According to Reuters, the U.S. administration has announced the suspension of certain technology and IT services companies from participating in PERM, the labor certification process associated with employment-based permanent residency sponsorship. This news has raised concerns among applicants currently undergoing immigration procedures about the role of sponsoring employers. The first step is to determine the scope of the announcement rather than assuming that all EB-3 programs have been suspended.
Companies Mentioned by Reuters
The companies include Microsoft, Adobe, Cognizant, Infosys, Tata Consultancy Services, Wipro, HCL Technologies, and Capgemini. According to Reuters, U.S. authorities announced that they would no longer accept new PERM applications or process pending applications from companies covered by the suspension.
Officials cited allegations of fraud and the replacement of American workers with lower-cost foreign workers. These are allegations raised in the announcement and should be distinguished from legally established findings of violations.
Understanding the Scope of the PERM Suspension
The report refers to specific companies and does not announce the termination of the entire program. Therefore, applicants should verify the legal name of their sponsoring employer and the current stage of their application before assessing how the announcement may affect them.
From a preparation perspective, a useful question is whether the employer named in the applicant's documents falls within the scope of the announcement. If the trade name, parent company name, and legal entity submitting the application are different, applicants should ask the responsible representative for clarification.
Applicants should not conclude that their cases are affected solely because of the industry in which their employers operate. Conversely, they should not assume their cases are completely unaffected simply because their employers operate in another industry. Each case must be evaluated based on its specific information.
PERM Is One Step in the Employment Sponsorship Process
PERM is a labor certification process administered by the U.S. Department of Labor and is required for many employment-based immigration cases. It is neither a Green Card nor a temporary residence permit for foreign workers.
Understanding PERM requires examining the job position, employment requirements, and the company named as the sponsoring employer. Clients should know which stage their application has reached, what documents are available, and which matters still require confirmation.
Distinguishing PERM From the H-1B Visa
Reuters distinguishes PERM from the H-1B visa, which is a temporary work visa. The report does not indicate that the suspension directly invalidates existing H-1B visas.
Individuals currently working in the United States should separately inquire about their current immigration status and their permanent residency plans. Although these matters are connected to personal planning, they should not be combined into a single general question about whether a “visa has been suspended.”
If you plan to travel, change jobs, or undertake other immigration procedures, consult an attorney about your existing documents. You should not change your plans based solely on a news headline or comments on social media.
What Information Should EB-3 Applicants Verify?
First, confirm the name of the sponsoring employer, the job position, and the work location. These details should be checked against the program documents to avoid confusing the consulting agency with the company responsible for hiring workers.
Next, review the PERM stage and any related notices. You should ask when the case status was last confirmed, which documents support that information, and whether any additional requirements remain outstanding.
If you receive information about a suspension or investigation, request an explanation of how it affects your specific application. The response should distinguish confirmed information from matters still awaiting official guidance.
Clients should also maintain records of communications and a list of unanswered questions. Keeping organized records helps consultations focus on documented facts rather than relying on memory or secondhand information.
Evaluating Sponsoring Employers Based on Specific Information
This development highlights the importance of carefully evaluating sponsoring employers when considering an immigration program. However, a company's size or well-known reputation should not be the sole basis for deciding whether to participate.
Clients should ask about actual recruitment needs, position requirements, job information, and the responsibilities of each party under the agreement. Each matter should be clarified based on available documents and the information that may legally be disclosed.
A direct relationship with the employer provides a point of contact for communication, but it does not replace compliance with immigration requirements. When evaluating a program, the benefits of access to information should be distinguished from expectations regarding processing speed or outcomes.
Explore EB-3 Programs With TGA
TGA works directly with U.S. employers to offer two exclusive EB-3 job opportunities: a Supermarket Employee position in Indiana and an Automotive Technician position in Georgia. Clients can discuss job opportunities and their family plans.
If you are exploring an EB-3 program, leave your phone number or call 0815 999 221 so TGA can understand your needs. For questions about the legal impact of PERM-related developments on an ongoing application, the relevant documents should be reviewed with the responsible qualified professional.
Source: Reuters, explanatory article on PERM published October 8, 2026, with an update dated October 9, 2026. The preparation guidance was compiled by TGA.
