What you missed in Immigration: Scrutiny, Shortages & Shifting Talent Pipelines

Your weekly roundup of the biggest immigration developments

If you missed last week’s updates, you’re not alone. Policy proposals, enforcement surges, and new data across the talent landscape all dropped at once. Here’s everything employers should know, and why it matters for long-term workforce planning.

🏛️ Federal Government Proposes Major Changes to the Public Charge Rule

Federal agencies have proposed a new version of the public charge regulation one that would broaden which government benefits count against immigrants applying for green cards and certain visas. The rule would now include programs like SNAP and Medicare when evaluating whether an applicant may become a “public charge.” The proposal will soon enter a formal public comment period in the Federal Register.

The PERM Takeaway:

Expanding public charge criteria could create chilling effects among foreign nationals who fear jeopardizing their immigration paths. Employers sponsoring PERM cases should be prepared for more questions, more caution, and more need for clarity from employees navigating the long road to permanent residency. Expect processing anxiety to rise and communication from HR and legal teams to become even more critical.

---

💼 Big Tech Dominates 2025 H-1B Approvals

According to new USCIS data, Amazon, Meta, Microsoft, and Google claimed the top four spots for approved H-1B petitions in FY 2025, with Apple coming in sixth. Meanwhile, Indian-based consulting firms once heavy users of the program saw significant drops, with only three appearing in the top 25 employers. The data also highlights a growing pipeline issue: 70% of graduate students in AI-related computer science programs are international students.

The PERM Takeaway:

Tech firms continue to rely heavily on global talent and pipeline shifts mean PERM is becoming more essential than ever for long-term retention. With fewer H-1B approvals going to traditional outsourcing companies, direct employers may face increased competition for highly skilled workers. For employers in STEM fields, strategic PERM onboarding early in the employment cycle is no longer optional it’s a competitive advantage.

---

🔍 Federal Agencies Increase Scrutiny of Work Visas & Green Cards

Immigration adjudications are tightening across the board. Attorneys report:

• More denials

• Enhanced vetting of credentials and work plans

• Social media reviews

• Expanded border searches

• More workplace site visits

Doctors, engineers, professors, and other skilled professionals are experiencing more intense questioning and longer processing timelines.

The PERM Takeaway:

This is a major signal: the era of “standard vetting” is over. Employers should expect:

• More Requests for Evidence (RFEs)

• More site visits

• More pressure to demonstrate real, well-documented recruitment efforts. 

Strengthening your PERM process now from job descriptions to audit files will help prevent delays or denials in an increasingly skeptical adjudication environment.

---

🎓 International Student Enrollment Drops 17%

U.S. colleges and universities reported a 17% decline in new international student enrollment for Fall 2025 — the steepest non-pandemic drop in more than a decade. Graduate enrollment is down 12%, overall international enrollment down 1%, while undergraduate numbers rose slightly. More than half of the 825 institutions surveyed saw declines, partly tied to visa processing changes and delays.

The PERM Takeaway:

A shrinking international student pipeline means fewer future H-1B candidates and tighter labor availability in STEM and advanced research fields, especially AI and engineering. Universities are the start of the U.S. talent funnel and when fewer students enter, fewer skilled workers remain. Employers should anticipate long-term workforce shortages and consider expanding early PERM sponsorship strategies to secure talent before the market tightens further.

---

✅ Final Thoughts

Last week’s updates illustrate a clear trend: scrutiny is up, talent pipelines are tightening, and policy uncertainty remains high. For employers navigating PERM and workforce immigration, the winning strategy is simple: Stay informed, stay compliant, and start long-term sponsorship earlier than ever.