In a little-noticed memo dated February 18 and released publicly on February 25, the Department of Homeland Security instructed Immigration and Customs Enforcement officers to “arrest and detain” refugees who have not adjusted to lawful-permanent-resident status within twelve months of admission. The new “detain-and-inspect” protocol overrides a 2010 policy that explicitly barred detention for paperwork lapses. (nationaltoday.com)
Refugees are already subject to one of the most rigorous vetting regimes in the immigration system; under the change they must now report for a second round of screening after one year in the United States. Advocacy groups such as HIAS and AfghanEvac condemn the rule as a “reckless reversal” that could see thousands of legally admitted individuals jailed while awaiting green-card processing. DHS argues the step simply “aligns post-admission vetting with other applicants” and promotes public safety. (nationaltoday.com)
![Trump Administration Gives ICE New Power to Detain Legal Refugees Awaiting Green Cards]()
Employers struggling to keep pace with shifting immigration rules can turn to VisaHQ for real-time filing calendars, document checklists, and concierge processing services for dozens of U.S. visa categories. While refugee adjustment-of-status petitions must be filed directly with USCIS, VisaHQ’s platform helps HR teams and affected workers manage related travel-document renewals—such as refugee travel documents or advance parole—so deadlines aren’t missed and trips remain uninterrupted. Learn more at https://www.visahq.com/united-states/
Practically, the directive complicates workforce planning for employers that recruit through refugee-resettlement pipelines. HR teams must verify that refugee employees file their I-485 adjustment applications promptly and keep proof of receipt on file; failure could expose staff to sudden detention and create labor-shortage headaches. Mobility managers should counsel affected employees to retain immigration counsel and carry certified copies of status documents when traveling domestically.
Legal challenges are already underway. A federal judge in Minnesota recently blocked arrests under a similar regional ICE surge, suggesting courts may view the nationwide policy skeptically. Until injunctions arrive, companies should prepare contingency plans, including paid leave and legal-fee support, for refugee employees caught in ICE sweeps.
Refugees are already subject to one of the most rigorous vetting regimes in the immigration system; under the change they must now report for a second round of screening after one year in the United States. Advocacy groups such as HIAS and AfghanEvac condemn the rule as a “reckless reversal” that could see thousands of legally admitted individuals jailed while awaiting green-card processing. DHS argues the step simply “aligns post-admission vetting with other applicants” and promotes public safety. (nationaltoday.com)
Employers struggling to keep pace with shifting immigration rules can turn to VisaHQ for real-time filing calendars, document checklists, and concierge processing services for dozens of U.S. visa categories. While refugee adjustment-of-status petitions must be filed directly with USCIS, VisaHQ’s platform helps HR teams and affected workers manage related travel-document renewals—such as refugee travel documents or advance parole—so deadlines aren’t missed and trips remain uninterrupted. Learn more at https://www.visahq.com/united-states/
Practically, the directive complicates workforce planning for employers that recruit through refugee-resettlement pipelines. HR teams must verify that refugee employees file their I-485 adjustment applications promptly and keep proof of receipt on file; failure could expose staff to sudden detention and create labor-shortage headaches. Mobility managers should counsel affected employees to retain immigration counsel and carry certified copies of status documents when traveling domestically.
Legal challenges are already underway. A federal judge in Minnesota recently blocked arrests under a similar regional ICE surge, suggesting courts may view the nationwide policy skeptically. Until injunctions arrive, companies should prepare contingency plans, including paid leave and legal-fee support, for refugee employees caught in ICE sweeps.
