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U.S. Citizenship and Immigration Services (USCIS) Website
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Statistics
Annual Caps for H-1B for Fiscal Years: 85,000 visas
- 65,000 visas
- 20,000 visas for the master’s cap*
The master’s cap – individuals with advanced degrees from U.S. institutions.
Topics
H-1B 2026-2028 Master Deadline Calendar
H-1B 2026-2028 deadline calendar for cap registration selection, LCA timing, petition filing, October 1 starts, transfers, extensions, layoffs, and 240-day work rules.
H-1B planning is mostly deadline management. A strong case can still fail operationally if the U.S. employer misses the registration window, files the Labor Condition Application (LCA) too late, requests the wrong start date, waits too long after a layoff, or assumes an extension can be filed after the I-94 expires.
This calendar is built for U.S. employers, H-1B workers, F-1 students, HR teams, and immigration coordinators who need one practical timeline for the 2026-2028 planning cycle.
Status note: this article was last updated on July 13, 2026. By this date, the main FY 2027 cap registration season had already passed. The next major cap planning cycle is the FY 2028 H-1B season, which is expected to use a March 2027 registration window unless USCIS changes the schedule.
Many people still call the cap process the “H-1B lottery.” In this guide, the more precise term is H-1B cap registration selection process because USCIS may use selection rules that are not purely random, including wage-based selection rules.
TL;DR
- For cap-subject H-1B cases, registration comes first. The U.S. employer cannot file a full cap petition unless the beneficiary is selected.
- The H-1B fiscal year starts on October 1. A cap-subject petition selected for a fiscal year generally requests an October 1 start date or later.
- The full H-1B petition is usually filed after selection, during the filing window shown on the USCIS selection notice.
- The LCA is not instant. DOL says LCAs are reviewed within seven working days for completeness and obvious errors, so U.S. employers should build in buffer time.
- Transfers, extensions, amendments, and cap-exempt H-1Bs do not follow the March cap registration calendar, but they still have hard timing rules.
- If you are laid off, the calendar changes immediately. Your practical deadline may be the shorter of the 60-day grace period or your I-94 end date.
Use This Calendar Correctly
| Status | What it covers | How to use it |
|---|---|---|
| Confirmed | LCA filing rules, LCA review timing, October 1 fiscal-year start concept, selected-registration petition process, I-94-based status planning, 60-day grace-period framework, and 240-day extension work-authorization planning | Use these as baseline planning rules, then verify the exact form, fee, filing address, and notice deadline before filing |
| Forecast | FY 2028 registration timing, expected March 2027 registration window, expected late-March selection period, and expected April-June 2027 petition filing window | Use these for preparation only until USCIS publishes official FY 2028 dates and selection-notice deadlines |
Separate fixed H-1B rules from forecast planning dates before you act.
The Three H-1B Calendars You Must Not Confuse
Many H-1B mistakes happen because people talk about “the H-1B deadline” as if there is only one. There are at least three different deadline tracks.
| Calendar | Who it applies to | Main deadline risk |
|---|---|---|
| Cap registration selection calendar | First-time cap-subject H-1B cases, including many F-1 to H-1B cases | Missing the March registration window or the post-selection petition filing window |
| U.S. employer filing calendar | Selected cap cases, transfers, extensions, amendments, and cap-exempt filings | Late LCA, wrong start date, wrong USCIS filing channel, expired I-94, or unfiled amendment |
| Personal status calendar | H-1B workers, F-1 students, H-4 dependents, laid-off workers, and travelers | Assuming visa stamp validity controls instead of I-94, cap-gap, grace period, or pending-case rules |
Start by identifying which H-1B calendar controls your case.
If your U.S. employer is filing a cap-subject case, start with the cap registration selection calendar. If you already have H-1B status and are changing jobs, start with the transfer and I-94 calendar. If you lost your job, start with the layoff calendar immediately.
