Return of Visa Restrictions: New Executive Order Impact

Navigating Immigration Uncertainties: Why Hiring Immigrants is Good for Business and How We Can Help

Quick answer: Yes—a presidential proclamation can suspend or restrict entry for nationals of specific countries with little warning. As of July 2026, Proclamation 10998 (effective January 1, 2026) fully suspends entry for nationals of 19 countries and partially restricts nationals of 20 more—39 countries in all. Employers with affected workers should plan international travel carefully and consult counsel before any departure.

[Updated July 2026] This post was refreshed to reflect the current travel-ban framework. The June 2025 travel ban (Proclamation 10949) has since been expanded and revised by Proclamation 10998, signed December 16, 2025 and effective January 1, 2026. The restricted list is materially larger than it was in 2025—now 19 countries under a full suspension and 20 under partial restrictions, 39 in all—so the country-specific details below have been updated to the current proclamation.

Given today's unpredictable U.S. immigration policy, it's critical for businesses like yours to stay prepared, informed, and proactive. Whether you're already employing immigrants or considering tapping into this incredible talent pool, navigating the complexities of immigration law can feel overwhelming—especially under an administration where sudden policy changes can impact your workforce with little to no warning.

But let me assure you, with the right guidance, you can protect your business, your team, and your ability to innovate and compete.

The Risks of Executive Orders for Immigrant Employees

Let's start with the unfortunate reality: a U.S. president has broad authority under section 212(f) of the Immigration and Nationality Act to suspend or restrict the entry of foreign nationals by proclamation. We have seen this power used repeatedly, from the 2017 travel restrictions to the country-based suspensions in force today. These types of policy decisions can:

• Suspend or limit visa issuance for nationals of designated countries, halting immigrant and nonimmigrant visas at U.S. Embassies and Consulates abroad.
• Target specific regions or visa types, leaving employees stranded while on business trips or family visits.
• Cause uncertainty for non-immigrant visa holders, creating challenges for anyone on temporary work visas.

These shutdowns can happen quickly. In early 2025, for example, consular operations in Colombia were briefly disrupted amid a political dispute unrelated to visas—a reminder that entry can be affected by events that have nothing to do with an individual employee's qualifications.

The Current Travel Ban: What Employers Need to Know

The travel restrictions now in force come from Presidential Proclamation 10998, "Restricting and Limiting the Entry of Foreign Nationals To Protect the Security of the United States," signed December 16, 2025 and effective at 12:01 a.m. EST on January 1, 2026. It replaces and expands the June 2025 proclamation (Proclamation 10949), moving the count from 19 affected countries to 39, plus travelers using Palestinian Authority travel documents.

Full suspension of entry (immigrant and nonimmigrant visas): Afghanistan, Burma, Burkina Faso, Chad, Republic of the Congo, Equatorial Guinea, Eritrea, Haiti, Iran, Laos, Libya, Mali, Niger, Sierra Leone, Somalia, South Sudan, Sudan, Syria, and Yemen—as well as individuals traveling on Palestinian Authority–issued travel documents.

Partial restrictions (suspends immigrant visas and B-1/B-2, F, M, and J nonimmigrant visas): Angola, Antigua and Barbuda, Benin, Burundi, Côte d'Ivoire, Cuba, Dominica, Gabon, The Gambia, Malawi, Mauritania, Nigeria, Senegal, Tanzania, Togo, Tonga, Venezuela, Zambia, and Zimbabwe. For Turkmenistan, immigrant visas remain suspended while the nonimmigrant restriction has been lifted.

Two points matter most for employers. First, the proclamation contains exceptions: according to the Department of State, foreign nationals who hold a valid visa as of the effective date are not subject to Proclamation 10998, and lawful permanent residents are among the categories that are excepted. Second, these lists have already changed once in six months—the June list of 19 grew to 39 by January—so any travel decision for an affected employee should be checked against the current proclamation rather than a prior version.

If your company employs workers from a designated country and they are planning international travel, this is something you'll need to monitor closely. A sudden policy change, or an employee's visa expiring while abroad, could delay—or even prevent—their return to the U.S., disrupting your business operations.

Why American Companies Need Immigrant Talent

While these risks may sound daunting, let me share the other side of the story: the immense value immigrants bring to American businesses. Hiring immigrant employees can help your company:

1. Access top talent: Immigrants often fill specialized roles where there's a scarcity of skilled workers, particularly in industries like tech, healthcare, and engineering.
2. Drive innovation: Studies consistently show that diverse teams are more creative, productive, and profitable.
3. Compete in a globalized market: Employees with international backgrounds bring fresh perspectives and language skills that are invaluable when conducting business across borders.

Let's be honest—immigrants are essential to the strength of the U.S. economy. When businesses like yours hire globally, everyone benefits. But to fully harness this talent, you need an immigration strategy that's as dynamic and robust as the employees you're hiring.

How Locke Immigration Law Can Help

At Locke Immigration Law, we specialize in helping businesses like yours navigate the complexities of hiring and retaining immigrant talent. Here's how we can support you:

• Proactive immigration strategies: We'll develop tailored plans to safeguard your company and team, ensuring compliance while minimizing disruptions.
• Timely legal guidance: Worried about executive orders or sudden policy changes? We'll keep you informed and prepared, so you can act quickly if needed.
• Visa application and processing support: From H-1Bs to green cards, we handle the heavy lifting to ensure smooth transitions for your employees.

We understand the stakes—not just for your business, but for the individuals and families who are counting on a fair shot at the American dream. Together, we can work toward making that dream a reality.

Stay Vigilant, Stay Informed

If you're an employer with immigrant workers or thinking about hiring immigrants in the future, it's crucial to stay up-to-date on immigration policy changes. Here's what you can do right now:

• Monitor official sources: Follow developments on U.S. immigration policy—including the Department of State's travel-restriction guidance—especially if your employees are traveling internationally.
• Consult with an immigration attorney: Whether it's a general question or a crisis situation, having an expert on your side makes all the difference.
• Reassess travel plans: If your employees are from a restricted country or hold non-immigrant visas, consider whether international travel is truly necessary at this time, and confirm their visa will remain valid for re-entry.

About the Author

Loren Locke is the Managing Attorney of Locke Immigration Law and a former U.S. Foreign Service Officer who adjudicated approximately 12,000 visa applications at the U.S. Consulate in Mexico. She holds a J.D. from William & Mary Law School and a B.A. summa cum laude from the University of Richmond. Loren is regularly quoted on immigration policy by major publications including Newsweek, Condé Nast Traveler, and The Daily Mail, and specializes in EB-1A extraordinary ability petitions, O-1 visas, and National Interest Waivers.

Follow Loren on LinkedIn | Watch on YouTube | Book a consultation | hello@lockeimmigration.com

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