H1B Visa Lawyer for Employers: Legal Guide & Compliance

This article provides a comprehensive employer-focused guide to the U.S. H-1B visa route for specialty occupations. It explains the legal framework, eligibility tests, cap and lottery mechanics, step-by-step petition process, compliance duties under the Department of Labor (DOL) and U.S. Citizenship and Immigration Services (USCIS) rules, benefits and risks, and practical strategies for HR, talent acquisition and in-house legal teams. The narrative preserves the full detail of the source content while applying legal accuracy updates, removing firm-specific references, and strengthening structure for search demand.

What this article is about: a detailed, no-shortening, employer-oriented explanation of the H-1B programme — what it is, who qualifies, how the lottery and filings work, what evidence is needed, how to manage changes of employer, travel and status, how the H-4 family route interacts (including work authorisation limits), how extensions beyond six years operate under AC21, typical pitfalls (e.g., specialty occupation proof, wage and posting duties, benching and bona fide termination), and how to plan for green card progression and policy changes.

Section A: H-1B Overview for Employers

The H-1B classification enables U.S. employers to engage foreign professionals in “specialty occupations” that require the theoretical and practical application of highly specialised knowledge and at least a bachelor’s degree (or equivalent) in a specific field directly related to the role. It is a nonimmigrant, employer-sponsored category central to U.S. workforce planning, particularly across technology, engineering, scientific research, finance and healthcare.

H-1B remains popular yet constrained. Demand typically exceeds supply under the annual numerical limits, leading to a registration lottery for cap-subject cases. While the route offers material advantages — including job-mobility mechanisms and dual intent for green card planning — employers must satisfy precise evidential and compliance standards to avoid delays, RFEs or enforcement risk.

Duration is ordinarily up to three years initially, extendable to a usual maximum of six years. However, the American Competitiveness in the Twenty-First Century Act (AC21) permits extensions beyond six years where the employment-based permanent residence process is underway (for example, where a PERM or I-140 has been filed timely, or an I-140 is approved but immigrant visa availability is backlogged). Eligibility for permanent residence can begin well before the sixth year; it is not contingent on reaching six years in H-1B status.

Eligible dependants (spouse and unmarried children under 21) may hold H-4 status. H-4 spouses may obtain employment authorisation only where specific conditions are met (for example, the H-1B principal has an approved I-140 or qualifies for certain AC21 extension provisions). H-4 children are not employment-authorised.

From an employer controls perspective, H-1B petitions must demonstrate a bona fide employer-employee relationship. This includes showing the petitioning employer’s right to hire, pay, fire, supervise and otherwise control the work. Third-party placement and off-site arrangements are permissible but require clear documentation of control, itinerary and end-client details where relevant.

The annual cap comprises a regular quota and an additional allocation for U.S. advanced-degree holders. A set-aside applies for H-1B1 (Chile and Singapore). Because registrations far exceed the available numbers in most years, USCIS operates a pre-filing electronic registration and selection process. Under the current integrity framework, the system is beneficiary-centric: each unique individual has a single entry in the selection, regardless of the number of bona fide job offers registered.

H-1B petitions outside the cap can be filed year-round. Cap-exempt cases include employment by (or, in some cases, at) qualifying institutions of higher education, nonprofit research organisations, nonprofit entities affiliated with higher education institutions, and government research organisations. Beneficiaries previously counted against the cap within the preceding six-year period may also qualify for cap-exempt extensions or changes of employer.

In practical workforce terms, the H-1B route allows strategic access to global talent while requiring rigorous process management. Employers should align role scoping, wage levels, timelines and documentation long before the registration window, and maintain robust DOL/USCIS compliance hygiene throughout the period of sponsorship, including at termination.

Section A summary: H-1B is a sponsor-led, evidence-driven route for specialty occupations, shaped by numerical limits and a beneficiary-centric lottery, with extensions beyond six years available under AC21. Success depends on clear role-degree alignment, demonstrable control by the petitioner, and disciplined compliance practices.

Section B: Eligibility Criteria and Legal Requirements

1. Specialty Occupation Requirement

To qualify as an H-1B specialty occupation, the offered role must require the theoretical and practical application of highly specialised knowledge and at least a bachelor’s degree or equivalent in a field directly related to the occupation. The job must also normally require this level of education for entry into the occupation across the industry, not merely for convenience of the specific employer.

