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Navigating the New Era of Immigration Enforcement

Client Alert
October 28, 2025

What Employers Need to Know in 2025

Introduction

The landscape of U.S. business immigration is undergoing a seismic shift in 2025. For multinational corporations, the stakes have never been higher: federal agencies are intensifying scrutiny, increasing site visits, and rolling out new compliance requirements. These changes are not just bureaucratic hurdles—they directly impact your ability to hire and retain global talent, maintain legal compliance, and avoid costly disruptions.

This post will break down the latest enforcement trends, explain what they mean for your business, and provide actionable strategies to stay ahead.

1. The Rise of Immigration Audits and Site Visits

What’s Changing? Federal agencies, including U.S. Citizenship and Immigration Services (USCIS) and Immigration and Customs Enforcement (ICE), are conducting more frequent and detailed audits. Site visits—once relatively rare—are now a routine part of the compliance landscape. These inspections target everything from H-1B and L-1 visa holders to PERM labor certifications and I-9 records.

Why It Matters for Multinational Employers

  • Increased Scrutiny: Audits are no longer limited to high-risk industries or random checks. Employers in all sectors, especially those with large foreign workforces, should expect unannounced visits.
  • Broader Scope: Inspectors are reviewing not just visa documentation, but also payroll records, job descriptions, and even workplace conditions to ensure compliance with labor laws.
  • Higher Stakes: Non-compliance can result in fines, visa revocations, or even criminal charges for willful violations.

Real-World Impact A recent report from the Bush Center highlights that immigration arrests have more than doubled in 38 states, with ICE conducting an average of 666 arrests per day nationwide—up from fewer than 300 daily in 2024. While these numbers include all immigration enforcement, they underscore the heightened environment for all employers.

Read the complete article to find out more about these policies, strategies, and consequences for employees at www.removal-defense.com. Get a deeper understanding of:

2. The Role of the New Office of Immigration Policy

3. Actionable Strategies for Multinational Corporations

4. The Cost of Non-Compliance: Penalties and Consequences for Employers

5. The Road Ahead: Staying Proactive in a Shifting Landscape

For guidance on these immigration issues, please contact BMD Member Robert Ratliff at raratliff@bmdllc.com. With over 25 years of trial experience in criminal defense and immigration law, Robert’s unique insights as a former Immigration Judge allow him to offer strategic guidance for clients facing complex immigration challenges.

ImmigrationImmigration Laws
Client Alert

Pre and Postnuptial Agreements | Necessary, Maybe, What Happened to Forever?

November 7, 2025Both Florida and Ohio now allow clients to enter into a prenuptial or postnuptial agreement prior to marriage or after marriage (Ohio previously did not allow postnuptial agreements). Both documents have statutory guidelines that must be followed in terms of execution and financial disclosure.Client Alert

DHS Ends All Employment Authorization Auto-Extensions

October 29, 2025Effective October 30, 2025, DHS ends all automatic work authorization renewals. The 540-day extension applies only to renewals filed before this date, and there is no grace period for expired EADs filed on or after October 30. Employers must audit EADs, train staff, ensure I-9 compliance, and plan for work authorization gaps. Penalties for noncompliance can be severe.Client Alert

CMS’s Rural Health Funding Announcement

October 27, 2025CMS has announced a $50 billion Rural Health Transformation (RHT) Program to improve healthcare access, quality, and outcomes in rural communities. All states are eligible to apply for funding by November 5, 2025. Half of the funds will be distributed equally, with the remainder based on state-specific factors. The program supports evidence-based initiatives, workforce recruitment, and access to treatment services, with awards assessed annuallyClient Alert

Expanding Access to Care: Ohio’s Effort to Modernize APRN Practice Through Ohio SB 258 and HB 508

October 24, 2025Ohio is moving to expand access to healthcare through Senate Bill 258 and House Bill 508, which would modernize APRN practice by removing the outdated requirement for a physician contract. This change would allow nurse practitioners, nurse midwives, and clinical nurse specialists to provide care more efficiently, especially in underserved areas, while maintaining high-quality, cost-effective care.Client Alert

Cleveland Joins the Pay Transparency Movement: What Employers Need to Know

October 21, 2025Beginning October 27, 2025, all Cleveland employers with 15 or more employees will be prohibited from asking applicants about their pay history and will be required to include reasonable pay ranges in all job postings where the position will be performed, solicited, considered, or processed in Cleveland. The ordinance is intended to help close the gender wage gap and promote greater pay equity across the city.
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