Gryphon HR

Employers that hire or retain F-1 students should prepare for significant changes under DHS’s new fixed admission period rule.

Here are 5 key takeaways:
• The Form I-94 is now a critical compliance document and should be tracked alongside the I-20 and EAD.
• Day One CPT remains available, but timing and extension requirements are more complex.
• Missing extension deadlines could result in an immediate work authorization gap.
• Immigration planning should begin earlier, especially for employees using OPT, STEM OPT, or H-1B alternatives.
• Some current F-1 employees may qualify for transition relief, but employers should review each case carefully.

With the shift from Duration of Status (D/S) to fixed admission periods, proactive workforce planning and I-9 compliance are more important than ever. Employers should review internal tracking processes now to avoid disruptions.

Read more: https://wolfsdorf.com/5-things-every-employer-needs-to-know-about-the-new-f-1-d-s-rule/

5 Things Every Employer Needs to Know About the New F-1 D/S Rule - WR Immigration The Department of Homeland Security’s (DHS) new F-1 regulations represent one of the most significant changes to international student compliance in decades. While Optional Practical Training (OPT), STEM OPT, and Curricular Practical Training (CPT)—including Day One CPT—remain available, the s...

A federal district court has declined to pause USCIS’s implementation of the new Temporary Protected Status (TPS) Employment Authorization Document (EAD) cap established under H.R. 1.

For now, the TPS EAD cap remains in effect, meaning employers should continue following current USCIS guidance when verifying work authorization and completing Form I-9s. While the court granted limited relief related to the new Annual Asylum Fee, it did not stop implementation of the TPS EAD provisions.

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District Court Declines to Stay TPS EAD Cap Under H.R. 1 On Aug. 5, 2026, the U.S. District Court for the District of Massachusetts denied plaintiffs’ request to stay USCIS’s implementation of the One Big

Employers sponsoring H-1B workers should continue monitoring the ongoing litigation surrounding the $100,000 H-1B fee requirement.

Although a federal court ruled that the fee exceeded presidential authority and vacated the policy, that decision has been stayed while the government’s appeal moves forward. For now, the fee requirement remains in effect pending further court action.

The legal status of the fee is still unresolved, and organizations planning to sponsor international talent should stay in close contact with immigration counsel as the litigation continues.

This case could significantly impact future H-1B filing costs and employer sponsorship strategies, making it important to stay informed as additional rulings are issued.

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$100,000 H-1B Fee on Hold While Government’s Appeal Proceeds A federal appeals court has declined to reinstate the $100,000 fee on certain new H-1B petitions while the government appeals a lower court ruling that struck the fee down. For now, the fee remains unenforceable, and employers may begin to see affected petitions move forward.

USCIS has issued updated Form I-9 guidance following the termination of Temporary Protected Status (TPS) for Burma (Myanmar). Employers should review the updated USCIS guidance before reverifying affected employees, follow the revised expiration date instructions for Form I-9 and E-Verify, and continue monitoring USCIS for additional updates, as litigation and agency guidance may change.

Read more: https://www.uscis.gov/i-9-central/form-i-9-related-news/update-on-termination-of-temporary-protected-status-for-burma-release-july-27-2026

Update on Termination of Temporary Protected Status for Burma (Release: July 27, 2026) | USCIS This guidance supersedes the Update on Termination of TPS Burma message posted on July 17, 2026.

Colorado’s new HB26-1283 places strict limits on how employers handle government-issued IDs during employment eligibility verification. Key requirements include:

• Original IDs may only be retained for the time reasonably necessary to complete the I-9 process—and never longer than 10 hours.
• Employers must provide a written notice explaining employees’ rights during the I-9 process.
• A signed acknowledgment of that notice must be obtained and retained with employment records.
• Violations may result in civil and criminal penalties.

If your organization operates in Colorado—or uses third-party onboarding vendors—it’s a good time to review your I-9 workflows and ensure your compliance processes reflect these new requirements.