USCIS reviews several evidentiary factors when assessing whether a role qualifies as a specialty occupation. These include industry standards, the complexity of the job duties, the nature of the degree normally required, and the employer’s past hiring practices. Generic or hybrid roles—particularly in marketing, general business, or operations—face greater scrutiny, especially if they lack a clearly defined degree-to-duty relationship.

Employers should draft detailed job descriptions that specify the specialised knowledge areas, technical tools, and degree fields directly related to the position. Supporting documentation can include prior recruitment materials showing degree requirements, professional industry standards, expert opinion letters, and prior approvals for similar roles. This evidence can be decisive in avoiding an RFE.

2. Educational Qualification and Equivalency

The foreign national must hold one of the following qualifications:

• A U.S. bachelor’s or higher degree in the relevant specialty from an accredited U.S. institution;
• An equivalent foreign degree in a field directly related to the specialty occupation;
• An unrestricted state licence, registration, or certification authorising the performance of duties in that occupation in the intended state of employment;
• Education, training, and/or progressive work experience equivalent to a U.S. bachelor’s degree in the specialty, demonstrated through a recognised evaluation service.

When relying on equivalency through experience, three years of progressive work experience is generally considered equivalent to one year of academic study. Evaluations must be issued by credible credential evaluators, and the evidence must clearly show how the experience meets degree equivalence in the specialty field.

3. Employer Sponsorship and Labor Condition Application (LCA)

Before filing Form I-129 with USCIS, the sponsoring employer must secure a certified Labor Condition Application (LCA) from the U.S. Department of Labor (DOL). The LCA confirms the employer’s compliance with wage, working condition, and posting obligations under the Immigration and Nationality Act (INA) §212(n).

Through the LCA, the employer attests that:

• The H-1B employee will be paid the required wage (the higher of the actual wage paid to similarly employed workers or the prevailing wage for the occupation in the area of intended employment);
• Employment of the H-1B worker will not adversely affect the working conditions of similarly employed U.S. workers;
• There is no strike, lockout, or work stoppage in the occupational classification at the place of employment at the time of filing; and
• Notice of the filing has been provided to other employees via physical or electronic posting.

Employers must also maintain a Public Access File (PAF) containing the certified LCA, documentation of the wage determination, posting proof, and summary benefits comparison. Additionally, employers must maintain wage and hour records for each H-1B employee and pay the required wage even during nonproductive periods (“benching”), unless the employee is unavailable for personal reasons.

In the event of termination, the employer must take bona fide termination steps, including notifying USCIS and offering to cover the reasonable cost of return transportation to the employee’s last place of foreign residence. Failure to meet these obligations can expose the employer to back wage liability or debarment from the H-1B program.

4. Cap and Cap-Exempt Petitions

Most H-1B petitions are subject to the annual numerical limitation, or “cap”. Congress currently sets the cap at 65,000 for regular petitions, with an additional 20,000 for individuals holding advanced degrees from U.S. institutions. Of the regular cap, 6,800 numbers are reserved for the H-1B1 program for nationals of Chile and Singapore.

USCIS operates an electronic registration and selection process each fiscal year. Employers must first submit a registration for each prospective beneficiary. If registrations exceed the cap, USCIS conducts a random lottery. Under the current “beneficiary-centric” system, each individual can only be registered once per season, regardless of the number of bona fide offers, ensuring fairness and reducing duplicate filings.

Certain employers and positions are exempt from the cap and may file at any time. These include:

• Institutions of higher education;
• Nonprofit entities affiliated with institutions of higher education;
• Nonprofit research or government research organisations; and
• Individuals previously counted under the cap within the past six years, seeking extensions or changes of employer.

Cap-exempt petitions can provide valuable flexibility for universities, hospitals, and research bodies, as well as for corporate sponsors structuring concurrent employment arrangements.

Section B summary: H-1B eligibility requires a qualifying specialty occupation, a degree or equivalent in a directly related field, and employer sponsorship with strict adherence to LCA and DOL requirements. Proper documentation of wage levels, working conditions, and specialty occupation criteria is essential for compliance and approval success.

Section C: The H-1B Application Process

1. Overview and Timelines

The H-1B petition process operates within a tightly defined annual schedule. For cap-subject petitions, employers must participate in the electronic registration process before being permitted to file a full petition. The registration window typically opens in March, and selected registrations are notified shortly thereafter. Petitions for selected candidates must then be submitted within the USCIS-specified filing period, usually beginning in April.

