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Under a new State Department policy, virtually all visa applicants to the United States are now required to submit information about social media accounts they have used in the past five years.

Applicants for immigrant and nonimmigrant visas must use the State Department’s Consular Electronic Application Center (CEAC) to complete online forms for nonimmigrant (DS-160) or immigrant (DS-260) visas. The Department has updated its immigrant and nonimmigrant visa forms to request additional information, including “social media identifiers,” from almost all U.S. applicants.

The new visa application forms list a number of social media platforms and require the applicant to provide any account names they may have had on them over the previous five years.

US State Department Now Requires Visa Applicants to Provide Social Media Information

Applicants have the option of stating they do not use social media. However, failure to provide accurate and truthful responses in a visa application may result in denial of the visa by a consular officer. An individual’s social media footprint will provide consular officers with a snapshot of contacts, associations, habits, and preferences. Consular officers will likely look for inconsistencies and possible security concerns on a broad range of issues.

This action amplifies the measures outlined by the U.S. Department of Homeland Security in its September 2017 proposal calling for the review of social media records by all immigrants. This marks a significant shift from prior policy under the Obama Administration, which asked visa applicants to submit social media records on a voluntary basis.  

In addition to their social media histories, visa applicants are now asked for five years of previously used telephone numbers, email addresses, international travel, and deportation status, as well as whether any family members have been involved in terrorist activities. 

Under the new policy, both temporary visitors and those seeking permanent residence are required to fill out the new forms. Only applicants for certain diplomatic and official visa types will be exempted from this requirement. 

Please consult your GT attorney for additional information and check back here for updates.

For more on social media and immigration policy, click here.

The Department of State (DOS) has noticed for public comment an Information Collection Review – Electronic Application for Immigrant Visa and Alien Registration  that would require immigrants coming to the United States to submit five years of social media history. This effort is viewed by many as a component of “enhanced vetting” on behalf of the Administration following domestic terrorist activities.

Continue Reading DOS Proposes Rule Requiring Review of Social Media for U.S. Immigrant and Non-Immigrant Visa Applicants

We continue to see immigration as a moving target with recent news of four cables issued by Secretary of State Rex Tillerson guiding implementation of increased security protocols and vetting for consular posts around the world. Secretary Tillerson issued initial cables March 10 and 15 in anticipation of the new Travel Ban scheduled to take effect March 16. In response to the federal court action in Hawaii staying implementation of the new Executive Order, he followed these with a third cable March 16 rescinding large portions of his initial communications. Finally Tillerson sent a fourth cable March 17 providing final revised guidance on policy for vetting identified populations and increased social media checks.

The March 17 guidance directs consular officers to identify populations “warranting increased scrutiny” and also implements a “mandatory social media check” for certain individuals based upon time spent in Islamic State-controlled territories. Although we have seen a slight increase in review of social media in recent years, it is less common than one may believe. Consular officers have indicated that they rarely engage in deep screening due the large volume of social media available and the corresponding time it takes to review the information. In addition to new social media directives, the fourth and final cable also leaves in place direction to “develop a list of criteria identifying sets of post applicant populations warranting increased scrutiny.” While a list of specific questions to ask of individuals from identified countries was rescinded with the March 16 and 17 cables so as to comply with existing law, the general directive remains.

With the exception of the two directives above, consular officials have indicated that the guidance provided in the most recent cable may not stray far from current practice, as visa applications already go through a demanding vetting process. That being said, we do anticipate these new directives will increase visa processing times in many countries. We encourage employers and those planning to travel for visa processing purposes to plan accordingly.

On Aug. 9, 2021, U.S. Citizenship and Immigration Services (USCIS) announced that applicants filing for Lawful Permanent Resident (LPR) status are now able to apply for a Social Security number (SSN) or replacement card as part of their Adjustment of Status application process. Accordingly, USCIS released a new, revised version of the Form I-485, Application to Register Permanent Residence or Adjust Status, which incorporates additional questions necessary to apply for an SSN or replacement card. Previously, applicants were required to submit a separate application for an SSN at a Social Security office.

The new version of the Form I-485 is effective immediately and can be used in filings now. However, applicants are permitted to submit either the new Form I-485 or the previous version of Form I-485 until Oct. 13, 2021, after which all applicants will need to submit the new version of the form.

