What changed: summary of the new H-1B measures

In late September–October 2025 the U.S. administration announced measures that significantly alter H-1B policy: raising prevailing wage thresholds and imposing a substantial one-time charge (reported at roughly $100,000 for many new petitions filed from abroad). The aim presented by policymakers is to favor higher-wage, higher-skill hires and reduce incentives to replace U.S. workers with lower-paid foreign labor.

Why this matters to recruiting agencies in Asia and Europe

• The rising cost of hiring H-1B talent will make U.S. placements less attractive for many employers, especially companies relying on bulk hiring (outsourcing/IT services).

• Agencies must pivot fast: prioritize high-wage roles, alternative visas, and non-U.S. relocation channels.

  
  

Forecast: impacts on migration flows from Asia, Africa, Europe

1. Asia (India, China, South Asia)

   • Expect a shift toward Canada, EU, and remote models as U.S. hiring becomes pricier; elite STEM talent will still seek U.S. opportunities but volumes may drop.

2. Africa

   • Large-scale employment pipelines to the U.S. may slow; recruiters should push EU/Canadian channels and skills development programs to keep mobility options open.

3. Europe

   • European recruiters and nearshoring hubs gain market share as companies reconsider global talent strategies. Expect increased intra-EU mobility and talent retention.

     
     

Actionable recommendations for recruiting agencies (Asia & Europe)

• Expand service lines: remote placement, EU/Canada/Australia relocation, visa advisory.

• SEO & content: target keywords such as “H-1B”, “H-1B visa”, “recruiting agencies”, “IT recruitment”, “work visas”, “prevailing wage”, “H-1B fee”. Use them in page titles, meta descriptions, and service pages.

• Advise employers: analyze cost/benefit of sponsoring H-1B vs. alternatives (L-1, O-1, EB routes) and present total cost of hire including new fees.

• Upskill candidates in AI/cloud/security to fit higher-wage brackets and retain competitiveness.

• Monitor litigation and regulatory updates — adjust client contracts to reflect policy risk.

  
  

Legal and market uncertainty

• Several advocacy groups and policy analysts are challenging the substantive authority for the new fee and rules; litigation may alter or delay implementation. Recruiters should plan for scenario-based contingencies.

  
  

Conclusion

The H-1B changes reshape global talent flows — they make the U.S. a more expensive destination for many hires while opening new market opportunities for recruiters in Asia and Europe who act quickly.