U.S. immigration policy is shifting - and Europe as well as Belgium need to pay attention
Over the past year, the United States has quietly but materially reshaped its immigration landscape. With higher filing and premium-processing fees, new administrative restrictions on certain skilled-worker options, and heightened employer scrutiny, the U.S. is sending a clear message: mobility of high-skilled profiles will cost more, and predictability will be harder to guarantee. These changes aren’t happening in isolation — OECD and EU trends show a broader global recalibration of migration policy. For employers, global mobility teams and tax advisers, this means rethinking budgets, reassessing talent pipelines, and mapping alternative pathways to access skilled talent.
What’s new in the U.S. — the essentials
- Higher fees: The U.S. Citizenship and Immigration Services (USCIS) finalized a fee-update rule in 2024, effective April 1, with further legislative and regulatory changes expected in 2025. Many filings and premium-processing options are now significantly more expensive. The USD 100,000 Fee for new H1B applications – nonimmigrant visa - is the best-known example.
- Tighter rules for non-immigrants: In September 2025, a presidential proclamation restricted the entry of certain non-immigrant workers signaled tougher enforcement and higher refusal risks.
- Greater compliance burden: Employers and individuals face more documentation requirements, increased scrutiny of petitions, and real possibility of unexpected denials.
Why this matters for Belgium and Europe
- Budget recalibration — If your mobility budget assumed “U.S. relocation = known path”, you now need to re-cost: higher filing and premium fees, more legal hours, more contingency for refusals.
- Pipeline reconsideration — If an ambition was “send our top talent to the U.S.”, you may need to ask whether the US is still the most efficient and predictable option. Could a European HQ or other hub/affiliate serve as a better first step?
- Compliance playbook update — Employers sponsoring U.S. travel must review documentation, timing and fallback plans. While Europe is also evolving, understanding U.S. policy direction helps shape a global strategy.
The global echo: a shift underway
It’s not just the U.S.
- The Organisation for Economic Cooperation and Development (OECD) reports that many member countries are revisiting migration policy — tightening quotas, directing flows towards certain skills, and increasing migration-administration costs.
- Within the EU, Belgium’s single-permit framework and the regional mobility rules (e.g., Brussels Region) are evolving. Employers need to keep abreast of local legislative changes.
- Meanwhile, countries like Canada and Australia remain competitive: while adjusting fees, they continue to actively recruit skilled talent — making them attractive alternatives.
|
Country |
Why attractive now |
Ideal profile |
|
Canada |
Clear talent-streams, proactive immigration policy, less volatility |
High-skilled tech, health-care, early-career global mobility |
|
Germany / Netherlands / Ireland |
EU access, solid corporate mobility frameworks, growing talent-visa schemes |
Multinational HQ roles, intra-EU relocations |
|
Belgium |
Single-permit regime, EU hub location, ease for European staffing |
Regional talent, corporate hubs, intra-European mobility |
|
Portugal / Spain |
Lifestyle, tax incentives and residency options (for the right profile) |
Senior leaders, executives seeking European base and tax benefit |
|
Australia / New Zealand |
Selective but stable; English-language market, good for specific professions |
Senior global mobility profiles, specialized technical talent |
What you should do now
- Re-run your mobility cost models: Ensure you’ve factored in the full increase in U.S. fees, including legal time and fallback-plan risk.
- Compare “destination pathways”: For each key profile, map U.S. vs Canada vs EU by considering cost, speed, likelihood of success, tax implications, lifestyle.
- Update your compliance checklist: For U.S. assignments, verify documentation/governance; for Europe, monitor local permit updates (Brussels Region, Wallonia, Flanders).
- Communicate proactively: Inform hiring managers, business stakeholders and assignees to avoid surprises in cost, timing or risk.
Final thought
The U.S. remains a magnet for skilled talent, but recent changes mean it can no longer be assumed to be the “go-to” move. For Belgium-based employers, global mobility teams and tax/legal advisors, now is the moment to recalibrate. By widening the perspective and building flexible, cost-efficient mobility strategies, you can stay ahead — and avoid being caught off-guard by rising fees or shifting rules.
