The H-1B challenge for U.S. employers
For many U.S. companies, it’s unclear on how to fill key positions while managing compliance risks to fill key positions while managing compliance risks.
Being in reactive mode can result in talent gaps, project delays, and higher costs. The solution? Proactive, data-driven workforce planning with Anaplan.
What’s changed?
The new proposal is that employers of H1-B visa holders must now pay a $100,000 fee, an increase from $995 in registration and lottery fees. This only applies to new H1-B visa applicants as of the next lottery cycle.
We’ll outline how this could affect your workforce planning strategy and costs and how you can stay ahead of this and any subsequent H-1B visa changes with Anaplan for Workforce Planning. Learn how scenario modeling, cross-functional collaboration, and proactive strategies help businesses plan for global talent and reduce compliance risks.
The high stakes of H-1B workforce planning
H-1B visa changes affect multiple aspects of workforce strategy:
Talent shortages: Limited visa approvals can leave critical roles unfilled.
Rising costs: Legal and compliance requirements increase operational expenses.
Project risk: Delays in hiring can disrupt timelines and revenue targets.
Strategic shifts: Companies may need to balance onshore, offshore, or nearshore teams.
Without a connected planning approach, businesses often make reactive, siloed decisions that amplify risk and cost.
How Anaplan workforce planning helps you assess and quantify the impact of your options
Anaplan enables organizations to anticipate, model, and respond to H-1B changes with agility and confidence. Key capabilities include:
1. Scenario modeling for visa approvals
Test “what-if” scenarios: What if only 60% of applicants are approved? What if only applicants for critical roles are approved?
Evaluate alternative talent strategies: contractors, nearshore teams, or automation
Forecast operational and financial impact under multiple regulatory outcomes
2. Align workforce demand with talent availability
Identify critical skill gaps early
Adjust hiring, training, or internal mobility strategies proactively
Maintain project timelines and ensure business continuity
3. Financial and compliance visibility
Connect HR, finance, and legal data for a full cost picture
Monitor visa-related compliance risks in real time
Forecast the financial impact of workforce decisions under changing regulations
4. Enable cross-functional collaboration
HR, finance, and business leaders can plan together on a unified platform
Share real-time insights and align workforce strategy with business objectives
Reduce siloed decision-making and improve operational efficiency
Hypothetical case study: Turning uncertainty into action
Imagine a fast-growing tech company that relies heavily on H-1B engineers:
Using Anaplan, they model visa approval scenarios at 60%, 70%, and 80%
The platform highlights skill gaps and suggests nearshore or contractor alternatives
Finance evaluates the cost implications of each scenario
HR adjusts hiring plans and training programs to fill gaps proactively
As a result, the company maintains continuity across projects, minimizes last-minute hiring costs, and ensures strategic goals remain on track.
From visa lottery to strategic advantage
The recent regulatory changes in the H-1B visa program have taken the market by surprise, and this change may not be a one-off; subsequent changes will require immediate attention. Proactive planning can minimize workforce disruption. Anaplan for Workforce Planning empowers organizations to plan proactively, manage risk, and secure top global talent. Workforce Planning empowers organizations to plan proactively, manage risk, and secure top global talent.
How well and how quickly you translate a regulatory change into decisions and actions for your organization is key to minimizing disruption to your operations. Planning for a variety of scenarios allows you to respond quickly and with due diligence. Your ability to optimize costs in the process is reduced through unnecessary spending while securing critical talent helps your bottom line. The clarity and transparency gained provides executives with clear, data-driven insights to link workforce planning directly to business objectives.
Companies that anticipate changes rather than react to them can maintain project continuity, control costs, and align talent strategies with their business goals.
