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Read MoreH-1B Visa Denied?
Discover the Visa Options USCIS Still Accepts
H-1B Visa Denied?
Discover the Visa Options USCIS Still Accepts
Yasin Bilgehan Akalan
Attorney at Law
Immigration Law Expert – Akalan Law Firm
Has a heavy shadow fallen over your immigration journey? The moment you opened that letter from USCIS, you weren’t just touching an envelope, you were touching the dreams, plans, and months of effort you had invested. In that moment, an indescribable silence forms inside a person; a moment when hope and disappointment blend together and time seems to stop.
A denial decision is not just an administrative outcome; it is a profound shock that disrupts the rhythm of your professional life and pushes your future into uncertainty. It can overturn everything, from work performance to motivation, from communication with your employer to personal life plans. Sometimes, even before the result arrives, the fear settles inside you and shapes your every step, making you wonder how to protect your status and whether your employer sponsorship can still support your next move.
But amid this emotional storm, there is a crucial truth that must not be forgotten: An H-1B denial is not the end of your career; with the right strategy, strengthened by legal guidance, professional support, and truly personalized support, it can become the doorway to new opportunities and a renewed sense of career resilience.
Knowing the most common reasons clearly provides a strong foundation for reapplying.
USCIS wants to clearly see the relationship between the job description and the degree, especially in an H-1B petition, where demonstrating that the position qualifies as a specialty occupation is essential. The H-1B visa allows U.S. employers to temporarily hire foreign workers in specialty occupations that require a bachelor’s degree or equivalent. To qualify for an H-1B visa, the job must typically require at least a bachelor’s degree in a specific field or equivalent education and experience. The foreign national must hold a bachelor’s degree or higher in a related field, and if the degree was obtained outside the U.S., a foreign degree equivalency evaluation may be necessary. The H-1B visa is subject to an annual cap of 65,000 visas, with an additional 20,000 visas available for individuals with a U.S. master’s degree or higher. Evidence of advanced degrees, such as a master’s degree, can further strengthen the case by demonstrating the specialized knowledge required for the position.
If the technical depth of the role or the educational requirements is not emphasized clearly enough, even a strong H-1B visa case may face challenges. In many situations, applicants assume USCIS will infer the connection, but without detailed evidence, the agency may conclude that the requirements do not meet the regulatory standards for H-1B visas. This is often the point where an immigration attorney becomes invaluable, ensuring the documentation fully reflects the professional complexity of the role and avoids a denial rooted not in the nature of the job, but in how it was presented.
“The director denied the petition, finding that the petitioner failed to establish: (1) that the proffered position qualifies as a specialty occupation in accordance with the applicable statutory and regulatory provisions; and (2) that the beneficiary is qualified to perform services in the specialty occupation.” (USCIS, 2014a)
Small companies sometimes fail to demonstrate sufficient employer sponsorship, especially if they lack a clear record of past sponsorship programs or detailed documentation showing their ability to support an H-1B employee. To apply for an H-1B visa, the employer must file a Labor Condition Application (LCA) with the Department of Labor before submitting the H-1B petition. The applicant must also have a valid job offer from a U.S. employer in a specialty occupation to be eligible for an H-1B visa. Financial statements, team structure, or workplace verification may appear weak to USCIS, creating doubt about whether the organization can sustain the role. In such cases, early legal guidance and professional support, often through an experienced immigration attorney, can help the employer prepare stronger evidence and present a more credible sponsorship profile, including documentation of a valid job offer.
“In the Form I-129 (Petition for a Nonimmigrant Worker) the petitioner describes itself as a retail business which was established in 2007 and employs three people. In order to employ the beneficiary in a position to which the petitioner assigned the job title “Accountant,” the petitioner seeks to classify her as a nonimmigrant worker in an H-1B specialty occupation pursuant …
The director denied the petition, concluding that the petitioner failed to establish that the proffered position qualifies as a specialty occupation in accordance with the applicable statutory and regulatory provisions.” (USCIS, 2014b).
This decision treats the “small employer” factor not as an automatic ground for denial, but as a circumstance that raises doubts regarding the expertise level of the position and the genuine need for the job. This aligns both with legal reality and the approach of the AAO (Administrative Appeals Office – an independent review/appeals unit operating within USCIS).
L1 VISA vs H1B is no longer just a comparison — it defines the new reality for thousands of foreign professionals navigating the shifting landscape of U.S. immigration policy.
Offers below the prevailing wage, also known as the required wage, are among the quickest paths to denial by USCIS, because the wage level serves as a clear indicator of the expertise required for the role. When the salary listed in the Labor Condition Application (LCA) does not align with the appropriate wage level, USCIS may conclude that the position does not truly reflect the complexity or responsibility described. Many employers underestimate how critical this step is, often overlooking the nuances of prevailing wage determination or misunderstanding what the prevailing wage actually means. Even when the labor condition application form is submitted correctly, any inconsistency between the job’s demands and the wage level can lead to scrutiny and ultimately a denial.
