Job termination for H-1B workers can bring significant uncertainty, especially when maintaining lawful immigration status depends on continued employment. After job termination, the H-1B grace period offers a crucial window for workers to explore options and stay compliant with U.S. immigration laws.
This period often feels overwhelming due to time constraints and the complexity of available pathways. H-1B workers face the dual challenge of securing new employment or considering alternative visa options while ensuring their future plans align with immigration regulations.
In this article, we will walk through the options available during the H-1B grace period and the steps to help secure a stable path forward.
What is the H1B Workers' 60-Day Grace Period?
U.S. immigration law provides a 60-day grace period for H-1B visa holders following job termination. This period allows workers to explore new employment options, switch to a different visa status, or plan to leave the United States without violating their immigration status.
The 60-day grace period primarily aims to provide flexibility and a safety net for H-1B workers facing unexpected job loss. It helps mitigate the immediate impact of termination by granting a reasonable timeframe to take action without falling out of status.
Before diving into the options available, let’s look at the eligibility criteria for H-1B visa holders to understand better who can benefit from this grace period.
How to Calculate the 60-Day Grace Period?
The H1B grace period begins the day after employment termination. This period allows workers to take action to maintain their lawful status in the United States. The termination date is typically defined as the last official day of employment, as documented in the employer’s termination notice or the date the employer notifies U.S. Citizenship and Immigration Services (USCIS) of the termination.
The grace period spans 60 consecutive calendar days, including weekends and holidays. However, if the H-1B visa expires before the end of the 60-day window, the grace period will be shortened to match the visa’s expiration date. This means the deadline is determined by whichever comes first: the visa expiration date or the end of the grace period.
It’s important to note that the 60-day grace period is granted only once per H-1B visa validity period. If a worker has already used this grace period during their current visa, they will not be eligible for another during the same validity term.
Within this timeframe, H-1B workers must secure new employment, file a transfer petition, apply to change their immigration status, or depart the United States to avoid falling out of status.
Knowing how the grace period is calculated is only the first step. Let’s discuss what happens if the grace period expires without action and how to avoid these consequences.
Options Available During the Grace Period
Right after job termination, H1B workers get a grace period during which they can try to look for alternative options.
Let us take a quick look at the different options available during the grace period.
1. Securing New Employment
The 60-day grace period allows H-1B workers to pursue new employment opportunities. During this time, a prospective employer must file an H-1B transfer petition. This process involves identifying an employer willing to sponsor the visa transfer and submitting Form I-129 (Petition for a Nonimmigrant Worker) to USCIS with supporting documentation.
Once the transfer petition is filed and the USCIS issues a receipt notice, it becomes possible to begin working under the new employer’s sponsorship.
Technology, healthcare, finance, and education industries frequently hire H-1B workers. These sectors value specialized skills in areas like software development, medical research, and data analytics. Acting promptly during the grace period is critical to ensure the transfer petition is filed within the allowed timeframe.
2. Switching to a Dependent Visa
For H-1B workers with family members already in the United States under valid visa status, switching to an H-4 dependent visa may be a viable option. This applies to individuals who are spouses or minor children of H-1B workers.
The process requires filing Form I-539 (Application to Extend/Change Nonimmigrant Status) and providing evidence of the familial relationship, such as a marriage or birth certificate.
It is also essential that the H-1B worker in the family maintains valid visa status throughout the application process. Transitioning to an H-4 visa ensures lawful presence while exploring longer-term plans.
3. Applying for a Different Visa
Another path to consider is applying for a different visa category during the grace period. Workers pursuing full-time academic studies can apply for an F-1 student visa. This requires acceptance into a SEVP-accredited institution, financial documentation, and submission of the necessary application forms. Enrollment processes and visa requirements must be completed within the 60-day window to avoid lapses in status.
Alternatively, a B-2 tourist visa allows a temporary stay for leisure or personal purposes. To apply, it is necessary to demonstrate financial self-sufficiency and an intent to leave the United States after the duration of the visa. Both F-1 and B-2 applications involve filing a change of status with USCIS and adhering to the specific requirements of the new visa category.
4. Planning for Voluntary Departure
In cases where securing employment or changing visa status is not feasible, voluntary departure ensures compliance with immigration laws. Leaving the United States before the grace period ends prevents the accrual of unlawful presence, which carries significant consequences, such as future visa ineligibility or re-entry bans.
