An H-1B extension is not simply a routine renewal. Your employer must demonstrate that the position continues to qualify as a specialty occupation, the employment arrangement remains genuine, the required wage conditions are satisfied and the petition complies with current immigration regulations. Even an experienced professional can encounter delays or a Request for Evidence (RFE) if the application contains inconsistent information.

Whether your current approval is approaching its expiration date, your employer has changed, your work location has moved or you are approaching the usual six-year H-1B limit, understanding the extension process early can help prevent avoidable complications.

1. Latest US H-1B Visa Extension 2026 Updates

The H-1B programme continues to evolve through regulatory changes, government fee adjustments, employer compliance requirements and policy announcements. Professionals planning an extension should distinguish between rules that directly govern extension petitions and changes that primarily affect new cap-subject applications.

H-1B modernisation rules

The DHS H-1B modernisation final rule, effective 17 January 2025, introduced changes intended to clarify specialty-occupation requirements, improve programme integrity and provide additional flexibility in certain employment arrangements. These provisions remain relevant to extension petitions filed in 2026.

Among the important considerations are the relationship between the degree requirement and actual job duties, the validity of third-party work arrangements, employer documentation and the ability of qualifying employers to demonstrate a bona fide specialty-occupation position.

Weighted selection for the FY 2027 cap season

A separate DHS final rule introduced a weighted selection process for cap-subject H-1B registrations, effective 27 February 2026 and applicable in time for the FY 2027 registration season. The rule generally gives greater selection weight to registrations associated with higher occupational wage levels while retaining opportunities at different wage levels.

This change concerns selection for cap-subject petitions. It does not mean that a professional already counted against the H-1B cap must enter a fresh lottery simply to extend an existing qualifying H-1B employment period.

The additional $100,000 H-1B payment and extension cases

One of the most significant policy developments has involved the presidential proclamation concerning an additional $100,000 payment for certain H-1B petitions associated with workers outside the United States. The original September 2025 measure was followed by subsequent legal and policy developments. A September 2026 presidential action extended the restriction framework until September 2027.

Its application depends on the specific petition, the beneficiary’s location, the requested immigration action, applicable exceptions and the current implementation guidance. An in-country extension of stay should not automatically be treated as equivalent to a new overseas H-1B employment petition. Employers should verify the latest USCIS instructions and applicable proclamation before filing or arranging overseas travel.

Which 2026 developments matter to an existing H-1B employee?

Official resources for checking changes:

• USCIS – H-1B Specialty Occupations
• Federal Register – H-1B Modernisation Final Rule
• Federal Register – Weighted H-1B Selection Rule
• White House – Presidential Actions

2. Understanding an H-1B Extension

The H-1B visa is a US nonimmigrant employment classification for eligible foreign professionals working in specialty occupations. A specialty occupation generally requires the theoretical and practical application of highly specialised knowledge and at least a bachelor’s degree in a directly related specific specialty, or its equivalent, as a minimum qualification for entry into the occupation.

An H-1B extension is a request to continue qualifying employment beyond the period already authorised by USCIS or the relevant admission record. It normally involves the employer submitting Form I-129, Petition for a Nonimmigrant Worker, with supporting evidence and an appropriate Labor Condition Application.

Extension of status versus visa stamp renewal

This distinction is particularly important for Indian professionals and other foreign nationals who travel internationally.

For example, a professional may have an approved H-1B petition valid until December 2027 but a visa stamp that expires in June 2027. The individual may generally continue qualifying employment and stay in the United States according to the applicable petition and I-94 dates. However, if the individual travels abroad after the stamp expires, a new visa stamp will generally be needed to seek readmission, unless an applicable exception exists.

3. Who Is Eligible for a US H-1B Visa Extension in 2026?

Eligibility depends on the continuing employment relationship, the nature of the job, the employee’s qualifications, the petition history and the applicable time limits. Having previously received H-1B approval does not guarantee that every subsequent extension will be approved.

Basic eligibility considerations

• Existing H-1B status: The individual should have a qualifying H-1B employment history and a valid basis for requesting an extension or other permitted action.
• Continuing qualifying employment: The proposed position must continue to meet the specialty-occupation requirements.
• Qualified professional: The employee must possess the relevant degree, equivalent qualifications or other legally acceptable evidence required for the role.
• Valid employer sponsorship: The employer must have a genuine position and the ability to meet the applicable immigration obligations.
• Wage compliance: The employer must comply with the applicable prevailing-wage and actual-wage requirements.
• Correct filing: The petition must be filed using the appropriate USCIS form, fee and supporting evidence.
• Permissible stay period: The requested period must comply with the ordinary six-year limit or a qualifying statutory exception.

