In a surprise move late on 22 January 2026, the U.S. Department of State instructed all consular posts to stop issuing immigrant (permanent-resident) visas to nationals of 75 countries that the Department says present a heightened risk of becoming a financial burden on the United States. The internal cable, later posted to the Center for Workplace Compliance site, makes clear that the pause is already in force as of 21 January and will remain “until further notice.” (cwc.org)
Although the policy technically applies to family-, employment- and diversity-based green-card cases processed abroad, it does not affect non-immigrant classifications such as H-1B, L-1, E-1/2, O-1, F-1 or J-1. Applicants who were scheduled for immigrant-visa interviews may still appear, but consular officers have been told to refuse issuance pending additional “public-charge” guidance. Previously issued but un-used immigrant visas remain valid, and adjustment-of-status processing inside the United States is unaffected.
VisaHQ’s online platform can assist employers and foreign nationals navigating this sudden shift. From helping extend H-1B or L-1 status to supplying up-to-date checklists for short-term business or visitor visas, VisaHQ streamlines the process and keeps users informed of rapidly changing requirements. Explore available services at https://www.visahq.com/united-states/.
![State Department Halts Immigrant Visa Issuance for 75 Countries, Citing Potential “Public-Charge” Risk]()
For U.S. employers, the immediate impact is on assignees and new hires who planned to complete green-card processing overseas—often to avoid long domestic backlogs. Mobility managers should identify employees from the 75 countries who are at the National Visa Center or awaiting consular appointments and consider (1) filing or converting to adjustment of status in the United States, or (2) extending temporary work status until the pause is lifted. Because the rule does not stop non-immigrant visa issuance, companies may still rely on H-1B or L-1 extensions and amendments to bridge the gap.
Immigration attorneys are already questioning whether the blanket suspension exceeds executive authority. Several advocacy groups said they are preparing litigation, arguing that the policy revives elements of the “public-charge” rule struck down by multiple courts in 2020-21. If lawsuits proceed, mobility teams should brace for possible injunctions, rapid policy shifts and renewed uncertainty similar to the 2017 travel-ban era.
Practically, employers should communicate the pause to recruiters, HR business partners and impacted foreign nationals; update start-date projections; and revisit travel-risk matrices. Because the list spans much of Latin America, Africa and parts of Asia—including major talent markets such as Brazil, Nigeria, Pakistan and Russia—the ripple effects will be felt across multiple industries.
Finally, the action underscores a broader trend: since early 2025 the Biden administration has embraced a more selective permanent-immigration policy while expanding some temporary work-visa channels. Companies that rely heavily on global talent need to monitor these shifts closely, ensure compliance, and build redundancy into assignment planning.
Although the policy technically applies to family-, employment- and diversity-based green-card cases processed abroad, it does not affect non-immigrant classifications such as H-1B, L-1, E-1/2, O-1, F-1 or J-1. Applicants who were scheduled for immigrant-visa interviews may still appear, but consular officers have been told to refuse issuance pending additional “public-charge” guidance. Previously issued but un-used immigrant visas remain valid, and adjustment-of-status processing inside the United States is unaffected.
VisaHQ’s online platform can assist employers and foreign nationals navigating this sudden shift. From helping extend H-1B or L-1 status to supplying up-to-date checklists for short-term business or visitor visas, VisaHQ streamlines the process and keeps users informed of rapidly changing requirements. Explore available services at https://www.visahq.com/united-states/.
For U.S. employers, the immediate impact is on assignees and new hires who planned to complete green-card processing overseas—often to avoid long domestic backlogs. Mobility managers should identify employees from the 75 countries who are at the National Visa Center or awaiting consular appointments and consider (1) filing or converting to adjustment of status in the United States, or (2) extending temporary work status until the pause is lifted. Because the rule does not stop non-immigrant visa issuance, companies may still rely on H-1B or L-1 extensions and amendments to bridge the gap.
Immigration attorneys are already questioning whether the blanket suspension exceeds executive authority. Several advocacy groups said they are preparing litigation, arguing that the policy revives elements of the “public-charge” rule struck down by multiple courts in 2020-21. If lawsuits proceed, mobility teams should brace for possible injunctions, rapid policy shifts and renewed uncertainty similar to the 2017 travel-ban era.
Practically, employers should communicate the pause to recruiters, HR business partners and impacted foreign nationals; update start-date projections; and revisit travel-risk matrices. Because the list spans much of Latin America, Africa and parts of Asia—including major talent markets such as Brazil, Nigeria, Pakistan and Russia—the ripple effects will be felt across multiple industries.
Finally, the action underscores a broader trend: since early 2025 the Biden administration has embraced a more selective permanent-immigration policy while expanding some temporary work-visa channels. Companies that rely heavily on global talent need to monitor these shifts closely, ensure compliance, and build redundancy into assignment planning.
