On Sept. 6, 2025, the U.S. Department of State issued updated guidance directing that nonimmigrant visa (NIV) applicants (E, F, H, J, L, O, etc.) must generally schedule their visa interview appointments at a U.S. embassy or consulate in their country of nationality or legal residence.

For nationals of countries where routine NIV processing is not available, the guidance specifies designated embassy or consulate posts.

Below is an overview of what employers and foreign national employees should be aware of under the new policy, and practical considerations to help mitigate its impact.

What the Policy Says

Applicants must schedule interviews in their country of nationality or country of residence. If applying based on residence (rather than nationality), the applicant must be able to demonstrate legal residence in that country. For certain countries without routine visa operations, the Department of State has designated specific embassies or consulates (for example, Iran → Dubai; Venezuela → Bogotá; Russia → Astana or Warsaw; Ukraine → Krakow or Warsaw; etc.). Visa application fees remain non-refundable and non-transferable, even if the applicant is found ineligible due to interview location. Applicants applying outside of their country of nationality or residence may face longer wait times for appointment scheduling. Existing appointments generally will not be cancelled. Exceptions apply for diplomatic and official visas, certain UN-related visas, and humanitarian or medical emergencies.

Practical Implications for Employers and Employees

This policy shift has several practical implications for companies sponsoring nonimmigrant visas and the foreign nationals they employ.

Applicants may face longer appointment backlogs in their country of residence or nationality, since the option of scheduling in third countries with shorter wait times has been curtailed. Employers should factor in potential delays when planning start dates, project timelines, and mobility schedules.

Employees applying based on residence must provide evidence of legal residence in that country (for example residence permits, lease agreements, local tax records, utility bills, or visa stamps). Employers and immigration teams may wish to assist employees in gathering this documentation before scheduling.

Some employees temporarily abroad for business or tourism, but not legally U.S. residents, will need to return to their country of residence (or designated processing post) to apply, potentially incurring additional travel, lodging, and logistical expenses. Employers may wish to budget for or mitigate these costs in their mobility or relocation planning.

If an applicant mistakenly schedules an appointment in a third country without satisfying the residence requirement, there is risk of delays, additional scrutiny, or loss of the processing fee. Employers should coordinate with counsel or local embassy guidance when booking appointments to enhance compliance.

HR and immigration teams should consider reviewing internal visa onboarding or mobility checklists, updating processes, training employees and mobility stakeholders about the new requirement, verifying residence eligibility, identifying appropriate consular posts, and building buffer time into planning cycles.

Individuals with existing appointments at embassies or consulates where they are applying as third-country nationals may wish to consider cancelling those appointments and rebooking in their home country. Immigration practitioners are reporting that consular officers in some locations are informing applicants they must process their cases in their home country. This is not being applied consistently at all consulates, which means applicants may face uncertainty or inconsistent treatment if they proceed with a third-country appointment.

Employer Considerations

To address this change proactively, employers may wish to consider:

  1. Reviewing all pending or upcoming NIV cases and confirming whether the interview location aligns with the new requirement;
  2. Ensuring employees gather residence evidence in advance of booking appointments;
  3. Starting visa planning earlier to accommodate possibly longer appointment wait times;
  4. Incorporating additional buffer time in project and mobility timelines, especially when international relocation or training assignments are involved;
  5. Budgeting for potential extra travel or lodging costs if employees must return to their country of residence or designated processing post;
  6. Advising employees with third-country appointments to cancel and rebook in their home country, given reports of consular officers enforcing the residence-based rule;
  7. Coordinating with local consular resources or outside counsel in the countries involved to monitor appointment availability and evolving consular practices; and
  8. Communicating the change clearly to employees, especially those on temporary assignments or remote postings, so they understand the new constraints and can plan accordingly.

