Was passiert, wenn ein Arbeitgeber die H-1B-Sponsorship zurückzieht?
When an employer withdraws H-1B sponsorship, most employees get a 60-day grace period under 8 CFR 214.1(l)(2), or until the end of their authorized validity period if that is shorter, to find a new sponsoring employer, change to another status, or leave the United States. The former employer is also required to notify USCIS of the withdrawal and, under INA 214(c)(5), may be obligated to pay for the employee’s return transportation home if the employee is dismissed before the end of the authorized period.
This guide explains what happens on both sides when H-1B sponsorship ends. For a look at options if you are searching for a new sponsor, see our guide on how to get a U.S. work visa.
Lost your H-1B sponsorship and need a plan fast? Atlas Legal can review your timeline and options within the 60-day grace period. Vereinbaren Sie einen Beratungstermin mit unserem Team.
Wichtigste Erkenntnisse
- Most H-1B employees get a 60-day grace period, or until the end of their authorized validity period if shorter, after sponsorship ends.
- The employer must notify USCIS of the withdrawal; failing to do so does not extend the employee’s status.
- Under INA 214(c)(5), an employer that dismisses an H-1B worker before the end of the authorized period may be responsible for the employee’s return transportation costs.
- During the grace period, the employee can find a new sponsoring employer and use H-1B portability, apply to change status, or depart the U.S.
- The grace period generally cannot be used more than once per authorized validity period.
- Work authorization ends when sponsorship is withdrawn; the employee should stop working for that employer immediately unless a new valid basis for employment exists.
Inhalt dieses Leitfadens
- The 60-day grace period explained
- What the employer must do
- Employee options during the grace period
- Using H-1B portability to switch employers
- The return transportation obligation
- Häufige Fehler, die es zu vermeiden gilt
- Häufig gestellte Fragen
The 60-Day Grace Period Explained
Under 8 CFR 214.1(l)(2), most H-1B employees whose employment ends receive a one-time grace period of up to 60 consecutive days, or until the end of their authorized I-94 validity period, whichever is shorter, during a single authorized stay. During this window, the employee remains in a period of authorized stay but cannot work unless and until a new valid basis for employment is established.
What the Employer Must Do
The sponsoring employer is required to notify USCIS that the employment relationship has ended, generally by withdrawing the petition. This notification does not need the employee’s consent and should happen promptly once the decision is made. The employer’s failure to formally withdraw the petition does not by itself extend the employee’s authorized work status once employment actually ends.
Employee Options During the Grace Period
| Option | What It Involves |
|---|---|
| Find a new H-1B sponsor | A new employer files an H-1B petition; portability can allow work to begin once filed |
| Change to another status | File to change to a category like H-4, F-1, B-2, or another applicable status |
| Depart the United States | Leave before the grace period ends to avoid accruing unlawful presence |
Using H-1B Portability to Switch Employers
If a new employer files a non-frivolous H-1B petition on the employee’s behalf before the grace period ends, H-1B portability rules generally allow the employee to begin working for the new employer once that petition is filed, without waiting for USCIS approval. This makes the grace period especially useful for employees who can line up a new sponsor quickly.
The Return Transportation Obligation
Under INA 214(c)(5), if an H-1B employer dismisses the worker before the end of the period of authorized employment, the employer may be liable for the reasonable cost of the employee’s transportation home. This obligation applies specifically to a dismissal by the employer before the authorized period ends, not to a resignation by the employee or the natural expiration of the authorized period.
Häufige Fehler, die es zu vermeiden gilt
Employees sometimes continue working past the actual end of employment, mistakenly assuming the grace period allows continued work, when it only allows a period of authorized stay without work authorization unless a new basis is established. Others wait too long to start the new-employer or change-of-status process, leaving too little time to complete filings within the 60-day window. Track the exact end date of employment carefully, since the grace period clock starts there, not when the employer formally notifies USCIS.
Häufig gestellte Fragen
Can I keep working during the 60-day H-1B grace period?
No, not for the employer that ended your sponsorship. You are in a period of authorized stay, not authorized employment, unless a new valid basis for work, such as a newly filed portable H-1B petition, is established.
What if my H-1B validity period ends in less than 60 days?
The grace period runs only until the end of your authorized validity period if that is shorter than 60 days, so you would have less time than the full 60 days to find a new sponsor, change status, or depart.
Does the employer have to pay for my flight home if I am laid off?
Under INA 214(c)(5), an employer that dismisses an H-1B worker before the end of the authorized period may be responsible for reasonable return transportation costs, but this generally does not apply if the employee resigns voluntarily.
How many times can I use the H-1B grace period?
Generally only once per authorized validity period. If your employment ends again during a later authorized period, a new grace period may become available for that period.
Fazit
Losing H-1B sponsorship starts a 60-day clock, not an emergency with no options. Move quickly to line up a new sponsor, change status, or plan your departure, and confirm your exact grace period end date rather than assuming you have the full 60 days.
Atlas Legal Immigration Law helps H-1B employees act quickly within the grace period. Reach our team at 1750 E Golf Rd, Büro 214, Schaumburg, IL 60173, telefonisch unter (+1) 872 382 2762, oder per E-Mail an info@theatlaslegal.com. Vereinbaren Sie einen Beratungstermin um Ihre Optionen zu prüfen.
Geprüft vom Redaktionsteam von Atlas Legal Immigration Law. Letzte Überprüfung: 31. August 2026.
Quellen
- US-Einwanderungs- und Staatsbürgerschaftsbehörde, H-1B-Berufe mit besonderen Qualifikationsanforderungen
- Elektronisches Bundesgesetzbuch, 8 CFR Part 214
Dieser Artikel dient ausschließlich allgemeinen Informationszwecken und stellt keine Rechtsberatung dar. Einwanderungsgesetze, behördliche Gebühren, Richtlinien und Bearbeitungszeiten können sich ändern. Das Lesen dieses Artikels oder die Kontaktaufnahme mit Atlas Legal begründet für sich genommen noch kein Mandatsverhältnis. Der Ausgang einer Einwanderungsangelegenheit hängt von den jeweiligen individuellen Fakten und Umständen ab.
