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Twelve BAL attorneys are named in the 2025 Lawdragon 100 Leading Immigration Lawyers list. The list recognizes lawyers who make a significant impact, specifically regarding recent matters handled and cutting-edge litigation, as well as those who are consistently turned to for guidance in trending immigration issues.
“It’s always an honor to be recognized by a prestigious publication like Lawdragon,” said Frieda Garcia, Managing Partner at BAL. “It’s even more rewarding to see so many BAL attorneys on the list. Our team strives to do impactful work in immigration law every day, and this recognition helps celebrate that effort.”
The following BAL attorneys were honored by Lawdragon this year:
In addition, Partner Emeritus Jeff Appleman was named to the Lawdragon Hall of Fame, recognizing outstanding lawyers who have made a remarkable contribution to the profession.
The full list of 2025 Lawdragon 100 Leading Immigration Lawyers can be viewed here.
About BAL Established in 1980, Berry Appleman & Leiden (BAL) powers human achievement through immigration expertise, people-centered client services, and innovative technology. BAL, with 13 offices across the United States and global coverage in more than 185 countries around the world, operates as a single entity through its oneBAL culture — a uniquely holistic approach, intentionally structured as one team, one brand, one P&L, one standard of excellence, and one unifying technology. This united approach enables the firm to deliver the highest level of knowledge, insights, and resources from across the entire organization. At BAL, we pursue the exceptional. To learn more, visit bal.com.
Media Contact: Emily Albrecht Senior Director — Marketing & Communications ealbrecht@bal.com 469-559-0174
According to U.S. Citizenship and Immigration Services (USCIS), approximately 140,000 employment-based immigrant visas are available each fiscal year for foreign nationals, their spouses and children seeking lawful permanent residence in the U.S.
The Visa Bulletin is a monthly report published by the U.S. Department of State (DOS) that identifies the five preference categories for employment-based immigrant visas and outlines who is eligible to apply for a permanent resident card (aka “green card”).
Understanding how to read the Visa Bulletin is crucial for employers and organizations directly involved with helping foreign nationals obtain a green card. Knowing how to interpret this document can significantly impact the application process and help with maintaining workforce continuity.
The employer’s guide to reading the Visa Bulletin covers the following:
Intended as a foundational reference for immigration professionals supporting their organizations — especially those new to understanding the employer-sponsored green card process — this guide provides clarity to help employers and global talent achieve employee immigration and business performance goals.*
Each Visa Bulletin contains statutory language and current information on preference categories, diversity visas and U.S. government employee special immigrant visas. The Visa Bulletin is released around two to three weeks ahead of the month it is in effect. For example, if it is May, DOS will already have released the May Visa Bulletin and will release the June Visa Bulletin in the middle of May.
The two primary sections of the Bulletin concern preference immigrant visas — employment-based preferences and family-based preferences. Family-based visas are intended for individuals with immediate relatives who are U.S. citizens or lawful permanent residents. Most employment-based visas are subject to employer sponsorship, as they are intended for foreign nationals who have job offers from U.S. employers and who meet specific skills, education and experience qualifications. Any unused family-based visas allotted for the fiscal year are added to the number of available employment-based visas. This guide focuses on the employment-based preferences section of the Visa Bulletin.
There are five employment-based preference categories outlined in the Visa Bulletin. USCIS defines these categories as follows:
First Preference (EB-1): Reserved for persons of extraordinary ability in the sciences, arts, education, business or athletics, including outstanding professors or researchers and certain multinational executives and managers.
Second Preference (EB-2): Reserved for persons who are members of professions holding advanced degrees or for persons with exceptional ability in the arts, sciences or business.
Third Preference (EB-3): Reserved for professionals, skilled workers and other workers.
Fourth Preference (EB-4): Reserved for “special immigrants,” including but not limited to certain religious workers, employees of U.S. foreign service posts and retired employees of international organizations.
Fifth Preference (EB-5): Reserved for business investors who invest $1,050,000 or $800,000 (if the investment is made in a targeted employment area) in a new commercial enterprise that employs at least 10 full-time U.S. workers.