Conclusion

The September 2025 Department of State directive requiring NIV applicants to interview in their country of nationality or legal residence introduces a meaningful shift for U.S. employers and their foreign national workforce. While the policy aims to localize adjudication and improve the alignment of interview processing with applicants’ residence, it also brings potentially new complexities: logistical planning, documentation, scheduling delays, and costs. Employers sponsoring nonimmigrant visas should consider treating this as a new baseline for visa planning. Early coordination, intentional timeline buffers, logistical planning for potential travel burdens, and clear communication with employees may be helpful in minimizing disruptions and ensuring timely visa processing.

The State Department updated its Foreign Affairs Manual on intent to depart and residence abroad requirements for F-1 and M-1 students. The new guidance clarifies that although F-1 and M-1 students are required to show a residence abroad when applying for a student visa, the context is inherently different than that for B visitor and other short-term visa applicants. While students are required to have an intent to depart the United States at the end of their studies, they likely will not have evidence of ties to property,  employment, and continuity of life typical of B visa applicants. Accordingly, the residence abroad requirement for student applicants should be considered in the context of the usual limited ties that a student has and their immediate, present intent to depart the United States at the conclusion of their studies. An F-1 or M-1 visa should not be denied because there is some likelihood that their intent will change in the future.

On Aug. 28, 2019, U.S. Citizenship and Immigration Services (USCIS) issued new policy guidance “to address requirements for ‘residence’ in statutory provisions related to citizenship, and to rescind previous guidance regarding children of U.S. government employees and members of the U.S. armed forces employed or stationed outside the United States.” USCIS has updated its Policy Manual to clarify the distinction between residence and physical presence in the United States and to clarify that short visits to the United States do not establish residence as well as to state that children of U.S. government employees and U.S. armed forces members residing outside the United States are no longer considered to be “residing in the United States” for purposes of acquiring citizenship under INA 320. This policy will become effective Oct. 29, 2019. 

Continue Reading Friendly Fire: USCIS Deploys New Definition of ‘Residence’ in Statutory Provisions Related to Citizenship

USCIS’s Policy Memorandum on ‘Revised Interview Waiver Guidance for Form I-751, Petition to Remove Conditions on Residence” went into effect on Dec. 10, 2018. The memorandum fully replaces the June 24, 2005, “Revised Interview Waiver Criteria for Form I-751, Petition to Remove the Conditions on Residence.” These guidelines apply to I-751 cases filed as a joint petition or as a waiver of the joint filing requirement. Per the new memorandum, an officer may consider waiving an interview if they are satisfied that:

  • They can make a decision because the record contains sufficient evidence about the bona fides of the marriage (that the marriage was not entered into in order to evade U.S. immigration laws);
  • USCIS has previously interviewed the principal petitioner (for forms filed on or after Dec. 10, 2018);
  • There is no indication of fraud or misrepresentation in the Form I-751 or the supporting documentation; and
  • There are no complex facts or issues that require an interview to resolve.

For more on USCIS Policy Memorandums, click here.

The Department of Homeland Security announced on Aug. 28, 2017, that beginning on Oct. 1, USCIS will begin requiring in-person interviews at local District Offices for adjustment of status applications based on employment, as well as certain refugee/asylee relative petitions.

In the past, USCIS did not require an in-person interview adjustment of status applications based on employment, and only conducted these interviews on rare case-by-case bases.  The purpose of these interviews is to verify the information in the application and to determine the credibility of the individual seeking permanent residence. The current processing times for each service center processing Adjustment of Status applications based on employment are as follows:

The applications to adjust status will need to first be processed by USCIS, after which it will be sent to the local district office for an interview to be scheduled.  Due to the already backlogged timelines as indicated in the chart above, adding this extra step will further add to the processing times.  Please note that if the applicant and his or her dependents do file Adjustment of Status applications, they will receive work and travel authorization within 90-120 days of submission.

Greenberg Traurig is ready to assist with any queries related to this matter. Please subscribe to our blog for updates.

