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Immigration litigation is no longer a peripheral compliance issue. Court decisions are increasingly influencing hiring strategies, workforce planning, sponsorship costs and employee mobility in real time.
For employers who rely on global talent, staying current on rapidly evolving litigation can be challenging. BAL’s Litigation Brief highlights key court decisions and legal developments affecting employers and foreign national employees, translating complex litigation trends into practical business guidance.
As litigation activity expands across federal courts and agencies, several trends have emerged in recent months:
BAL’s Litigation Group monitors developments across federal courts and agencies and helps employers assess risk, maintain workforce continuity and respond strategically to legal change.
A series of recent cases reflects growing judicial scrutiny of U.S. Citizenship and Immigration Services policies affecting employment-based immigration, work authorization and benefit adjudications.
Where things stand: On June 8, 2026, a federal court struck down implementation of the H 1B proclamation, declaring it “unlawful” and effectively blocking President Trump’s $100,000 petition fee requirement for new H-1B visas. On June 12, a federal district court temporarily paused the ruling pending an appellate court determination whether the pause should continue during the appellate process. Briefing on that issue was completed on July 2, and on July 24 the First Circuit Court denied the federal government’s request to reinstate the $100,000 H-1B petition requirement while the appeal is ongoing.
What it means for employers and employees:
Key takeaways: Employers should continue evaluating H-1B sponsorship budgets, start dates and contingency plans, particularly for cases that may require consular notification or could otherwise be affected by the disputed fee requirement.
Where things stand: On June 5, 2026, a federal court vacated four USCIS policies tied to adjudication freezes affecting certain travel-ban countries, including the benefits hold, global asylum hold, comprehensive re-review policy and country-specific factors. USCIS issued a June 12 alert stating that the affected memoranda and policy alert should be treated as not in effect pending further litigation. On July 15, the district court denied the government’s request for a stay pending appeal, allowing the ruling to remain in effect while appellate proceedings continue.
The government’s renewed motion for a stay of the injunction pending appeal will be fully briefed before the First Circuit on or before Aug. 8. The First Circuit stated that it “intends to rule on the stay motion as soon as practicable following the completion of motion briefing.”
Key takeaways: USCIS has appealed the decision and could raise its request to pause the ruling to the Supreme Court while the legal battle continues. Employers should review pending USCIS cases involving nationals of affected countries and consider whether previously delayed EADs, adjustment of status and nonimmigrant benefit applications may now move forward. Employers should continue monitoring the appeal because implementation obligations may change if a higher court grants a stay.
Where things stand: On May 22, 2026, USCIS issued a policy memo that did not change the rules regarding adjustment of status (AOS) eligibility but emphasized that USCIS officers must consider the totality of circumstances, including family ties, immigration status and history, moral character and “any other relevant factor” when adjudicating applicants.
Key takeaways: Employers should encourage employees pursuing AOS to maintain valid underlying nonimmigrant status where possible, timely respond to requests for evidence and work closely with counsel to identify any facts that could trigger discretionary scrutiny.
Where things stand: On Jan. 8, 2026, a group of seven H-4 spouses of H-1B visa holders filed a lawsuit challenging the Trump administration’s October 2025 interim final rule (IFR) that ended automatic 540-day work permit extensions for renewals of EADs.
Key takeaways: Affected employees could benefit from separate litigation challenging the IFR as applied to their EADs. Employers should identify employees whose work authorization depends on H-4 EAD renewals, track expiration dates closely and prepare for possible employment interruptions if renewals are not approved before current EADs expire. Because USCIS processing times for H-4 EAD renewals can range from six months to over a year, applicants should file their renewals as far in advance as the rules allow.
Where things stand: A succession of multiple court orders this year have paused or altered the Temporary Protected Status (TPS) terminations and automatically extended EAD validity dates for several countries, including Burma (Myanmar), Ethiopia, Haiti, Lebanon, Somalia, South Sudan, Syria and Yemen. On June 25, 2026, in Mullin v. Doe, the U.S. Supreme Court ruled 6-3 that federal courts cannot review the government’s decision to end TPS, allowing the Department of Homeland Security to terminate TPS for Haiti and Syria.
Key takeaways: Employers should conduct careful Form I-9 reverification planning for TPS beneficiaries and confirm applicable auto-extension dates on USCIS country-specific TPS pages.
Litigation around nationality-based policies highlights an increasingly uncertain legal environment with potential long-term implications.
Where things stand: On June 30, 2026, the Supreme Court held in Trump v. Barbara that children born in the United States to parents who are unlawfully or temporarily present are citizens at birth under the 14th Amendment. The 6-3 decision rejected the administration’s attempt to limit birthright citizenship through executive order 14160 and reaffirmed the longstanding interpretation that individuals born on U.S. soil are generally “subject to the jurisdiction” of the United States for citizenship purposes.
