• New Visa Restrictions Disrupt International Student Pipeline
• Supreme Court Clears Path to End Humanitarian Parole for CHNV Nationals
• DOJ Expands Whistleblower Program to Target Corporate Immigration Violations
• CBP, ICE, and USCIS to Ramp Up Crackdown on Visa Overstays Following Boulder Terrorist Attack
• TPS for Cameroon Terminated
• ‘Some Venezuelan TPS Holders Status and Work Authorization Preserved for Now

New Visa Restrictions Disrupt International Student Pipeline

The Trump administration has paused all new F, M, and J visa interview appointments as it considers expanding mandatory social media screening. This move is expected to delay fall arrivals and impact onboarding for OPT/STEM OPT hires.

Additionally, the administration plans to revoke visas of certain Chinese nationals in sensitive fields, increasing scrutiny and uncertainty for students and early-career professionals.

Impact: In-house mobility teams should prepare for delays, reevaluate timelines for student visa holders, and communicate potential risks to business stakeholders. These changes may also accelerate talent shifts toward more welcoming global destinations.

Supreme Court Clears Path to End Humanitarian Parole for CHNV Nationals

On May 30, 2025, the Supreme Court ruled that the Trump administration can terminate the humanitarian parole program for over 500,000 Cubans, Haitians, Nicaraguans, and Venezuelans (CHNV) currently in the U.S. The 7–2 decision allows the government to end protections while legal challenges are still pending.

Justices Jackson and Sotomayor dissented, warning of the serious humanitarian and legal consequences of removing protections before the courts resolve the issue.

Impact: Employers should review whether any employees or candidates are on CHNV parole and prepare for possible work authorization disruptions. Alternative visa options and proactive communication may be needed.

DOJ Expands Whistleblower Program to Target Corporate Immigration Violations

In May 2025, the Department of Justice broadened its corporate whistleblower program, signaling increased enforcement targeting employers of noncitizens, especially those on H-1B and L-1 visas or with lapses in status. The DOJ now requires U.S. Attorneys’ offices to report quarterly on immigration enforcement activities, with new emphasis on unauthorized employment, document fraud, visa misuse, and labor condition violations.

Whistleblowers who provide original information leading to substantial forfeitures may be eligible for significant financial awards, up to 30% of the first $100 million. The policy aims to incentivize reporting of corporate immigration noncompliance and introduces new legal exposure for employers.

Impact: With heightened enforcement and financial incentives for whistleblowers, employers should proactively audit immigration practices, ensure full compliance with H-1B and L-1 program requirements, and strengthen internal reporting and documentation procedures to reduce legal and reputational risk.

CBP, ICE, and USCIS to Ramp Up Crackdown on Visa Overstays Following Boulder Terrorist Attack

On June 4, 2025, at the direction of Secretary of Homeland Security Kristi Noem, U.S. Customs and Border Protection (CBP), Immigration and Customs Enforcement (ICE), and U.S. Citizenship and Immigration Services (USCIS) announced an intensified review and enforcement effort targeting visa overstays. This action follows the arrest of Mohammed Sabry Soliman, an Egyptian national who overstayed his visa since 2022 and was charged with federal hate crimes and multiple state felonies after a terrorist attack in Boulder, Colorado. The agencies emphasized zero tolerance for individuals who overstay visas and engage in or support terrorism, pledging swift deportation and prosecution.

Impact: Employers and immigration stakeholders should anticipate increased scrutiny of visa statuses and potential enforcement actions related to overstays. Organizations may need to enhance compliance monitoring and verify employee immigration status more rigorously to mitigate risks associated with unauthorized presence and other forms of violations of status.

TPS for Cameroon Terminated

The Department of Homeland Security (DHS) on June 4, 2025 announced the termination of Temporary Protected Status for Cameroon in the Federal Register. The termination of TPS is effective August 4, 2025. The authorization to work for these individuals will automatically be extended through August 4, 2025.

Impact: Employers have sixty days to reverify the work authorization of these individuals as well as prepare for the possible departure and termination of employment of those with Cameroon TPS. The Employment Authorization Document (EAD) cards that currently expire on June 7, 2025 will need to be reverified through August 4, 2025 based on the extension published in the Federal Register. Employers will also need to determine how to address any gaps in business operations due to the termination of such work authorization, as well as discuss with such employees whether or not they have alternative work authorization to permit them to continue to work after August 4, 2025.

Some Venezuelan TPS Holders Status and Work Authorization Preserved for Now

On May 30, 2025 a California district court issued a decision that temporarily preserves the status and rights of certain Venezuelan TPS holders. Venezuelan TPS holders that were issued Employment Authorization Document (EAD) cards, Form I-797 Notices of Action, and/or Forms I-94 with an October 2, 2026 expiration date pursuant to the 2023 Venezuela TPS designation prior to February 5, 2025 have had such status and work authorization preserved for now while the Ninth Circuit of Appeals considers the overall legality or the termination of the 2023 Venezuela TPS designation. This district court order was issued following the May 19th order by the U.S. Supreme Court that lifted the court’s stay on the DHS termination of the 2023 Venezuela TPS.

Impact: Employers should review what employees may be impacted by this decision in order to determine when work authorization needs to be reverified, as well as planning for potential gaps in work authorization and continuity of employment. Employers should also contact WR counsel on the impact to the I-9 process and work authorization for impacted foreign national employees.