Texas employers compete globally for talent. When the best candidate for a position lives outside the United States, immigration law determines whether you can hire them. H-1B visas for specialty occupations, L-1 visas for intracompany transfers, O-1 visas for individuals with extraordinary ability, and employment-based green cards each have specific requirements, quotas, and processing timelines. Mistakes in the process can result in denials, delays, and loss of critical employees.
The compliance burden extends beyond visa petitions. Every employer must verify work authorization through Form I-9, and Immigration and Customs Enforcement has increased worksite enforcement dramatically. Violations carry penalties from $252 to over $2,500 per form for paperwork errors, and substantially more for knowingly hiring unauthorized workers. Business immigration attorneys help employers navigate both the sponsorship process to bring in foreign talent and the compliance requirements to avoid enforcement actions.
What Business Immigration Attorneys Handle
Employment Visa Petitions
H-1B visas remain the primary vehicle for bringing professional employees to the United States. The annual cap creates intense competition, and the lottery system means even qualified petitions may not be selected. Attorneys prepare petitions that demonstrate specialty occupation requirements, document the employee’s qualifications, and satisfy Department of Labor wage requirements. L-1 visas for intracompany transferees, TN visas for Canadian and Mexican professionals, and O-1 visas for extraordinary ability individuals each have distinct requirements.
Employment-Based Green Cards
Permanent residence through employment involves labor certification (PERM), preference category petitions, and adjustment of status or consular processing. The process can take years depending on the employee’s country of birth and preference category. Attorneys guide employers through job requirement documentation, prevailing wage determinations, recruitment requirements, and the multi-step filing process.
I-9 Compliance and Audits
Form I-9 requirements apply to every employee, not just foreign workers. Errors are common and costly. Attorneys conduct internal audits to identify and correct deficiencies before government inspection. When ICE issues a Notice of Inspection, attorneys represent employers through the audit process, respond to document requests, negotiate penalties, and address any resulting immigration consequences for employees.
Corporate Immigration Programs
Large employers need systematic approaches to immigration. Attorneys develop policies, train HR staff, implement tracking systems, and manage immigration matters across multiple locations and visa types. Mergers and acquisitions require analysis of immigration implications for acquired employees. Workforce planning must account for visa limitations and processing times.
How to Choose a Business Immigration Attorney
Board certification. The Texas Board of Legal Specialization certifies attorneys in Immigration and Nationality Law. Certification requires substantial experience, peer references, and examination. Certified attorneys have demonstrated focused expertise in this complex field.
Employer-side experience. Immigration attorneys who primarily represent employers understand business priorities, HR processes, and compliance frameworks. Those who primarily represent individuals may lack experience with corporate immigration programs and I-9 compliance.
Industry knowledge. Technology companies, healthcare systems, universities, and manufacturing operations have different immigration needs and challenges. Attorneys familiar with your industry can anticipate issues and design efficient processes.
Processing capabilities. High-volume employers need attorneys with systems to track cases, meet deadlines, and process petitions efficiently. Ask about technology platforms, case management, and communication protocols.
Texas Business Immigration Attorneys
Foster LLP
Location: Houston, Austin, and Dallas, Texas
Website: https://www.fosterglobal.com
Phone: 713-229-8733
Foster LLP handles employer immigration matters, including board-certified immigration attorneys. The firm’s compliance systems help employers avoid enforcement penalties. Attorneys handle the full range of employment visas including H-1B, L-1, O-1, TN, and E visas, as well as PERM labor certification and employment-based green cards.
Practice Focus:
- H-1B and employment visa petitions
- I-9 compliance audits and training
- PERM labor certification
- EB-5 investor immigration
- Corporate immigration program management
Davis & Associates
Location: Houston, Texas (South Texas)
Website: https://gldlaw.com
Phone: 713-355-5150
Davis & Associates focuses exclusively on U.S. immigration law, with founder Garry Davis certified by the Texas Board of Legal Specialization in Immigration and Nationality Law. The firm counsels businesses of all sizes on employer compliance, providing auditing and training services to minimize exposure to discrimination suits and government audits. Practice areas include H-1B employment visas, employment-sponsored green cards, EB-5 investor visas, and representation in ICE and Department of Labor audits.
Practice Focus:
- H-1B specialty occupation visas
- Employment-based green cards
- EB-5 investor immigration
- Employer compliance audits
- ICE audit representation
Pollak PLLC
Location: Dallas, Texas
Website: https://www.pollakimmigration.com
Phone: 214-307-5510
Managing Attorney Karen-Lee Pollak leads a team that has helped employers navigate complex H-1B, H-1B transfers, and EB-2/EB-3 green card processes. The firm has turned prior visa denials into approvals and has been recognized by Chambers Global, D Magazine, and Super Lawyers. Pollak PLLC assists with immigrant employment compliance to ensure businesses remain within legal requirements, representing employers who face the challenge of balancing global talent needs with hiring restrictions.
Practice Focus:
- H-1B visa applications and transfers
- EB-2 and EB-3 employment green cards
- L-1 intracompany transfers
- Employment compliance programs
- Visa denial appeals
Costs and Fees
Business immigration legal fees vary by visa type and complexity. H-1B petition preparation typically costs $2,500 to $5,000 in attorney fees, plus filing fees of $1,710 to $4,000 or more depending on employer size and premium processing. PERM labor certification runs $4,000 to $8,000 in legal fees, with the full green card process costing $10,000 to $20,000 total. I-9 compliance audits cost $5,000 to $25,000 depending on workforce size and audit scope. ICE audit representation starts at $10,000 and increases substantially for complex cases. Many firms offer corporate retainer arrangements for employers with ongoing immigration needs.
Frequently Asked Questions
What is the H-1B cap and lottery?
Congress limits new H-1B visas to 65,000 annually, plus 20,000 for applicants with U.S. master’s degrees or higher. Demand typically exceeds supply, triggering a lottery for registration slots. Employers must register during a designated period, usually in March, for October 1 start dates. Cap-exempt employers including universities, nonprofit research organizations, and government research organizations can file anytime without lottery participation.
What are my I-9 compliance obligations?
Every employer must complete Form I-9 for each employee within three days of hire, examining documents that establish identity and work authorization. Forms must be retained for three years after hire or one year after termination, whichever is later. ICE can audit I-9 records with three days notice. Penalties for technical violations range from $252 to $2,507 per form, with higher penalties for knowing violations and discrimination.
Can I sponsor an employee for a green card?
Most employment-based green cards require PERM labor certification, proving no qualified U.S. workers are available for the position. The process involves prevailing wage determination, recruitment, and filing with the Department of Labor. After certification, the employer files an immigrant petition, and the employee waits for visa availability based on preference category and country of birth. The entire process typically takes two to ten years depending on circumstances.
Last Updated: January 2026
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