Employers typically must obtain a U.S. Department of Labor (DOL) approved labor certification for the EB-2 and EB-3 preference categories. The labor certification satisfies two DOL regulatory criteria: 1) that there are insufficient U.S. workers who are available, qualified, willing and able to fill the offered position at the prevailing wage rate or higher; and 2) hiring a foreign worker will not adversely affect the wages and working conditions of similarly employed U.S. workers.
The priority date signals the date when the petition is filed with USCIS or the date when the application for a labor certification (“PERM”) is submitted. The Visa Bulletin indicates which priority dates are currently being processed and determines the applicant’s eligibility to move forward in the visa application process, influencing wait times and determining adjustment of status or when a visa may be issued. Employment-based category wait times can vary, with some classifications experiencing longer backlogs than others, depending on country of chargeability/birth and preference categories.
The priority date (an example is highlighted in the image below) can be found on the Form I-797, Approval Notice received from USCIS after the Immigrant Petition for Alien Worker (“Form I-140”) has been submitted. For labor certifications, the priority date can be found on the DOL labor certification (“PERM”) itself.
The Visa Bulletin splits eligibility for filing a lawful permanent residence application and adjudication into two tables for employment-based preferences (family-based preferences are also divided into these two tables):
1. Final Action Dates — Indicate who is eligible for final action (adjudication) on their permanent residence application and when a visa can be issued.
2. Dates for Filing — Indicate who is eligible to submit their application and supporting documents for further processing, even if the green card itself is not available. For U.S. applicants, USCIS may use the Final Action Dates to determine eligibility to file the adjustment of status application.
Not all applicants are eligible to file based on these dates. Eligibility depends on the specific visa category, chargeability area (the applicant’s country of birth or spouse’s country of birth — called “cross chargeability”) and the applicant’s priority date. Once the Visa Bulletin is published, USCIS will indicate on the Adjustment of Status Filing Charts from the Visa Bulletin page which chart (Final Action Dates or Dates for Filing) to use.
If immigrant visa availability for the fiscal year exceeds the number of applicants, USCIS will accept applications filed by applicants who are “current” under the Dates for Filing table. Otherwise, USCIS will use the Final Action Dates table to determine eligibility for filing the adjustment of status application. A priority date is considered current (signified by “C” on the chart) if the applicant’s priority date is earlier than the date listed in the appropriate table for the applicant’s preference category and country of birth, and the applicant is considered eligible to proceed with applying for a visa or adjusting their status.
However, if an applicant’s priority date will be current under the Dates for Filing table in the following month’s Visa Bulletin, but not current under the Final Action Dates table, the applicant must wait until USCIS makes its separate announcement of which table it will use to determine eligibility. For example, if an applicant whose country of birth is India has a priority date of June 27, 2020, under EB-2, based on the charts below they are not eligible to file under the Final Action Dates or Dates for Filing, as their priority date is after the dates listed on the chart.
To illustrate how to interpret the data from the respective charts, below is a sample from the January 2020 Visa Bulletin.
Final Action Dates for Employment-Based Preference Cases (January 2020)
Dates for Filing Employment-Based Visa Applications (January 2020)
In each table, the first column lists the different employment-based preference categories. The remaining columns list the different chargeability areas and provide the priority date cutoffs for the preference category and chargeability area. Each category may advance at different rates, meaning that some visa categories will have earlier dates than others.
When reading the Visa Bulletin, focus on the column that corresponds to the applicant’s visa category and country of chargeability. Formally speaking, chargeability refers to the rule that each foreign national applying for permanent residence must be “charged” or assigned to a foreign state for the purposes of determining whether certain immigrant visa numerical limitations under the Immigration and Nationality Act (INA) apply. A foreign national is typically charged to the country of their birth. Additionally, an applicant may be able to use their spouse’s country of birth — called “cross chargeability” — if the spouse is filing the adjustment of application as a derivative.
Under the INA, there are per-country limitations on the number of employment-based green cards that can be issued per year from the total 140,000 allotment. India, China, Mexico, Guatemala, Honduras, El Salvador and the Philippines have historically exceeded their statutory limit (“oversubscribed”), resulting in increasing backlogs that have multiplied the number of years before an employment-based green card may be issued for each applicant from that respective country. Significant changes in immigration policies with changing presidential administrations have also contributed to backlogs.
