Plan B: Vías alternativas de empleo en EE.UU. para estudiantes internacionales F-1 que no consiguen visa en lotería del H-1B

Flavia Santos • September 28, 2023

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Los estudiantes internacionales con visados F-1 que no han sido seleccionados en la lotería del H-1B se enfrentan a una situación difícil, pero todavía hay opciones alternativas de inmigración disponibles. Estas opciones pueden requerir más esfuerzo y planificación, pero en última instancia pueden conducir a la misma meta de obtener una visa de trabajo en los Estados Unidos.

Evalúe el tiempo que le queda

Es imperativo que las personas que actualmente participan en el programa de Formación Práctica Opcional (OPT) evalúen el tiempo restante antes de su vencimiento. La fecha de expiración del OPT puede afectar significativamente la elegibilidad de uno para continuar residiendo en los Estados Unidos, particularmente si tienen la intención de registrarse para la lotería de visas H-1B en 2024. Por ejemplo, en caso de ser seleccionado en la lotería y de que el OPT expire el 1 de abril de 2024 o después, la persona tendría derecho a la prórroga H-1B Cap-Gap, lo que le permitiría continuar con su estatus OPT hasta que el visado H-1B se haga efectivo. Sin embargo, si el periodo de validez del OPT expira antes del 1 de abril de 2024, la persona deberá abandonar los EE.UU. en un plazo de 60 días tras la fecha de expiración del OPT. La siguiente tabla ilustra este escenario.

Prepárese para la temporada de regreso a clases

Para los estudiantes que buscan oportunidades de empleo en Estados Unidos, matricularse en un programa académico que ofrezca Formación Práctica Curricular (CPT) de primer día es otra opción viable. Esto permitiría a los estudiantes empezar a trabajar inmediatamente, incluso mientras continúan sus estudios. Además, los estudiantes que ya han conseguido una oferta de trabajo pueden trabajar en CPT mientras esperan el resultado de su petición H-1B en el límite anual. Para aprovechar al máximo este período ampliado, sería prudente inscribirse en la lotería del tope H-1B antes de que expire el período OPT.

Considere el visado L-1 si trabaja para una multinacional

Como opción viable para los profesionales que buscan un empleo a largo plazo en Estados Unidos, trabajar para una multinacional en el extranjero durante un año seguido de un traslado dentro de la empresa mediante un visado L-1 puede ofrecer numerosas ventajas estratégicas. El visado L-1, diseñado específicamente para este tipo de traslados, permite a los empleados de empresas multinacionales trasladarse a una filial, subsidiaria o matriz estadounidense. El visado L-1 se caracteriza por ser un visado de doble propósito que permite la flexibilidad de buscar tanto oportunidades de trabajo y estudio temporales en el país, como la residencia a largo plazo. También tiene un periodo de validez de 5 a 7 años. Aunque esta vía requiere que la persona trabaje en el extranjero durante un año, puede resultar una valiosa solución a largo plazo para trabajar en Estados Unidos.

Visado TN para ciudadanos canadienses y mexicanos

El visado TN es una categoría de visado de no inmigrante que permite a los ciudadanos canadienses y mexicanos trabajar temporalmente en Estados Unidos en determinadas ocupaciones profesionales, enumeradas en el Acuerdo Estados Unidos-México-Canadá (USMCA). Los requisitos para obtener un visado TN incluyen una oferta de trabajo de un empleador estadounidense, un trabajo preestablecido a tiempo completo o parcial en una de las profesiones elegibles, una licenciatura o su equivalente y una prueba de cualificación profesional. El periodo de validez de un visado TN varía en función de la duración de la oferta de trabajo, pero puede expedirse por un máximo de tres años y renovarse indefinidamente.

Empresarios e inversores

Para quienes son más emprendedores, los visados E-1 y E-2, por su parte, están diseñados para personas dedicadas al comercio internacional con EE.UU. Estos visados permiten a su titular trabajar en EE.UU. al tiempo que realiza un comercio sustancial entre EE.UU. y su país de origen. Cada uno de estos visados ofrece oportunidades y requisitos únicos, y es importante consultar con un abogado de inmigración para determinar cuál es el que mejor se adapta a sus circunstancias individuales.

Solicitar un permiso de trabajo para dependientes

Para las personas casadas, las opciones de visado para cónyuges también pueden ser una alternativa viable. El Documento de Autorización de Empleo (EAD) H-4 permite a los cónyuges elegibles de titulares de visados H-1B obtener permiso para trabajar en EE.UU. siempre que el cónyuge principal tenga un I-140 aprobado. Por su parte, los visados dependientes L-2 y E-2 son opciones para los cónyuges de titulares de visados L-1 y E-2, respectivamente. A diferencia del H-4, que requiere que el cónyuge principal H-1B tenga un I-140D aprobado, los cónyuges L-2 y E-2 se consideran autorizados para trabajar y no necesitan solicitar un documento de autorización de empleo. Estos visados para cónyuges pueden suponer una importante fuente de ingresos y apoyo para la familia mientras el titular principal del visado se establece en EE.UU.

