In an unvarnished New-Year’s-Eve post on X, the U.S. Embassy in India reminded visa applicants that “violating U.S. immigration law has consequences,” even as tens of thousands of Indians remain stuck in the country waiting for H-1B and H-4 interviews that have been repeatedly rescheduled since mid-December. The advisory has been criticised as tone-deaf, arriving at a moment when appointment backlogs stretch into March 2026 for many consulates.
The delays stem from Washington’s decision to expand mandatory social-media screening to work-visa categories on 15 Dec 2025. Consular officers now spend up to 30 minutes per case combing through public profiles, slashing daily interview capacity by nearly half. Immigration lawyers report that passports are being retained for weeks pending “administrative processing,” disrupting global project timelines for Indian IT and engineering firms.
Amid these rolling delays, some applicants are leaning on third-party facilitation services to keep their paperwork airtight and interview dates on track. VisaHQ’s India portal (https://www.visahq.com/india/) offers real-time appointment monitoring, document pre-checks geared to the new social-media disclosure rules, and secure courier handling of passports—support that can spare both HR teams and individual travellers from costly reschedules.
![U.S. Embassy issues year-end warning as H-1B/H-4 visa delays leave Indians stranded]()
For employers, the bottleneck translates into expensive seat-gaps on U.S. projects, loss of revenue and a scramble to re-route talent to Canada or Europe. One Bengaluru-based services giant told Global Mobility News it has diverted 12 % of affected staff to near-shore delivery centres in Mexico. Families are also separated: H-4 dependants cannot travel until principal applicants clear security vetting.
The Embassy’s note reiterates that turning up on an original interview date after rescheduling will result in denial of entry, and warns that any misrepresentation—online or offline—could trigger multi-year bars. Applicants are urged to keep social-media settings ‘public’ and carry proof of bona-fide employment.
Advice for mobility teams: build a 12-to-16-week buffer for U.S. assignments, explore remote-first work options, and monitor CEAC status daily. Companies with high H-1B volumes should prepare alternative deployment pipelines to mitigate escalating uncertainty in the world’s largest outbound talent corridor.
The delays stem from Washington’s decision to expand mandatory social-media screening to work-visa categories on 15 Dec 2025. Consular officers now spend up to 30 minutes per case combing through public profiles, slashing daily interview capacity by nearly half. Immigration lawyers report that passports are being retained for weeks pending “administrative processing,” disrupting global project timelines for Indian IT and engineering firms.
Amid these rolling delays, some applicants are leaning on third-party facilitation services to keep their paperwork airtight and interview dates on track. VisaHQ’s India portal (https://www.visahq.com/india/) offers real-time appointment monitoring, document pre-checks geared to the new social-media disclosure rules, and secure courier handling of passports—support that can spare both HR teams and individual travellers from costly reschedules.
For employers, the bottleneck translates into expensive seat-gaps on U.S. projects, loss of revenue and a scramble to re-route talent to Canada or Europe. One Bengaluru-based services giant told Global Mobility News it has diverted 12 % of affected staff to near-shore delivery centres in Mexico. Families are also separated: H-4 dependants cannot travel until principal applicants clear security vetting.
The Embassy’s note reiterates that turning up on an original interview date after rescheduling will result in denial of entry, and warns that any misrepresentation—online or offline—could trigger multi-year bars. Applicants are urged to keep social-media settings ‘public’ and carry proof of bona-fide employment.
Advice for mobility teams: build a 12-to-16-week buffer for U.S. assignments, explore remote-first work options, and monitor CEAC status daily. Companies with high H-1B volumes should prepare alternative deployment pipelines to mitigate escalating uncertainty in the world’s largest outbound talent corridor.
