SPECIALTY OCCUPATION (H-1B)
H-1B VISA FOR PROFESSIONALS IN SPECIALTY OCCUPATIONS
The H-1B visa is designed to allow qualified professionals in specialty occupations to enter the United States to perform specialized, professional-level work for U.S. employers. The visa also allows individuals to perform services in their specific field, including a designated subcategory for fashion models of distinguished merit and ability.
Both the Proffered Position and the Prospective H-1B Employee Should Qualify
Not only the prospective employee but also the proffered position and prospective employee should qualify for the H-1B visa. For a proffered position to qualify for an H-1B visa, it must be a “specialty occupation” position. The employer must demonstrate that the position meets the criteria for a specialty occupation by providing detailed information about the job offered, including its educational requirements and the specific field of study required.
Specialty occupation is an occupation that requires:
- A theoretical and practical application of a body of highly specialized knowledge; and
- Attainment of a bachelor’s degree or higher in a specific field related to the job offered (or its equivalent) is a minimum educational requirement for entry into the occupation in the United States.
The H-1B regulations further require that a position also meet one of the following criteria to qualify as a specialty occupation:
- A bachelor’s degree or higher, or its equivalent in a specific field, is usually the minimum educational requirement for the position.
- The degree requirement is common in the industry for parallel positions among similar organizations, or, in the alternative, an employer may show that its particular position is so complex or unique that it can be performed only by an individual with a degree in a specific field.
- The employer normally requires a degree or its equivalent for the position.
- The nature of the specific duties is so specialized and complex that the knowledge required to perform them is usually associated with a bachelor’s degree or higher in a relevant field.
To further clarify, the position must require theoretical and practical application of specialized skills and knowledge typically acquired through higher education in a specific field.
For a prospective employee to qualify for the proffered H-1B position, regulations specify that the foreign national should have either one of the following:
- Full state licensure to practice in the occupation (if required);
- Completion of the degree required for the occupation; or
- Progressively responsible work experience in the specialty equivalent to the completion of such a degree. Thus, a general degree absent specialized experience may be insufficient because there must be a showing of a degree in a specialized field. The educational requirements for the job offered must be clearly documented, and detailed information about the job duties and qualifications is necessary to demonstrate that the position is eligible for H-1B sponsorship.
H-1B Annual Cap and Visa Allocation
The H-1B visa program is subject to an annual numerical limit set by Congress. Currently, the standard annual cap is 65,000 H-1B visas per fiscal year. However, not all H-1B visas fall under this general quota.
Each year, 6,800 visas are reserved from the regular cap for the H-1B1 program, which is available exclusively to nationals of Chile and Singapore. If any of these H-1B1 numbers go unused, they are returned to the general H-1B pool in the following fiscal year. As a result, the effective number of H-1B visas available under the regular cap is typically 58,200.
In addition to the regular cap, there is a separate advanced degree exemption, commonly known as the master’s cap. Under this provision, 20,000 additional H-1B visas are reserved each year for foreign nationals who have earned a U.S. master’s degree or higher from an accredited college or university. This gives eligible candidates with U.S. advanced degrees an extra opportunity to be selected in the H-1B lottery.
Employers subject to these numerical limits are referred to as cap-subject employers, meaning they are not otherwise exempt from the H-1B quota. The annual cap system limits the number of foreign professionals who may enter the United States under the H-1B program.
Duration
A person may hold H-1B status for a maximum of six years, and it may be issued in increments of up to three years by the United States Citizenship and Immigration Services (USCIS). The initial employment period for H-1B status is typically up to three years, with possible extensions available. An employee may receive extensions of H-1B status beyond six years in certain circumstances if the employee is in the process of applying for employment-based permanent residence (commonly called a “green card”).
Labor Condition Application (LCA) for H-1B Nonimmigrant Workers
Before an employer can file Form I-129, Petition for a Nonimmigrant Worker, with USCIS for an H-1B employee, the employer must first obtain a certified LCA from the U.S. Department of Labor (DOL). This requirement applies to all H-1B petitions except those involving certain Department of Defense research and development or co-production projects. The LCA process is part of the broader labor certification and foreign labor certification requirements administered by the DOL to ensure compliance with wage and working condition standards.
