Expanded Screening and Vetting for H-1B and H-4 Visa Applicants – Employers Should Anticipate Travel Disruptions and Delays

The U.S. Department of State has imposed alarming delays on visa processing, causing H-1B employees and their family members to be stranded outside the United States.

As of December 15, 2025, the State Department announced a significant expansion of its screening and vetting procedures for H-1B visa applicants and their dependent H-4 visa applicants. This new process includes a thorough review of applicants' online presence, aimed at verifying compliance with visa eligibility criteria and identifying potential red flags. Employers should carefully assess employees' work-related travel plans involving visa renewal or new applications, as this development may result in unexpected delays and appointment rescheduling. Foreign nationals in India have already reported December 2025 consular interviews being rescheduled for March, April, May, or June 2026.

Impact of Expanded Online Presence Review

The State Department aims to bolster visibility and control over visa approvals by widening its scope to include publicly available information from social media platforms, professional networking sites, and other digital traces an applicant may leave. Key features of this process include:

1. Prolonged Vetting Process: Applications may undergo extended processing times due to more comprehensive scrutiny.
2. Appointment Rescheduling: Some visa applicants have already reported delayed or rescheduled interviews as the State Department adjusts its review protocols and integrates these processes into consular workflows.
3. Unanticipated Requests for Additional Information: Applicants may be asked to confirm the authenticity of their online presence or explain discrepancies between application materials and publicly accessible records.

For H-1B workers and H-4 family members, this heightened scrutiny creates uncertainties, especially for those planning overseas travel. Individuals who do not hold valid visas or need stamping to re-enter the U.S. must anticipate potential issues that may lead to delayed returns or interrupted work schedules.

Recommendations for Employers

In light of these developments, employers should plan proactively to minimize the operational impact of delayed travel or disruptions for impacted employees:

1. Restrict Non-Essential Travel: Employers of all noncitizen employees—H‑1B and other categories—should work with immigration counsel to assess whether international travel is absolutely necessary or might be deferred.
2. Assess Travel Contingencies: Review critical projects and assignments where visa-related delays could affect timelines. Develop contingency plans to mitigate disruptions caused by employee absences.
3. Monitor Application Schedules: Encourage employees to plan for longer lead times when scheduling visa appointment, and consult guidance from immigration counsel regarding the latest State Department policies.
4. Advise on Online Presence: Employees should review their public-facing digital profiles to ensure alignment with application details. Remind employees to exercise caution in publicly sharing sensitive information, as contradictions may trigger additional scrutiny.
5. Stay Informed: Follow updates from State Department on evolving visa procedures to ensure compliance and provide timely support to visa-dependent employees. For further information, consult State Department's official announcement.

Conclusion

This expanded vetting initiative underscores the importance of thorough preparation for visa renewals and overseas travel involving H-1B and H-4 visas. Employers must take a proactive role in advising their workforce and ensuring business continuity amid evolving government protocols.

Employers with questions about compliance obligations or support strategies for impacted employees may find it valuable to consult with immigration counsel for personalized guidance.

Pamela Genise, an immigration attorney with nearly two decades of experience managing business and family immigration matters, and Diane Butler, chair of DWT's immigration practice, are nationally recognized authorities in employment-based immigration law. For more insights, contact any member of the immigration group or sign up for our alerts.