When the Visa Bulletin shows a priority date cutoff (signified by “U”), this means that immigrant visas are temporarily unavailable to all applicants in that particular preference category and chargeability country. The priority date cutoffs on Visa Bulletins typically move forward in time. However, “retrogression” can occur when the demand for immigrant visas fluctuates from month to month and may cause the progression of cutoff dates to slow, stop or move backward in time.
When more applicants apply for an immigrant visa in a specific preference category or from a specific country of birth than there are available immigrant visas, the visa preference category may retrogress in the following month’s Visa Bulletin and, ultimately, compound backlogs and further delay an applicant in receiving lawful permanent residence. Other contributing factors to retrogression may include a higher than expected number of visa applications and changes in immigration policy.
There are several common misconceptions about the Visa Bulletin charts. One of the most prevalent is that the dates listed are guarantees of visa issuance. Considering factors like retrogression, in actuality the dates are fluid and can change from month to month based on demand and processing capacity. Another misconception is that applicants should focus only on the Final Action Dates; however, USCIS declares which charts to use on a month-to-month basis and should be monitored regularly for timeline planning.
Understanding the Visa Bulletin can help employers incorporate strategic contingency planning to meet the immigration needs of their global talent pool and proactively address potential visa-related challenges to ensure business continuity. Clear and consistent communication with stakeholders, including foreign national employees, human resources, mobility professionals and legal counsel, is essential to address and adapt to processing timelines and maintain program stability and alignment with business goals in a challenging immigration environment.
For example, if employees with EB-2 or EB-3 status are running into extended delays (retrogression in the Visa Bulletin) because of their country affiliation or other factors, with the help of experienced counsel program stakeholders can develop workarounds to minimize workforce disruption. This approach not only mitigates risks but also fosters a more transparent and supportive work environment.
To stay informed, applicants should regularly check the Visa Bulletin, DOS resource pages and USCIS for the latest information. Additionally, following reputable immigration news sources and subscribing to updates from leading immigration law firms, such as BAL, can provide valuable insights and help with navigating complex visa processes.
For specific insights and updates on the Visa Bulletin in fiscal year 2025 and how your program can adapt to its impact, watch the free BAL Community Visa Bulletin Workshop.
* The information provided in this article is for general informational purposes only and is not intended to be legal advice. While we strive to ensure the accuracy and completeness of the information, we make no guarantees regarding its applicability to your specific situation.
Increased H-1B and I-9 scrutiny means greater risk for your business.
Multiple news articles confirm a significant number of worksite enforcement arrests are currently being made and we anticipate these audits and investigations to ramp up in the next few years.
Review answers to frequently asked questions for clear expectations about why these investigations occur, what happens during them and how employers can prepare.
U.S. Citizenship and Immigration Services (USCIS) has the authority to verify information included on H-1B and L-1 petitions through telephonic and electronic methods, and through on-site inspections of worksites, also known as “site visits.”
The occurrence of a site visit does not necessarily reflect a suspicion of fraud or other concerns. The purpose is to confirm the information that companies provide in immigration petitions for sponsored foreign national employees and to assess compliance with immigration statutes and regulations.
While some site visits are announced in advance, by law, representatives from USCIS’ Fraud Detection and National Security (FDNS) can arrive unannounced at any worksite listed on the H-1B or L-1 petition. Individuals normally responsible for the company’s visitor intake should be made aware of the specific procedures for FDNS site visits. There should be a defined protocol and a list of individuals who should be contacted to handle an FDNS site visit.
Download our step-by-step guide on how to prepare a defined protocol for your organization.
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A Form I-9 audit is initiated when the ICE Homeland Security Investigations (HSI) serves the employer a written Notice of Inspection (NOI). The NOI generally includes:
HSI may also request that the employer provide supporting documentation, which may include but is not limited to: a copy of the employer’s payroll, a list of active and terminated employees, articles of incorporation and business licenses. Employers have at least three business days to produce the I-9 forms and supporting documents requested in the NOI.
During the Form I-9 audit, HSI will be looking for both technical and substantive violations. Technical violations are typically procedural errors that can be corrected by the employer within 10 business days of the violation being reported by HSI.