The LCA must be submitted electronically through the DOL’s Foreign Labor Application Gateway (FLAG) system. In the LCA, the employer makes several mandatory attestations, including that:
- Wage Requirement: The employer will pay the H-1B worker at least the higher of:
-
- The wage paid to similarly qualified U.S. workers in the same position.
- The prevailing wage for the occupational classification in the area of intended employment.
- Working Conditions: The employment of the H-1B worker will not adversely affect the working conditions of similarly employed U.S. workers.
- No Labor Dispute: There is no ongoing strike, lockout, or labor dispute in the occupational classification at the intended place of employment.
These attestations are designed to protect U.S. workers while allowing employers to hire qualified foreign professionals when needed. Training administration and employer filing responsibilities are critical in maintaining compliance with H-1B regulations, as employers must properly manage the filing process and adhere to all regulatory requirements throughout the H-1B program.
LCA Notice and Public Access File (PAF) Requirements for H-1B Employers
LCA Posting Requirement
Before filing an LCA, an employer must provide advance notice of the LCA filing. If a union represents workers in the relevant occupational classification, the notice must be provided to the union. If there is no union, the employer must post notice at the worksite.
The notice may consist of the LCA itself or a separate written notice that is clearly visible and of sufficient size. The notice must include:
- A statement that H-1B workers are being sought
- The number of H-1B positions requested
- The occupational classification of the positions
- The wage rate offered
- The period of intended employment
- The worksite location(s) where H-1B employees will be placed
- A statement that the LCA is available for public inspection
- Information on where complaints may be filed
The notice must be posted in at least two conspicuous locations at each place of employment where an H-1B worker will be assigned. Posting must occur on or within 30 days before filing the LCA and must remain posted for a total of 10 consecutive days.
Notices may be placed in areas where other mandatory workplace postings (such as wage and hour or OSHA notices) are displayed.
Electronic Notice Option
Employers may alternatively provide notice electronically to employees in the same occupational classification. Acceptable electronic methods include:
- Company intranet or internal website
- Electronic bulletin board
- Company-wide email
If notice is provided by email, a single transmission satisfies the requirement. For website or bulletin-board postings, the notice must remain accessible for 10 days.
Notice must be provided at each worksite listed on the LCA, including worksites added later, as long as they fall within the LCA’s area of intended employment.
Public Access File (PAF) Requirement
Employers filing an H-1B LCA must also maintain a Public Access File (PAF). The PAF must be available for inspection by interested or affected parties and must be kept either at the employer’s principal place of business or at the relevant worksite.
An “interested party” includes any individual or entity that has notified the DOL of a concern regarding the employer’s compliance with LCA requirements.
The PAF must be made available within one business day after the LCA is filed and must contain:
- A copy of the certified LCA
- Documentation of the wage rate paid to the H-1B worker
- A clear explanation of how the “actual wage” was determined
- Documentation supporting the prevailing wage determination
- A copy of the notice provided to the union or employees
- A summary of benefits offered to U.S. workers in the same occupational classification, and if different, an explanation of how benefit distinctions are made (without revealing proprietary information)
When an Amended or New H-1B Petition Is Not Required
An employer is not required to file a new or amended H-1B petition when the employment relationship between the company and the H-1B worker remains unchanged, and there are no material changes to the terms and conditions of employment. However, changing employers while on an H-1B visa generally requires a new petition, except when the employment relationship remains unchanged.
In such cases, amended filings are not needed for:
- Worksite Changes Within the Same Geographic Area: If the H-1B employee moves to a new work location that remains within the same geographic area — generally within normal commuting distance or the same Metropolitan Statistical Area — no amended petition is required.
- Short-Term Worksite Placements: An amended petition is not required for short-term assignments:
- Up to 30 days, or
- Up to 60 days if the employee continues to maintain a primary (“home”) worksite, provided the employer complies with the short-term placement rules under DOL regulations.
- Non-Worksite Locations: A petition amendment is not necessary when the employee is temporarily present at locations that are not considered regular worksites, including:
- Attending training sessions or professional conferences,
- Positions involving minimal time at any single location, or
- Jobs requiring occasional, short-term travel to client or project sites.
