U.S. Citizenship and Immigration Services (USCIS) has published the key dates and procedures for employers seeking H-1B visas in fiscal year 2027. The agency will open the electronic registration portal at noon Eastern on March 4 and will close it at noon on March 19, 2026. Each registration will require the same US$215 fee that applied last year, and employers (or their authorized attorneys) must file through a new “organizational” myUSCIS account rather than individual accounts. USCIS expects to release lottery results by March 31 so that selected petitioners can prepare full filings in April. (natlawreview.com)
For the first time, selections will be made under DHS’s wage-weighted system that takes effect on February 27, 2026. Registrations will be assigned weights based on the Department of Labor wage level offered for the position; the higher the wage tier, the greater the chance of selection. The change applies to both the regular 65,000-visa cap and the 20,000 advanced-degree exemption. DHS argues that prioritizing higher wages will deter “low-ball” filings and better align with congressional intent to protect the U.S. labor market. (immigrationoptions.com)
Practically, employers will need to gather wage-level data early—often by obtaining a certified Labor Condition Application—so that each registration is coded correctly. Immigration counsel are advising multinational companies to audit wage bands, especially for entry-level STEM roles that may now rank lower in the lottery.
![USCIS Sets March 4–19 Registration Window and Confirms Wage-Weighted Lottery for FY 2027 H-1B Cap]()
VisaHQ’s team of immigration specialists can streamline this preparatory phase for employers; through our online platform (https://www.visahq.com/united-states/) we help companies validate prevailing wage levels, assemble required documentation, and track submission deadlines for H-1B and other U.S. work visas.
Companies with large 2025 layoffs should also review the “more-likely-than-not” placement attestations that accompany organizational accounts. USCIS has indicated that it will scrutinize duplicate registrations and questionable job offers more aggressively this year, warning that fraudulent submissions could lead to denial of all associated petitions and potential criminal referral.
For foreign talent, the new system is likely to favor applicants in metropolitan tech hubs where prevailing wages skew higher, while disadvantaging early-career workers in lower-cost regions. Employers that rely on international graduates through Optional Practical Training (OPT) may need to budget for higher wages—or consider alternative classifications (L-1, O-1, E-2, TN) if candidates are not selected. USCIS said it will continue to monitor outcomes and “may adjust weighting factors” for the FY 2028 cap season.
For the first time, selections will be made under DHS’s wage-weighted system that takes effect on February 27, 2026. Registrations will be assigned weights based on the Department of Labor wage level offered for the position; the higher the wage tier, the greater the chance of selection. The change applies to both the regular 65,000-visa cap and the 20,000 advanced-degree exemption. DHS argues that prioritizing higher wages will deter “low-ball” filings and better align with congressional intent to protect the U.S. labor market. (immigrationoptions.com)
Practically, employers will need to gather wage-level data early—often by obtaining a certified Labor Condition Application—so that each registration is coded correctly. Immigration counsel are advising multinational companies to audit wage bands, especially for entry-level STEM roles that may now rank lower in the lottery.
VisaHQ’s team of immigration specialists can streamline this preparatory phase for employers; through our online platform (https://www.visahq.com/united-states/) we help companies validate prevailing wage levels, assemble required documentation, and track submission deadlines for H-1B and other U.S. work visas.
Companies with large 2025 layoffs should also review the “more-likely-than-not” placement attestations that accompany organizational accounts. USCIS has indicated that it will scrutinize duplicate registrations and questionable job offers more aggressively this year, warning that fraudulent submissions could lead to denial of all associated petitions and potential criminal referral.
For foreign talent, the new system is likely to favor applicants in metropolitan tech hubs where prevailing wages skew higher, while disadvantaging early-career workers in lower-cost regions. Employers that rely on international graduates through Optional Practical Training (OPT) may need to budget for higher wages—or consider alternative classifications (L-1, O-1, E-2, TN) if candidates are not selected. USCIS said it will continue to monitor outcomes and “may adjust weighting factors” for the FY 2028 cap season.
