Late on March 27 the U.S. Department of State (DOS) published the April 2026 Visa Bulletin, providing the cut-off dates that determine when foreign nationals in the employment- and family-based preference categories can file for adjustment of status or receive immigrant visas. While most categories remain static, two notable movements will interest corporate mobility managers: EB-2 India advances six weeks to 15 July 2014 and EB-3 China progresses two months to 15 June 2021. EB-1 worldwide remains "current," but EB-1 India and China hold at 1 April 2023. Although the gains are incremental, they allow a new cohort of Indian IT managers and Chinese engineers—many of whom have lived and worked in the United States for a decade on temporary visas—to proceed with the final step of the green-card process.
![State Department Releases April 2026 Visa Bulletin: Employment-Based Dates Advance Modestly for India and China]()
For employers and individual applicants who could use extra help navigating the shifting Visa Bulletin, VisaHQ’s online platform streamlines document collection, appointment scheduling, and real-time status tracking for all U.S. immigrant and non-immigrant categories. HR teams can explore these resources at https://www.visahq.com/united-states/ and off-load much of the administrative burden while keeping employees informed of every milestone.
That in turn enables dependent spouses to apply for unrestricted employment authorization and gives employers flexibility to place assignees on long-term domestic projects without repeated visa extensions. The bulletin also reconfirms that the family-based F-2A category (spouses and children of permanent residents) is "current" for the Dates-for-Filing chart, meaning applicants can submit documentation immediately even if final-action numbers are not yet available. Multinational companies that rely on L-1 or E-2 transferees often use family-based avenues to secure permanent residence for dependents; the current status therefore shortens planning timelines. USCIS is expected to announce within days whether it will accept employment-based adjustment filings based on the bulletin’s Dates-for-Filing chart or the stricter Final-Action chart. Attorneys advise employers to gather medical examinations and refreshed support letters now so they can file in the short window that often opens at the start of a new fiscal quarter. Practically, HR teams should update immigration dashboards and communicate eligibility changes to affected employees. Given that premium-processing upgrades do not accelerate visa-number availability, organizations may wish to redirect budget toward retention bonuses or green-card legal fees for priority workers whose dates remain retrogressed.
For employers and individual applicants who could use extra help navigating the shifting Visa Bulletin, VisaHQ’s online platform streamlines document collection, appointment scheduling, and real-time status tracking for all U.S. immigrant and non-immigrant categories. HR teams can explore these resources at https://www.visahq.com/united-states/ and off-load much of the administrative burden while keeping employees informed of every milestone.
That in turn enables dependent spouses to apply for unrestricted employment authorization and gives employers flexibility to place assignees on long-term domestic projects without repeated visa extensions. The bulletin also reconfirms that the family-based F-2A category (spouses and children of permanent residents) is "current" for the Dates-for-Filing chart, meaning applicants can submit documentation immediately even if final-action numbers are not yet available. Multinational companies that rely on L-1 or E-2 transferees often use family-based avenues to secure permanent residence for dependents; the current status therefore shortens planning timelines. USCIS is expected to announce within days whether it will accept employment-based adjustment filings based on the bulletin’s Dates-for-Filing chart or the stricter Final-Action chart. Attorneys advise employers to gather medical examinations and refreshed support letters now so they can file in the short window that often opens at the start of a new fiscal quarter. Practically, HR teams should update immigration dashboards and communicate eligibility changes to affected employees. Given that premium-processing upgrades do not accelerate visa-number availability, organizations may wish to redirect budget toward retention bonuses or green-card legal fees for priority workers whose dates remain retrogressed.