Effect of an Approved Petition on H-1B Visa Adjudication
Petition approval is a critical step in the H-1B visa application process, serving as prima facie evidence that USCIS has determined the basic requirements for the requested visa classification have been satisfied. However, USCIS approval does not guarantee visa issuance. The applicant still bears the responsibility of proving eligibility for the visa at the time of the consular interview. During the visa application process, it is important to ensure that the job qualifies as a specialty occupation and that all documentation is properly submitted. Applicants may also need to submit a status request if they are seeking a change of status or an extension of stay, and must provide the required evidence. Additionally, the requested start date on the petition is crucial, as USCIS will not approve the petition if it falls within a fiscal year when the H-1B cap has already been reached.
Although most approved petitions are valid, consular officers must independently verify that the information contained in the petition is accurate and truthful. The visa interview is the first opportunity in the petition-based process for a U.S. government representative to interact directly with the beneficiary, since USCIS communicates only with the petitioning employer or sponsor during petition adjudication.
Consular officers also apply local and cultural knowledge that USCIS adjudicators may not have, which can help identify exaggerations, inconsistencies, or potential misrepresentations in an applicant’s qualifications or background.
Maintaining Status With the Same Employer
Maintaining H-1B status with the same employer requires ongoing compliance with a range of immigration, labor, and employment regulations. For a foreign worker to continue employment in a specialty occupation, the employer must ensure that the position still requires the theoretical and practical application of highly specialized knowledge and that the employee holds at least a bachelor’s degree or higher in the specific specialty. The job duties must remain consistent with those described in the original petition, and any significant changes may require an amended filing.
The H-1B visa is typically granted for an initial period of up to three years, with the possibility of extension for a total of six years. To extend H-1B status, the employer must file a new petition with USCIS before the current period of authorized stay expires. This process includes obtaining a new LCA from the DOL, in which the employer attests to paying the prevailing wage or the actual wage paid to similarly qualified employees, whichever is higher. The employer must also confirm that the employment of the H-1B worker will not adversely affect the working conditions of U.S. workers in similar positions.
There are certain categories of cap-exempt H-1B visas. One such category is for foreign nationals with an employment offer from an institution of higher education (or a related or affiliated nonprofit entity) or from a nonprofit/government research organization.
To be classified as cap-exempt, it is not mandatory that the prospective H-1B employee be employed by the institution of higher education (or related or affiliated nonprofit entities) or nonprofit/governmental research organization. A prospective H-1B employee, employed by any employer, who will perform the majority of their work at the qualifying institutions, could qualify for the cap-exempt H-1B visa provided the work performed should ‘predominantly further’ the normal, primary, or essential purpose of the qualifying institution.
Even for cap-exempt H-1B visas, review and enforcement are carried out by agencies such as U.S. Customs and Border Protection and the Department of Homeland Security, which oversee border protection and homeland security measures to ensure compliance with immigration laws and national security policies.
Frequently Asked Questions
What Are the Requirements to Participate in the H-1B Program?
The H-1B visa program, established under the Immigration and Nationality Act (INA) and amended by the Immigration Act of 1990 (IMMACT), allows U.S. employers to temporarily hire foreign professionals in specialty occupations or as fashion models of distinguished merit and ability.
The primary purpose of the H-1B program is to help U.S. employers fill critical skill gaps when qualified U.S. workers are not available. At the same time, the law imposes strict compliance obligations to ensure that U.S. workers are protected and that H-1B employees are treated fairly.
Employer Compliance Requirements for H-1B Sponsorship
All employers who sponsor H-1B nonimmigrant workers must adhere to the following obligations:
- Maintain a Labor Condition Application (LCA) (Form ETA 9035 and/or ETA 9035E) with accurate information for each permanent work site.
- Pay the H-1B worker the required wage rate for their occupation at each permanent work site.
- Offer the H-1B worker the same working conditions and fringe benefits as similarly employed U.S. workers.
- Avoid employing an H-1B worker during a strike or lockout in their occupation.
- Inform workers or their bargaining representative of your intent to employ an H-1B worker at any location where other workers share the same occupational classification for which an H-1B worker is sought or placed.
- Provide each H-1B worker with a copy of the LCA.
- Refrain from requiring or allowing the H-1B worker to pay the Department of Homeland Security’s U.S. Citizenship and Immigration Services (USCIS) petition filing fee.
- Do not impose any early cessation penalty on the H-1B worker.
- Do not retaliate or discriminate against any worker who discloses information that they believe shows a violation of this program or cooperates with any proceeding concerning the employer’s compliance with this program.