Given the competitive nature of the program, employers and HR teams should prepare months in advance, including determining qualifying roles, completing wage analyses, and collecting supporting evidence for the specialty occupation and the beneficiary’s qualifications. Cap-exempt employers are not restricted by the cap cycle but must still comply with all regulatory requirements.

2. Step-by-Step Application Process

The H-1B application process involves four principal stages:

1. Electronic Registration (Cap-Subject Cases): Employers create a USCIS online account and submit electronic registrations for each beneficiary. Each registration requires limited information about the company and the foreign worker. A $10 registration fee is payable for each submission.
2. Labor Condition Application (LCA): The employer files Form ETA 9035 with the U.S. Department of Labor, typically through the FLAG system, to obtain LCA certification. This confirms wage and working condition compliance.
3. Form I-129 Filing: Once the registration is selected or if the petition is cap-exempt, the employer files Form I-129, Petition for a Nonimmigrant Worker, with USCIS. Supporting documents include the certified LCA, evidence of the specialty occupation, and proof of the worker’s qualifications.
4. Consular Processing or Change of Status: If the beneficiary is outside the U.S., they apply for the visa at a U.S. consulate using Form DS-160 after approval of Form I-129. If already in the U.S., the employer may request a change of status without the need for consular processing.

Each step carries distinct procedural requirements and documentary obligations. Employers must ensure consistency across all filings — inconsistencies between the LCA, I-129, and employment contract are a common cause of RFEs and denials.

3. Documentary Evidence Checklist

An H-1B petition should include the following documentation:

• Certified LCA (Form ETA-9035);
• Proof of the employer-employee relationship (employment contract, organisational chart, supervision plan);
• Detailed job description with specific duties and tools used;
• Evidence that the position qualifies as a specialty occupation, such as expert opinion letters, prior recruitment materials, or industry data;
• Beneficiary’s educational credentials and degree equivalency evaluations;
• State licence, registration, or certification if applicable;
• Proof of wage level determination and prevailing wage source documentation;
• Company documentation such as brochures, tax ID evidence, or client letters if off-site work is involved.

USCIS adjudicators assess whether the petition clearly demonstrates eligibility under each criterion. Comprehensive and well-structured documentation can significantly reduce the likelihood of an RFE.

4. Responding to Requests for Evidence (RFEs)

USCIS may issue an RFE where initial evidence is deemed insufficient. Common RFE topics include specialty occupation justification, wage level rationale, or employer-employee control where off-site work is involved. Employers should respond within the specified deadline, typically 60 days, providing detailed supporting documents and legal argumentation referencing applicable regulations and precedents.

Failure to respond adequately or within the deadline will result in denial of the petition. Employers should maintain accurate, organised records to facilitate rapid RFE responses.

5. Visa Stamping and Entry to the United States

Once the petition is approved, beneficiaries outside the U.S. must apply for a visa at a U.S. consulate using Form DS-160 and attend an interview. They must present the I-797 approval notice, employment offer letter, and supporting documentation. Once issued, the visa allows entry into the U.S. to commence employment on or after the start date noted in the approval notice.

Beneficiaries within the U.S. changing status may begin work once the petition is approved, without needing to travel. Travel during the pendency of a change-of-employer petition should be avoided, as it can complicate re-entry. A valid H-1B visa stamp can typically be reused with a new employer’s I-797, but proper documentation must be presented at the port of entry.

6. Processing Times and Premium Processing

Processing times vary depending on service centre workloads, case complexity, and seasonal surges. Standard adjudication often takes several months, though employers can opt for premium processing (Form I-907) to obtain a response within 15 calendar days. Premium processing can be valuable for time-sensitive onboarding and mobility planning but does not guarantee approval.

7. Post-Approval Compliance and Recordkeeping

After approval, employers must maintain compliance with both USCIS and DOL requirements throughout the worker’s employment. These include:

• Maintaining wage payments at or above the LCA-certified rate;
• Updating USCIS regarding material changes in employment (e.g., location, job duties, or reductions in hours);
• Retaining payroll records, posting documentation, and a compliant Public Access File for each worker;
• Providing notice of bona fide termination and paying return transportation costs where required.