Applicants for certain Canadian immigration programs can look forward to a faster permanent residency process in the new year. Foreign nationals seeking permanent residence through the Federal Skilled Worker Program, the Federal Skilled Trades Program, the Canadian Experience Class, and parts of the Provincial Nominee Program should complete the Express Entry process in six months. The current process takes one to two years. Continue Reading Canada’s ‘Express Entry’ Permanent Residence Program Beginning in January 2015

The landscape for Temporary Protected Status (TPS) and humanitarian parole continues to change rapidly, creating uncertainty for hundreds of thousands of foreign nationals and posing significant compliance challenges for U.S. employers.

Recent developments involving Haiti, Venezuela, Ukraine, and other TPS-designated countries demonstrate that temporary immigration protections may change quickly due to government action, federal court decisions, and evolving agency guidance. Employers and foreign nationals should carefully evaluate how these developments might affect employment authorization, Form I-9 compliance obligations, and long-term immigration planning.

Haiti TPS: End of Protection Creates Urgent Need for Planning

One of the most significant recent developments involves the termination of Haiti’s TPS designation. Haiti TPS beneficiaries have relied on temporary protection and employment authorization for several years due to ongoing country conditions. However, DHS announced the termination of Haiti TPS, and after litigation-related delays, the termination process has moved forward. As a result, affected Haitian nationals may lose both protection from removal and employment authorization unless they qualify for another form of immigration relief.

For employers, Haiti TPS presents a significant Form I-9 compliance issue. Employees who previously relied on TPS-related Employment Authorization Documents may have received extensions or continued work authorization based on litigation or government notices. Employers may not rely on the expiration date printed on an EAD card without reviewing the applicable USCIS guidance and determining whether the employee continues to have valid work authorization. Affected individuals may also wish to evaluate whether they have alternative immigration options, including employment-based sponsorship, family-based immigration, asylum, or other available humanitarian pathways.

Venezuela TPS: Multiple Designations Create a Complicated Legal Landscape

Venezuelan nationals face one of the most complicated TPS situations because Venezuela has been designated for TPS twice, creating two different categories of beneficiaries with different eligibility timelines and employment authorization considerations.

DHS actions seeking to terminate Venezuelan TPS have been challenged through litigation, resulting in a shifting legal landscape. The status of Venezuelan TPS beneficiaries has depended on factors including the applicable designation, registration period, court decisions, and subsequent USCIS guidance. This means that Venezuelan TPS holders must not be evaluated as a single group. Two Venezuelan nationals with TPS may have different rights depending on when they registered, which designation applies to them, and whether their work authorization has been extended through agency action or court order.

Employers with Venezuelan TPS employees should carefully review each employee’s documentation and applicable Form I-9 guidance before taking any action based on an EAD expiration date. Similarly, Venezuelan nationals should consider whether they have options beyond TPS, including employment-based immigration, family-based options, asylum, or other forms of relief. The uncertainty surrounding Venezuelan TPS highlights the broader challenge with relying on temporary humanitarian protections as a long-term immigration strategy.

Ukraine: Humanitarian Parole Requires Long-Term Planning

Ukrainian nationals in the United States have largely relied on humanitarian parole programs, including Uniting for Ukraine, rather than TPS. Unlike TPS, humanitarian parole is inherently temporary and does not provide a direct path to permanent residence. Individuals who entered through parole may wish to track their parole expiration dates and determine whether they qualify for another immigration benefit before their authorized stay expires.

Depending on their circumstances, Ukrainian nationals may qualify for other options, including employment-based sponsorship, family-based immigration, asylum, or other humanitarian protections. However, continued reliance on parole alone may create uncertainty as parole periods approach expiration. Employers should also be aware that an employee who initially received work authorization through a humanitarian parole program may require careful review when employment authorization must be reverified.