Master Calendar: July 2026 Through the FY 2028 H-1B Start Period
| Period | What happens | Who should act | Practical action |
|---|---|---|---|
| July-August 2026 | FY 2027 selected petition follow-up, RFEs, premium processing decisions, cap-gap monitoring | U.S. employers, selected beneficiaries, F-1 students, attorneys | Check the filing deadline on the selection notice, track receipt notices, respond to RFEs, and confirm cap-gap or work-authorization documents |
| September 2026 | Pre-October 1 readiness period | Selected H-1B beneficiaries, HR, payroll, F-1 students, H-4 dependents | Confirm approval, I-94, start date, payroll setup, Form I-9 plan, travel/stamping plan, and dependent status strategy |
| October 1, 2026 | Earliest common FY 2027 cap-subject H-1B employment start date | Approved FY 2027 cap beneficiaries and U.S. employers | Begin H-1B employment only if the approval, status, work location, and onboarding facts support it |
| October-December 2026 | Post-start compliance and backup planning | U.S. employers and H-1B workers | Confirm worksite, wage, job duties, public access file, amendment triggers, and travel/stamping needs |
| January-February 2027 | FY 2028 cap-season preparation | U.S. employers, attorneys, F-1 students, candidates | Create or update USCIS organizational accounts, collect passport data, define job duties, confirm degree fit, plan wage and worksite facts |
| March 2027 | Expected FY 2028 H-1B electronic registration period | U.S. employers and attorneys | Submit registrations only during the official USCIS window. Do not wait until the final day if payment, account access, or approval routing is unresolved |
| Late March-April 2027 | Expected FY 2028 selection notices and petition preparation | Selected registrants and U.S. employers | Confirm selection status in the USCIS account, start the LCA, finalize support letters, and build the Form I-129 package |
| April 1, 2027 | Expected earliest filing date for FY 2028 cap-subject petitions requesting October 1, 2027 start | Selected U.S. employers | File only if the registration was selected and the petition is ready, consistent, and supported by a certified LCA |
| April-June 2027 | Typical selected-petition filing window | Selected U.S. employers, attorneys, beneficiaries | File before the selection-notice deadline. Track delivery, receipt, premium processing, and RFEs |
| July-September 2027 | Adjudication, RFEs, consular planning, cap-gap monitoring | Selected beneficiaries, F-1 students, HR | Respond to RFEs, monitor cap-gap documentation, schedule visa stamping if needed, and prepare October 1 onboarding |
| October 1, 2027 | Earliest common FY 2028 cap-subject H-1B employment start date | Approved FY 2028 cap beneficiaries and U.S. employers | Start H-1B work only under the approved U.S. employer, role, worksite, and status/visa facts |
| October-December 2027 | Post-start compliance period | U.S. employers and workers | Audit payroll, worksite, job duties, public access file, I-9 reverification, and any amendment issue |
This is the practical H-1B planning calendar for the 2026-2028 period. Exact USCIS dates control when they are announced.
2026 H-1B Deadlines: What Still Matters After the FY 2027 Cap Registration Season
By July 2026, most people asking about “H-1B 2026 deadlines” are not asking how to enter the FY 2027 cap registration selection process. They are usually dealing with one of these situations:
- a selected FY 2027 registration
- a pending FY 2027 petition
- an RFE or premium-processing decision
- an F-1 cap-gap issue
- an October 1, 2026 start
- a transfer to a new U.S. employer
- an extension before I-94 expiration
- a job change or worksite change that may require an amendment
- a layoff and possible 60-day grace-period strategy
| Situation in 2026 | The deadline that matters | What to do now |
|---|---|---|
| Your FY 2027 registration was selected | The filing deadline printed on the USCIS selection notice | Do not assume every selected case has the same deadline. Use the notice |
| Your FY 2027 petition is pending | RFE deadline, premium-processing clock, cap-gap date, or October 1 start planning | Track every USCIS notice and do not rely only on the online case-status headline |
| You are on F-1 OPT or STEM OPT with a selected H-1B change-of-status case | OPT end date, cap-gap rules, school records, and October 1 transition | Coordinate with your DSO and U.S. employer before travel, employment changes, or address changes |
| You are changing H-1B employers | The new U.S. employer’s filing date, LCA certification, and your current I-94/grace-period timeline | Do not resign or start work based only on a draft petition. Confirm filing posture and U.S. employer policy |
| Your H-1B is expiring | I-94 end date and extension filing date | File a timely extension before expiration. If the extension is timely and eligible, the 240-day rule may become relevant |
| You were laid off | The shorter of your available grace period or I-94 validity | Build a same-week plan: transfer, change status, departure, or another lawful strategy |
Use this table to identify the controlling 2026 deadline.