Failure to meet post-approval obligations can lead to fines, back-pay orders, or debarment from the H-1B program. Employers should implement internal compliance audits and centralised HR tracking systems for all active H-1B employees.

Section C summary: The H-1B process is a structured, time-sensitive sequence encompassing registration, LCA certification, Form I-129 petition, and either change-of-status or consular visa issuance. Detailed documentation, consistency between filings, and robust compliance practices are critical to successful sponsorship and risk management for employers.

Section D: Benefits, Risks, and Strategic Considerations for Employers

1. Employer Benefits of the H-1B Programme

The H-1B visa enables U.S. businesses to recruit international talent for roles requiring specialist expertise that may not be readily available in the domestic market. This allows employers to strengthen innovation, address skills shortages, and maintain competitiveness in industries such as technology, finance, healthcare, engineering, and scientific research.

For employers, key advantages include:

• Access to a global talent pool in niche areas like data science, cybersecurity, biotechnology, and advanced engineering;
• Retention of critical employees through extensions beyond six years under AC21 while permanent residence applications are pending;
• Employer control over sponsorship, enabling strategic workforce planning aligned with business objectives;
• Flexibility to transfer or promote existing H-1B employees to new qualifying roles, provided the necessary amendments are filed with USCIS.

Employers also benefit from the visa’s dual intent, which permits H-1B workers to apply for permanent residency without jeopardising their current status. This supports long-term retention planning for high-value employees.

2. Employee Benefits Under H-1B Status

From the employee’s perspective, the H-1B visa provides a platform for professional growth and long-term career development in the United States. Workers gain the opportunity to apply their specialist expertise in an advanced, globally recognised market, while being paid at least the prevailing wage for their field.

Family members may accompany the H-1B holder under the H-4 category. Spouses may be eligible for employment authorisation (EAD) if the principal H-1B worker has an approved I-140 petition or qualifies under the AC21 extensions. H-4 children under 21 can attend U.S. schools and universities but are not eligible to work.

This combination of professional opportunity and family inclusion contributes to the continued demand for H-1B sponsorship, despite the programme’s competitive nature.

3. Portability and Job Flexibility

Under the portability provisions of AC21, an H-1B employee may begin work with a new employer as soon as the new petition has been filed with USCIS, provided the individual was lawfully admitted and has not worked without authorisation. This portability rule allows employers to onboard existing H-1B talent without requiring them to leave the U.S. between jobs.

Employers should ensure that change-of-employer filings are properly submitted before the employee’s termination from the previous role. Gaps in filing can disrupt lawful status. HR departments should coordinate closely with immigration counsel to confirm filing receipt notices before onboarding.

4. Risks and Compliance Challenges

Despite its advantages, the H-1B route presents several compliance and operational risks for employers. Common challenges include:

• Annual Cap and Lottery Uncertainty: With registration volumes exceeding 300,000 annually for approximately 85,000 slots, most registrants are not selected. Employers must prepare contingency hiring plans and explore cap-exempt or alternative visa options (e.g., L-1, O-1, TN, or E-2 routes).
• Specialty Occupation Scrutiny: USCIS continues to closely examine whether positions genuinely require a degree in a specific specialty. Vague job titles or overlapping responsibilities often lead to RFEs or denials.
• Wage Level and LCA Compliance: Employers must meet the prevailing wage and ensure postings, record-keeping, and pay continuity during non-productive periods. Violations can result in DOL investigations, fines, or debarment.
• Employer-Employee Relationship Proof: Third-party placements require detailed control documentation and end-client letters. Without adequate proof of supervision and control, petitions may be denied.
• Policy Volatility: The H-1B landscape evolves regularly. Proposed rules may shift selection towards higher-wage jobs or tighten definitions of specialty occupation, requiring employers to monitor developments closely.
• Green Card Backlogs: Long wait times in employment-based categories can lead to uncertainty for both employers and employees. Advanced planning for PERM and I-140 filings is critical to maintaining work authorisation continuity.

Risk mitigation requires disciplined HR compliance protocols, including training managers on LCA obligations, maintaining timely filings, and monitoring visa expiry dates and status changes.