Other TPS Designations Remain Uncertain

Beyond Haiti and Venezuela, several other TPS designations remain subject to changing government policy and litigation. Countries affected include Afghanistan, Burma (Myanmar), Cameroon, Ethiopia, Honduras, Nepal, Nicaragua, Somalia, South Sudan, and Yemen, among others. The result is a complex patchwork where protections may differ based on country, registration date, litigation status, and the specific government guidance currently in effect.

Employer Compliance Considerations

For employers, the current environment requires careful attention to Form I-9 compliance.

Employers may wish to:

  1. Review current USCIS guidance before reverifying employment authorization for TPS and humanitarian parole employees.
  2. Avoid making employment decisions based solely on an expired EAD without determining whether an extension applies.
  3. Maintain consistent procedures for employees whose work authorization depends on temporary programs.
  4. Monitor developments affecting countries represented in their workforce.

Employers should also consider conducting proactive reviews of their workforce to identify employees whose work authorization depends on TPS, parole, or other temporary programs.

Temporary Protection Requires Permanent Planning

TPS and humanitarian parole provide critical protection during periods of crisis, but they are temporary solutions. Recent developments involving Haiti, Venezuela, Ukraine, and other countries demonstrate the importance of evaluating longer-term immigration strategies. Foreign nationals relying on temporary protections should consider whether they qualify for permanent immigration options before their current status or work authorization expires. Employers may also want to take a proactive approach to immigration planning to minimize disruption and maintain compliance.

As the legal and policy landscape continues to evolve, both employers and foreign nationals should closely monitor developments affecting TPS, humanitarian parole, employment authorization, and workplace compliance obligations.

In May 2026, United States Citizenship and Immigration Services (USCIS) issued a policy memorandum signaling a shift in how employment-based permanent residence cases may be processed. The memorandum encourages adjudicators to deny adjustment of status (Form I-485) applications rather than issue requests for evidence (RFEs) in appropriate cases, with the expectation that many applicants could instead pursue immigrant visa processing abroad through U.S. consulates.

Considered alongside the current state of the Department of State (DOS), the policy raises an important question: can DOS realistically absorb an increase in these cases?

Recent reports suggest the answer is uncertain. Also see our June 2026 blog post on early implementation trends.

A Department Under Strain

A recent Financial Times article describes challenges facing the DOS. More than half of U.S. ambassadorial positions reportedly remain vacant, staffing has been reduced by more than 20%, and over 3,000 employees have departed. Career diplomats have been replaced at historically low rates, while consular sections – already managing high visa demand – are expected to operate with fewer personnel and reduced institutional experience.

Although embassies continue operating under Chargés d’Affaires, leadership vacancies and workforce reductions affect efficiency, consistency, and the DOS’ capacity to process complex immigration matters.

For years, employment-based applicants have generally viewed adjustment of status as the more predictable path to permanent residence because it allows them to remain in the United States while USCIS adjudicates the case. If a growing number of applicants are instead required to complete processing through U.S. consulates overseas, the operational realities at DOS become important.

What This Could Mean for Employment-Based Applicants

Longer Processing Times

Shifting cases from USCIS to DOS may transfer existing backlogs from one agency to another rather than reduce overall processing times.

Employment-based immigrant visa cases often require coordination across multiple government agencies, including the National Visa Center and the applicable U.S. embassy or consulate. Reduced staffing and fewer available interview appointments could lengthen the time required to complete permanent residence processing.

For employers planning workforce transitions or international recruitment, these delays may create uncertainty.

Greater Risk of Status Gaps

A key advantage of adjustment of status is that applicants may remain lawfully present in the United States while the application is pending.

Applicants pursuing consular processing, however, face a different set of challenges.

If an individual reaches the end of their underlying nonimmigrant status before an immigrant visa interview becomes available, questions may arise regarding whether they can lawfully remain in the United States while waiting for overseas processing. Depending on the facts of the case, applicants may need to maintain an independent nonimmigrant status for a longer period than originally anticipated.