Professionals who may request an extension

H-1B workers in a wide range of professional occupations may qualify, provided their actual position satisfies the legal requirements. Examples include:

• Software engineers, cloud architects, cybersecurity specialists and IT consultants.
• Data engineers, data scientists, AI specialists and analytics professionals.
• Mechanical, electrical, civil and industrial engineers.
• Financial analysts, qualified accounting professionals and specialised risk professionals.
• Business analysts, systems analysts and enterprise technology specialists.
• Research professionals and qualifying scientific specialists.
• Technical project managers and technology programme specialists where the role genuinely requires specialised academic knowledge.
• Healthcare professionals whose specific occupation and proposed duties meet applicable H-1B requirements.

A senior title alone does not establish eligibility. For example, a company calling someone a Director or Operations Manager does not automatically make the position a specialty occupation. USCIS examines the actual duties, required qualifications and relationship between the academic specialty and the work.

What if the employee has changed employers?

When an H-1B worker changes employers, the new employer generally files its own Form I-129 petition. Certain eligible H-1B workers may begin employment with the new employer after the properly filed petition, subject to the statutory portability requirements.

This is not the same as a straightforward extension with the existing employer. The filing should address prior H-1B approvals, maintenance of status, employment dates and any gaps or other complications.

4. How Long Can an H-1B Extension Be Granted?

The standard maximum period of H-1B admission is generally six years. However, the six-year calculation is not always as simple as counting six calendar years from the first approval notice.

Under the ordinary rule, an employer may request an extension for up to three years at a time, depending on the employee’s remaining authorised period and the evidence submitted. USCIS determines the actual approval period.

Employees should not assume that a three-year extension is automatically available. The petition’s requested dates must be supported by the employee’s immigration history and the relevant statutory provisions.

5. Can You Extend Your H-1B Beyond Six Years?

Yes. Certain professionals may qualify for H-1B time beyond the usual six-year maximum under the American Competitiveness in the Twenty-First Century Act (AC21).

AC21 section 104(c): Extensions in qualifying green card cases

Some H-1B workers may qualify for extensions in increments of up to three years when they have an approved employment-based immigrant petition but cannot obtain permanent residence because of applicable immigrant visa limitations.

AC21 section 106(a) and 106(b): One-year extensions

Eligible workers may qualify for extensions in one-year increments where the relevant employment-based permanent residence process has progressed sufficiently and the applicable labour certification or immigrant petition was filed at least 365 days before the relevant H-1B limit.

Recapturing time spent outside the United States

Where an H-1B worker has spent qualifying periods outside the United States, the employer may be able to request recapture of that time. This can help an employee who has travelled extensively during the original H-1B period.

Supporting records may include:

• Passport entry and exit stamps.
• Travel itineraries and airline confirmations.
• CBP travel history, where available.
• Previous I-94 records.
• Employer travel records and other reliable evidence.

6. H-1B Salary Requirements in 2026

There is no single national salary that every H-1B extension applicant must earn. Wage compliance depends on the occupation, geographic work location, applicable prevailing-wage determination, employee experience and the employer’s actual wage practices.

Under the Department of Labor’s H-1B rules, an employer generally must pay the higher of the applicable prevailing wage or the actual wage paid to other employees with similar experience and qualifications performing comparable work.

What determines the prevailing wage?

• Occupation: The correct occupational classification must reflect the actual job duties.
• Work location: The wage determination depends on the relevant geographic area.
• Wage level: Experience, responsibility, complexity and supervision requirements help determine the appropriate level.
• Actual wage: The employer must also consider the wage paid to similarly employed workers within the organisation.
• Working arrangement: Remote work, client locations and changes in worksite may affect the LCA and compliance analysis.

Illustrative wage examples

The following table demonstrates why salary must be assessed by occupation and location. These are hypothetical examples, not official prevailing-wage determinations or guaranteed minimums.

These illustrative ranges are not a substitute for a current DOL wage lookup. They should never be used to set an H-1B salary without checking the actual occupation and location.