Once the Form I-485 is filed and approved, USCIS will electronically transmit the data to the Social Security Administration. The Social Security Administration will then automatically assign applicants with an original SSN, or issue a replacement card, where requested. The filing fee for Form I-485, presently $1,225.00, remains unchanged following this new development.

This expanded partnership with the Social Security Administration has been introduced by the Biden administration to expedite bureaucratic processes, eliminate extraneous steps for applicants, and enhance collaboration between agencies.

In this episode of the Immigration Insights Podcast, co-chairs of Greenberg Traurig’s Global Immigration & Compliance Practice Kate Kalmykov and Courtney Brooks discuss how artificial intelligence is transforming USCIS adjudications and what employers and applicants need to know to stay ahead of an increasingly demanding compliance environment.

The hosts explain that Requests for Evidence (RFEs) have surged across all visa categories and are now broader, more detailed, and informed by data pulled from external sources including government databases, business registries, and social media. AI is enabling officers to cross-reference filings with a speed and thoroughness that was not previously possible, making consistency across filings, organizations, and time a critical concern.

Kate and Courtney walk through the key visa categories most affected including H-1B, L-1, O-1 and EB-1A petitions. National Interest Waiver denials and RFEs have risen sharply, with officers pressing for measurable, demonstrable impact.

On the I-9 compliance front, enforcement has intensified, penalties have increased, and AI is being used to map related corporate entities and extend audits across them. Unprecedented cross-agency coordination among USCIS, ICE, DOL, IRS, SSA, and CBP means that tax, payroll, and other records are now readily accessible to adjudicators across contexts.

The hosts close with practical takeaways: to centralize and standardize immigration filings, conduct proactive internal audits, use AI tools to anticipate what the government may find, prepare thorough documentation upfront, and communicate transparently with employees about the current climate. Both agree that AI-driven adjudication is here to stay and that organization, consistency, and preparation are the keys to navigating it successfully.

On June 9, 2026, the U.S. House of Representatives voted 214–212, along party lines, to pass the Secure America Act (S. 2), a measure providing roughly $70 billion in funding for U.S. Immigration and Customs Enforcement (ICE) and U.S. Customs and Border Protection (CBP). The Senate had passed the same bill 52–47 on June 5, 2026, and President Donald Trump signed it into law on June 10, 2026.

The legislation was enacted through the budget reconciliation process, a fast-track budget procedure that allowed it to clear the Senate with a simple majority and without Democratic support. Its passage followed a months-long standoff over Department of Homeland Security funding, during which Congress funded most of DHS but left ICE and CBP unfunded.

Unlike ordinary appropriations, which fund agencies for a single fiscal year, the law provides lump-sum amounts that remain available through Sept. 30, 2029, the end of fiscal year 2029. Reported allocations include approximately $38 billion for ICE, approximately $26 billion for CBP, and about $5 billion for the Department of Homeland Security for additional immigration enforcement purposes. The funds are directed toward personnel hiring, detention and removal operations, technology and equipment, and 287(g) agreements that allow state and local law enforcement agencies to assist with certain immigration enforcement functions.

The Secure America Act provides funding only; it does not itself amend the substantive immigration laws or eligibility standards governing visas, status, or admissibility.

While the full impact will depend on how federal agencies implement the funding, the bill signals a more enforcement-focused immigration environment. Individuals and businesses should expect closer scrutiny, stronger compliance expectations, and potentially more active immigration enforcement in the coming years.

What It May Mean in Practice

For noncitizens in the United States, this may mean that maintaining lawful status becomes even more important. People with expired visas, prior immigration violations, pending applications, old removal orders, or criminal records may face increased risk if enforcement activity expands. Even individuals with valid status should make sure their records, filings, and travel history remain consistent and well documented. Individuals that discover errors in their omission or period of authorized stay should attempt to have those errors corrected as soon as possible following admission.

For travelers entering the United States, the bill may also lead to more detailed inspection at ports of entry. Visitors, students, business travelers, and work visa holders should be prepared to explain the purpose of their trip clearly and provide supporting documents when necessary. Inconsistent answers, unclear travel plans, or documentation issues may create additional problems during inspection.

For employers, this legislation is also a reminder to review immigration compliance practices. Companies that sponsor foreign workers should ensure that I-9 records, work authorization documents, job descriptions, payroll records, and visa-related filings are accurate and up to date. Increased enforcement funding may lead to more audits, site visits, investigations, or document requests.

