H-1B Visa Policy Update: What It Means for Engineering & Infrastructure Recruitment

Key Takeaways for Engineering, Infrastructure & Energy Hiring Managers 

• A $100,000 fee now applies to most new H-1B visa applications submitted from outside the U.S. starting September 21, 2025. 
• Renewals and current visa holders are exempt from the fee. 
• Existing H-1B holders and renewals are exempt. 
• Engineering and infrastructure firms may face increased hiring costs and reduced access to global talent. 
• Further rulemaking and legal challenges are expected. 
• Hiring managers should reassess visa strategy, strengthen domestic pipelines, and monitor rulemaking.

 

What is the New H-1B Visa Policy? 

On September 19, 2025, the Trump administration introduced a $100,000 fee for new H-1B visa applications submitted by individuals outside the United States. The fee is expected to apply for one year, starting from September 21, 2025. Existing visa holders and renewals are not subject to the fee. 

The announcement also signals potential changes to prevailing wage levels and a shift toward prioritizing higher-paid, higher-skilled applicants. These developments could reshape how engineering and infrastructure firms approach international hiring. 

For official updates, visit USCIS. 

 

What This Means for Talent Acquisition in Engineering, Infrastructure & Energy 

Global talent plays a critical role in delivering complex engineering and infrastructure projects. The introduction of a $100,000 H-1B visa fee may significantly increase the cost of hiring overseas professionals, particularly for mid-level and technical roles. This could lead to delays in onboarding, disrupt project timelines, and reduce flexibility in global mobility strategies. 

Firms may also need to reassess their relationships with third-party vendors and consultancies that rely on H-1B staffing to deliver engineering services. In some cases, project delivery could be impacted by staffing delays or increased operational costs. 

For guidance on building high-performing engineering teams, visit our Business Solutions. 

 

What to Monitor 

As the H-1B visa policy continues to evolve, hiring managers in engineering and infrastructure should stay informed about how the $100,000 fee will be implemented. This includes understanding the administrative processes involved, how exemptions may be evaluated for certain roles, and whether changes to prevailing wage levels will affect salary expectations for H-1B-eligible positions. 

For ongoing commentary and updates, refer to the National Law Review. 

 

Strategic Considerations for Hiring Managers 

For hiring managers in energy and infrastructure, the introduction of the $100,000 H-1B visa fee adds a new layer of complexity to international recruitment. Roles that have traditionally relied on overseas talent may now face longer lead times and increased costs. 

Strategic workforce planning is essential. Reviewing upcoming hiring needs and identifying roles that may be impacted by the fee allows teams to adjust timelines and budgets accordingly. Where international mobility is less viable, firms are turning to talent already based in the U.S. or exploring internal mobility across global offices to maintain project delivery. 

There is also a renewed focus on domestic talent development. Expanding technical training programs, building partnerships with universities, and investing in apprenticeships are helping organizations strengthen local pipelines and reduce dependency on international hires. 

While the full scope of the policy is still unfolding, stay informed through official government sources including U.S. Citizenship and Immigration Services and White House and government agencies such as Department of State and Department of Labor.   

For support in adapting your recruitment strategy or accessing specialized talent across the energy & infrastructure environment, visit our Business Solutions or explore our latest Industry Insights. 

 

Conclusion 

The introduction of the $100,000 H-1B visa fee marks a pivotal shift in how engineering and infrastructure firms approach international hiring. While the full scope of the policy is still unfolding, its potential impact on cost, mobility, and access to global talent is clear. By reassessing workforce strategies, investing in domestic talent development, and staying informed through trusted sources, hiring managers can position their organizations to navigate change with confidence.