Where can employers verify salary requirements?

Employers and their representatives can consult the following official resources:

• DOL FLAG – Prevailing Wage Search
• US Department of Labor – Foreign Labor Certification
• Bureau of Labor Statistics – Occupational Employment and Wage Statistics
• DOL – H-1B Wage and Deduction Guidance

Can an employer reduce an H-1B worker’s salary?

A salary reduction is not automatically prohibited in every situation, but the employer must continue meeting the applicable wage obligations. A reduction that brings compensation below the required wage, misrepresents the position or creates an impermissible employment arrangement can lead to serious compliance concerns.

Before an extension, the employer should review changes in salary, working hours, job responsibilities, work location and employment conditions. If a material change has occurred, the employer should determine whether an amended petition or new LCA is necessary.

7. Employer Requirements for an H-1B Extension

The sponsoring employer is responsible for the H-1B petition. An employee cannot independently renew H-1B employment status by submitting a personal extension application without an appropriate petitioning employer.

Key employer responsibilities

1. Maintain a genuine position: The employer should be able to establish that the qualifying job exists and that the employee will perform the stated duties.
2. File the required LCA: The employer must obtain the appropriate certified Labor Condition Application from the Department of Labor before submitting the relevant petition.
3. Pay the required wage: The employer must comply with the applicable prevailing-wage and actual-wage obligations.
4. Maintain public access records: The employer must comply with applicable LCA public access file obligations.
5. Provide accurate job information: Job title, duties, location, salary, hours and reporting arrangements should be consistent across the petition and supporting documents.
6. Maintain employment records: Payroll, work schedules, job descriptions and relevant employment documentation should be available.
7. Monitor material changes: A new worksite, restructuring, change in duties or other material employment development may require immigration review.

What if the employee works at a client location?

Consulting firms and technology staffing companies should be particularly careful when employees perform services at third-party client sites. The petition should accurately explain the contractual relationship, the end-client assignment where relevant, the worksite and the actual duties.

USCIS may examine whether the petitioning employer has a legitimate employer-employee relationship and whether the proposed position qualifies as a specialty occupation. A generic letter stating that the employee will work on client projects may not be sufficient where more detailed evidence is required.

8. H-1B Annual Quota: Does an Extension Require a New Lottery?

Generally, no. A qualifying extension for an H-1B worker who has already been counted against the applicable statutory cap does not normally require a new annual H-1B lottery.

The regular annual statutory cap is 65,000 H-1B visas, with an additional 20,000 exemption for qualifying beneficiaries holding a US master’s degree or higher from an eligible institution. These limits concern cap-subject H-1B allocations, not every extension filing.

Cap-exempt organisations may include qualifying institutions of higher education, qualifying nonprofit entities related to or affiliated with such institutions, and qualifying nonprofit research organisations or government research organisations.

USCIS must assess the facts and applicable statutory definitions. An organisation describing itself as a nonprofit or research company does not automatically qualify for cap-exempt treatment.

9. US H-1B Visa Extension 2026: Complete Document Checklist

Preparing a complete and consistent document package is one of the most important parts of the extension process. The exact evidence depends on the petition type, employer, occupation, immigration history and any changes since the previous approval.

A. Employee documents

• Current passport biographical page.
• Previous passports containing relevant US visas and immigration stamps.
• Current and previous H-1B visa stamp copies, where available.
• Latest Form I-94 record.
• Previous H-1B Form I-797 approval notices.
• Academic degree certificates.
• Academic transcripts and mark sheets, where relevant.
• Credential evaluation, if required for a foreign qualification.
• Professional licences or certifications, if relevant to the occupation.
• Updated professional resume or CV.
• Previous employment verification letters, if relevant.
• Recent pay statements.
• Current employment confirmation letter.
• Travel records for any requested recapture of time outside the United States.

B. Employer documents

• Completed and signed Form I-129 with applicable supplements.
• Certified Labor Condition Application (Form ETA-9035/9035E).
• Employer support letter explaining the position and extension request.
• Detailed job description and responsibilities.
• Salary and compensation information.
• Company profile and relevant business records.
• Worksite and remote-work details.
• Organisational chart or reporting structure, where relevant.
• Employment agreement or offer documentation, where applicable.
• Recent payroll and employment evidence.
• Client contracts, statements of work or end-client confirmation, where relevant.
• Evidence addressing any material changes since the previous petition.