- Ensure that the H-1B worker receives payment for all work-related expenses.
- Notify the USCIS of any changes in the H-1B nonimmigrant’s work status, such as when the Department of Labor requires a new LCA or when the work is terminated, regardless of the reason.
Is it mandatory to file a new LCA if an H-1B employer undergoes a change in its corporate entity?
No, the successor entity generally doesn’t need to file a new LCA, provided the new entity agrees to assume the predecessor entity’s obligations and liabilities under the existing LCA. This agreement must be in writing and included in the public access materials.
The successor entity must comply with the conditions of the LCA. For instance, the “new” employer must continue to comply with the attestations covering:
- Wages;
- Place(s) of employment;
- Strike/lockout;
- Notification;
- “Exempt” H-1B worker(s) (see WH Fact Sheet #62Q); and
- Dependency status.
Any new paperwork, such as an LCA or petition, submitted to the Department of Labor or USCIS must accurately reflect the legal name of the successor entity.
A successor entity must file a new LCA under any of the following conditions:
- The H-1B worker is in a different occupation than USCIS originally adjudicated; or
- The H-1B worker is at a job site not covered by the existing LCA.
Who is an H-1B-dependent employer?
An employer is deemed H-1B-dependent if it meets any of the following criteria:
- It has 25 or fewer full-time equivalent employees and at least eight H-1B nonimmigrant workers.
- It has 26 to 50 full-time equivalent employees and at least 13 H-1B nonimmigrant workers.
- It has 51 or more full-time equivalent employees, of whom 15 percent or more are H-1B nonimmigrant workers.
What records are mandatory for all H-1B employers to maintain?
All H-1B employers are required to maintain below records and make them accessible to the Wage and Hour Division upon request.
- Name, address, occupation, and social security account number for all H-1B workers and any other worker employed by the employer in the same occupation at the place of employment;
- Rate of pay, hours worked (if hourly or part-time), gross pay, deductions, and net pay for all H-1B workers and any other worker employed by the employer in the same occupation at the place of employment;
- Benefit plan(s) offered and provided;
- Labor Condition Application (LCA) (Form ETA 9035 and/or ETA 9035E);
- Prevailing wage rate and its source;
- Method used to establish the actual wage;
- Documentation that the notice requirement was satisfied;
- In the event of corporate change:
- A. Sworn statement by successor entity accepting all liabilities of predecessor entity;
- B. List of H-1B workers transferred to successor entity;
- C. Affected LCA number(s) and effective date(s);
- D. Description of successor entity’s actual wage system; and
- E. Successor entity’s employer identification number.
Is it mandatory for an H-1B worker to receive a guaranteed wage?
The H-1B employer is obligated to pay its H-1B worker(s) at least the “required” wage, which is the higher of the prevailing wage or the employer’s actual wage (in-house wage) for similarly employed workers.
What is the prevailing wage?
The prevailing wage is the wage rate set for a specific occupational classification in a particular geographical area of employment.
It can be determined through a union contract that specifies a wage rate for that occupation or, in the absence of a union contract, by calculating the weighted average of wages paid to similarly employed workers in the same occupational classification within the geographic area.
What is the employer’s actual wage?
The actual wage is the wage rate paid by the employer to all individuals with comparable experience and qualifications to the H-1B nonimmigrant’s experience and qualifications for the specific job at the workplace. It’s important to note that the actual wage is not an average of the wages paid to all workers in the same occupation. If there are no similarly employed workers, the actual wage is simply the wage paid to the H-1B worker.
Can the H-1B worker’s wage be either hourly or salaried?
Yes.
Is there a guaranteed minimum number of hours that must be paid?
Yes, the guaranteed minimum number of hours that must be paid to an H-1B worker for all periods is the number of hours reported on the Petition for Nonimmigrant Worker (Form I-129/I-129W). This guaranteed pay starts when the worker begins employment, but no later than 30 days after entering the U.S. to take the job, or 60 days after being authorized to work for the employer if the worker is already in the U.S.
Is it mandatory for the employer to pay the guaranteed minimum hours even if no work is provided?
Yes, the employer is obligated to pay the guaranteed minimum hours unless the H-1B worker is unable to work due to non-work-related reasons, such as a voluntary request for time off or other circumstances that prevent the worker from working.