Substantive violations are more serious and include failure to complete the Form I-9, failure to complete the Form I-9 within three business days, accepting fraudulent documents and failing to properly verify the documents. These errors are not allowed to be corrected.
After conducting the Form I-9 audit, the auditing agency will notify the employer of its findings in writing. A Notice of Inspection Results means the organization was compliant. If any violations were identified during the audit, an employer may receive one of these notices:
Whether your organization wants to conduct an internal Form I-9 audit as a precautionary measure, update its site visit protocol or finds itself in the middle of an investigation, BAL is ready to help.
Download our step-by-step guide on how to prepare your organization for USCIS visits with recommendations for reception and foreign national employees when receiving government officials, and potential questions government officials may ask.
If your organization employs foreign nationals, it’s crucial to ensure compliance through mergers & acquisitions, reductions in force and other company changes.
Here are immigration considerations for three of the most common company restructurings, and how you can support your foreign national employees through the changes.
If your company is expanding its operations in the U.S. due to a merger, acquisition or new office location, consult with legal counsel to ensure continued work authorization for your foreign national employees.
For reductions in force, it’s important to understand the impact on your PERM program. If an employer conducts layoffs, then within six months files a PERM application for a similar role that was impacted, the PERM application is highly likely to be audited or denied.
Immigration counsel can provide guidance to ensure compliance and explore viable alternatives in these situations.
Every country will have a unique process and set of requirements for operational changes, but there are some general considerations you should take into account when expanding into a new country or conducting layoffs.
For example, some acquiring businesses may need to maintain the legacy sponsoring entity in the country, and some expanding businesses may staff their new location through an Employer of Record rather than creating an actual entity in the country they’re branching into. Either situation impacts sponsorship activity. Employers should work with counsel to make sure these actions are compliant or appropriate.
When conducting layoffs, companies need to know the timeline for their country’s exit procedures, including how long the process takes and how quickly the sponsored employees need to leave the country. In some countries, employers have only 10 days to file the relevant cancellation or termination notification.
When internal company changes impact your immigration program — transitioning immigration responsibilities to another individual or department, tightening a team’s resources, high attrition within a team, etc. — companies can outsource immigration services to help fill in the gaps of their program.
An outsourced paralegal or immigration specialist can help manage ticketing systems, build reports and support case management services. Ultimately, they can take on some of the administrative burden so the rest of the team can focus on program strategy.
Download our guide for deeper insights into supporting your immigration program through company transitions like mergers and acquisitions, expansions and reductions in force.
Are you compliant with the new H-1B modernization rule?
BAL’s legal experts clarify three provisions of the new rule published in December 2024 to ensure your organization is equipped to maintain compliance.
U.S. Citizenship and Immigration Services updated the definition of a “specialty occupation” for H-1B workers, clarifying that although the position must “normally” require a degree in order to qualify as a specialty occupation, “normally” means typically or usually and does not mean the degree is always required.
The final rule also added that the degree must be “directly related” to the job, meaning there is a logical connection between the required degree or its equivalent and the duties of the position.
In the final rule, USCIS codifies the agency’s authority to conduct onsite inspections. The rule states that if USCIS is unable to verify facts, including due to the failure or refusal of the petitioner or a third party to cooperate, USCIS may revoke or deny an H-1B petition.
The preamble to the rule clarifies that USCIS will not generally move directly to revocation or denial, but will instead issue a notice of intent to deny or revoke and give the employer an opportunity to respond.
USCIS says that if an H-1B worker is “staffed” to another entity, then the agency will look at the other entity’s job requirements for that position to determine whether it qualifies as a specialty occupation for H-1B status.
USCIS further defined “being staffed to another entity” as being contracted to fill a position in the third-party organization, becoming part of its hierarchy, rather than merely providing services to the third-party organization.
Watch BAL’s government and policy specialists break down 400 pages of the new H-1B rule in 45 minutes. Get exclusive access to the video below.
ACCESS
Structuring effective in-house immigration programs is critical for businesses employing foreign nationals; strengthening these programs to better adapt to growth, transitions and regulatory changes is vital to the overall success of the organization.
Whether the number of foreign national employees in your program is fewer than 10 or more than 1,000, there are common structural elements that can strengthen your program to successfully navigate the complexities of immigration law and compliance.