C. Additional documents for special cases

10. Step-by-Step H-1B Extension Application Process

Step 1: Check the latest I-94 and approval dates

Start by checking your most recent Form I-94 and Form I-797 approval notice. Do not assume that the expiration date on your passport visa stamp determines your authorised stay.

Compare the dates and identify the earliest relevant deadline. If the I-94 expires before the approval notice, obtain legal advice about the discrepancy and the correct filing strategy.

Step 2: Ask the employer to begin the extension review

Contact the HR department, immigration team or employer’s immigration attorney well before the current authorised stay expires. A practical approach is to begin the review approximately four to six months ahead, although individual cases and employer procedures differ.

Step 3: Review the position and employment conditions

Check whether the job duties, title, salary, worksite, reporting structure and employment arrangement have changed. The employer should establish whether the existing petition still accurately describes the proposed employment.

Step 4: Obtain the appropriate LCA

The employer generally files an LCA with the Department of Labor identifying the occupation, wage, employment period and relevant work locations. The employer must satisfy the applicable notice and wage obligations.

Step 5: Prepare Form I-129

The employer or its authorised representative completes the appropriate Form I-129 and relevant supplements. The petition should contain consistent information about the employee, employer, job, salary and requested extension period.

Step 6: Assemble the supporting evidence

Collect the employee’s immigration documents, academic records, employment evidence, employer support letter, certified LCA and any additional documentation needed for the case.

Step 7: Pay the applicable fees and submit the petition

The employer submits the petition to the correct USCIS filing location or through an available authorised filing channel, following the current form instructions and fee requirements. A timely filing is particularly important when the employee’s existing authorised stay is approaching expiration.

Step 8: Monitor the receipt notice and USCIS updates

After filing, the employer should retain the USCIS receipt notice and track the petition. If USCIS issues an RFE, the employer must prepare a complete response by the deadline stated in the notice.

Step 9: Review the approval notice and I-94

After approval, verify the employee’s name, employer, petition classification, validity dates and any attached I-94. If the employee has travelled during the process, the applicable admission record and consular requirements should be reviewed separately.

11. H-1B Extension Filing Fees in 2026

H-1B extension costs depend on the employer’s size, petition type, applicable statutory fees, filing method and whether premium processing is requested. The employer is responsible for paying certain mandatory H-1B programme fees. Some costs may be payable by the employee only where permitted by applicable law and regulations.

There is no single all-inclusive H-1B extension fee applicable to every employer. The fee calculation should be completed using the current USCIS fee schedule and Form I-129 instructions on the actual filing date.

Potential fee components

Who should pay the H-1B extension fees?

Employers must not shift costs to employees where doing so would violate applicable wage regulations or other legal requirements. For example, certain required employer-paid fees cannot be deducted from the worker’s salary if the deduction would reduce compensation below the required H-1B wage.

Optional premium processing and certain other expenses require a separate legal assessment of who requested the service and whether the payment arrangement is permitted.

Official fee verification

• USCIS – Official Filing Fee Schedule
• USCIS – Form I-129 and Instructions
• USCIS – Premium Processing Information

Fee amounts are deliberately not presented as fixed figures because filing fees can change and depend on the employer’s category and petition circumstances. Always use the official fee calculator or current USCIS form instructions immediately before filing.

12. H-1B Extension Processing Time in 2026

Processing time varies according to the USCIS service centre, petition category, workload, completeness of evidence and whether the case receives additional scrutiny.

There is no guaranteed approval date for an ordinary H-1B extension. Employers and employees should avoid making employment, travel or relocation decisions based on an assumed processing period.

Regular processing

Under regular processing, USCIS reviews the petition according to its operational workload and applicable procedures. The employee may receive an approval, denial, RFE or other notice. Processing can vary considerably between cases.

Premium processing

Eligible H-1B petitioners may request premium processing by submitting Form I-907 and paying the applicable fee. USCIS generally provides an adjudicative action within the applicable premium-processing timeframe. This may be an approval, denial, RFE or another qualifying action; it is not a guarantee of approval.

Use the following government tools to check the latest position:

• USCIS – Case Processing Times
• USCIS – Case Status Online
• USCIS – Premium Processing

13. Understanding the 240-Day H-1B Work Authorisation Rule

The 240-day rule is one of the most important protections to understand when an H-1B extension is pending.

