As the Trump administration moves forward with a harder line on immigration, employers across the country are facing questions — and deepening concern — from immigrant employees. For workers on temporary visas, those waiting for green cards, and employees with family members abroad, the return of stricter immigration enforcement has led to growing uncertainty about their future in the U.S.
Companies, especially in the tech sector, are scrambling to respond. Some are issuing internal guidance, warning employees on visas not to leave the country. Others are ramping up legal consultations and employee communications. But the anxiety is widespread, and in many workplaces, it’s beginning to affect everything from morale to retention.
Here’s what employers need to know — and what they can do to help.
Mounting Concerns for Immigrant Workers
Since President Trump’s return to office, the administration has shown an increased willingness to restrict legal immigration. While there hasn’t been a formal overhaul of high-skilled visa programs, early moves have been enough to spark panic.
- In March 2025, the administration reportedly revoked over 300 visas as part of a crackdown on perceived political threats, including student activism.
- Denial rates for H-1B visas are expected to rise, just as they did during Trump’s first term. In 2018, denial rates for initial H-1B applications hit 15%, up from 6% in 2015.
- Legal teams at top tech companies are advising employees not to travel internationally, fearing they may not be allowed back into the U.S., according to a Washington Post report.
Who’s Feeling the Pressure
While these fears are rippling across industries, certain groups are especially vulnerable:
H-1B Visa Holders
These are the workers who are likely to be the hardest hit by restrictive policies. Tens of thousands of H-1B visa holders — many of them engineers, developers, or medical professionals — are now questioning whether their visas will be renewed or whether travel could jeopardize their jobs. Most come from India, China, or Canada, and many are stuck in multi-year green card backlogs.
Green Card Applicants
Many H-1B workers are on the path to permanent residency, but some wait years or even decades due to green card backlogs. Indian nationals are disproportionately affected.
International Students and Recent Graduates
Many graduates of U.S. universities rely on Optional Practical Training (OPT) and hope to transition into H-1B roles. That pipeline feels increasingly fragile, especially as the Trump administration considers tightening rules around work authorization for international students.
Employees with Family Members Abroad
The fear of being separated from loved ones is real. If a parent, partner, or child lives outside the U.S., a sudden policy change or revoked visa could mean years apart — or worse, an inability to reunite.
Workers from Muslim-Majority Countries
The government has revoked visas of individuals it accuses of sympathizing with groups like Hamas and Hezbollah.
What the Trump Administration Could Do Next
Legal experts and advocacy groups warn that the White House is laying the groundwork for a more aggressive approach to legal immigration.
Potential changes include:
- Higher denial rates for H-1B renewals and other work visas
- Stricter vetting of applications, including increased use of social media and political activity as review criteria.
- Rollbacks of existing protections, like automatic work authorization for spouses of visa holders
- Expanded travel restrictions, especially for those from certain countries or religious backgrounds
- Moves to eliminate birthright citizenship, either through executive action or legal challenges.
Many of these steps were attempted in Trump’s first term. This time, he has more experience and greater authority over federal agencies, and advocates say his administration could move faster — and go further.
What Employers Can Do to Help
Employers don’t control immigration policy, but they can be a powerful source of stability, information, and protection for their teams. Here’s how:
1. Communicate Early and Often
The more transparent companies can be, the more trust they build. Employers should:
- Provide regular, plain-language updates about known immigration changes
- Reassure employees that their concerns are being heard
- Avoid downplaying or dismissing the emotional toll that uncertainty can take
Even a short, well-timed email from HR can make a big difference: “We know many of you have questions. Here’s what we know now, and here’s what we’re watching.”
2. Offer Access to Legal Help
Legal support isn’t just a perk — it’s a lifeline. Employers can:
- Partner with immigration law firms to offer private consultations
- Cover the cost of premium processing for H-1B renewals and extensions
- Provide written FAQs, company-specific guides, or dedicated Slack/Teams channels for immigration concerns
Some companies are also offering family planning advice, helping workers understand how upcoming policy shifts might affect children born in or outside the U.S.
3. Review Travel Policies
Employers should take a clear-eyed look at how travel guidance is communicated and handled. That includes:
- Advising visa-holding employees about the risks of international travel
- Offering flexibility for those who cancel trips due to fear of reentry problems
- Supporting remote work for employees stuck abroad while awaiting visa decisions
Proactive planning is key. Don’t wait until an employee is stranded to figure out your plan.
4. Support Mental Health
The emotional toll of immigration stress is real. Employers should:
- Encourage use of employee assistance programs (EAPs)
- Normalize conversations around fear, anxiety, and uncertainty
- Train managers to check in — not just about work performance, but about how people are feeling
A short, empathetic one-on-one can mean everything to an employee who’s quietly panicking about losing their ability to stay in the country.
5. Plan for Policy Shifts
Finally, companies need to build immigration into their long-term risk planning. That might include:
- Auditing current visa holders and mapping out upcoming expiration dates
- Staying plugged in to trusted sources of immigration policy news
- Preparing internal teams to respond quickly if the administration issues new restrictions
Immigration policy is no longer a background issue — it’s a business continuity issue. Smart companies are treating it that way.
The Bottom Line
The U.S. economy depends on immigrant workers. Many of them are feeling anxiety, uncertainty, and a growing sense of vulnerability. Employers may not be able to change federal immigration policy, but they can make a meaningful difference in how their immigrant employees experience it.
That can mean offering access to legal help, being transparent about policy changes, or simply creating space for people to share their concerns. In times of uncertainty, small actions — clear communication, thoughtful planning, and steady support — can go a long way.