Identify, centralize and define the core functions that need to be managed in your immigration program. These functions typically include:
Download BAL’s Immigration Program Fitness Assessment to determine any gaps in your program’s strength and identify areas for improvement.
Once the core functions are identified, define specific roles and responsibilities for each function. Common roles in a corporate immigration program may include an immigration manager or director who oversees the immigration program, a human resources professional who ensures immigration policies align with HR practices and a person or team who supports foreign national employees through their immigration cases. These roles sometimes fall under one individual in a smaller program or include even more roles in a larger program.
A recent benchmarking survey conducted by BAL found that 20% of the companies that responded did not have a documented policy in place for their in-house immigration programs.
Having a documented policy for your immigration program ensures clarity, direction and consistency for everyone involved while reducing email churn, misinformation and employee dissatisfaction. Your immigration policy should address protocol for certain cases, like defining who is eligible for premium processing and when the organization initiates green cards. It should also outline who is responsible for paying for certain aspects of immigration in compliance with U.S. immigration regulations.
Engaging legal professionals with expertise in immigration law will provide additional assurance that the program aligns with current federal immigration laws and practices, minimizing risks and enhancing operational efficiency.
Set up clear communication between all stakeholders involved — whether it is a handful of individuals or a dense team network. Regular meetings, status updates and utilizing a centralized communication platform can help ensure everyone, from leadership to foreign national employees, is aligned on priorities, policy and procedures.
Implementing case management software will enhance operational efficiency. Technology can facilitate better data management, track cases and improve overall service delivery, making your immigration program more responsive, transparent and effective.
Regularly monitor and evaluate the performance of your immigration program to help identify areas for improvement and ensure the program continues to meet the needs of the company and its employees. Consider implementing key performance indicators to measure success and track progress. These KPIs can measure things like application processing times, approval rates and stakeholder satisfaction.
You can also conduct surveys, focus groups, benchmarking and data analytics to gain valuable insights into employee experiences and program effectiveness.
These tools and protocols are not just “nice-to-haves.” By implementing them, you maintain your immigration program’s compliance, maximize its efficiency and increase its resilience against an evolving immigration environment.
Curious how your current immigration program stacks up? Download BAL’s Immigration Program Fitness Assessment to determine any gaps in your program’s strength and identify areas for improvement.
The 2025 federal election in Germany was highly anticipated, as individuals and governing bodies around the world recognized the potential implications of the outcome. BAL shared a synopsis of the election outcome in our 2025 Global Election Hub, but the following provides more context around how Germany’s government is structured, why this election was crucial and how the results might play out in the next several years.
How Germany’s government is structured
Germany’s constitution (The Basic Law) established the country as a constitutional federal state system and parliamentary democracy. The parliamentary system incorporates many features of the British system, but unlike the U.K.’s unitary nature, the federal component incorporates elements of a political structure found in the United States and other federal governments. Parliaments belong to the legislative branch, while governments belong to the executive branch and the judicial branch holds a key independent role.
The federal president is the head of state of the Federal Republic of Germany. The formal chief of state is chosen for a five-year term by a specially convened assembly and is the highest-ranking representative of Germany in terms of protocol. The president represents the country in its dealings with other countries and appoints government members, judges and high-ranking civil servants.
The president nominates the federal chancellor, who is then elected by a majority vote and is vested with the greatest political decision-making power. The president sets guidelines for policy and possesses power comparable to the president in a presidential democracy.
The Bundestag is the lower chamber of the federal parliament, made up of elected representatives of the German people. It is the cornerstone of the German system and has 630 members, although the precise number varies depending on the next elections. National elections to the Bundestag are held once every four years. The 69-member upper chamber, known as the Bundesrat, has members who are appointed by the state governments. The body exercises its authority to protect the rights and prerogatives of the state governments.
Under rules designed to prevent the instability that facilitated the rise of fascism in the 1930s, the president can only dissolve parliament and call an election if the federal chancellor calls, and loses, a confidence vote (more on that later).