In general, an H-1B employee whose existing employer timely files a qualifying extension petition before the authorised employment period expires may continue working for that same employer for up to 240 days after the existing authorised period ends, or until USCIS makes a decision, whichever happens first.

Important conditions

• The extension must be properly and timely filed.
• The extension must be filed by the same employer for continuing employment covered by the rule.
• The worker must satisfy the applicable eligibility requirements.
• The 240-day period is not an automatic extension of the visa stamp.
• The rule does not guarantee approval of the underlying petition.
• If USCIS denies the petition, the employee’s ability to continue working under this provision ends.

Example

Suppose an employee’s current H-1B authorised employment period ends on 30 November 2026. The same employer properly files an eligible extension petition before that date. If the existing period expires while the case remains pending, the employee may generally continue working for the same employer under the 240-day provision, subject to all applicable conditions.

If USCIS issues a decision before the 240-day period ends, the employee must follow the decision and applicable employment authorisation rules. If no decision is issued by the end of the permitted 240 days, the employee generally cannot continue working solely on the basis of the pending extension.

Employers should review the USCIS guidance and Form I-9 requirements for documenting continued employment authorisation.

14. International Travel During an H-1B Extension

Travel during a pending extension can create additional immigration complications. The appropriate approach depends on whether the employee is requesting an extension of stay, whether the petition has been approved, whether the visa stamp is valid and whether the employee will need a new admission record.

Before leaving the United States

• Confirm whether the extension petition includes a request for extension of stay.
• Check the current I-94 expiration date.
• Review the visa stamp’s validity and number of permitted entries.
• Ask the employer’s immigration attorney whether travel could affect the pending extension-of-stay request.
• Check the latest consular appointment and visa issuance requirements in the destination country.
• Carry the relevant approval notice, employment confirmation and supporting documents when travelling.

What happens if the visa stamp expires?

The visa stamp and the underlying H-1B status are different. A person may be maintaining authorised H-1B status inside the United States even when the visa stamp in the passport has expired. However, a valid visa stamp is generally needed to seek readmission after international travel, unless an applicable exception applies.

Visa issuance is handled by the Department of State, while extension of stay is generally handled by USCIS. An approved I-129 extension does not itself place a new visa sticker in the passport.

Automatic visa revalidation

Some eligible travellers may qualify for automatic visa revalidation for certain short trips to Canada or Mexico, subject to detailed conditions and exclusions. This is not a universal rule and must be assessed before departure. Certain travel patterns, visa applications and individual circumstances can make the provision unavailable.

Official travel guidance:

• US Department of State – Visa Expiration Date
• US Customs and Border Protection – Automatic Visa Revalidation
• US Department of State – Visa Appointment Wait Times

15. Practical H-1B Extension Examples

Understanding real-world situations can help professionals identify the issues that deserve attention before an employer submits an extension petition.

Case 1: Software engineer continuing with the same employer

A software engineer working for a US technology company has an H-1B approval approaching expiration. The employee continues in the same position, with the same salary structure and work location. The employer reviews the I-94, confirms wage compliance, obtains the required LCA and submits Form I-129 before the current authorised stay expires.

Practical outcome: This is a typical extension scenario, although USCIS still needs to assess the petition and supporting evidence.

Case 2: IT consultant working at a client site

An IT consultant is employed by a technology services company but performs services at a financial institution’s premises. The employee’s project is continuing, but the client contract and assignment details have changed.

Practical consideration: The employer should review the actual duties, client documentation, worksite, LCA and whether an amended petition is required. A vague project description may create avoidable questions.

Case 3: Employee approaching the six-year limit

A senior technology professional is approaching the ordinary six-year H-1B maximum. The employer has already begun the employment-based permanent residence process.

Practical consideration: The immigration team should determine whether the employee qualifies for an AC21 extension, whether relevant filing dates satisfy the statutory conditions and whether recapture of overseas travel time is available.

Case 4: Employee receives a promotion

A systems analyst is promoted to a technical programme manager. The new position involves additional leadership responsibilities, revised compensation and a different reporting structure.

Practical consideration: A promotion may involve a material change in employment conditions. The employer should examine whether an amended H-1B petition and new LCA are necessary rather than waiting until the next routine extension.