For layoff timing, read H-1B 60-Day Grace Period: Rules and Examples. For change-of-employer timing, read H-1B Visa Transfer Guide.
2027 H-1B Cap Calendar for FY 2028
The 2027 cap-season planning target is FY 2028 employment, usually beginning on October 1, 2027.
USCIS normally announces exact registration dates before the season opens. Until USCIS publishes final dates, use this planning model:
| Target period | Planning status | Action |
|---|---|---|
| January 2027 | Preparation window | Confirm U.S. employer sponsorship, attorney access, USCIS organizational accounts, beneficiary identity data, passport details, and job description |
| February 2027 | Pre-registration cleanup | Resolve degree, specialty occupation, wage, worksite, entity, and duplicate-registration issues before the rush |
| March 2027 | Expected registration window | U.S. employer or attorney submits electronic registration during the official USCIS period |
| Late March 2027 | Expected selection period | Check USCIS account for selected, submitted, denied, or other registration statuses. |
| April 1, 2027 | Expected earliest cap-petition filing date | Selected U.S. employers may begin filing full H-1B cap petitions for FY 2028 if ready |
| April-June 2027 | Typical petition filing period | File Form I-129 package with certified LCA and selection notice before the notice deadline |
| July-September 2027 | Adjudication and transition window | Monitor RFEs, premium processing, cap-gap, stamping, dependents, and onboarding |
| October 1, 2027 | Earliest common FY 2028 start date | Begin H-1B employment only if the case and status facts support work authorization |
Use this as the planning model for the FY 2028 H-1B cap season. Replace forecast dates with USCIS-announced dates when available.
Do Not Wait Until March to Prepare
For registration mechanics, see FAQ: H-1B Electronic Registration Process and H-1B Electronic Registration Step-by-Step.
H-1B Cap Deadline Checklist
Use this checklist if the worker has not already been counted against the H-1B cap and the U.S. employer is not cap-exempt.
| Step | Deadline owner | Checklist |
|---|---|---|
| Confirm cap-subject or cap-exempt status | U.S. employer and attorney | Do not assume every nonprofit, university affiliate, hospital, or research role is cap-exempt. Confirm the legal basis |
| Confirm sponsorship decision | U.S. employer | Get internal approval for fees, role, worksite, salary, timing, and attorney process before registration opens |
| Prepare USCIS accounts | U.S. employer and attorney | Set up organizational accounts, representative access, payment workflow, and internal review authority |
| Collect beneficiary data | U.S. employer, attorney, worker | Use passport, legal name, date of birth, country of birth, country of citizenship, degree records, and prior status records consistently |
| Submit registration | U.S. employer or attorney | Submit during the official USCIS registration period. Payment must process successfully |
| Check selection result | U.S. employer or attorney | Selection appears in the USCIS account. The worker should not rely on rumors or screenshots without U.S. employer confirmation |
| File full petition if selected | U.S. employer and attorney | Use the selection notice, certified LCA, current forms, correct fees, and the filing window shown on the notice |
| Prepare for October 1 | U.S. employer and worker | Confirm approval, I-94, visa/stamping needs, worksite, payroll, Form I-9, and dependent status |
Cap-subject H-1B cases need registration first, then a full petition only if selected.
