According to the U.S. Bureau of Labor Statistics, during the COVID-19 pandemic, approximately 34 percent of private-sector employers expanded remote-work options for workers. Approximately 60 percent of those organizations intend to keep those policies in place going forward.

This may be good news for many employees, but for employers it brings added complications to the complex immigration processes they must undertake to sponsor foreign workers for temporary and permanent employment.

Remote Work Implications for H-1B Workers. The most common non-immigrant visa type is the H-1B visa which allows U.S. employers to hire foreign workers for specialty positions that require a bachelor’s degree or equivalent at a minimum. H-1B visas are numerically limited with a current annual statutory cap of 65,000 plus another 20,000 for foreign professionals who graduate with a U.S. master’s degree or doctorate. Beyond the annual numerical limitation that results in a lottery for coveted H-1B visa spots each year, the H-1B category is also the most restrictive in terms of worksite location.

H-1B workers are permitted to work only at the location(s) listed in the H-1B sponsorship petition filed by their employer. This is largely due to the associated Labor Condition Application (LCA) and prevailing wage requirements designed to prevent wage discrimination of foreign workers. The prevailing wage rate is defined as the average wage paid to similarly employed workers in the requested occupation in the area of intended employment.

Financial Implications for Employers. In the new remote work world, to maintain compliance with H-1B regulations and LCA posting requirements, employers should consider including the employee’s home address and normal employer worksite address in the H-1B petition if employees are permitted to work from home all or part of the time. In addition, employers should be aware that changes in an employee’s home location when working remotely, could have significant financial implications for the employer. An H-1B worker must be paid the higher of the prevailing wage rate of the multiple worksite locations or the offered rate for the role, whichever is higher. If an employer headquartered in Richmond, Virginia allows its employees to work remotely and one of its H-1B employees relocates to San Francisco, California, not only will an H-1B amendment petition be required resulting in additional legal and government filing fees, the wage the employee must be paid is also likely to substantially increase based on higher prevailing wage rates for San Francisco, California.

Remote Work Implications for the Green Card process. The explosion of remote and hybrid working arrangements spawned by the COVID-19 pandemic has also impacted the employment based Green Card process. In the new era of remote work, how to reflect the employee’s work location on the PERM labor certification application, and where to base recruitment efforts has been an area of increased confusion and uncertainty.

Having gone to a remote work model during the pandemic, some employers have reduced office space with flexible hours, or given up physical space altogether in favor of a fully remote work model. Employees are being hired into fully remote roles, and some employers have now set policies regarding which states in the U.S. they can hire fully remote workers from based on myriad tax and business-related concerns. This all adds complexity to determining how to reflect the employee’s work location on the PERM labor certification application and where to conduct the required test of the U.S. labor market.

As a result of the increased urgency and prevalence of these issues, on July 20, 2022, the U .S. Department of Labor’s Office of Foreign Labor Certification (“OFLC”) confirmed to the American Immigration Lawyers Association (“AILA”) that in situations where the employer permits remote work or telecommuting, recruitment should be conducted using the employer’s headquarters as the job location even if the remote work location is in another state. The DOL provided additional guidance regarding where and how to reflect the telecommuting benefit in the PERM application and its underlying prevailing wage request.