If an H-1B worker is paid less than the required wage rate (the higher of prevailing or actual wage), does the program provide for any recovery of the required wage?
Yes, the Department of Labor’s Wage and Hour Division enforces the H-1B wage provisions. After an opportunity for a hearing, the division has the authority to order the employer to pay the required wage rate.
Are H-1B workers subject to any other federal wage regulations?
Yes. Other federal wage statutes apply to H-1B workers in the same manner as any U.S. worker.
What does “place of employment” mean?
The term “place of employment” refers to the physical location where an H-1B nonimmigrant worker actually performs their work. To ensure compliance, an employer must file a Labor Condition Application (LCA) (Form ETA 9035 and/or ETA 9035E) for the geographic area where they intend to employ an H-1B worker.
The LCA will apply to any worksites within this “area of employment,” and thus will control the prevailing wage determination, posting, and other worksite-related obligations of an employer.
What is the geographic area of intended employment?
The geographic area of intended employment refers to the area within the normal commuting distance of the place (address) where the H-1B nonimmigrant is or will be employed.
If the employer requires the H-1B worker to move from one worksite to another worksite within a geographic area of intended employment, must the employer obtain an LCA for each worksite within that area of intended employment?
No, the employer doesn’t need to obtain a new Labor Condition Application (LCA) for another worksite within the geographic area where the employer already has an existing LCA. However, while the prevailing wage specified in the existing LCA applies to any worksite within the geographic area of intended employment, the notice to workers must be posted at each individual worksite, and the strike/lockout prohibition also applies to each individual worksite.
What are an H-1B employer’s notification requirements?
U.S. workers must be notified on or within 30 days before the employer files the Labor Condition Application (LCA) (Form ETA 9035 and/or ETA 9035E) with the Department of Labor.
This notice must include:
- The number of H-1B nonimmigrants the employer is seeking to employ;
- The occupational classifications in which the H-1B nonimmigrants will be employed;
- The wages offered;
- The period of employment;
- The locations at which the H-1B nonimmigrants will be employed; and
- The following statement: “Complaints alleging misrepresentation of material facts in the labor condition application and/or failure to comply with the terms of the labor condition application may be filed with any office of the Wage and Hour Division of the United States Department of Labor.”
What are “exempt” H-1B nonimmigrants?
An exempt H-1B nonimmigrant is an H-1B worker who fulfills one of the following statutory criteria:
- Receives $60,000 annual wages; or
- Has attained a master’s or higher degree (or its equivalent) in a specialty related to the intended H-1B employment.
What is the short-term placement option?
An employer who needs to temporarily place an H-1B nonimmigrant worker in a location not listed on an existing certified Labor Condition Application (LCA) (Form ETA 9035 and/or ETA 9035E) can do so under the short-term placement provision without filing a new LCA for the temporary geographic area of employment. However, this provision can only be used for an H-1B nonimmigrant worker who is already in the United States and employed by the employer.
An employer can only place an H-1B worker in a short-term placement if all the following conditions are met:
- There is no strike/lockout in progress in the H-1B worker’s occupation at the short-term location;
- The employer does not already have an LCA on file for the geographic area of employment; and
- Placement of the individual H-1B worker at any site in an area of employment does not exceed 30 workdays (consecutive or non-consecutive) within a one-year period. Such placement may be for an additional 30 workdays, but for no more than 60 workdays, in a one year period, where the employer is able to show that the H-1B nonimmigrant maintains ties to the home worksite (e.g., a dedicated workstation at the permanent worksite; the employee’s abode is located near that worksite), and the worker spends a substantial amount of time at the permanent worksite.
What benefits should be provided to H-1B workers?
The employer must offer benefits to H-1B workers on the same basis, and in accordance with the same criteria, as the benefits the employer provides to similarly employed U.S. workers.
Benefits include the opportunity to participate in such programs such as:
- Health, life, disability, and other insurance plans;
- Retirement and savings plans;
- Cash bonuses; and
Non-cash compensation such as stock options (whether or not performance-based).
What is “Portability,” and to whom does it apply?
The portability provision aims to maintain the legal status of an H-1B nonimmigrant who is already residing in the United States. This provision enables the employed H-1B worker to transition to a new employer, provided that certain conditions are met.