Employers must pay H-1B workers at least the prevailing wage for the occupation in the geographic area where the job is located, and this wage is determined by the Department of Labor. Failure to meet the prevailing wage requirement can result in H-1B visa petition denials.
“the beneficiary would earn a wage of $19.46 per hour. The director approved the petition on May 10, 2011…(USCIS, 2013a, p. 2)
Specifically, the director found that the petitioner failed to pay the beneficiary the wage specified on the Form 1-129 and Labor Condition Application (LCA). (USCIS, 2013a, p. 4)
Many petitions are denied simply because strong supporting documents and additional evidence are not provided after a Request for Evidence (RFE). When a USCIS request for evidence goes unanswered fully or accurately, the agency often assumes the petitioner cannot meet the requirements. Even a small gap in documentation can become a decisive factor, which is why guidance from an experienced immigration attorney can be critical in preparing a thorough, timely response.
When responding to a Request for Evidence (RFE), it is important to review the entire petition package and address the specific concerns raised by immigration authorities. Addressing the reasons for a denial or RFE is crucial for improving the chances of success in a subsequent application or appeal.
“The director further stated that the “untimely appeal” would not be sent to the AAO because the petitioner did not submit sufficient reason or any evidence to …” (USCIS, 2013b).
No matter what the reason is, the outcome feels the same: stress, uncertainty, and the heavy question, “Is my career in the U.S. coming to an end?” Yet this moment is not the final chapter; it is only the first stage. What comes next depends entirely on your strategy and how you choose to move forward.
Have the denial notice reviewed by an experienced immigration attorney who can provide an honest assessment and clear, structured legal guidance. Identifying exactly which USCIS criterion was not met is crucial, because this analysis becomes the foundation of your new or revised H-1B petition. Understanding the specific reasons for an H-1B visa denial can help in formulating a stronger case for an appeal or reapplication. A prior visa denial does not automatically prevent you from pursuing an H-1B visa, but it requires careful attention to your immigration history. At Akalan Law Firm, we help clients understand the reasons for denial and guide them through the next steps. In many cases, the issue is not the job itself but how the evidence was presented, and with the right corrections, the deficiency can be successfully addressed.
In this phase of your immigration journey, your priority is to protect your status and prevent any gaps that could jeopardize your future options. If you are on OPT or STEM OPT, carefully evaluate whether you have remaining time or a grace period you can rely on while planning your next steps. You may also consider roles at cap-exempt institutions, universities, nonprofit research organizations, or government research centers, which can allow you to continue working without waiting for the H-1B cap.
It is important to note that past immigration issues or criminal charges can affect H-1B planning and require careful legal analysis, as these complications may impact your eligibility and approval.
For some individuals, visa alternatives such as the O-1 visa or L1 visa can provide a strong pathway forward, depending on your accomplishments, experience, and employer structure. If you have dependents, certain spouses (such as those on H-4 visas) may be eligible to apply for work authorization, which can be crucial for family reunification and maintaining employment rights during the visa process. Exploring these options strategically can keep your career moving without interruption.
If you are moving forward with reapplication, begin by strengthening the foundations of your case. If you plan to remain with the same employer, consider restructuring the job description or adjusting the wage level to better reflect the role’s complexity. If you are thinking about changing employers, you may take advantage of H-1B portability rules, allowing a new employer to file a petition while you maintain valid H-1B status. When you change employers, select a company with a solid employer sponsorship record and well-established sponsorship programs, as this can significantly improve the strength of your petition. In some situations, reframing the position more clearly under the specialty occupation standard, with a focus on specialized knowledge and detailed job duties, is enough to shift the outcome in your favor.
The H-1B visa application process begins with a U.S. employer sponsoring an applicant and petitioning the USCIS. Early preparation is crucial, especially with the upcoming fiscal year and the H-1B registration period, which opens in early March each fiscal year. If the number of registrations exceeds the statutory cap, USCIS conducts a random selection process. Selected applicants are notified and have 90 days to file their full visa applications starting April 1. The H-1B visa is initially granted for three years, with the possibility of extending it for another three years, totaling a maximum stay of six years. If the petition is approved, the foreign worker can update their status if already in the U.S. or obtain the H-1B at a U.S. embassy. Throughout the process, having a valid passport and demonstrating highly specialized knowledge are essential.
Ensuring compliance with all regulatory requirements is critical. Employers must provide detailed job duties and demonstrate that the position requires specialized knowledge. The employer must also show sufficient control over the H-1B worker, including supervision and hiring, to meet USCIS standards and avoid penalties.