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Colorado’s New Law Imposes Strict Limits On Employer Retention Of I-9 Identification Documents On June 3, 2026, Governor Polis signed into law HB26-1283, which establishes strict restrictions on how employers may handle government-issued identification documents belonging to applicants and employees—including migrant and seasonal workers—during the employment eligibility verification (I-9...

The DHS has issued a final rule rescinding the 2022 Public Charge Rule, with the changes scheduled to take effect on 9/18/26. The rescission restores broader discretion for immigration officers when evaluating whether an applicant is likely to become a public charge, returning to a more individualized, case-by-case assessment.

This change may impact certain foreign nationals applying for visas or adjustment of status. Employers with sponsored employees or globally mobile workforces may want to stay informed and work with immigration counsel to understand how these changes could affect current or future employees.

Read more: https://ogletree.com/insights-resources/blog-posts/dhs-rescinds-2022-public-charge-rule/

DHS Rescinds 2022 Public Charge Rule On July 20, 2026, the U.S. Department of Homeland Security (DHS) issued a final rule rescinding the 2022 public charge regulation, which defined key terms and limited the benefits and factors that immigration officers could consider in public charge determinations as part of the immigration process....

The Farmersville City Council recently approved a resolution supporting the bipartisan Dignity Act, joining several Central Valley communities in urging Congress to consider comprehensive immigration reform. The proposed legislation includes provisions related to border security, work authorization, and legal status for certain undocumented individuals, though it has not been enacted into law.

Read more: https://thebusinessjournal.com/farmersville-supports-dignity-act-central-valley/

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USCIS has updated TPS placeholder expiration dates for certain beneficiaries while also revising the M-274 Handbook for Employers to reflect recent changes affecting employment authorization and Form I-9 reverification requirements. These updates may impact when employers need to reverify employees’ work authorization.

Because TPS-related guidance and litigation continue to change, employers should avoid relying on a single expiration date or announcement. Instead, review the latest USCIS guidance, verify employee-specific documentation, and ensure your I-9 processes are up to date before taking any employment action.

Staying proactive can help reduce compliance risk as the regulatory landscape continues to shift.

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Moving Target: USCIS Revises TPS Placeholder Dates While Employers Navigate New M-274 Guidance USCIS has updated temporary placeholder expiration dates for several Temporary Protected Status (TPS) beneficiary groups following Supreme Court litigation, requiring employers to review reverification calendars and Form I-9 compliance obligations. The agency's revised M-274 Handbook also reflects e...

Colorado has enacted a new law restricting employers from confiscating or retaining workers’ government-issued identification documents. The law is designed to protect employees and job applicants from coercive employment practices and applies to all workers, including migrant and seasonal employees.

Employers with operations in Colorado should review hiring, onboarding, and document handling procedures to ensure compliance before the law takes effect on Aug. 12.

Read more: https://www.globalimmigrationblog.com/2026/07/colorados-new-identity-document-law-adds-employer-compliance-obligations/

Colorado's New Identity Document Law Adds Employer Compliance Obligations Takeaways Colorado's new HB26-1283 prohibits employers from confiscating or improperly retaining government-issued identification documents, subject to

The federal government's focus on worksite enforcement appears to be intensifying.

In a recent interview, White House Border Czar Tom Homan outlined the Administration's plans to significantly expand employer-focused immigration enforcement, including:

• More Form I-9 audits
• Renewed attention to Social Security no-match letters
• Increased coordination between HSI, the Social Security Administration, Department of Labor, IRS, and DOJ
• Greater scrutiny of employers that knowingly employ unauthorized workers
• Enhanced oversight of staffing agencies and subcontractor relationships

While these comments do not change current employer compliance obligations, they signal that enforcement activity is likely to increase in the months ahead.

Now is a good time for employers to review their Form I-9 processes, evaluate internal audit procedures, and ensure contractor and vendor compliance practices are well documented. Taking proactive steps today can help reduce risk if your organization is selected for an audit or investigation.

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Border Czar Homan Signals Major Increase in Employer-Focused Immigration Enforcement | JD Supra Ann Lee by Ann Lee In an interview with the Center for Immigration Studies, White House Border Czar Tom Homan provided insight on July 16, 2026 into...