For cap filing quality control, see Ensuring Proper H-1B Cap-Subject Petition Submission.
LCA Deadline: When Should the U.S. Employer File With DOL?
Before most H-1B petitions can be filed with USCIS, the U.S. employer needs a certified Labor Condition Application from the Department of Labor.
DOL’s FLAG guidance says U.S. employers submit Form ETA-9035/9035E electronically through FLAG and that LCAs are reviewed within seven working days for completeness and obvious errors or inaccuracies. DOL also states LCAs must not be submitted more than six months before the beginning date of employment.
That creates a practical rule:
LCA Planning Rule
| Filing type | When to plan the LCA | Main risk |
|---|---|---|
| Selected cap petition | As soon as selection is confirmed and job details are final | Waiting until the selection-window deadline is too close |
| H-1B transfer | Before the new U.S. employer files Form I-129 | Assuming the worker can start before a proper filing posture exists |
| H-1B extension | Before the current I-94/petition expires | Late filing can create status and work-authorization problems |
| H-1B amendment | Before the material change starts, when an amendment is required | Moving the worker first and analyzing the amendment later |
| Cap-exempt H-1B | Before filing with USCIS | Assuming cap-exempt means no LCA or no timing rules |
LCA timing depends on the type of H-1B filing.
Official LCA resource: DOL FLAG Labor Condition Application.
Decision Table: Which H-1B Deadline Controls Your Case?
| Your situation | Primary deadline | Secondary deadlines | Do this first |
|---|---|---|---|
| You need a first-time cap-subject H-1B | USCIS registration window | Selection notice filing window, LCA timing, October 1 start | Prepare for March registration months in advance. |
| You were selected in the cap registration process | Selection notice filing deadline | LCA certification, Form I-129, fees, start date, RFE deadline | Build the full petition immediately. |
| You were not selected | No cap petition deadline unless another selection occurs | OPT/STEM OPT end date, other status options, next year’s registration | Plan the next lawful status or next cap season. |
| You are changing H-1B employers | New petition filing date and current status/I-94 | LCA, payroll start, portability policy, travel | Confirm the U.S. employer has actually filed before relying on transfer work authorization. |
| Your current H-1B is expiring | I-94 and petition expiration | LCA, extension filing, 240-day rule, I-9 reverification | File the extension before expiration. |
| Your job location or duties changed | Date the material change begins | LCA posting, amendment filing, payroll/worksite records | Analyze amendment need before implementing the change. |
| You were laid off | Grace-period/I-94 deadline | Transfer, B1/B2, departure, dependent filings | Build a same-week action plan. |
| Your U.S. employer is cap-exempt | No cap selection deadline if truly cap-exempt | LCA, USCIS filing, start date, extension/amendment rules | Document why the case is cap-exempt. |
Use this table when you are not sure which deadline matters most.
For cap-exempt planning, see Types of Cap-Exempt Employers for H-1B.
F-1 to H-1B Calendar: Student-Specific Deadlines
F-1 students need a separate calendar because OPT, STEM OPT, school records, travel, and cap-gap rules can interact with the H-1B case.
| Period | Student action | U.S. employer action |
|---|---|---|
| Before registration | Confirm passport, legal name, degree records, OPT/STEM OPT dates, and SEVIS/DSO contact process | Confirm sponsorship, account setup, registration details, and job eligibility |
| Registration window | Stay reachable for identity or data corrections | Submit registration during USCIS window |
| After selection | Ask how the petition will be filed: change of status or consular processing | Prepare LCA and full H-1B petition |
| Before OPT ends | Confirm whether cap-gap applies and get school documentation if needed | Track filing receipt, approval, RFE, and start-date timing |
| Before international travel | Review travel risk with DSO, U.S. employer, and attorney | Confirm whether travel affects change-of-status strategy |
| Before October 1 | Confirm SEVIS/cap-gap record, I-9 documents, and H-1B start instructions | Prepare payroll, worksite, and I-9 transition |
F-1 students should track immigration, school, and U.S. employer deadlines together.