Case 5: Employee’s I-94 expires before the approval notice

An employee notices that the latest I-94 shows an earlier expiration date than the Form I-797 approval notice. The employee assumes the later approval date automatically controls.

Practical consideration: The discrepancy should be reviewed immediately. The employee should not independently disregard the I-94 date. Depending on the circumstances, the employer may need to consider an appropriate correction or timely extension filing.

Case 6: Professional needs to travel while the extension is pending

An employee has a pending extension and must travel to India for a family or business commitment. The current visa stamp is nearing expiration.

Practical consideration: Before booking travel, the employee should obtain advice about the pending extension-of-stay request, visa stamping requirements, consular appointment availability and possible effects on readmission.

16. Common H-1B Extension Mistakes and Their Solutions

17. What Happens if USCIS Issues an RFE or Denies an H-1B Extension?

An RFE is a Request for Evidence. It means USCIS requires additional information before making a decision. It does not automatically mean that the application will be denied.

Common reasons for an RFE

• Insufficient evidence that the position qualifies as a specialty occupation.
• Unclear connection between the employee’s academic background and job duties.
• Inadequate evidence of the employer’s business or the actual position.
• Unclear third-party placement or client assignment documentation.
• Inconsistencies in salary, work location or employment dates.
• Questions about maintenance of status or previous employment history.
• Insufficient evidence supporting an extension beyond six years.

How should an employer respond?

1. Read the RFE carefully and identify every question USCIS has raised.
2. Prepare a document-by-document response plan.
3. Obtain updated evidence from HR, payroll, the hiring manager and the end client where applicable.
4. Explain the specialty-occupation requirements with reference to the actual duties and relevant academic qualifications.
5. Resolve inconsistencies rather than simply repeating information from the original petition.
6. Submit the complete response by the deadline specified in the notice.

What if USCIS denies the extension?

A denial requires immediate attention. The employee and employer should review the decision notice, the reasons for denial, the current status and any applicable deadlines or available procedural options.

Depending on the case, the employer may need to assess whether a motion, appeal, new petition or another lawful immigration strategy is appropriate. The employee should not assume that continuing to work is permitted merely because a further legal step is being considered.

Any decision to remain in the United States, stop employment or travel should be made after reviewing the individual’s precise immigration circumstances with qualified US immigration counsel.

18. Frequently Asked Questions About US H-1B Visa Extension 2026

19. Conclusion: Prepare Your H-1B Extension Before Your Current Status Expires

The US H-1B visa extension 2026 process requires more than submitting a renewal form. Your employer must establish that the position remains eligible, the wage and LCA requirements are satisfied, the supporting evidence is consistent and the requested extension period is legally available.

Professionals should pay particular attention to their I-94 expiration date, previous H-1B approvals, six-year calculation, worksite changes, employment history and any pending permanent residence process. Employees planning international travel should also understand the difference between an approved extension of stay and an unexpired visa stamp.

For employers, a well-prepared petition reduces avoidable inconsistencies and supports compliance. For employees, early planning provides more time to identify problems, obtain missing documents and discuss appropriate options before a critical deadline.

Get a Professional Review of Your Immigration Situation

MIVisa / Mediterranean International Visa assists internationally mobile professionals with career and immigration-related guidance, document organisation and case preparation support. Every H-1B situation is different, particularly where there are employer changes, previous status gaps, six-year-limit concerns or pending permanent residence applications.

Our team can help you organise the relevant information, identify issues requiring specialist attention and understand the next steps for your circumstances.

Official US Government Resources

For the most accurate and current information, always consult the relevant US government authority. Immigration rules, fees and procedures can change, and the official guidance in force on the filing date takes priority.

• USCIS – H-1B Specialty Occupations
• USCIS – Form I-129
• USCIS – Filing Fees
• USCIS – Processing Times
• USCIS – Temporary Workers
• Department of Labor – FLAG System
• Department of Labor – H-1B Programme
• CBP – I-94 Official Website
• US Department of State – Visa Information
• Federal Register – Official Regulatory Updates

Disclaimer: This article is for general information and educational purposes as of 31 October 2026. It is not legal advice and does not create an attorney-client relationship. MIVisa is not a US government agency. H-1B eligibility, extension approval, work authorisation, fees, travel and status consequences depend on individual circumstances and the laws and policies in force at the relevant time. Consult a qualified US immigration attorney for legal advice before taking action.