The critical point here is this: Do not panic. The 60-day grace period gives you the breathing room you need for thoughtful strategic planning. With the right legal guidance from experienced attorneys and immigration lawyers who offer comprehensive immigration services, this window becomes an opportunity to reassess, rebuild, and ultimately reshape your career path with clarity and confidence.
Today, thousands of professionals working in the United States began their H-1B journey with one or more denials. This process is not an elimination , it is a strategic competition. Companies continue opening their doors to talented professionals, filing H-1B and Green Card applications . For many, the H-1B is a stepping stone to becoming a permanent resident.
The right employer, the right strategy, and strong legal guidance can open the same doors for you. The H-1B process requires careful attention to detail, as even minor mistakes can lead to delays or denials. If your H-1B petition is denied, it may be possible to appeal the decision or refile, depending on the reasons for the denial. Legal assistance can help you navigate these complexities, ensuring all documentation is accurate and complete.
We have helped many professionals who faced H-1B denials succeed in their second applications. Your story does not end here ; it continues with a new strategy.
When one door closes, you learn to open new windows with the right guidance. We are here to open that window for you.
Navigating the U.S. immigration system, especially when it comes to H-1B visas, requires more than just filling out forms; it demands a deep understanding of immigration law, regulatory requirements, and the specific legal criteria that define a specialty occupation. This is where an experienced immigration attorney becomes indispensable for both foreign workers and employers.
A skilled legal team ensures that every aspect of your H-1B petition is submitted correctly, from preparing detailed job descriptions that clearly demonstrate the theoretical and practical application required for the role, to verifying that the prevailing wage and actual wage meet all legal requirements. Immigration attorneys are adept at identifying and preventing technical or procedural errors that could otherwise result in a denial notice, and they provide the legal guidance needed to present a compelling case to USCIS.
For foreign professionals, an immigration attorney offers honest assessments of your qualifications, helps you understand the visa process, including the random selection process for H-1B visas, and advises on maintaining your immigration status throughout the whole process. If your initial petition is denied, your attorney can guide you through the appeals process with the Administrative Appeals Office or help you explore alternative visa categories that may better align with your background and career goals.
Employers also benefit from the expertise of immigration attorneys, who provide legal services to ensure compliance with all regulatory requirements when hiring foreign workers. From labor condition applications to premium processing options (for an additional fee), your legal team will help you prevent delays, ensure all evidence is submitted correctly, and develop strategies for securing H-1B visas for skilled workers in high demand.
During your initial consultation, an immigration attorney will review your job description, educational background, such as a bachelor’s degree or master’s degree, and immigration history to determine the best path forward. They will explain each step of the visa process, clarify the documentation needed, and help you build a strong case for employment-based immigration or even permanent residency.
With a proven track record and a client-centered approach, the right law firm can make all the difference in achieving your immigration goals. Whether you are an employer seeking to hire foreign workers or a foreign national pursuing your American dream, partnering with experienced immigration attorneys ensures you have the legal guidance and support needed for success.
U.S. Citizenship and Immigration Services. (2013a). AAO non-precedent decision: Temporary Worker in a Specialty Occupation (H-1B). https://www.uscis.gov/sites/default/files/err/D2%20-%20Temporary%20Worker%20in%20a%20Specialty%20Occupation%20or%20Fashion%20Model%20%28H-1B%29/Decisions_Issued_in_2013/FEB012013_02D2101.pdf
U.S. Citizenship and Immigration Services. (2013b). AAO non-precedent decision: Temporary Worker in a Specialty Occupation (H-1B). https://www.uscis.gov/sites/default/files/err/D2%20-%20Temporary%20Worker%20in%20a%20Specialty%20Occupation%20or%20Fashion%20Model%20%28H-1B%29/Decisions_Issued_in_2013/NOV052013_04D2101.pdf
U.S. Citizenship and Immigration Services. (2014a). AAO non-precedent decision: Temporary Worker in a Specialty Occupation (H-1B). https://www.uscis.gov/sites/default/files/err/D2%20-%20Temporary%20Worker%20in%20a%20Specialty%20Occupation%20or%20Fashion%20Model%20%28H-1B%29/Decisions_Issued_in_2014/AUG132014_01D2101.pdf
U.S. Citizenship and Immigration Services. (2014b). AAO non-precedent decision: Temporary Worker in a Specialty Occupation (H-1B). https://www.uscis.gov/sites/default/files/err/D2%20-%20Temporary%20Worker%20in%20a%20Specialty%20Occupation%20or%20Fashion%20Model%20%28H-1B%29/Decisions_Issued_in_2014/SEP302014_01D2101.pdf
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