H-1B 60-Day Countdown

Confirm your official last working day in writing — not just the severance end date — because your grace-period clock is usually anchored to your last day of employment. Then download your immigration documents (I-94, I-797 approval notices, recent paystubs, W-2s, and offer letter) while you still have HR and payroll access.

Risk: Waiting even a few days can quietly burn part of a window that may be shorter than 60 days.

Next step: Calculate the earlier of 60 days or your I-94 / petition end date, then book an immigration attorney consult this week.

Usually no. Severance or payroll continuation does not automatically mean you are still maintaining H-1B employment or status.

Risk: Planning from the date severance ends can put you weeks past your real deadline.

Next step: Plan from your last actual working day and confirm your specific facts with an immigration attorney.

No. The grace period is discretionary — up to 60 days, or until your I-94 / petition end date if that is sooner — and it is not automatic.

Risk: Assuming a guaranteed full 60 days can leave you out of status if your I-94 ends first.

Next step: Treat 60 days as a maximum, not a promise, and file a transfer or change of status as early as you can.

Potentially yes, during the discretionary grace period — but usually only up to 60 days or until your I-94 / petition end date, whichever is shorter.

Risk: It is not automatic, and staying without a filed option can mean falling out of status.

Next step: Use the time to file an H-1B transfer, change your status, or plan an orderly departure — don't just wait it out.

In many eligible H-1B portability cases, a worker may begin employment with the new employer once a non-frivolous H-1B petition is properly filed and received — not necessarily after approval.

Risk: Starting work before you are actually eligible, or before the petition is received, can create serious status problems.

Next step: Get written confirmation of your exact start date and eligibility from the petitioning employer's attorney before your first day.

That's risky, because the new employer still needs to prepare an LCA, gather documents, complete attorney review, and file — none of which is instant.

Risk: Relying on the final week can mean the filing misses your window entirely.

Next step: Treat day 45 as your internal deadline to have a filing in motion, and ask about premium processing to compress the timeline.

A change of status to B-2 (visitor) may buy time to wrap up affairs or keep job-hunting, but it must be filed correctly and on time, and it does not grant work authorization.

Risk: Filing late, or misunderstanding how B-2 affects a future H-1B or green card, can backfire.

Next step: Get attorney review before filing, and file well before your grace period ends.

Their H-4 status is generally tied to the primary H-1B worker. If you lose status or change to a different status, dependents usually need a matching plan — and any H-4 EAD work authorization can be affected.

Risk: Forgetting dependents can leave a spouse or child out of status even after you fix your own.

Next step: Ask your attorney exactly what each dependent should file and by when, and file for them in parallel.

An approved I-140 helps with H-1B extensions beyond the six-year limit and protects your priority date for green-card strategy, but it does not by itself stop the 60-day layoff clock.

Risk: Treating an approved I-140 as a safety net can lead you to miss the filing window.

Next step: Still file a transfer or change of status within your window.

Don't guess your next move. Being past the discretionary window has serious consequences, and the right path depends entirely on your facts.

Risk: Filing the wrong thing, traveling, or starting work while out of status can make the situation much worse.

Next step: Speak to an immigration attorney immediately — before filing anything, traveling, or starting any work.

Possibly — it depends on your visa stamp validity, the petition approval, the new employer, and your specific travel facts.

Risk: Re-entry after a layoff and job change carries real risk, and a denied entry can strand you abroad.

Next step: Get travel and re-entry advice from an immigration attorney before booking anything.