Conclusión

Es importante que los estudiantes consideren todas sus opciones y trabajen con un abogado de inmigración con experiencia para determinar el mejor curso de acción. Si bien el límite H-1B puede ser un proceso frustrante y difícil, todavía hay caminos hacia el éxito para los estudiantes internacionales. Con una planificación cuidadosa y perseverancia, los estudiantes pueden lograr sus objetivos y construir una carrera exitosa en los Estados Unidos.

Descargo de responsabilidad: Este artículo tiene únicamente fines informativos y no debe considerarse asesoramiento jurídico. Se recomienda encarecidamente buscar el asesoramiento de un abogado de inmigración antes de tomar cualquier decisión.

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Flavia Lloyd

USCIS Completes FY 2027 H-1B Cap Lottery with New Wage-Based Selection System

By Kris Quadros-Ragar • April 9, 2026

The U.S. Citizenship and Immigration Services (USCIS) has concluded the annual H-1B cap lottery for Fiscal Year 2027, with employers and legal representatives now able to check selection outcomes through their registration portals.

USCIS Changes H-1B Lottery to Wage-Based Selection

By Kris Quadros-Ragar • January 15, 2026

U.S. Citizenship and Immigration Services (USCIS) has announced a major change to the H-1B cap selection process. Under a final rule issued on December 29, 2025, USCIS will replace the long-standing random H-1B lottery with a wage-weighted selection system that favors higher-paid and more complex positions. The rule is scheduled to take effect on February 27, 2026 , just ahead of the fiscal year 2027 H-1B cap registration season, unless delayed by legal challenges. If implemented, USCIS is expected to release additional guidance explaining how employers must submit registrations under the revised process. This change marks one of the most significant reforms to the H-1B program in recent years. Up until 2025, all registrations were treated equally once the annual cap was reached. Under the new system, selection odds will be tied to wage levels based on the U.S. Department of Labor’s Occupational Employment and Wage Statistics data. All H-1B registrations will still be placed into a single selection pool, but registrations tied to higher wage levels will receive multiple entries into that pool, increasing their likelihood of selection. Lower wage levels will receive fewer entries, making selection less likely but not impossible. H-1B wage levels are not determined solely by salary. Each wage level reflects the complexity of the job, the level of responsibility involved, and the education and experience required . Entry-level positions involving routine duties and close supervision are generally classified at the lowest wage level, while positions requiring independent judgment, advanced skills, and significant responsibility fall into higher wage levels. The highest wage level is reserved for roles that involve expert knowledge, strategic decision-making, and substantial leadership or technical authority. USCIS is expected to closely scrutinize selected petitions to ensure that the wage level claimed during registration is supported by the job duties and salary offered in the petition. Any discrepancies between the registration and the petition may result in requests for evidence, denials, or enforcement action. With the elimination of the purely random lottery, employers should begin preparing early by carefully evaluating job descriptions, wage levels, and overall H-1B strategy. Accurate classification and thoughtful planning will be essential under this new wage-based selection system. If you are an employer considering H-1B sponsorship, or a foreign professional wondering whether your position may qualify under the new wage-based system, consulting with experienced immigration counsel is more important than ever. Santos Lloyd Law is actively advising clients on H-1B cap registrations and strategy under the new rules. To discuss your options or determine whether you may qualify, contact our office to schedule a consultation.

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DHS Final Rule Eliminating “Duration of Status” (D/S): Practice Tips and Transition Procedures

By Juliana LaMendola • September 3, 2026

The Department of Homeland Security (DHS) published its final rule eliminating the longstanding "duration of status" (D/S) policy for F, J, and I visa holders, replacing it with a fixed period of admission effective September 15, 2026. This rule requires that those who need additional time to complete their programs must file Form I-539 with USCIS or travel abroad and seek to reenter to extend their authorized period of stay. F and J visa holders present in the U.S. and in valid status on September 15, 2026, will be allowed to remain in the United States until the Program End Date listed on their current Form I-20 (for F-1s) or Form DS-2019 (for J-1s), up to a maximum of four years (until September 15, 2030) plus a 60-day grace period for F-1s and a 30-day grace period for J-1s, without filing an Extension of Status request with USCIS. However, this safety net only applies while staying in the U.S.; international travel and subsequent reentry after September 15, 2026 will result in readmission under the new rule with an I-94 that expires on the Program End Date or Employment Authorization Document (EAD) expiration, but no later than four-years after their date of re-entry. Additionally, once re-admitted under the new rules, F-1s will only receive a 30-day grace period. Immediate Practice Tips: Any F-1 or J-1 nonimmigrant currently in the U.S. who plans to change programs, start a new degree level, or needs more time to complete their studies must work with their school or program sponsor to update their SEVIS record and receive an extended Form I-20 or DS-2019 before September 15, 2026. Eligible F-1 students should submit their post-completion OPT or STEM OPT work authorization applications (Form I-765) before September 15, 2026, to secure their status and drastically reduce the likelihood of needing a Form I-539 extension application. Any F-1 student who is eligible to apply for OPT or STEM OPT before March 18, 2027, should do so as soon as they are eligible to file their Form I-765. Since F-1s can file OPT applications up to 90 days in advance of graduation, F-1 students graduating before June 15,2027, should be able to file their OPT applications before March 18, 2027, and should do so to avoid also having to file Form I-539 to extend their stay. Thus, most F-1 students graduating in December 2026 and May/June 2027 should be able to take advantage of the transition rule’s delay in having to file Form I-539 applications and should only need to file Form I-765 to apply for OPT. Incoming F-1 and J-1 students who can enter the United States before the September 15, 2026 effective date (within the permissible 30-day window prior to their program start) should do so to benefit from the transition rules, including the full 60-day F-1 grace period and deferred extension requirements. Students (F-1 and J-1) who are planning international travel should return before the effective date if possible to preserve their transition benefits. There are many parts of the rule that are not discussed here. If you are currently an F-1 or J-1 visa holder, you should proactively coordinate with your institutions and international office to protect your status and stay informed.

