60 days grace period被移除的相关细则已出

pdf: https://public-inspection.federalregister.gov/2026-18631.pdf

补充内容 (2026-09-12 12:04 +08:00):
评论留言链接：https://www.regulations.gov/document/USCIS-2026-0364-0001

https://www.regulations.gov/document/USCIS-2026-0364-0001

已经可以评论了
让gpt总结了几个点：

1. Congress specifically created H-1B portability under INA §214(n). DHS 删除 grace period 后，必须解释 失业 → status immediately ends → 新雇主随后提交 I-129 的情况下，§214(n) 如何继续有效。
同时，DHS 将 H-1B 与另外 7 类一刀切，却没有充分解释为什么 H-1B 独有的 statutory portability 不需要区别分析。

2. DHS 对 USCIS administrative burden 精确量化到 190万件、5.77%、0.59%、1.70%、<0.1%，但对取消 grace period 后转移给 EOIR/ICE/DOJ 的负担只使用 “marginal/minor increase”等定性描述。
DHS 同时承认重大 reliance，却没有同等程度地量化/解释这些 reliance interests 为什么被 government interests outweighed。

3. DHS 估算平均每年约 20.8万 dependents，同时明确承认无法可靠估计其中多少依赖 grace period。
但在最终认定 reliance interests 被 outweighed 时，没有充分解释这个重大uncertainty 如何影响其分析

4. 2016 DHS 明确认为 grace period 有利于 job mobility、worker stability、employer flexibility。
2026 DHS 可以改变政策，但必须合理解释：为什么这些此前由 DHS 自己认定的重要利益现在不再值得保留，以及发生了什么变化使 60→0 成为合理选择。

希望大家可以积极去评论

Comment 1: DHS must explain how this proposal can coexist with H-1B portability under INA § 214(n).

I oppose the proposed elimination of the 60-day grace period because DHS has not adequately explained how the proposal would operate together with Congress’s statutory H-1B portability framework under INA § 214(n).

Congress specifically created H-1B portability so that an H-1B worker may begin employment with a new H-1B employer upon the filing of a nonfrivolous H-1B petition, rather than waiting for approval. This statutory framework assumes that H-1B workers can move between employers in a practical and workable way.

If DHS eliminates the grace period, an H-1B worker who is laid off may be deemed to fail to maintain status immediately after employment ends. In that scenario, DHS must explain how a new employer’s subsequently filed H-1B petition can meaningfully preserve portability. If the worker is already considered out of status before the new employer can realistically prepare and file the petition, the statutory portability protection becomes substantially less effective in real-world layoff situations.

DHS should not treat H-1B the same as every other classification without separately analyzing INA § 214(n). H-1B has a unique statutory portability provision. DHS must explain why eliminating the grace period for H-1B workers does not undermine Congress’s portability scheme, or alternatively preserve a transition period at least for H-1B workers.

Comment 2: DHS should account for LCA timing in H-1B transfer cases.

For H-1B workers, a new employer often cannot file an H-1B transfer immediately. Before the I-129 petition can be filed, the employer usually needs to prepare and file a Labor Condition Application, confirm the worksite, wage level, job duties, occupational classification, and internal sponsorship approval.

This process takes time even when the employer and attorney act quickly. If the grace period is eliminated, a worker terminated unexpectedly may not have enough time for a new employer to complete the required pre-filing steps. The result is that H-1B portability may become practically unavailable in many real-world layoff situations.

DHS should specifically analyze the interaction between LCA timing, H-1B transfer preparation, and INA § 214(n) portability before eliminating the grace period for H-1B workers. A zero-day rule does not reflect how H-1B transfer filings actually work.

Comment 3: DHS must explain why the 2016 reasons supporting job mobility and employer flexibility no longer apply.

In 2016, DHS recognized that the grace period promoted worker mobility, worker stability, and employer flexibility. DHS explained that the grace period helped workers pursue new employment and helped U.S. employers facilitate changes in employment for existing and newly recruited nonimmigrant workers.

DHS may change policy, but it must provide a reasoned explanation for changing position. The proposed rule says DHS has reconsidered the issue, but it does not adequately explain what has changed since 2016 that makes the prior benefits no longer important. Job mobility, employer flexibility, and workforce stability remain important today.

If anything, layoffs, restructuring, and rapid labor market changes make a transition period more important, not less. DHS should explain why the same interests it previously recognized are now insufficient to justify any grace period at all. DHS should also explain why a reduction from 60 days to zero is reasonable, rather than a shorter grace period or a more tailored rule.

Comment 4: Eliminating the grace period would increase employer control over immigration status and undermine worker protections.

Eliminating the grace period would give employers extraordinary leverage over foreign national workers. If a worker’s lawful status ends immediately upon employment cessation, then the employer effectively controls the worker’s immigration stability by deciding when to terminate employment.

This could make workers less willing to report wage violations, discrimination, harassment, unsafe working conditions, retaliation, or other unlawful conduct. A worker may tolerate mistreatment because leaving or being terminated could immediately place the worker and family out of status.

The current grace period helps reduce this imbalance by giving workers a short period to seek another sponsor or legal option. DHS should consider the worker-protection consequences of eliminating it. Program integrity should include protecting compliant workers from excessive employer control, not increasing vulnerability after job loss.

还有人在那里以前没有以前没有，以前没有的事多了海了，黑人没有自由，女人没有投票权，华人劳工没有归化的资格。从来如此边便对吗？支持野蛮，憎恨文明，读书真读到狗肚子里了。

说明这帮人很无能。
实质和真相是：
在系统里对着有记录的人折腾就是敲击键盘，简单容易。
每年就这么几万h1b，全加起来能有多少？数百万乃至上千万的非法移民不在系统里，他们没办法处理，只能又回到系统里折腾有记录的人。

当天就得离境啊，太变态了吧

失业即面临身份失效：过去离职后有最多 60 天的缓冲期用于找新工作或转换身份，新规取消 8 CFR 214.1(l)(2) 后，离职或被解雇的次日即视为未能维持合法身份（Fail to maintain status），必须立即离开美国（除非已有其他合法留美身份）。  

境内跳槽/便携性（H-1B Portability）难度极高：以往在 60 天宽限期内由新雇主递交 H-1B 转移（Form I-129）即可在美等待或工作。新规下，如果在离职生效日之前新雇主未完成递交，员工必须离境，并在海外等待新 H-1B 获批后重新签证入境。  

家属（H-4）同步失效：H-4 配偶及子女身份完全依附于主申请人。主身份失业失效时，家属（包括持 H-4 EAD 工作的配偶）同样失去合法身份，需同步离境。  

法律风险与移民局负担：失业后若未立即离境，可能被发放出境通知（NTA）进入递解程序，并积累非法停留（Unlawful Presence）记录，影响未来的赴美签证或绿卡申请。

米勒真是往死里整

那还有啥办法吗？

H1B L1 E1E2E3 TN H1B1 一网打尽。太变态了...

有啥办法吗？

这种情况只能跟公司商量在payroll留一两个月。要不真的太惨了。

真tm变态啊

好火啊 比夷陵之火还好啊