Families may also be affected, particularly households with mixed immigration statuses. If one family member is undocumented, has a pending case, or has unresolved immigration history, it may be important to seek legal guidance before travel, filing new applications, or responding to government notices.

This bill does not automatically change every immigration rule overnight. It does not mean that every visa holder or immigrant will face immediate action. However, it does indicate that immigration enforcement will likely remain a major federal priority. In this environment, preparation matters.

Individuals should avoid relying on informal advice, social media posts, or assumptions based on past experience. Immigration law is highly fact-specific, and small differences in status, travel history, criminal history, or prior filings can lead to very different outcomes.

If you are concerned about your immigration status, upcoming travel, an employer-sponsored visa, a family-based petition, or a government notice, it may be advisable to consult an immigration attorney before taking action.

The Department of State (DOS) and U.S. Citizenship and Immigration Services (USCIS) have announced expansions to screening and vetting across consular visa processing and USCIS immigration benefit adjudications. These developments reflect a coordinated federal approach that has increased scrutiny for nonimmigrant visa applicants abroad and individuals seeking immigration benefits within the United States.

1. Department of State’s Expanded Visa Screening

  • Effective March 30, 2026, DOS expanded online presence and social media review to additional nonimmigrant visa categories.
  • The covered categories now include A-3, C-3 (if a domestic worker), G-5, H-3, H-4 dependents of H-3, K-1, K-2, K-3, Q, R-1, R-2, S, T, U, H-1B, H-4, F, M, and J nonimmigrant visas.
  • Applicants in affected categories must disclose five years of social media handles and set all social media profiles to “public” to complete visa adjudication.

2. USCIS Strengthened Vetting for Immigration Benefits

  • On March 30, 2026, USCIS announced strengthened vetting measures after reporting identifying gaps that resulted in approvals of naturalization, green card, and other immigration benefit applications. USCIS determined that these gaps presented potential national security or public safety concerns.
  • Earlier this year, USCIS issued policy memoranda placing holds and enhanced review on:
    • Pending asylum and benefit applications from 39 designated high‑risk countries; and
    • Certain Diversity Visa–based adjustment of status applications.
  • Employment authorization is subject to enhanced screening and vetting. USCIS may place holds on applications, conduct additional background and security checks, or limit validity periods for Employment Authorization Documents (EADs) as part of its strengthened review, particularly for applicants from designated high‑risk countries or categories. For additional information, refer to the related USCIS alert regarding reduced validity periods for newly issued employment authorization documents.

Considerations for Applicants

  • Heightened scrutiny for visa applicants: Nonimmigrant visa applicants, particularly those in newly affected categories, may see closer review of online activity and social media during the adjudication process.
  • Accuracy and consistency: Information provided on visa applications, immigration filings, prior entries, and social media should be truthful, complete, and consistent. Errors or omissions may result in delays, denials, or further investigation.
  • Processing times: Enhanced screening by both DOS and USCIS may result in increased administrative processing, requests for evidence, or application holds, particularly for applicants from designated higher‑risk countries.
  • Ongoing vetting: USCIS has indicated that vetting continues beyond initial entry into the United States. Asylum, adjustment of status, and naturalization applications may be subject to additional review.
  • Early consultation with immigration counsel: Given the increased focus on security screening, background checks, and social media review, individuals and employers are may wish to consult with immigration counsel to assess their circumstances, prepare documentation, and address potential issues proactively.

Host and Co-Chair of Greenberg Traurig’s Global Immigration & Compliance Group, Kate Kalmykov, welcomes Kelly Bunting, GT colleague and labor and employment practice shareholder, to discuss the complex overlap between US immigration and employment law.

They explore current challenges facing employers, including social media issues, religious and disability accommodations, wage and hour litigation, and heightened compliance in M&A deals.

Kelly offers practical insights on drafting cross-border employment agreements, managing restrictive covenants, and training managers to avoid liability.

The episode highlights the importance of coordinated efforts between immigration and employment counsel, especially when onboarding foreign nationals and maintaining compliance.

Tune in to gain actionable tips for handling workforce issues in a dynamic legal environment and the ongoing competition for global talent.

Click here to listen to the full episode.

U.S. consulates across India have begun cancelling and automatically rescheduling H-1B and H-4 visa appointments (often 90 to 120 days later) due to the new online presence and social media vetting rules taking effect Dec. 15, 2025. Although the Department of State (DOS) has not issued a formal announcement, all major posts, including Chennai, Hyderabad, Mumbai, and New Delhi are implementing the same operational changes.

