• Court Temporarily Blocks Visa Ban on Harvard Students
• DHS Launches Visa Overstay Crackdown After Colorado Attack
• TPS for Nepal and Cameroon Ending in August
• USCIS Proposes New Biographic and Employment Data Collection
• Washington Bans Immigration-Based Workplace Coercion
• SSA Halts Automatic SSN Issuance for EAD Holders

Court Temporarily Blocks Visa Ban on Harvard Students

On June 5, 2025, a federal judge paused the Trump administration’s effort to block F, M, and J visas for new Harvard international students, following a proclamation that cited national security concerns. The directive had ordered U.S. embassies to deny visas and consider revoking existing ones for current students—targeting only Harvard, not other U.S. schools.

Impact: This signals a shift toward institution-specific visa scrutiny, underscoring the need to monitor evolving policy risks and support foreign nationals pursuing education-based immigration paths.

DHS Launches Visa Overstay Crackdown After Colorado Attack

Following a high-profile incident involving a visa overstay, DHS announced on June 4, 2025, that it is intensifying enforcement efforts across CBP, ICE, and USCIS. The move follows the arrest of an Egyptian national who overstayed his visa and is accused of a violent attack in Colorado.

Impact: Expect heightened scrutiny of visa duration compliance, increased audits/site visits, and potential enforcement actions. Companies should proactively review employee status tracking, overstay risk protocols, and documentation procedures to ensure full compliance.

TPS for Nepal and Cameroon Ending in August

DHS has announced the termination of Temporary Protected Status (TPS) for Nepal and Cameroon. TPS for Cameroon ends on August 4, 2025, and for Nepal on August 5, 2025, following official notices in the Federal Register. Affected individuals will no longer have protected status after these dates.

Impact: Employers should immediately assess work authorization status for impacted employees and advise on alternatives or departure planning. Proactive outreach and legal coordination are critical to avoid lapses in employment eligibility.

USCIS Proposes New Biographic and Employment Data Collection

USCIS is seeking public comments on a proposed expansion of biographic and employment-related identifiers on immigration forms, as part of Executive Order 14161 aimed at enhancing national security screening. The data would be used to validate identity, assess benefit eligibility, and flag potential security risks.

Impact: The proposed changes introduce more detailed data requirements in immigration filings, requiring greater support for employee background and employment history disclosures.  It may also delay processing times of petitons and applications submitted to USCIS.

Washington Bans Immigration-Based Workplace Coercion

Starting July 1, 2025, Washington employers are prohibited from using an employee’s or their family member’s immigration status to threaten or deter them from asserting their rights related to wages or working conditions. Violations may trigger civil penalties and can be investigated independently by the Department of Labor & Industries.

Impact: In-house mobility and HR teams should review workplace policies, ensure compliant manager training, and reinforce protections for foreign national employees to report concerns without fear of immigration-related retaliation.

SSA Halts Automatic SSN Issuance for EAD Holders

Effective March 19, 2025, the Social Security Administration paused automatic SSN issuance for work-authorized immigrants and newly naturalized citizens. Affected individuals must now apply in person at SSA offices, creating delays in employment eligibility, banking access, and driver’s license applications. The pause, currently under a 90-day review, adds pressure to already understaffed field offices and disrupts onboarding timelines for employers.

Impact: This change may significantly delay new hires’ ability to begin work if a Social Security Number is necessary for background checks, complete background checks, or access essential services.  It is important to note that if an individual has valid employment authorization their commencement of work cannot be delayed solely for not yet having received a Social Security Number. In-house mobility and HR teams should update onboarding protocols, communicate the new requirements to affected employees early, and provide guidance on navigating in-person SSA appointments.