- The new employer has filed a nonfrivolous Petition for a Nonimmigrant Worker (Forms I-129/I-129W) for the employment of the H-1B worker before the expiration of the worker’s authorized period of stay.; and
- The new employer has submitted, along with its petition, an unexpired, approved Labor Condition application (LCA) covering the same work that the individual is being hired to perform. The new employer may already hold an applicable LCA, or may have sought and received a new LCA in order to submit the petition.
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Permanent Application and I-140 Petion Rabin is very professional, I got my case approved. Thank you, Rabi!
Tengda
Immigration Support Rabi was instrumental in assisting us with hiring an H1B holder and obtaining full time employment for them through the immigration process.
Vicky
‘Would hired again’ We hired Mr. Rabi Singh for our case. He is absolutely cooperative no matter what I asked several things again and again. I recommend him who is really looking for a best lawyer.
Kiran
Rabi provided great and timely advise for filing H1B transfer petition I was in shocked state when my position was removed by my previous H1B sponsorer without any prior notice and I was not too sure of the 60 day grace period either, the timeline or the different options I could employ. I consulted...
anonymous
Good immigration lawyer I had pleasure time working with him and he is a good lawyer. I had consulted him regarding my green card.
anonymous
Excellent Service Rabi is truly professional and responsive. I would highly recommend him for any immigration related issues.
Shital
Rabi is by far the best immigration attorney I have come across ,he is always reachable and answers to all the questions patiently.
I highly recommend Rabi
Vikram
What I can say- only GOOD comments, highly recommend to everyone. We were working with Mr Rabi on our naturalization documents! He’s awesome, extremely helpful, explains everything correct what you have to do. Jyst you have to be opened with him.Only good words and big big Thank you for everything! Indre&Giedrius
Indre
Our organization hired Rabindra Singh to guide us through the green card process for one of our employees. We had just terminated the services of a different immigration attorney we had hired after having expended significant funds on clearly inadequate representation. Mr. Singh took control of our bad situation and successfully guided us through...
Patricia
Rabi was not only very knowledgeable and dedicated he was also very companionate and responsive.
Throughout the proccess he took the time to explain all the details and steps even though my case was very complicated.
I highly recommend working with Rabi.
Samer
I hired Rabindra Singh and his firm to handle an H1b case. We were provided with detailed instructions regarding what documents our firm needed to prepare at each step in the process. When we needed additional advise or feedback Rabindra was always willing to set up a call to consult. With his support were...
anonymous
Professional, detail oriented, and a proven track record, Rabi and his firm successfully navigated my case through time constraints and processing delays. Very professional, detail oriented, and with a proven track record – I would definitely recommend Rabi for those seeking immigration services.
Priya
He is simply the BEST! It was almost an impossible situation for my brother and his family to legally remain in the US and longer, we met several attorneys before and they all recommended them to leave the country before they get into more trouble with USCIS. Mr. Singh knew what he was doing...
Kurt
We were very luck to work with him. Rabindra simply changed our lives, we are very grateful. He took an impossible case, he knew what he was doing, instead of us chasing him, he chased us for our paperwork. He was very detail oriented, his team had great follow up skills, he answered our...
Koray
Professional , Dedicated Lawyer Rabindra successfully handled our case for the Green card. I would recommend to everyone looking for best legal advise and service. I wish him all the best.
Thomas
My sister and her family in better and safest place on earth. Mr. Rabindra Sing, young lawyer worked hard to made this happen. My Sister is a Registered Nurse and working in Middle East and applied for EB 3 category immigrant status in 2005. Down the road she lost communication and hope and abandoned process....
Jaimon
I hired Mr Singh through my Employer to help me regarding my I-485 process. He guided me and my wife through the process and was very comforting. He knew what he was doing and answered every possible question that we had. Just his presence in the interview room made me 100 times more confident...
anonymous
I have worked with Mr. Singh in the recent couple of months on my E2 case, i found in him the confident attorney how knows what he is doing, very quiet and smart man,who listen, think, and give you the solutions. i felt he is reading my thoughts and answers my questions even before...
Faris
Great Immigration Lawyer! Many thanks Mr. Rabindra K. Singh for his work. His high professionalism and knowledge in the field of jurisprudence helped me in a very difficult case. I am completely satisfied with the result. Great professional!