Why the 2025 election was highly anticipated
Before the most recent election, the chancellor was Olaf Scholz of the Social Democratic Party (SDP). He succeeded Angela Merkel in December 2021 and was elected after the SDP entered into a coalition agreement with two other political parties known as the Alliance ’90/The Greens (Bündnis ’90/Die Grünen) and the Free Democratic Party (FDP).
This three-party “traffic-light” coalition government, ruling Germany since 2021, collapsed in November 2024 after Chancellor Scholz called for a confidence vote in parliament. On Dec. 16, 2024, he lost the vote of confidence, and the German parliament accepted the chancellor’s invitation to withdraw its confidence in him and dissolve the lower house of parliament. The no-confidence vote resulted in the need for an early election on Feb. 23, 2025, to elect the 21st Bundestag, rather than in September 2025 as originally scheduled. The snap federal election has tremendous implications for the EU’s largest member state and biggest eurozone economy.
The center-right Friedrich Merz of the Christian Democratic Union (CDU) was the front-runner to replace Scholz heading into the election. The CDU and Christian Social Union (CSU) had been ahead in the polls for months.
Germany’s party-political system has become more fragmented in recent years, with more parties and more radical upstart political forces. The far-right Alternative für Deutschland (AfD) entered the Bundestag for the first time in 2017, winning 12.6% of the vote. Before the election, it was polling around 20%. Scholz’s SDP and The Greens were two of the other major political players (third and fourth, respectively).
How the election panned out
Germany is getting a new chancellor, with Merz on course to become Germany’s 10th chancellor. The CDU/CSU secured 208 seats (28.52%), while the AfD and its leader, Alice Weidel, secured 152 seats (20.8%) and Scholz’s SDP secured 120 seats (16.41%). Scholz will continue as a caretaker chancellor until Merz is sworn in. It should be noted that AfD doubled its vote share from four years ago in the strongest showing for a far-right party since World War II.
What happens now?
The election determined who would be elected to parliament. Now, Merz must put together a coalition government. Only when a coalition deal has been reached will the 630 lawmakers in the new Bundestag vote to elect the next chancellor, who must secure at least 316 votes. There are no formal deadlines for coalition-building or voting on the new chancellor. Merz has said he wants to begin talks immediately and hopes to form a governing coalition by Easter.
The now-outgoing government of Chancellor Scholz is the most unpopular since 1949. Germany, which has 83 million inhabitants, grew into the world’s third largest economy primarily by making and exporting engineering products. It is considered an export-reliant and manufacturing-heavy economic model. Overall, real GDP is expected to have contracted by 0.1% in 2024, following a decline of 0.3% in 2023, the second year in a row with negative growth.
The next chancellor will have to tackle an economy that has shrunk for two consecutive years for the first time in decades — in part because of a slowdown with trade partner China, high energy costs and growing international competition.
Keep up to date with how the election outcome impacts immigration by signing up for BAL’s newsletter.
This alert has been provided by the BAL Global Practice Group.
Copyright © 2025 Berry Appleman & Leiden LLP. All rights reserved. Reprinting or digital redistribution to the public is permitted only with the express written permission of Berry Appleman & Leiden LLP. For inquiries, please contact copyright@bal.com.
BAL is thrilled to share that we’ve been ranked in the highest tier of the Chambers Global Guide 2025 in the Immigration: Business practice area. Described as a “powerful force in corporate immigration…with substantial consular, auditing and compliance experience,” BAL was also ranked in Band 2 in the Immigration in Global: Multi-jurisdictional rankings.
“It’s always an honor to be recognized in the annual Chambers rankings,” said Frieda Garcia, Managing Partner of BAL. “With such a rigorous submission and review process to inform the rankings, the legal community appreciates the weight of the Chambers Guides. We’re thankful for the continued acknowledgement by Chambers and our clients.”
In addition to the firm’s honors, BAL Partners Jeff Joseph and Lynden Melmed were ranked in Band 2 in the Immigration: Business practice area. Chambers describes Joseph as a “very strong, experienced lawyer” with substantial experience in immigration-related litigation. In describing Melmed’s strengths, Chambers says that he knows “how to approach governmental agencies at the highest level.”
Rankings are determined through Chambers’ in-depth methodology involving client feedback.
See the elections taking place in Latin America this year. This post will be updated with outcomes as the elections are completed.
