I-129 Changes - What You Need to Know

Understanding the Changes to Form I-129 in the H-2 Visa Program

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USCIS has implemented an update to Form I-129, Petition for a Nonimmigrant Worker. In the H-2 program, this is an integral part of the process for approval of H-2A and H-2B visas, which comes directly after an employer is certified by the Department of Labor.

This update comes on the heels of the new H-2 Final Rule, which took effect on January 17, 2025, with the intention to better ensure the integrity of the programs as well as enhance worker protections.

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Key Highlights of the New Rule

1. Stronger Worker Protections

• Includes anti-retaliation measures and whistleblower protections

• Prevents employers from penalizing workers who report violations

• Safeguards workers from threats, deportation, or blacklisting

• Enables H-2 employees to more easily change employers if facing exploitation

2. Increased Oversight and Compliance Measures

• Grants DHS more authority to conduct audits

• Introduces stricter vetting of participating employers

3. More Streamlined Processing for Compliant Employers

• Clarifies employer eligibility criteria

• Allows certain flexibilities in job orders to address labor shortages more efficiently

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What Has Changed About Form I-129?

The members at SEA have done a wonderful job breaking down what this rule can mean for employers in the H-2 programs.

If you missed the webinar on Friday, March 7, 2025, we’ve provided a small breakdown explaining what the changes will mean for anyone filing the I-129 form.

Reflecting combined changes associated with this new rule, the new form requires much more detailed information — while still maintaining a fairly ambiguous position regarding what that information truly is and how an employer is expected to provide it.

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Areas of Concern

• The form specifically asks employers about previous violations within the H-2 program.

• The implications of this can be significant, as it is unclear whether USCIS will judge these violations on a sliding scale of severity.

• Violations that are minor and have been resolved could be judged with the same scrutiny as severe violations, such as debarment.

• This could lead to increased denials within the program — which can be devastating for any H-2 employer.

• The form also requires employers to ensure that prohibited fees are not charged to the employee and to show enforcement methods regarding this.

• This leaves us scratching our heads in formulating a strategy for how an employer can reasonably show the efforts they are taking to regulate this.

• There is not a clear answer as to how an employer is expected to tackle this.

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The Bottom Line

The lack of clarity in defining these rules leads to more questions than answers when attempting to interpret what the questions on the new I-129 are asking.

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Legal and Political Pushback

Currently, there is both legal and political pushback to the new I-129 changes.

• Steps to repeal or vacate the rule have been taken, including several lawsuits filed against DHS.

• Different political avenues are also being explored to encourage DHS to pursue a revised edition of the rule if repealing is not an option.

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Need Help?

If you are questioned during the filing of your I-129 regarding the new rule changes, please discuss this with your account manager or legal counsel.

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