Ruslan
The best of the best. Very knowledgeable, very prompt and down to earth attorney. You can trust him to give you the best advice and be with you all the way until your issue is fixed or your need is taken care. I have taken his services multiple times and never was let down....
SolS
I contacted Attorney Rabindra Singh regarding my H1b transfer to my new company after layoff by my old employer. He spent time listening to the complete case, and helped me understand the legal timelines when it comes to layoffs. He is very communicative. I was able to get clarifications with a text at any...
anonymous
I contacted Rabindra for my H-1B initial approval, amendment and conversion from L1-A. He helped me in all possible ways and assisted to collect right set of documents needed for my visa to get approved. He is very communicative, he responded timely for any questions or doubts I had on my case. He is...
Vikash
Professional and Simply the BEST! I approached him for conversion to green card from the student visa. He is very knowledgeable, professional and detail oriented. Filed all the paper work in such short frame of time. Always available to answer any questions that come up in the mind. I wish him all the best...
Karan
Senior Technical Recruiter Rabi, Is a very good immigration attorney. he was always available to give his support both for the suggestions and the documentations. He is very patient with utmost professionalism and dedication when driving with my petition. I always recommend him for any kind of immigration advice.
Rajani
Mr. Success. My employer has given me an option to choose my own attorney, so I was looking for very good attorney for my Green card process in EB1. I have found Rabi and couple of other attorneys in Avvo. I have approached few attorneys before speaking with Rabi, but the way Rabi responded...
Naga
Rabindra Never Stops Until you WIN! Rabindra was my beacon of hope at a time when my options appeared limited and the likelihood of a satisfactory resolution seemed nigh on impossible. Not going into many details, but he is concise, articulate, and delivers results beyond the attorney-client relationship. Rabindra is also a calm and...
Aditya
Rabi is very knowledgeable attorney. He has done fine quality of work for my GC. He has given the support till we got the GC in our hands. He is always reachable to us at any time of the day.
I would like to mention a peculiar case here. One of my friends...
Ashok
Rabindra helps you make your dream come true! Without Rabindra’s knowledgeable and professional consultation and guidance, honestly we were not 100% sure if we could get our green cards in a timely manner!
During the past 6 years, Rabindra helped us file various petitions from H-1B, H-4, H-1B extension, to Green card. He...
Thomas
HSD provided great professional services for our immigration needs.. highly recommend them!
Subrat
I have utilized the professional services of Mr. Singh on various types of matters, including employment-based and immigration compliance. He has always provided prompt and thoughtful solutions to unique issues/scenarios. I personally found his legal advice to be very resourceful when dealing with a DOL’s Wage and Hour Division (WHD) Audit. I highly recommend...
Antara Goyal
One of the best I have worked with him in very complicated case, he is very smart, gives a clever ideas and solutions for each step, checking your file carefully, gives each word high concentrate and put it in the right place. I was very happy working with you Mr.Rabindra
Jaradat
My husband and i sought professional services of Rabindra Singh in filing EB-2 to EB-3 downgrade petition in October 2020. Even during such a busy time, he was fully responsive via emails and phone calls and helped us timely file our downgrade EB-3 petition and AOS application. We are fortunate to have him as...
RVerma
Rabindra is an excellent immigration lawyer. His advice has been spot on and he gives very confident responses. I spoke to a few other lawyers who were unsure how to handle my case. He charges most reasonable fees compared to other lawyers. I would strongly recommend him and you can feel you are in...
MOHAL
If you are looking for a great immigration lawyer – please, look no further! Rabi is truly amazing. Not only he is extremely knowledgeable and experienced in the immigration field – he is super attentive and dedicated and will treat your case as his own. He is always available via email or phone, answers...
Manisha
Very professional service and explained all the processes clearly. I would highly recommend.
anonymous
My husband and I approached HSD immigration with our immigration needs and were very fortunate to have found Mr Rabindra Singh to be our immigration attorney. He patiently listened to our needs and guided us with an utmost care to complete all the required steps related to our employment as well as family dependent...
Mary
I worked with Rabindra to file our adjustment of status for an approved NIW case. He was so accurate when filling out the forms and collecting documents and it is why our case got approved without any RFE. His price was so reasonable for the work done comparing to the others. Thank you Rabindra!
anonymous
Effective and Efficient Service! Through check of the documents, prompt response and available for discussion.
