profiles immediately, while keeping digital-forensics logs to demonstrate no retroactive editing. Immigration attorneys, meanwhile, warn that the new rule may lengthen interview times and increase administrative processing, potentially jeopardising January project deployments.
For applicants who would like hands-on assistance navigating these abrupt policy shifts, VisaHQ offers real-time tracking of U.S. consular requirements through its India portal (https://www.visahq.com/india/). The service provides personalised document checklists, interview-prep guidance and even reviews social-media disclosure forms, helping travellers minimise errors and avoid costly rescheduling.
Practical tips for travellers include: retaining screenshots of key profile pages to prove continuity; avoiding political commentary that could be misinterpreted; and building in a two-week buffer before critical on-site start dates. Companies with large assignment pipelines are exploring alternative pathways such as Canada’s Global Skills Strategy or near-shore client delivery centres in Mexico to hedge against approval delays.
While DHS maintains that “law-abiding applicants have nothing to fear,” industry groups such as NASSCOM have signalled plans to monitor denial trends and, if necessary, lobby for a review once initial data emerge in mid-2026.
