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Business Immigration Attorneys in Texas

7 min read

  • 3 firms listed
  • 4 questions answered

When the best candidate for a Texas job is a foreign national, immigration law decides whether and when the company can hire them. H-1B specialty occupation visas, L-1 intracompany transfers, TN status for Canadian and Mexican professionals, O-1 visas for extraordinary ability, and employment-based green cards each have their own requirements, caps, and timelines. The rules also change often: the H-1B selection process, fees, and related proclamations all shifted in 2025 and 2026.

Every employer also has to verify work authorization for every new hire on Form I-9, whether or not it sponsors anyone. For civil penalties assessed after July 3, 2025, a paperwork violation carries a penalty of $288 to $2,861 per form, and knowingly employing unauthorized workers carries higher penalties (28 C.F.R. § 85.5). The amounts are adjusted for inflation. Workplace rules that apply to every employee, sponsored or not, are covered in the guide to employment law attorneys in Texas.

What Business Immigration Attorneys Handle

Employment Visa Petitions

The H-1B is the main route for professional hires. Attorneys handle the registration, document that the job is a specialty occupation and that the employee qualifies, and file the Labor Condition Application required on the wage side. L-1, TN, and O-1 cases each turn on different evidence, and the right category depends on the employee’s role, nationality, and history with the company.

Employment-Based Green Cards

Permanent residence through employment usually involves several steps. Many EB-2 and EB-3 cases require PERM labor certification from the Department of Labor, followed by an immigrant petition and then adjustment of status or consular processing. EB-1 cases and EB-2 national interest waivers do not require PERM. Waiting times depend heavily on the preference category and the employee’s country of birth, and for some countries the wait can run many years.

I-9 Compliance and Audits

The employee completes Section 1 of Form I-9 at the time of hire, and the employer must examine the documents and complete Section 2 within three business days of the hire, with a special rule for employment lasting fewer than three business days. Employers must keep each form for three years after the hire or one year after employment ends, whichever is later, and after a Notice of Inspection they get at least three business days to produce the forms (8 C.F.R. § 274a.2). Attorneys run internal audits to find and correct errors before an inspection and represent employers through ICE inspections and penalty negotiations.

Corporate Immigration Programs

Employers with ongoing hiring needs use counsel to set policies, train HR staff, track expiration dates, and plan around visa limits and processing times. Mergers and acquisitions need immigration review, because sponsored employees’ status can be affected by a change in employer.

How to Choose a Business Immigration Attorney

Board certification. The Texas Board of Legal Specialization certifies attorneys in Immigration and Nationality Law.

Employer-side practice. Ask whether the attorney mainly represents employers and handles I-9 compliance, not only individual cases.

Current rules. Ask how the firm is handling the 2026 H-1B wage-weighted selection, fee changes, and pending litigation that affects budgets and timing.

Case management. Employers with several sponsored workers need reliable tracking of deadlines and status expirations. Ask how the firm tracks cases and reports to HR.

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 attorneys often charge flat fees per petition or stage, such as an H-1B registration, an H-1B petition, or each step of a green card case. Government fees are separate and depend on the visa type, the employer’s size, whether premium processing is requested, and current USCIS fee rules; the H-1B registration fee for the FY 2027 cap season was $215 per registration, according to USCIS. I-9 audits and ICE inspection defense are usually billed hourly or by project. Employers with steady hiring often use a retainer arrangement. Ask for a written estimate that separates legal fees from government fees.

Frequently Asked Questions

What is the H-1B cap, and how are registrations selected?

Congress limits new cap-subject H-1B visas to 65,000 a year, plus 20,000 for beneficiaries with a U.S. master’s degree or higher (8 U.S.C. § 1184(g)). For the FY 2027 season, registration ran in March 2026, and when selection was needed USCIS used a weighted selection based on the highest wage level the offered wage meets or exceeds, so registrations at higher wage levels had better odds, according to USCIS. Cap-exempt employers, such as institutions of higher education and their affiliated nonprofits and certain research organizations, can file without registering.

Is the $100,000 H-1B payment still required?

Not at present. A September 2025 presidential proclamation required a $100,000 payment for certain new H-1B petitions. A federal court in Massachusetts ruled the requirement unlawful on June 8, 2026, the First Circuit reinstated that ruling on July 24, 2026, and the fee is not being collected, while the government’s appeal is pending and the proclamation has been extended through September 21, 2027 (University of Colorado Boulder ISSS summary, October 7, 2026). Check the current status before budgeting for a new petition.

What are my I-9 compliance obligations?

The employee completes Section 1 by the time of hire, and you complete Section 2 within three business days (for a job lasting fewer than three business days, special timing applies). You keep the form for three years after hire or one year after employment ends, whichever is later. Paperwork violations carry civil penalties of $288 to $2,861 per form for penalties assessed after July 3, 2025, with higher penalties for knowing hires and for unfair immigration-related employment practices.

Can I sponsor an employee for a green card?

Yes. Many employer-sponsored EB-2 and EB-3 cases require PERM labor certification, which involves a prevailing wage determination and recruitment to test the U.S. labor market. After certification the employer files an immigrant petition, and the employee waits for a visa number based on preference category and country of birth. Timelines vary widely and should be checked against the current State Department Visa Bulletin.

Sources

Disclaimer: This directory is provided for informational purposes only and does not constitute legal advice, endorsement, or recommendation of any attorney or law firm. Information about attorneys and law firms was compiled from publicly available sources and may not be current or accurate. We make no representations or warranties about the qualifications, experience, or quality of any attorney listed. Always verify attorney credentials with the State Bar of Texas, confirm current contact information, and conduct your own due diligence before hiring legal counsel. No attorney-client relationship is created by use of this directory.