This is particularly important for employees whose H-1B, L-1, E-2, TN, or other temporary status may be approaching expiration.

Employment Authorization May No Longer Be Available

Applicants adjusting status in the United States generally become eligible to obtain employment authorization documents (EADs) and advance parole while their Form I-485 is pending.

Applicants pursuing immigrant visa processing abroad generally do not receive these interim benefits.

As a result, employers may need to rely on extensions of underlying work-authorized status. Where extensions are unavailable, interruptions in employment authorization are a possibility worth planning for.

Travel and Mobility Challenges

Adjustment applicants typically receive advance parole allowing international travel while their green card application is pending.

Consular processing requires applicants to coordinate travel, visa interviews, medical examinations, and international logistics. Delays in visa issuance following an interview can result in employees remaining abroad for an extended period, disrupting business operations and personal obligations.

Variability in Visa Adjudications

Reduced staffing may also affect consistency.

Officers handling complex employment-based immigrant visa cases with less experience may produce greater variation in adjudications. Applicants and employers should anticipate more detailed interview preparation and more comprehensive supporting documentation.

Practical Considerations for Employers

Employers sponsoring permanent residence should evaluate whether employees have a viable strategy for maintaining work authorization if processing extends beyond original expectations.

Considerations include:

  • Reviewing expiration dates for underlying nonimmigrant status.
  • Identifying employees who may require additional H-1B, L-1, or other status extensions.
  • Preparing for longer overseas processing timelines.
  • Assessing business continuity if key personnel must remain abroad pending visa issuance.
  • Building additional time into onboarding and workforce planning.

Looking at the Broader Picture

These developments may represent more than a temporary adjustment.

If USCIS increasingly directs applicants toward consular processing while DOS continues operating with reduced staffing and leadership vacancies, employment-based immigration processing may experience changes affecting where cases are adjudicated and the timing of permanent residence processing.

Immigration strategies that assumed adjustment of status as the default path warrant review, with greater attention to maintaining nonimmigrant status, preserving uninterrupted work authorization, and preparing for longer and more complex consular processing.

As federal immigration agencies continue to evolve, permanent residence planning will benefit from evaluating how the immigration system functions as an interconnected whole rather than focusing on any single agency’s policy change in isolation.

Recent news reports regarding the erroneous registration of noncitizens to vote serve as an important reminder of a broader issue that immigration practitioners encounter with increasing frequency: the disconnect between state administrative systems and the federal immigration system.

While these incidents often generate discussion about election administration, they also highlight an equally important concern — the potentially severe immigration consequences that may arise when noncitizens unknowingly rely on inaccurate information or actions taken by a government agency.

For many noncitizens, a routine interaction with a state agency may become a significant immigration issue years later. Unfortunately, because state and federal agencies often operate independently, the consequences of an administrative error may not become apparent until an individual applies for an immigration benefit or is otherwise reviewed by federal immigration authorities.

A Disconnect Between State and Federal Systems

Some people assume that federal immigration agencies and state agencies communicate seamlessly. In reality, they often operate independently, with different responsibilities and limited coordination.

State agencies responsible for driver’s licenses, voter registration, and jury administration generally do not have direct access to federal immigration systems to verify an individual’s immigration status. Likewise, federal immigration agencies — including U.S. Citizenship and Immigration Services (USCIS), U.S. Customs and Border Protection, Immigration and Customs Enforcement, and the Department of State — may not become aware of a state administrative action until years later, when an individual applies for lawful permanent residence, naturalization, a visa, or another immigration benefit.

By that point, what began as a routine interaction with a state agency may require a detailed legal analysis under the Immigration and Nationality Act (INA).

How These Situations Might Arise

Many states offer voter registration during driver’s license applications or renewals pursuant to the National Voter Registration Act of 1993 (Motor Voter Act), 52 U.S.C. §§ 20501 et seq. While the law was designed to increase voter participation, it also means that routine DMV transactions may inadvertently create immigration issues when citizenship is not accurately verified.