Individuals who already traveled abroad or made travel plans and then received notices that their visa interviews were rescheduled into next year may be most affected right now. These applicants may now face extended time outside the United States. Expanded social media vetting and enhanced security background checks are also increasing the likelihood that applicants might experience delays abroad even after completing their visa interviews, as more cases are routed into administrative processing.

New visa applicants may also need to wait for appointments into next year and should be aware that even confirmed appointments might be rescheduled.

These developments coincide with a recent DOS policy shift requiring most visa applicants to process applications in their country of citizenship, nationality, or legal residence. Indian nationals may no longer rely on securing appointments in third-country posts with shorter wait times. Together, these changes might create new challenges for companies that depend on predictable international mobility.

Key Consulate Actions Affecting Employers

Across all posts, the notices share the same core instructions:

  • Previously scheduled interview dates are no longer valid;
  • New appointment dates have been automatically assigned months out;
  • Biometric appointments remain unchanged;
  • Applicants must download revised appointment letters through the visa portal;
  • Rescheduling is strictly limited and may be unavailable if the MRV fee receipt is more than one year old; and
  • Missed appointments may result in fee forfeiture.

These actions reflect a coordinated response to the increased time required for expanded digital footprint screening.

Employer Considerations

The visa-processing environment for India has changed quickly. Employers may wish to adjust planning and internal protocols.

  1. Reevaluate all travel requiring visa stamping in India: Interviews are being postponed by several months. With third-country processing no longer permitted, employees who need visa stamping may face extended time outside the United States. Employers may wish to reassess upcoming international travel for such employees.
  1. Extend lead time in staffing, rotation, and project planning: Short-notice availability for visa appointments in India can no longer be assumed. Consider incorporating additional buffer time for workforce planning, onboarding schedules, client assignments, and project deployments.
  1. Develop contingency plans for mission-critical personnel: For employees essential to operations or client delivery, travel to India may carry heightened return-risk. If travel is unavoidable, managers should prepare for the possibility that return dates may shift.
  1. Update internal travel-approval procedures: Trips involving visa stamping now involve increased uncertainty. HR, mobility, or legal review may be appropriate before granting approval for international travel.
  1. Prepare expedite-request documentation early: Requests for expedited appointments may be difficult to secure. Increased demand across the market and stricter standards applied by consular authorities mean that only the most compelling business emergencies might qualify. Consider gathering strong business-impact evidence in advance—such as operational disruption, financial implications, or urgent client need.
  1. Advise employees who will need visa stamping to avoid non-essential travel: Employees who must obtain a new visa stamp to return to the United States should consider deferring non-essential travel to India. Lengthy appointment delays and the inability to process in other countries increase the likelihood of protracted stays abroad.
  1. Ensure employees understand the expanded social media and online presence review: Accuracy and consistency across public platforms will be reviewed as part of the visa process. Employers should encourage employees to review their online presence to ensure it aligns with their actual employment and immigration history.

Takeaways: Employer Planning

This disruption may be temporary and consular operations may begin to normalize over the next four to six months. Until then, visa applicants who already traveled or made plans before these changes were announced may experience the greatest impact. New applicants might need to plan around appointment availability into next year, with the understanding that rescheduling may occur with little notice. Expanded social media vetting and enhanced security checks may continue to contribute to delays even after interviews take place.

GT will continue monitoring developments across all consulates. Employers with India-based workforces, time-sensitive assignments, or frequent global rotations may wish to reassess mobility strategies using these new constraints as planning baselines.

In this episode of the Immigration Insights podcast series, Kate Kalmykov, co-chair of Greenberg Traurig’s Immigration & Compliance Practice, is joined by Don Aviv, CEO of Interfor International, to tackle the evolving intersection of global mobility and security.

Together, they examine how geopolitical instability, technological advances, and regulatory changes are reshaping the landscape for businesses and individuals moving across borders.

From the heightened risks of data breaches and device searches to the growing impact of social media and AI on both immigration and corporate security, Don shares practical strategies for risk assessment, data protection, and crisis preparedness.

The conversation highlights the need for close collaboration between immigration counsel, HR, and security professionals, and emphasizes the importance of proactive planning—especially as companies navigate new markets, respond to policy changes, and protect high-value employees and sensitive information around the world.

Click here to listen to the full episode.