Preparing for voluntary departure involves gathering all necessary documentation to verify a lawful stay, such as visa approval notices and I-94 records. Exiting within the allotted timeframe helps preserve eligibility for future visa applications and demonstrates adherence to U.S. immigration regulations.
Consequences of Grace Period Expiry
The expiration of the H-1B 60-day grace period without taking action can lead to serious legal and immigration consequences. H-1B workers must understand these implications and act promptly to avoid jeopardizing their immigration status or future visa prospects.
1. Legal and immigration consequences of overstaying the grace period
Overstaying the grace period means falling out of lawful status. Once an individual overstays, they begin accruing unlawful presence, which can have severe repercussions under U.S. immigration law. Accruing unlawful presence for:
- More than 180 days but less than one-year results in a three-year bar from re-entering the United States.
- One year or more leads to a ten-year bar from entry.
Additionally, being out of status may lead to removal proceedings (deportation) if discovered by U.S. immigration authorities.
2. Impact on future visa applications and status adjustments
Overstaying the grace period can significantly harm future immigration prospects. A history of unlawful presence can:
- Flag future visa applications, making approvals more challenging.
- Prevent individuals from adjusting their status to permanent residency (green card) while in the United States.
- Affect eligibility for certain visa categories due to non-compliance with past visa terms.
These consequences can complicate efforts to work, study, or reside legally in the U.S. in the future.
3. Advice on preventing unlawful presence and maintaining compliance
To avoid the negative outcomes of overstaying the grace period, H-1B workers should take proactive measures:
- Act quickly within the grace period to secure new employment, file a visa transfer, or apply for a change of status to a different visa category.
- Seek legal advice early, especially when facing time constraints or uncertain next steps. Immigration attorneys can guide on available options and ensure compliance.
- Consider voluntary departure if no immediate options are available to avoid accruing unlawful presence and harming future immigration eligibility.
Being mindful of the grace period’s timeline and taking decisive action can help maintain compliance with U.S. immigration laws and protect long-term visa opportunities. To make the most of the grace period and avoid these pitfalls, having the right support can make all the difference. Let’s explore how Alma can assist during this critical time.
How Can Alma Help During the Grace Period?
The H1B grace period after job termination is critical for H-1B visa holders to act. Alma supports individuals in staying compliant with immigration rules and exploring their options during this period.
Here’s how Alma can assist:
1. Expert Legal Advice
At Alma, our in-house team of attorneys offers personalized advice on what to do during the grace period. Whether it’s finding new employment, transferring your visa, or applying for a change of status, Alma’s legal experts provide clear guidance.
2. Easy Document Preparation
Organize and prepare the documents needed for visa transfers or status changes. This ensures everything is accurate and meets U.S. Citizenship and Immigration Services (USCIS) requirements, reducing the chances of delays or mistakes.
3. Helpful Resources
At Alma, we help users understand their rights and responsibilities and the best steps to take regarding immigration options during the grace period. These resources help users understand their rights, responsibilities, and the best steps to take.
Conclusion
The H1B grace period after job termination is an important opportunity for H-1B workers to decide their next steps while staying compliant with immigration rules. During this time, workers can explore options like finding new employment, transferring their visa, applying for a status change, or preparing to leave the U.S. Acting promptly can help avoid legal issues and protect future visa opportunities.
If you’re looking for reliable guidance during this critical time, Alma is here to help you make informed decisions and stay on track with your H1B grace period.
Get started with a free consultation today and secure your path forward.
Frequently Asked Questions
Pegah Karimabakhsh Asli is an Associate Attorney at Alma, where she advises startups, founders, and enterprise clients on a wide range of employment-based immigration matters. She has extensive experience preparing and filing petitions across key categories, including TN, H-1B, L-1, O-1, EB-1, NIW, and Adjustment of Status (AOS), and provides strategic counsel to clients navigating complex immigration pathways.
Before joining Alma, Pegah worked at Fragomen in Silicon Valley, where she supported multinational corporations and high-growth companies with business immigration strategy and case management.
Jihan (Jina Hassan) Merlin is an Immigration Attorney and Head of Immigration Strategy at Alma, where she leads efforts to build smarter, faster, and more human immigration solutions. With over a decade of experience advising individuals, startups, and Fortune 100 companies, she combines legal expertise with technology to design scalable immigration programs. A graduate of Boston College Law School, Jihan is passionate about innovation in process and improving every stage of the immigration journey.
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