Mistakes might occur for many reasons, including:

  • Misunderstanding an applicant’s immigration status;
  • Incorrectly recording citizenship information;
  • Processing voter registration despite an applicant declining it;
  • Applicants inadvertently signing electronic forms; or
  • Language barriers that prevent applicants from fully understanding the forms they are completing or the legal significance of what they are signing.

Some noncitizens might assume that if a government employee offers voter registration or processes an application, they must be eligible. Others receive official correspondence from a government agency and may believe it must be accurate. What appears to be a routine administrative process may have profound immigration consequences.

Jury Summonses Present Similar Challenges

Voter registration is not the only example.

Noncitizens occasionally receive jury summonses because their names are drawn from driver’s license records, voter registration databases, or other state records that incorrectly identify them as eligible for jury service.

Receiving a jury summons does not necessarily mean an individual is legally qualified to serve. However, recipients might assume that because the notice came from a government agency, they are expected — or even required — to comply. Others may disregard the summons without understanding the procedures for requesting disqualification.

In some cases, individuals do not consult immigration counsel because they view the matter as a routine administrative issue rather than one with potential immigration implications.

These examples illustrate how disconnected government systems might create confusion for individuals who are attempting to comply with official government instructions.

Immigration Consequences May Be Significant

The immigration consequences of erroneous voter registration, voting by a noncitizen, or falsely claiming U.S. citizenship can be severe.

False Claims to US Citizenship

One of the most significant concerns is whether an individual is found to have falsely represented himself or herself to be a U.S. citizen for a purpose or benefit under federal or state law.

INA § 212(a)(6)(C)(ii) renders inadmissible any noncitizen who falsely represents himself or herself to be a U.S. citizen for any purpose or benefit under the INA or any federal or state law. A corresponding ground of deportability appears in INA § 237(a)(3)(D).

Unlike other immigration violations, a false claim to U.S. citizenship often carries permanent immigration consequences, and for some individuals there is no general waiver available.

Whether a false claim occurred depends on the specific facts, including what representations were made, what documents were signed, and whether the statutory elements have been satisfied. Even where an individual acted without fraudulent intent or relied on a government error, the issue may still require careful legal analysis.

Voting by a Noncitizen

Federal immigration law separately addresses unlawful voting.

INA § 237(a)(6) provides that a noncitizen who has voted in violation of any federal, state, or local constitutional provision, statute, ordinance, or regulation is removable.

In addition, voter registration or unlawful voting may become relevant during applications for naturalization, where USCIS evaluates whether an applicant has established the required good moral character under INA §§ 101(f) and 316(a).

Whether these provisions ultimately apply depends upon the specific facts, the applicable federal and state laws, and the statutory requirements governing each ground of inadmissibility or removability. Every case requires an individualized legal analysis.

These Issues May Surface Years Later

One of the most challenging aspects of these cases is timing.

The issue might not arise until years after the original DMV visit or receipt of a government notice. It may first be identified during:

  • A naturalization interview;
  • An adjustment of status application;
  • Consular visa processing;
  • Removal proceedings; or
  • Another immigration adjudication involving a review of the individual’s history.

By then, records may be difficult to obtain, memories may have faded, and reconstructing the circumstances surrounding the original event can be challenging.

Government Error Does Not End the Analysis

The fact that a government agency made the initial mistake does not necessarily resolve the immigration analysis.

Federal immigration authorities may still examine:

  • What representations were made;
  • What documents were signed;
  • Whether the individual ultimately registered or voted;
  • Whether the statutory requirements have been met; and
  • Whether any statutory exceptions or defenses apply.

USCIS may review voter registration records, DMV documentation, signed applications, and other evidence when adjudicating immigration benefits. As a result, an administrative error that initially appeared inconsequential may become the subject of detailed scrutiny years later.