Vijaya
Rabi is the most efficient immigration attorney and an amazing professional, he took up my case of H1B and was very precise as the deadlines were very tight for me. He was always prompt in speaking with me and most of all gave me the confidence that the petition shall be approved which gave...
Pranav
If I can give more than 5 stars I would. We approached Rabi on a super short notice to get some last minute applications filed with the USCIS. He made the whole process such a breeze for us, and was prompt with all the responses and paperwork. I don’t think we could have made...
Shivani
ABSOLUTELY THE BEST. I’d give him 500 stars if I could. This is a long post but I think it’s critical to explain why the 500 stars. Background: My H1 was expiring in Nov 2022 and my wife’s in Sept 2022. I also received my I-140 in EB-2 category Aug 2021. My company filed...
Abhi
I been working with Rabindra through last few years on various immigration stages and h1-b processes. He was amazing, responding to my emails same day ALWAYS.I want to take this moment to give an excellent rating. I am very satisfied with your work. thanks!!
Venkat
Mr. Rabindra is a very nice person to work with and always provides the right solution at the right time. Recently, I was facing a stressful situation with the immigration regarding my H4 extension and he suggested an idea which was a game changer. His idea helped me get back my visa and continue...
AISHWARYA
An amazing lawyer he is, really dedicated to his work. I had only few days left to renew my H-1B visa and he helped me renew it so quickly. He is super understanding and helpful seriously I highly recommend him! So thankful to have the opportunity to have such a wonderful lawyer.
Biji
I retained Mr. Singh to assist me in obtaining a Green Card. Mr. Singh’s knowledge and attention to detail helped us get thru the paper process without any problems. I was able to have everything completed in 10 months. Mr. Singh was very accessible and responded quickly to all my inquiries. I would highly...
George
I had met him on a couple of occasions as I needed some advice. He was kind and patient. He was attentive to what I had to say and gave me very good directions. I would definitely recommend him.
anonymous
I worked with Rabindra for preparing my RFE response. Throughout the process he has been really professional and detail oriented. He is super helpful, accessible and responded quickly to all my questions . His understanding about the subject matter was extremely thorough and professional. It was really a nice experience working with him. He...
Simran
Attorney Rabindra Singh is very knowledgeable and extremely reliable. He is very professional, focused, and detail-oriented. His work is top-notch. He is a combination of generosity and proficiency. I am so grateful to have found him. I was searching for an attorney to help me in filing a U visa petition. I come to...
Sreedevi
He is an outstanding, friendly, caring, listens, truthful, honest, responsive immigration attorney.I had met him on a couple of occasions as I needed some advice. He was kind and patient. He was attentive to what I had to say and gave me very good directions. Mr Rabi Singh is an excellent immigration attorney. He...
anonymous
We had a great experience with Mr Rabindra Singh. He was very patient and answered all of our questions and in the end helped us get the result we wanted. In my case we had to file for Nunc pro for H4. He gave the confident and prepared the petition. It got appoved. So...
Soorya
I had met him on a couple of occasions as I needed some advice. He was kind and patient. He was attentive to what I had to say and gave me very good directions. I would definitely recommend him.
Kalpana
We had a great experience with Rabindra. He was very patient and answered all of our questions and in the end helped us get the result we wanted. I would highly recommend working with him.
anonymous
I am an Australian Citizen. I hired Rabi Singh for extending my E-3 status in the United States. He was super helpful and guided me so well throughout the process. I highly recommend his and HSD immigration services.
anonymous
Would highly recommend Rabindra & his team. We got our H4 EAD quickly. We were expecting delay due to covid times but were happily surprised. Rabindra was pretty thorough and responsive during the whole process. We are also working on our green card application EB2 with him. Hoping it’ll be approved soon too.
anonymous
I worked with Rabindra to file our adjustment of status for an approved NIW case. He was so accurate when filling out the forms and collecting documents and it is why our case got approved without any REF. His price was so reasonable for the work done comparing to the others. Thank you Rabindra!
anonymous
Rabindra Singh (HSD immigration) and his team assisted very professionally, patiently with the National Visa Center (NVC) processing and Employment-Based Immigrant Visa processing at the U.S. Consulate in Mumbai, India. For sure, I will refer my friends and family who need any immigration assistance since Rabi and his team gave exceptional service to me....
Ravinder n