H-1B Visa $100,000 Fee Explained — What B2B Travel & Aviation Pros Need to Know

Sept 21, 2025, the White House and federal agencies published a proclamation and guidance that introduced a one-time $100,000 supplemental fee tied to new H-1B petitions. This update led to widespread confusion among foreign workers, HR teams and travel partners — so here’s a clear, practical version for B2B travel pros who manage itineraries, visa logistics and corporate mobility budgets.

Quick summary for travel businesses

• The fee is one-time, not an annual charge.

• It applies only to new H-1B petitions filed on or after 12:01 a.m. EDT, Sept 21, 2025 (including the 2026 lottery cycle).

• Current H-1B holders, renewals, and extensions are not subject to the fee.
  
  

The 9 facts (industry version)

1. Not an annual levy — it’s upfront and one time

The $100,000 payment is charged once with the first petition; it’s not billed repeatedly each year while the worker holds H-1B status. This matters for long-term travel budgeting and relocation cost models.

2. Existing H-1B holders are unaffected for re-entry and renewals

Workers who already hold H-1B visas do not need to pay the new charge when returning to the U.S. or when filing extensions — but new hires and outside-the-US petitioners do. That reduces immediate disruption for many travelers currently on assignment.

3. Applies only to new petitions (lottery & outside hires)

If a petition is filed after the effective timestamp, the supplemental fee must accompany the filing. Expect the 2026 cap/lottery cycle and later filings to carry this requirement.

4. Effective date is concrete — Sept 21, 2025 (12:01 a.m. EDT)

Any H-1B petition filed on or after that date/time is in scope. For travel planners coordinating visa interviews or consular processing, that timestamp is the cut-off to watch.

5. Travel plans for current H-1B employees remain stable

Agencies have said re-entry rights for current H-1B holders are unchanged. That means leisure and business travel for existing holders should proceed as usual — though short-term caution from employers was reported during initial confusion.

6. Employers bear the $100,000 cost — and documentation obligations

The proclamation requires employers to submit payment with new petitions and to retain proof of payment for verification. That puts the financial burden on companies and affects mobility budgets and offer letters.

7. Waivers are possible but narrow (national interest)

Exemptions can be granted only in rare, case-by-case situations when the government deems a petition to be in the “national interest.” Expect stringent standards and limited relief for ordinary corporate hires.

8. Verification, enforcement and potential denials exist

Guidance gives agencies authority to deny petitions or entry where the fee isn’t paid, and to pursue audits or penalties for non-compliance. Travel suppliers and corporate travel teams should plan for processing delays and documentary checks.

9. A broader shift: wage floors and prioritisation for higher-paid petitions

The proclamation directs agencies to reform wage levels and prioritise petitions for higher-paid, highly skilled roles — a policy change likely to reshape talent flows and the profile of H-1B travel demand. Expect downstream impacts on relocation volumes and corporate travel patterns.

What this means for travel agents, consolidators & airlines

• Cost forecasting: Corporate relocation and new-hire travel budgets must now include the employer’s $100k outlay — which could delay or reduce international hires and business travel demand.

• Ticketing & refunds: If a new hire’s petition is paused or denied because of fee issues, bookings may need last-minute changes; make flexible fare inventory and clear refund rules a priority.

• Visa appointment flows: Expect tighter verification at consulates and potentially longer processing times for new petition beneficiaries needing consular interviews. Update consular checklists for clients.

• Contract & payment wording: Travel suppliers should review corporate contracts (esp. cancellation/force majeure and visa-related clauses) to cover new risks.

• Airline route & yield planning: Reduced inbound hiring or slower mobility from major source markets could change seat demand patterns on specific corporate routes — monitor booking curves closely.
  
  

India & industry reaction (brief)

Industry bodies and the Indian government have expressed concern about humanitarian and operational impacts, warning the move could disrupt families and cross-border tech projects. Expect diplomatic engagement and industry lobbying in the near term.

Practical checklist for travel & mobility teams (actionable)

• Flag any new H-1B hires starting consular processing after Sept 21, 2025.

• Update client advisories: explain that existing H-1B holders are not required to pay this fee.

• Keep flexible fare inventory and add longer lead times for visa-dependent journeys.

• Coordinate with corporate HR: confirm whether the employer will absorb fee impact and show proof for petition filings.

• Monitor legal challenges and agency guidance (USCIS, DHS, DOS) daily — rules and implementation memos may change processes.
  
  

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Final takeaway for AgentBazar readers

This policy is targeted at new H-1B petitions and places the financial obligation on employers — but it also signals broader shifts (wage reforms, prioritisation of higher-paid roles) that will ripple through corporate mobility and travel demand. For travel agencies, consolidators and airlines: focus now on client communication, flexible fare management, and syncing with corporate HR to avoid last-minute disruptions.

Sources & further reading: White House fact sheet; USCIS H-1B FAQ; Reuters coverage; legal advisories on immediate restrictions; international reaction reporting.

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