Each situation must therefore be evaluated on its own facts and under the applicable provisions of the INA.

Practical Considerations

Noncitizens may wish to exercise particular caution when interacting with state agencies. They should consider:

  • Carefully reviewing all documents before signing them, even if they appear to be routine DMV paperwork.
  • Avoiding assumptions about eligibility for rights or benefits reserved for U.S. citizens simply because it is offered or processed by a government employee.
  • Asking for clarification or an interpreter before signing documents that reference citizenship or voter registration if English is not their primary language.
  • Promptly contacting the appropriate election authority to determine their registration status and, where appropriate, request cancellation if they unexpectedly receive voter registration cards.
  • Following the court’s procedures for notifying it that they are not eligible to serve if they receive jury summons.
  • Consulting experienced immigration counsel before taking action if they receive any government notice involving voting, jury service, or another right or obligation that may depend upon U.S. citizenship. What appears to be a routine administrative matter may carry significant immigration consequences.

A Need for Better Coordination

These situations underscore the challenges that arise when state administrative systems and the federal immigration system operate independently.

Greater coordination between federal and state agencies, improved training for government employees, clearer guidance regarding citizenship verification, and increased public education may help prevent administrative errors from evolving into significant immigration issues years later.

Until greater safeguards are in place, noncitizens should recognize that even routine interactions with state agencies may have important immigration implications. Careful review of government forms, an understanding of eligibility requirements, and timely legal advice might help avoid unintended consequences that may not become apparent until much later in the immigration process.

For immigration practitioners, these cases serve as an important reminder that a seemingly minor administrative error today may become a complex legal issue years later. As immigration enforcement and benefit adjudications continue to rely on information collected across multiple levels of government, ensuring that individuals understand the distinction between what a state agency permits and what federal immigration law allows has never been more important.

When USCIS issued its May 21 memorandum emphasizing consular processing as the preferred pathway for many intending immigrants seeking permanent residence, the immigration community began raising questions. Would adjustment of status (AOS) applications become more difficult to approve? Would USCIS begin issuing widespread requests for evidence (RFEs) challenging applicants’ eligibility to adjust status in the United States? Would employment authorization and travel documents be affected? Would foreign nationals already pursuing AOS face increased scrutiny at interviews?

Now two weeks later, while it remains too early to draw definitive conclusions, implementation so far has been more measured than many initially anticipated. As is often the case with major immigration policy announcements, the practical impact of a memorandum depends not only on the language of the policy itself but also on how adjudicators interpret and apply that guidance in individual cases. Patterns are beginning to emerge, though the type of widespread disruption some stakeholders anticipated has not yet materialized. For a discussion of the memorandum, stream GT’s Immigration Insights Podcast Episode 25.

A Brief Reminder: What Did the Memorandum Do?

The memorandum signaled USCIS’s preference that many intending immigrants pursue immigrant visa processing abroad through U.S. consulates rather than AOS from within the United States. For decades, AOS has served as a critical pathway allowing eligible foreign nationals already present in the United States to complete the permanent residence process without departing the country. The memorandum raised concerns because it appeared to encourage greater scrutiny of adjustment filings and potentially shift adjudicative discretion toward consular processing in certain circumstances. Because AOS offers significant practical advantages – including the ability to remain in the United States while a case is pending, obtain employment authorization, and avoid many uncertainties associated with overseas visa processing – the memorandum generated concern among employers, foreign nationals, and immigration practitioners.

What Are We Seeing So Far?

While every case is unique, several trends have emerged during the first two weeks following issuance of the memorandum.[1]

Adjustment Applications Continue to Be Approved

Many AOS applications filed before the memorandum was issued continue to be approved, including for applicants in valid F-1, H-1B, and L-1 status. To date, there has been no indication of a blanket slowdown or freeze affecting adjustment applications that were already pending when the memorandum was released.