5. Strategic Planning for Employers

Effective H-1B workforce management involves integrating immigration planning into broader HR and business strategy. Employers should:

• Start recruitment and job definition early, aligning roles with specialty occupation standards and wage levels;
• Establish clear internal workflows for document gathering, review, and petition preparation;
• Track all deadlines for registration, filing, and extensions through a central compliance system;
• Perform regular internal audits of LCAs, Public Access Files, and payroll data;
• Develop contingency hiring strategies using cap-exempt or alternative classifications;
• Educate HR and line managers about immigration-related obligations and the consequences of non-compliance;
• Implement succession and retention plans for long-term H-1B workers approaching green card transition stages.

Employers who treat immigration as a core compliance and workforce planning function — rather than a transactional paperwork process — tend to achieve higher petition success rates and lower legal exposure.

6. Recent Policy Developments and Proposed Reforms

In recent cycles, USCIS and the Department of Homeland Security (DHS) have proposed several reforms to strengthen program integrity and modernise selection processes. These include:

• The introduction of a beneficiary-centric registration system to prevent duplicate filings across multiple employers;
• Potential transition to a wage-based selection model, which would prioritise higher wage levels during lottery selection to reward employers offering higher salaries;
• Increased scrutiny of specialty occupation claims in non-STEM roles;
• Revised definitions of employer-employee relationships to address third-party placement scenarios;
• Higher filing fees and differentiated fee structures based on employer size and visa type, effective from the 2024 fee rule.

Employers should monitor official USCIS announcements and consider pre-planning for wage-based selection models by structuring roles at competitive wage levels to enhance selection prospects under any future reform.

7. Long-Term Planning and Green Card Transition

Many employers use the H-1B visa as a pathway to long-term sponsorship for permanent residence. Since the visa allows dual intent, employers can commence the PERM labour certification and I-140 immigrant petition process while the employee remains in H-1B status. Once a PERM or I-140 has been filed for at least 365 days before the six-year expiry, the worker becomes eligible for annual or three-year H-1B extensions beyond the cap limit.

To avoid loss of work authorisation during lengthy green card backlogs, employers should initiate PERM applications by the employee’s fourth year of H-1B status and track processing timelines carefully. Coordinating immigration, HR, and legal teams ensures continuity of employment and compliance.

8. Case Examples of Employer Success

Real-world employer examples demonstrate how careful documentation and planning can lead to approval success:

• Example 1 – UK Consultancy Hiring in the U.S.: A UK-based consultancy sought to transfer a senior analyst to its New York subsidiary. By providing a detailed breakdown of technical project responsibilities and degree requirements in data analytics, the employer successfully demonstrated the role’s specialty occupation nature and secured H-1B approval.
• Example 2 – U.S. Tech Company Recruiting IT Specialists: A multinational telecommunications firm petitioned for multiple network engineers with advanced degrees. The employer supported each petition with academic credentials, licensure evidence, and detailed project descriptions, achieving approvals without RFEs. These hires subsequently advanced into permanent residency sponsorships under EB-2.

These examples illustrate that precise documentation and proactive compliance oversight are fundamental to consistent outcomes across H-1B portfolios.

Section D summary: Employers gain strategic access to global talent through the H-1B visa but must manage wage, control, and documentation obligations rigorously. Success lies in early preparation, continuous compliance monitoring, and long-term planning toward permanent residence sponsorship. Policy developments make adaptability and proactive workforce immigration management essential.

Section E: FAQs – Employer-Focused H-1B Visa Questions

1. What is the H-1B visa and who can employers sponsor?

The H-1B visa allows U.S. employers to hire foreign nationals in specialty occupations that require the application of specialised knowledge and at least a bachelor’s degree in a directly related field. Employers can sponsor qualified foreign professionals for full-time or part-time roles, provided they meet all legal requirements, including wage and posting obligations under the Labor Condition Application (LCA).

2. How long can an H-1B employee work in the United States?

An H-1B worker can initially be employed for up to three years, with the possibility of a three-year extension, for a total of six years. Extensions beyond six years are available under the American Competitiveness in the Twenty-First Century Act (AC21) where the employee’s green card process is underway or where an approved I-140 petition exists but a visa number is not yet available.

3. How does the H-1B lottery and cap system work?

Most petitions are subject to an annual numerical limit: 65,000 under the regular cap and 20,000 for U.S. master’s degree holders. Employers first submit electronic registrations during the USCIS registration period (typically March). If the number of registrations exceeds the cap, USCIS conducts a random lottery to select registrants. Under the current beneficiary-centric rule, each individual can only appear once in the lottery, even if multiple employers submit registrations for them.