For a fuller student guide, see F-1 to H-1B: What Students and Employers Need to Know.
H-1B Extension Calendar
An extension is not a cap registration selection case. The key deadline is the worker’s current status and work authorization period.
| When current H-1B expires | Recommended planning posture | Why it matters |
|---|---|---|
| More than 6 months away | Start internal planning, but confirm when filing is allowed for the requested start date | Some filings cannot be submitted too early. |
| 4-6 months away | Begin wage, worksite, job-duty, and LCA planning | This gives time to correct job or wage issues. |
| 2-3 months away | Move the extension into active filing preparation | Delays can affect I-9 reverification and travel. |
| Less than 30 days away | Treat as urgent | A missing LCA, signature, fee, or form issue can create serious status risk. |
| After expiration | Do not assume the case can be fixed cleanly | Late filings need attorney review immediately. |
For extensions, the I-94 and petition validity dates are the operational deadlines.
If a qualifying extension is timely filed before expiration, the worker may be able to continue working for the same U.S. employer for up to 240 days while USCIS decides the case, subject to the rule’s limits. See What Is the H-1B 240-Day Rule?.
H-1B Transfer Calendar
For H-1B transfers, the most important date is the date USCIS receives the new U.S. employer’s nonfrivolous H-1B petition, combined with the worker’s current status facts and U.S. employer policy.
| Transfer stage | What must happen | Timing risk |
|---|---|---|
| Offer accepted | U.S. employer confirms sponsorship and attorney process | A job offer alone does not authorize work. |
| Before filing | U.S. employer obtains certified LCA and prepares Form I-129 | LCA delay can push the filing past a grace-period or I-94 deadline. |
| Filing | USCIS receives the H-1B change-of-employer petition | U.S. employer policy may require receipt notice or approval before start. |
| After filing | Worker starts only if legally and operationally authorized | Travel, prior status gaps, or weak filing facts can complicate portability. |
| After approval | Worker confirms I-94, petition validity, worksite, and dependent status | Approval notice details control future planning. |
Transfer timing should be managed before the worker resigns or starts the new role.
Related guide: H-1B Visa Transfer Guide.
Layoff Calendar: 60-Day Grace Period Is Not a Planning Cushion
If employment ends, stop using the annual H-1B cap calendar as your main calendar. Your personal status calendar now controls.
The common shorthand is “you have 60 days,” but that is incomplete. The practical window can be shorter if your I-94 expires earlier, and the next step usually must be filed before your valid stay window closes.
| Time after layoff | Action |
|---|---|
| Day 0-1 | Confirm last day of employment, I-94 end date, severance/notice facts, and dependent status. |
| Day 1-3 | Collect passport, visa, I-94, I-797s, pay stubs, termination notice, resume, degrees, and prior filings. |
| Week 1 | Decide whether the likely path is H-1B transfer, B1/B2 bridge, departure, dependent status, or another strategy. |
| Weeks 2-4 | Push U.S. employer sponsorship and attorney review aggressively if a transfer is possible. |
| Before the deadline | File the next defensible step or depart. Do not wait until the final day. |
After a layoff, use a day-by-day timeline instead of a seasonal H-1B calendar.
Read the detailed guide: H-1B 60-Day Grace Period: Rules and Examples.
