U.S. Citizenship and Immigration Services (USCIS) confirmed late on 17 February that it has already received enough petitions to exhaust the first supplemental tranche of H-2B visas for Fiscal Year 2026—18,490 numbers reserved for **returning workers whose employment is slated to begin between 1 January and 31 March 2026**. Employers were able to file for this allocation between 2 and 6 February; because demand far out-stripped supply, the agency ran a computer-generated lottery on 13 February and has begun issuing receipt notices and rejections accordingly.(timesofindia.indiatimes.com)
The swift exhaustion underscores how heavily U.S. seasonal industries—landscaping, hospitality, seafood processing, ski resorts and construction—rely on the H-2B route. Although Congress sets a statutory cap of 66,000 visas a year, a temporary final rule published on 30 January added **64,716 extra visas** for FY 2026, divided into three allocations. The first is now gone; the second (27,736 visas for 1–30 April start dates) will open 15 days after USCIS announces that the regular cap for the “second half” of FY 2026 has been reached, while the third (18,490 visas for 1 May–30 September start dates) opens 45 days after that announcement.(timesofindia.indiatimes.com)
![USCIS Hits Supplemental H-2B Cap for Early FY 2026 Start Dates]()
VisaHQ’s seasoned specialists can streamline the paperwork and timing challenges associated with H-2B filings. Through its online platform (https://www.visahq.com/united-states/), the firm offers document checklists, deadline tracking and on-call guidance—tools that help employers submit error-free petitions during the narrow filing windows.
For corporate mobility managers, timing is critical. Petitions must be accompanied by a DOL‐approved temporary labor certification and evidence that the worker held H-2B status in FY 2023, 2024 or 2025 (for the first two allocations). Petitions filed outside the narrow windows—or still pending on 1 October 2026—will be denied. Companies that missed out should map staffing gaps now and be ready the moment the second window opens.
Practically, employers should also prepare for heightened scrutiny. USCIS has indicated it will closely police “nominal employers” and will deny any petition that appears to hide a labor‐brokering arrangement. Businesses are therefore advised to tighten third-party contracts and keep comprehensive recruitment records in case of audit.
The swift exhaustion underscores how heavily U.S. seasonal industries—landscaping, hospitality, seafood processing, ski resorts and construction—rely on the H-2B route. Although Congress sets a statutory cap of 66,000 visas a year, a temporary final rule published on 30 January added **64,716 extra visas** for FY 2026, divided into three allocations. The first is now gone; the second (27,736 visas for 1–30 April start dates) will open 15 days after USCIS announces that the regular cap for the “second half” of FY 2026 has been reached, while the third (18,490 visas for 1 May–30 September start dates) opens 45 days after that announcement.(timesofindia.indiatimes.com)
VisaHQ’s seasoned specialists can streamline the paperwork and timing challenges associated with H-2B filings. Through its online platform (https://www.visahq.com/united-states/), the firm offers document checklists, deadline tracking and on-call guidance—tools that help employers submit error-free petitions during the narrow filing windows.
For corporate mobility managers, timing is critical. Petitions must be accompanied by a DOL‐approved temporary labor certification and evidence that the worker held H-2B status in FY 2023, 2024 or 2025 (for the first two allocations). Petitions filed outside the narrow windows—or still pending on 1 October 2026—will be denied. Companies that missed out should map staffing gaps now and be ready the moment the second window opens.
Practically, employers should also prepare for heightened scrutiny. USCIS has indicated it will closely police “nominal employers” and will deny any petition that appears to hide a labor‐brokering arrangement. Businesses are therefore advised to tighten third-party contracts and keep comprehensive recruitment records in case of audit.