4. Can an employer file multiple H-1B registrations for the same worker?

No. Under USCIS integrity rules introduced for FY2025, multiple registrations for the same beneficiary are prohibited. Each unique beneficiary may only be registered once, regardless of the number of potential job offers. Employers found colluding to increase selection chances face sanctions and denial of all related petitions.

5. What are an employer’s obligations under the Labor Condition Application (LCA)?

The LCA requires employers to attest to four main obligations:

• To pay the H-1B worker at least the prevailing wage or the actual wage paid to similar employees, whichever is higher;
• To ensure employment of the H-1B worker does not adversely affect other workers’ conditions;
• To provide notice of the filing to other workers through posting or electronic notice;
• To confirm that no strike or lockout exists in the occupational category at the time of filing.

Employers must keep a Public Access File and comply with posting and wage-record requirements for each H-1B employee throughout their employment.

6. What happens if an H-1B petition is denied or receives an RFE?

If USCIS issues a Request for Evidence (RFE), the employer must respond within the deadline (typically 60 days) with detailed supporting evidence. If a petition is denied, the employer may appeal to the Administrative Appeals Office (AAO) or re-file a corrected petition, depending on the reason for denial. Maintaining thorough documentation from the outset minimises the risk of denials and delays.

7. Can an H-1B employee change employers?

Yes. Under AC21 portability rules, an H-1B worker can begin working for a new employer once the new petition has been properly filed with USCIS, provided the worker is currently in valid status and has not worked without authorisation. Employers must file the petition before the employee commences work and maintain evidence of timely submission.

8. Can H-1B holders bring their families to the United States?

Yes. Dependants (spouse and unmarried children under 21) may enter under the H-4 category. H-4 spouses can apply for work authorisation (EAD) if the H-1B principal has an approved I-140 or qualifies for AC21 extensions. Children under H-4 status may attend school but cannot work.

9. Can employers sponsor H-1B workers for permanent residence?

Yes. The H-1B visa allows dual intent, meaning the employee may pursue permanent residence while maintaining H-1B status. Employers often begin the PERM and I-140 process by the employee’s fourth year to ensure continuity of work authorisation. Once an I-140 is approved, the H-1B worker becomes eligible for extensions beyond six years if waiting for a visa number.

10. What alternatives exist if an employee is not selected in the H-1B lottery?

Employers may consider alternative classifications such as:

• L-1 visa for intracompany transferees (executives, managers, or specialised knowledge staff);
• O-1 visa for individuals with extraordinary ability in their field;
• E-2 visa for treaty investors and employees of treaty companies;
• TN visa for Canadian and Mexican professionals under the USMCA;
• Cap-exempt H-1B employment through higher-education or research institutions.

Each alternative carries distinct eligibility rules and advantages, allowing employers to maintain access to specialised talent even when H-1B caps are met.

Section E summary: Employers face recurring questions on eligibility, sponsorship obligations, portability, and alternatives to the H-1B route. Understanding these practical details helps HR teams maintain compliance and effectively manage workforce mobility under U.S. immigration law.

Conclusion

The H-1B visa remains the cornerstone of U.S. business immigration, enabling employers to attract and retain skilled global talent in key sectors. For employers, it is both a strategic opportunity and a legal responsibility. The route allows access to advanced technical expertise while requiring rigorous adherence to immigration, wage, and employment regulations enforced by USCIS and the Department of Labor.

A successful H-1B sponsorship depends on early preparation, accurate documentation, and disciplined compliance management. Employers should treat immigration processes as part of their broader HR and legal risk strategy, ensuring that all filings, LCAs, and supporting records are consistent, auditable, and aligned with the terms of employment.

Changes in policy and law—such as the beneficiary-centric registration system and proposed wage-based selection rules—underscore the need for proactive planning. Employers who anticipate regulatory developments and maintain robust internal compliance procedures will be best positioned to benefit from the H-1B programme while minimising risk.

For businesses reliant on specialist talent, the H-1B visa provides a vital legal mechanism to build and sustain competitive advantage in a global labour market. By integrating immigration compliance into strategic workforce planning, employers can ensure continuity, reduce exposure, and support the long-term success of their U.S. operations.

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