Visit BAL’s Global Election Hub for more information on 2025 elections around the world.
DATE OF ELECTION February 9. No presidential candidate won a majority of the vote, so a runoff election will now be held on April 13.
TYPE OF ELECTION General election. Ecuador is electing its president, 151 assembly members and five Andean parliamentarians.
Incumbent president Daniel Noboa, a center-right politician of the National Democratic Action (ADN), is running for re-election following his victory in the 2023 special election. Former Assemblywoman Luisa González of the Citizen Revolution Movement (RC) party is Mr. Noboa’s primary challenger. She is a left-leaning candidate handpicked by the powerful self-exiled former president, Rafael Correa, who served from 2007 to 2017. Mr. Noboa defeated Ms. González in the 2023 special election.
The 2025 general election will also elect members of the National Assembly to a full four-year term. The recently expanded 151-seat National Assembly will run concurrently with the first round of the presidential election and all elected officials will begin a four-year term in May 2025.
OUTCOME In the Feb. 9 election, Daniel Noboa narrowly placed ahead of Luisa González in the first round, but no candidate won a majority, and as such, a runoff will now be held on April 13, 2025.
Figures released by Ecuador’s National Electoral Council showed that Noboa received 44.31% of the vote, while González received 43.83% of the vote. To win outright, a candidate needed 50% of the vote or at least 40% with a 10-point lead over the closest challenger.
Mr. Noboa has claimed irregularities in the first round of the election, but both the National Electoral Council and OAS Electoral Observation Mission have not “identified nor received any indication of widespread irregularities that could alter the election results… [and] the results therefore indicate that there will be a second round of voting.”
The election results for the parliamentary races were similarly closely divided with González’s RC party controlling 64 seats to Noboa’s ADN party with 66 seats. 76 votes are required for a majority, so the next legislature will feature important coalitions that will be crucial in either being in favor of or in opposition to either a Noboa or González administration.
RECENT IMMIGRATION NEWS The Ecuadorean government recently announced the launch of a new electronic visa system for tourism, investment or family reunification purposes. Officials said that the portal may also be utilized for individuals who wish to invest in the country or meet with family and to file all in-country initial or renewal visa applications.
Scheduled electric power outages throughout the country last Sept. 2024 have impacted the Ministry of Foreign Affairs which processes all in country immigration applications and have led to delays or rescheduled appointments.
More detailed information and requirements for visas in Ecuador can be found at Ecuador’s Ministry of Foreign Affairs and Human Mobility website and the Embassy of Ecuador website.
DATE OF ELECTION August 17.
TYPE OF ELECTION General election. Bolivia is electing its president, vice president, members of the Chamber of Deputies and members of the Chamber of Senators.
DATE OF ELECTION October 26.
TYPE OF ELECTION Legislative election. This is a midterm election to elect half of the seats in the Chamber of Deputies and a third of the seats in the Senate, as the country faces one of its worst economic declines in recent years.
Argentine President Javier Milei recently launched his own political party, and winning the 2025 elections would give Mr. Milei’s libertarian La Libertad Avanza (Liberty Advances) party power in Congress. The party currently is a minority in both chambers of Congress, hindering its legislative and policy efforts.
DATE OF ELECTION November 16. A second round will take place on December 14 if no first-round candidate wins more than 50% plus one of the vote.
TYPE OF ELECTION General election. The incumbent president, Gabriel Boric, who helms the left-wing Broad Front coalition, is barred from running for a second consecutive term. The ruling coalition is yet to select its presidential candidate.
DATE OF ELECTION November 30.
TYPE OF ELECTION General election. Honduras is electing its president, members of the National Congress and 20 members of the Central American Parliament.
See the elections taking place in Africa this year. This post will be updated with outcomes as the elections are completed.
DATE OF ELECTION October
TYPE OF ELECTION General election. The incumbent president is Samia Suluhu Hassan, who took over after the death of John Magufuli in 2021.
The ruling Chama Cha Mapinduzi party faces opposition from the Chama Cha Demokrasia na Maendeleo (Chadema) and ACT-Wazalendo.
DATE OF ELECTION Due by December
TYPE OF ELECTION Parliamentary and Senate elections