Amendment Calendar: Job Changes Can Create Their Own Deadline
Not every job change requires a new H-1B filing, but some changes do. The deadline problem is that U.S. employers often analyze the amendment after the worker has already moved, changed duties, or started at a new location.
| Change | Deadline question | Practical action |
|---|---|---|
| New worksite outside the current approved area of employment | Does this require a new LCA and amended H-1B petition? | Analyze before the move. |
| Remote work from a new location | Is the remote location covered by the existing LCA/worksite facts? | Confirm before remote work begins. |
| Major duty change | Is the role still the same specialty occupation and same position described in the petition? | Review before the change takes effect. |
| Salary change | Does wage still meet required wage and LCA obligations? | Document wage compliance. |
| Promotion | Is it the same occupation and substantially same job, or a new role? | Review amendment need before title/duty change. |
| Reduced hours | Does the petition need to reflect part-time employment? | Review before schedule change. |
Use this amendment screen before implementing a material job change.
If an amendment is required, the practical calendar is simple: analyze early, prepare the LCA if needed, and file before the material change begins.
Travel and Stamping Calendar
Travel does not follow the H-1B cap registration selection calendar. It follows your visa stamp, I-94, petition approval, pending-case posture, and consular availability.
| Travel situation | Timing issue | Check before leaving |
|---|---|---|
| Approved H-1B, expired visa stamp | Consular appointment and visa issuance timing | Passport, I-797 approval, DS-160, appointment availability, U.S. employer letter |
| Pending change of status | Travel may affect the change-of-status request | Attorney review before departure |
| Pending extension | Travel may affect status strategy and I-94 outcome | Whether approval will include I-94 or require consular steps |
| Pending transfer | Travel can complicate start timing and re-entry planning | Which U.S. employer, approval notice, and visa stamp will support re-entry |
| F-1 cap-gap period | Travel can be risky and case-specific | DSO and attorney review |
Before international travel, identify which document or pending case controls re-entry risk.
Do not book travel based only on the fact that the petition is pending or selected. Selection is not approval. Approval is not always a valid visa stamp. A valid visa stamp is not always the same thing as valid current U.S. status.
U.S. Employer Master Checklist
U.S. Employer H-1B Deadline Checklist
- Identify whether the case is cap-subject, cap-exempt, transfer, extension, amendment, or concurrent employment.
- Confirm the worker’s current status, I-94 date, visa stamp, prior H-1B history, and dependent needs.
- Set the worksite, remote-work location, salary, SOC/wage basis, job duties, and minimum requirements before filing.
- Build in LCA time. Do not assume seven working days means “file next week with no risk.”
- Use current USCIS forms, fees, filing addresses, and online-account instructions on filing day.
- Track selection notices, receipt notices, RFEs, approval notices, I-94s, and I-9 reverification dates.
- Recheck amendment need before location, duty, salary, or hours changes.
- Maintain public access file and payroll consistency after approval.
Worker Master Checklist
H-1B Worker Deadline Checklist
- Save your latest I-94, passport, visa stamp, I-797 notices, pay stubs, W-2s, offer letters, and termination records.
- Do not assume your visa stamp controls your U.S. status. Check I-94.
- If you are selected in the cap registration process, ask the U.S. employer for the petition filing plan and deadline.
- If you are changing jobs, confirm when the new petition is actually filed and when the U.S. employer allows you to start.
- If your job ends, treat the first week as critical.
- If your H-1B is expiring, ask about extension preparation months in advance.
- If you travel, confirm whether you need visa stamping and whether travel affects any pending case.
- Keep H-4 dependent deadlines on the same calendar as your own.
Common H-1B Deadline Mistakes
| Mistake | Why it is risky | Better approach |
|---|---|---|
| Waiting until the final registration day | Account, payment, review, or technical issues can block submission | Submit earlier in the window after data is verified. |
| Treating selection as approval | Selection only allows the U.S. employer to file the full petition | Prepare the full petition and track USCIS adjudication. |
| Starting LCA too late | DOL review and corrections can take time | Start LCA as soon as job details are final. |
| Using the wrong start date | Cap petitions usually align to October 1 or later for that fiscal year | Match the requested start date to the fiscal-year rules and petition timing. |
| Ignoring I-94 expiration | Visa stamp and petition dates do not always solve status issues | Use I-94 as a core deadline. |
| Assuming transfer means automatic safety | Portability depends on filing posture and facts | Confirm filing, receipt, U.S. employer policy, and status facts. |
| Traveling during a pending change of status | Travel can change or disrupt the strategy | Review before leaving the U.S. |
| Missing dependent deadlines | H-4 family members can be affected by the principal’s timeline | Plan principal and dependent filings together. |
Most H-1B deadline mistakes are preventable with earlier coordination.
