In a dramatic escalation of the Trump administration’s restrictionist agenda, the U.S. Department of State on 21 January 2026 ordered an immediate, indefinite pause on processing immigrant-visa applications for nationals of 75 countries. The list spans every region of the globe but is heavily weighted toward Africa, the Caribbean and the Middle East. Non-immigrant visas (including B-1/B-2, F-1 and H-1B) are not affected, nor are visas that have already been issued.
Officials say the pause is needed to allow “maximum-degree vetting” and to deter applicants who Washington believes are likely to become public charges. No data were released to justify that claim, and critics note that nearly half of all family- and employment-based green-cards issued last year went to nationals of the now-suspended countries. Immigration advocates are already preparing litigation, arguing that the proclamation exceeds the President’s statutory authority and discriminates on the basis of nationality.
Amid this evolving landscape, VisaHQ’s team of visa and document specialists can guide companies and individuals through alternative pathways, monitor policy shifts, and coordinate filings at consulates that remain open. Their U.S. portal (https://www.visahq.com/united-states/) offers real-time updates and customised alerts, helping HR managers keep critical assignments on track despite sudden rule changes.
![U.S. Pauses Immigrant Visas for Citizens of 75 Countries]()
For employers, the impact is immediate: multinational companies that routinely sponsor managers or specialists for U.S. permanent residence will find major pipelines suddenly shut. HR teams should check ongoing PERM or I-140 cases for employees abroad and consider temporary-visa work-arounds (L-1, E-2, O-1) where feasible. Consular posts have confirmed that interview slots already scheduled will be cancelled; refunds will not be issued automatically.
The suspension also complicates “follow-to-join” cases for spouses and children of new permanent residents. Companies with global mobility programs should prepare for family-separation hardship requests and keep a close watch on humanitarian exceptions—similar pauses in 2017 and 2020 were eventually narrowed by court order. Finally, corporate security teams should brief travelling executives: affected nationals may face additional questioning at U.S. ports of entry even if they hold unaffected non-immigrant visas.
With the 2026 election cycle heating up, immigration is once again a flash-point issue. Whether the courts strike down or merely trim the proclamation, employers should expect months of uncertainty and should build extra lead-time into any assignment that requires U.S. permanent residence.
Officials say the pause is needed to allow “maximum-degree vetting” and to deter applicants who Washington believes are likely to become public charges. No data were released to justify that claim, and critics note that nearly half of all family- and employment-based green-cards issued last year went to nationals of the now-suspended countries. Immigration advocates are already preparing litigation, arguing that the proclamation exceeds the President’s statutory authority and discriminates on the basis of nationality.
Amid this evolving landscape, VisaHQ’s team of visa and document specialists can guide companies and individuals through alternative pathways, monitor policy shifts, and coordinate filings at consulates that remain open. Their U.S. portal (https://www.visahq.com/united-states/) offers real-time updates and customised alerts, helping HR managers keep critical assignments on track despite sudden rule changes.
For employers, the impact is immediate: multinational companies that routinely sponsor managers or specialists for U.S. permanent residence will find major pipelines suddenly shut. HR teams should check ongoing PERM or I-140 cases for employees abroad and consider temporary-visa work-arounds (L-1, E-2, O-1) where feasible. Consular posts have confirmed that interview slots already scheduled will be cancelled; refunds will not be issued automatically.
The suspension also complicates “follow-to-join” cases for spouses and children of new permanent residents. Companies with global mobility programs should prepare for family-separation hardship requests and keep a close watch on humanitarian exceptions—similar pauses in 2017 and 2020 were eventually narrowed by court order. Finally, corporate security teams should brief travelling executives: affected nationals may face additional questioning at U.S. ports of entry even if they hold unaffected non-immigrant visas.
With the 2026 election cycle heating up, immigration is once again a flash-point issue. Whether the courts strike down or merely trim the proclamation, employers should expect months of uncertainty and should build extra lead-time into any assignment that requires U.S. permanent residence.
