The Trump administration may soon implement a new travel ban, potentially blocking or restricting visa access from dozens of countries. If enacted, this policy could make it harder for U.S. businesses to hire and retain international talent. Here’s what employers need to know—and how they can prepare.
What’s in the Proposed Travel Ban?
In January, President Trump signed an executive order to identify countries with inadequate security screening. The review will end in late March and likely result in visa restrictions for several countries.
According to news reports, the proposed ban would divide affected countries into three categories:
- Red List: Complete suspension of U.S. visas. Nations include Afghanistan, Bhutan, Cuba, Iran, Libya, North Korea, Somalia, Sudan, Syria, Venezuela, and Yemen.
- Orange List: Partial visa suspensions and mandatory in-person visa interviews. Countries include Belarus, Eritrea, Haiti, Laos, Myanmar, Pakistan, Russia, Sierra Leone, South Sudan, and Turkmenistan.
- Yellow List: A 60-day probation period to fix security issues. If problems aren’t addressed, these countries could move to a higher restriction level.Countries include Angola, Antigua and Barbuda, Benin, Burkina Faso, Cambodia, Cameroon, Cape Verde, Chad, Republic of Congo, Democratic Republic of Congo, Dominica, Equatorial Guinea, Gambia, Liberia, Malawi, Mali, Mauritania, Saint Kitts and Nevis, Saint Lucia, São Tomé and Príncipe, Vanuatu, and Zimbabwe.
If implemented, the ban could affect up to 43 countries — far more than previous travel bans.
Impact on U.S. Employers
This policy would create hiring challenges, delay visa processing, and increase compliance burdens for U.S. businesses.
Workforce Disruptions
Employers would be unable to hire workers from red-listed countries. Hiring workers from orange-listed countries would be delayed due to mandatory in-person visa interviews. Existing employees from affected countries may experience travel difficulties, increased scrutiny, and could even have their visa revoked.
Industry-Specific Impacts
- Technology Sector: Challenges in hiring international STEM talent, higher prevailing wages, stricter visa requirements, and increased complexity in application processes.
- Healthcare Industry: Increased physician shortages, disrupted training programs, and staffing challenges in underserved areas.
- Education Sector: Reduced international student enrollment, challenges attracting global faculty, and potential impacts on programs like OPT.
Increased Compliance Requirements
Employers should prepare for more immigration audits and stricter review of visa applications, which could lead to more Requests for Evidence (RFEs) and a higher risk of denials.
Processing Delays
Employers should prepare for longer visa processing times and possible suspension of premium processing services, making workforce planning and onboarding more challenging.
| Tier | Likely Restrictions | Impact on Hiring | Impact on Existing Employees | Industries Most Effected |
| Red | Full Visa Suspension | Unable to hire from these countries | Difficulty reentering the U.S.; possible visa revocations | Tech, healthcare, education, manufacturing |
| Orange | Partial Visa Suspension + Interview | Hiring delays and difficulties | Travel delays, increased scrutiny | Tech, healthcare, education |
| Yellow | 60-Day Probationary Period | Uncertain future hiring potential | Possible future visa and travel issues | All industries |
What Employers Can Do Now
Companies should act now to reduce risks. Key steps include:
- Review Your Workforce: Identify employees from affected countries. Assess their visa status and upcoming travel plans to understand the potential impact to your business.
- Plan for Hiring Challenges: Develop alternative hiring strategies, including domestic recruitment and hiring from unrestricted countries.
- Update Travel Policies: Advise affected employees to reconsider non-essential international travel and ensure they’re prepared for increased scrutiny upon return.
- Seek Legal Advice: Work with immigration attorneys to navigate potential visa issues.
- Stay Informed: Follow updates from official governmental sources and encourage employees to do the same..
- Conduct Compliance Audits: Conduct comprehensive internal audits of immigration compliance documents such as I-9 forms and Labor Condition Applications to prepare for increased enforcement activities.
Looking Ahead
If enacted, this policy could reshape how U.S. businesses hire and retain global talent. Employers who prepare early will be better positioned to adapt and minimize disruptions. Stay informed, review your workforce, and take proactive steps to keep your company on track.