Printable H-1B Deadline Checklist
Use this checklist as a one-page planning reference for H-1B cap cases, transfers, extensions, amendments, layoffs, and travel decisions. It repeats the highest-risk checks so teams can catch deadline failures before they become status or filing problems.
| Checkpoint | For U.S. employers | For H-1B workers and F-1 students |
|---|---|---|
| Case type | Confirm whether the case is cap-subject, cap-exempt, transfer, extension, amendment, concurrent employment, or dependent filing | Confirm whether you are entering the cap registration selection process, changing employers, extending status, traveling, or responding to a layoff |
| Current status | Review current petition validity, I-94, prior filings, payroll, worksite, and dependent records | Save your latest I-94, passport, visa stamp, I-797s, pay stubs, offer letters, and termination documents if relevant |
| Cap registration | Prepare USCIS account access, beneficiary data, payment workflow, and internal approval before March | Confirm your legal name, passport data, degree records, OPT/STEM OPT dates, and school contact process |
| Selection | Use the USCIS selection notice as the filing-window source of truth | Do not treat selection as approval or work authorization |
| LCA | Start LCA planning early and build in at least seven working days plus correction time | Ask when the LCA and Form I-129 will be filed if timing affects your status or start date |
| Petition filing | Use current forms, fees, signatures, filing addresses, online filing rules, and selection notices | Track receipt notices, RFEs, approvals, I-94s, and dependent filings |
| October 1 start | Confirm approval, worksite, payroll, Form I-9, public access file, and onboarding details | Confirm whether your status, visa, I-94, cap-gap, and travel facts support starting work |
| Transfer | Confirm certified LCA, filing date, receipt/approval policy, and start-date policy before onboarding | Do not resign or start based only on a verbal offer or draft petition |
| Extension | File before expiration and track I-9 reverification and 240-day work-authorization limits | Do not assume a pending case solves travel, I-94, or dependent-status issues |
| Layoff | Move quickly on transfer, change of status, departure, or another lawful strategy | Use the shorter of your available grace-period window or I-94 validity as the working deadline |
| Travel | Review pending-case impact, visa-stamping need, approval notice, and re-entry documents before departure | Do not travel based only on a pending petition or selected registration |
| Job changes | Review amendment need before changing worksite, remote-work location, duties, salary, or hours | Ask before implementing a major worksite or role change |
Print or save this checklist before registration season, extension season, a job change, or international travel.
Backlink and Sharing Use
Official Resources to Verify Before Filing
Official H-1B Deadline Resources
FAQ
1. What is the main H-1B deadline for 2027?
2. Can I file an H-1B cap petition without registration?
3. Is October 1 always the H-1B start date?
4. How early should a U.S. employer start preparing for March registration?
5. Does a selected H-1B registration protect my status?
6. What deadline matters after an H-1B layoff?
7. Do cap-exempt H-1B U.S. employers follow the March cap selection process?
8. When should I check USCIS case status?
Disclaimer: This article is for general informational purposes only and is not legal advice. H-1B deadlines, selection rules, filing windows, form editions, fees, and agency procedures can change. Calendar dates marked as expected or forecast should not be treated as final USCIS deadlines. Before filing, traveling, changing employers, relying on cap-gap, using the 240-day rule, or acting after a layoff, verify current USCIS, DOL, CBP, school, and employer guidance and consult a qualified U.S. immigration attorney for case-specific advice.