USCIS Issues Updated Guidance on Public Charge Rules

By Kris Quadros-Ragar • August 27, 2026

U.S. Citizenship and Immigration Services (USCIS) has released updated policy guidance detailing how officers will evaluate "public charge" inadmissibility for individuals applying for green cards through adjustment of status. This update follows a Department of Homeland Security (DHS) final rule that rescinds the 2022 public charge regulations. The new policy takes effect on September 18, 2026 , and applies to all green card applications (Form I-485) postmarked or submitted on or after that date. Who Is Subject to the Public Charge Rule? Most family-based and employment-based green card applicants will be subject to the public charge ground of inadmissibility. This includes spouses, children, and parents of U.S. citizens or legal permanent residents, as well as most employment visa preference categories, investors, and diversity visa applicants. Certain categories remain explicitly exempt under immigration law. These include: Asylees and refugees Victims of human trafficking (T visa) or crime (U visa) Violence Against Women Act (VAWA) self-petitioners Special Immigrant Juveniles Temporary Protected Status (TPS) applicants Certain military-related applicants and other designated humanitarian groups How USCIS Will Make Determinations USCIS officers will evaluate whether an applicant is likely to become a public charge by reviewing the totality of their circumstances on a case-by-case basis. Key factors include: Five Statutory Factors: Age, health, family status, assets/financial resources, and education or skills. Affidavit of Support: Submission of Form I-864 executed by a sponsor. Use of Public Benefits: USCIS will look at means-tested public benefits, such as cash assistance for income maintenance, housing assistance, food stamps (SNAP), or college financial aid. Note on timing: For benefits received before September 18, 2026, USCIS will only consider public cash assistance for income maintenance and long-term institutionalization at government expense. For benefits received on or after September 18, 2026, the broader consideration of all listed means-tested benefits will apply. Public Charge Bonds If an officer determines that an applicant is inadmissible solely on public charge grounds, USCIS may issue a Notice of Intent to Deny that invites the applicant to post a public charge bond using Form I-945. If an invited applicant successfully posts the required cash or surety bond, USCIS may approve the application for permanent residence. Public charge bonds can only be submitted if explicitly invited by USCIS. Santos Lloyd Law Firm will continue to monitor immigration developments closely and provide updates as further implementation details are released. For more information, please access: https://www.uscis.gov/newsroom/alerts/uscis-issues-guidance-on-making-public-charge-inadmissibility-determination

DHS Drafts Proposal to Remove the 60-Day Grace Period for Select Nonimmigrant Visa Holders

By Kris Quadros-Ragar • August 20, 2026

The Department of Homeland Security (DHS) is considering a regulatory proposal that would remove the discretionary 60-day grace period currently available to certain nonimmigrant visa holders (including H-1B, L-1, TN, E, and O-1) and their dependents. The draft rule is currently undergoing interagency review by the Office of Management and Budget (OMB) and has not yet been formally published for public feedback. What This Means Right Now Nothing changes today. The 60-day grace period remains in effect while this rule goes through the approval process. Under current rules, if your job ends early, you have up to 60 days (or until your I-94 expires) to leave the U.S., find a new sponsor, or apply to change status. What Could Change If approved, foreign workers who lose their jobs would no longer get automatic time to find a new employer or change status from within the U.S. They would generally be required to leave the country immediately. Next Steps Once the OMB finishes its initial review, the proposed rule will be published in the Federal Register, opening a public comment period of 30 to 60 days. Based on feedback received during this time, DHS may decide to alter, withdraw, or proceed with the proposal. If the government decides to finalize the rule, the entire process will likely take several months before taking effect. Santos Lloyd Law Firm will continue to monitor developments closely and will share updates on our immigration blog and social media pages as more details emerge.