Employment Authorization and Travel Documents Continue Moving Forward

There are continued approvals of employment authorization documents (EADs) and advance parole (AP) applications filed in connection with AOS cases.

This is significant for applicants relying on adjustment-based work authorization or travel permission while awaiting a decision on their green card applications.

Adjustment Interviews Continue

Adjustment interviews at local USCIS field offices are continuing without apparent interruption. There is variation in how officers appear to be approaching the memorandum. In some interviews, applicants have reported that the memorandum was not discussed at all, with officers focusing on traditional adjustment issues such as admissibility, maintenance of status, employment history, family relationships, and application accuracy. In other interviews, applicants have reported being asked why they chose AOS rather than consular processing, a line of questioning consistent with the language and policy objectives reflected in the memorandum. At this stage, these questions may be exploratory rather than outcome-determinative. The fact that some officers are raising the issue suggests that field offices are aware of the guidance and may be incorporating it into interview practices.

Limited Reports of Requests for Evidence

One concern following the memorandum was whether USCIS would begin issuing RFEs requiring applicants to justify why AOS is appropriate in lieu of consular processing. While practitioners around the country have reported receiving such RFEs in some cases, our office has not yet received any RFEs specifically seeking that explanation. The relatively short period since the memorandum’s issuance makes it difficult to assess whether such requests will become more common. Historically, USCIS implementation of major policy changes often varies by field office, service center, and adjudicator before more consistent practices emerge. As additional cases move through the system, we may gain greater insight into whether these RFEs represent isolated examples or the beginning of a broader adjudication trend.

No Significant Travel Issues Reported

Travel concerns were another area of uncertainty following the memorandum. Many applicants questioned whether travel on AP or travel in H-1B and L-1 status could become more complicated if USCIS adopted a stronger preference for consular processing. To date, we have not received reports from clients indicating unusual travel-related complications attributable to the memorandum.

A Growing Interest in Preserving Consular Processing Options

One practical response is increased interest in maintaining flexibility. Some individuals with approved immigrant petitions are electing to file Form I-824, Application for Action on an Approved Application or Petition, to preserve the possibility of consular processing should they decide – or be required – to pursue that route in the future. While filing Form I-824 is not necessary or advisable in every case, it reflects a broader trend among applicants seeking to keep multiple options available while the long-term impact of the memorandum becomes clearer. For certain individuals, particularly those with international travel obligations, complex immigration histories, or concerns about future policy developments, preserving optionality may be a prudent strategic consideration.

Considerations for Employers and Foreign Nationals

The memorandum is significant, but the implementation data available today does not support the conclusion that AOS is no longer viable or that applicants should automatically abandon pending or planned adjustment filings in favor of consular processing.

Each case warrants careful evaluation on its own merits. Factors such as immigration status, travel needs, country of citizenship, visa availability, processing times, family circumstances, and long-term immigration objectives should continue to drive strategic decision-making. For many applicants, AOS may remain the preferred and most practical path to permanent residence. For others, preserving consular processing as a backup option may provide additional flexibility. Immigration strategy is most effective when tailored to the individual circumstances of the applicant.

Looking Ahead

The first two weeks following the memorandum have provided some initial data points, but many questions remain unanswered. As additional cases move through interviews and adjudication, we expect to gain greater visibility into how field offices and service centers interpret the guidance. There may also be further policy clarification from USCIS, additional stakeholder engagement, new adjudication trends, and potentially litigation that could affect implementation. For now, AOS cases continue to move forward – applications are being approved, interviews are being conducted, employment authorization and travel documents continue to be issued.


[1] Disclaimer: The observations discussed in this blog post are based on our firm’s cases and discussions with colleagues throughout the immigration bar during the first two weeks following issuance of the memorandum. These observations are anecdotal in nature, may not be representative of all USCIS offices, adjudicators, or case types, and should not be viewed as predictive of any individual case outcome.