The New Reality: Restructuring in the Age of AI
Tech companies are moving fast. Microsoft and its peers are reorganizing entire divisions, shifting headcount toward AI infrastructure, and, in the process, displacing thousands of skilled workers—many of them on H-1B status with pending or approved green card cases. If you're in this position, the uncertainty can feel overwhelming: your visa status, your family's stability, and years of progress toward permanent residency may all seem at risk simultaneously.
The good news is that U.S. immigration law includes meaningful protections for exactly this scenario. Understanding them—and planning around them—can make the difference between a temporary setback and a derailed immigration case.
Where You Are in the PERM Process Matters
Your options depend heavily on what stage your green card process has reached at the time of layoff.
If your PERM Labor Certification is still pending or recently filed:
This is the most vulnerable stage. PERM is tied to a specific job offer with a specific employer. If you're laid off before the PERM is certified—or before an I-140 petition is filed based on it—the case generally cannot move forward. You would need a new employer to start the process again, including a new PERM filing and a new priority date (unless certain narrow exceptions apply).
If your I-140 has been approved:
This is a much stronger position. An approved I-140 petition allows you to retain your priority date indefinitely for future green card filings, even if you change employers. This priority date is often the most valuable asset in your immigration case—particularly for applicants born in countries with long backlogs—and losing an employer does not erase it.
If your I-140 has been approved for 180 days or more, and you have a pending I-485:
You may qualify for job portability under AC21 (the American Competitiveness in the Twenty-First Century Act). This allows you to move to a new employer in a "same or similar" occupational classification without restarting the green card process from scratch, provided your I-485 adjustment of status application has been pending 180 days or longer.
The AC21 180-Day Rule, Explained
AC21 portability is one of the most important protections available to green card applicants facing employer instability. In simplified terms:
- Your I-140 must be approved (not merely filed).
- Your I-485 must have been pending for at least 180 days.
- Your new position must be in the "same or similar" occupational classification as the role underlying your original PERM and I-140.
If these conditions are met, you may generally continue your green card process with a new employer without having to restart PERM. This is a critical safety net—but the analysis of "same or similar" occupation can be nuanced, especially in tech roles where job titles and duties evolve quickly (e.g., a "Senior Software Engineer" moving into an "AI Solutions Architect" role). This determination should always be reviewed by counsel before you make a move.
It's also worth noting: if your I-140 was approved but your I-485 has not yet been filed (common for applicants from high-demand countries facing visa bulletin backlogs), AC21 portability does not yet apply. In that scenario, priority date retention is still preserved, but you would need a new employer to file a new I-140 (which, in many cases, can be done relatively quickly by referencing the prior approval).
Practical Steps If You've Been Affected
If you've received a layoff notice, time matters. Consider the following:
- Confirm your last day of employment and any grace period. H-1B workers generally have up to 60 days (or until the end of their authorized validity period, if shorter) to find new employment, change status, or depart the U.S.
- Gather your immigration documents immediately: I-140 approval notice, PERM certification, I-485 receipt notice (if filed), and any prior H-1B approval notices.
- Determine your I-485 pending duration, if applicable, to assess AC21 eligibility.
- Avoid accepting a new job offer without confirming "same or similar" occupational classification with your attorney.
- Consider whether premium processing or refiling strategies make sense given your priority date and country of chargeability.
Choosing Your Next Employer: Immigration Resilience Matters
Not all employers are equally prepared to support a foreign national's green card journey—especially in an industry now defined by rapid restructuring. When evaluating new opportunities, consider these factors beyond salary and title:
Financial stability and hiring trajectory
- Is the company still actively sponsoring H-1B and green card cases, or has it paused sponsorship?
- Does it have a track record of completing PERM and I-140 processes, not just initiating H-1B petitions?
Institutional commitment to immigration support
- Does the company have in-house immigration counsel or a dedicated mobility team, or does it rely on ad hoc outside counsel?
- Will they file your PERM promptly, or will you be waiting a year or more before the process even begins?
Role stability and classification
- Is the position you're being offered likely to remain classified similarly over time, reducing "same or similar" ambiguity in future AC21 transitions?
- Is the job function durable, or is it in a division at high risk of AI-driven restructuring itself?
Layoff history and reputation
- Has the company had prior rounds of layoffs affecting visa holders? How did it handle grace periods and transition support?
- Do former employees report being treated fairly during transitions?
Taking a slightly lower salary at a company with a stable, well-resourced immigration program can be a far better long-term decision than joining a fast-growing but volatile organization that may not prioritize your case when the next reorganization hits.
A Moment for Strategic, Not Reactive, Decisions
Layoffs are disorienting, but your immigration history does not disappear with your job. Priority dates, approved I-140s, and years of documented eligibility remain valuable assets—if handled correctly and promptly. The worst outcome is not the layoff itself, but making rushed decisions without understanding how they interact with your specific PERM and I-140 posture.
Every case is different. Country of chargeability, occupational classification, timing of your I-485 filing, and even how "similar" your next role is to your last one can all significantly affect your options. Facts vary, and the stakes are high enough that guesswork is not a strategy.
If you've been affected by AI-driven restructuring—or fear you may be soon—now is the time to get ahead of it. Contact Anthony Girand Law to schedule a consultation. Together, we can assess your specific priority date status, AC21 eligibility, and employer options, and build a long-term immigration strategy that protects the progress you've already made.