Key takeaways: Nonimmigrant employees on temporary visas have legal certainty that their U.S.-born children are citizens at birth, reducing potential disruption to family-based planning, employee mobility and benefits-related documentation.
Where things stand: Deferred Action for Childhood Arrivals (DACA) remains in flux following a January 2025 Fifth Circuit ruling that would limit — but not eliminate — the program, with impacts concentrated in Texas. USCIS continues to accept and process DACA renewal requests and accompanying employment authorization applications, and current grants of DACA and related EADs remain valid until they expire, unless individually terminated. USCIS also continues to accept initial DACA requests but is not currently processing them.
The Fifth Circuit’s Texas-specific limitations on DACA-related employment authorization and lawful presence, as well as any potential resumption of initial DACA adjudications outside Texas, remain on hold pending further action by the U.S. District Court for the Southern District of Texas. The government has proposed an implementation framework, but that proposal remains subject to district court approval, and USCIS has not announced a timeline for implementation. A decision from the Southern District of Texas could come at any time.
Key takeaways: Employers should not assume that the Fifth Circuit’s Texas-specific limitations or the proposed resumption of initial DACA adjudications outside Texas are currently in effect. For now, DACA renewals continue, initial requests are accepted but not processed, and employers should prepare for a Southern District of Texas implementation order that could be issued at any time. Employers should work with counsel to identify affected employees early, document business disruptions and evaluate whether litigation is appropriate on an individualized basis.
As immigration policy increasingly develops through litigation rather than traditional rulemaking, employers should expect continued uncertainty affecting work authorization, sponsorship costs, adjudication standards and workforce planning.
Forward-looking organizations are responding by incorporating litigation monitoring into broader immigration compliance and talent strategies. Early identification of legal risk, proactive workforce planning and timely intervention in delayed cases can help minimize disruption and preserve access to critical talent.
Additionally, more employers with international employees are considering mandamus litigation to help “unstick” visas or green cards stalled in administrative processing, prolonged agency delays or extended security screening at U.S. embassies and consulates abroad.
BAL’s Litigation Group focuses on preserving workforce continuity to safeguard employer and employee interests and the unique challenges facing founders and startups. By combining litigation strategy with practical workforce planning, BAL helps organizations maintain business continuity in an increasingly dynamic legal environment.
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.
Copyright © 2026 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 .
Nearly six months after the U.S. Supreme Court ruled that the Trump administration’s termination of the Deferred Action for Childhood Arrivals (DACA) program was unlawful, the government refused to comply with the ruling, sending Dreamers back to court to enforce it.
On Dec. 4, a federal court in New York ordered the government to fully reinstate DACA to its Obama-era terms. Three days later, the Department of Homeland Security announced it would comply with the order and begin to accept first-time DACA requests and restore other terms of the program it had taken away, such as “advance parole,” which allows Dreamers to travel abroad and return to the U.S., thereby opening a narrow pathway for permanent residence for a small class of Dreamers. Meanwhile, President-elect Joe Biden has promised to reinstate DACA on his first day in office, to work toward a permanent legislative fix and provide a pathway to citizenship for undocumented immigrants.
Despite these indisputable victories, here’s why it’s too early to celebrate. An existential threat to DACA looms in the form of a pending lawsuit in Texas federal court that directly grapples with whether the original DACA program is lawful in the first place—a question no court has addressed (although three dissenting Supreme Court Justices characterized DACA as “unlawful from its inception”).
The Texas court’s history with DACA-related litigation does not bode well for Dreamers: In 2015, Judge Andrew S. Hanen blocked the Obama administration from introducing the Deferred Action for Parents of Americans and Lawful Permanent Residents (DAPA) program, an expansion of DACA that shielded undocumented parents of U.S. citizens and green card holders from deportation. The decision only narrowly survived appeal, when the Fifth Circuit Court of Appeals agreed and an eight-member Supreme Court (following the death of Antonin Scalia) split evenly, leaving in place the injunction on DAPA. The expanded program never took effect.
After President Trump took office, his Acting Secretary of Homeland Security issued a September 2017 memorandum rescinding the DACA program. But the rescission was immediately challenged and a judge in California ordered the administration to maintain the program. Additional injunctions followed, requiring the government to continue to accept renewal applications. In response, Texas and other conservative states filed a new complaint in the Texas court, this time seeking to dismantle DACA as “unlawful.” In August 2018, Judge Hanen ruled that DACA “violates the substantive provisions of the Administrative Procedure Act,” but somewhat surprisingly left DACA in place.
Questioning why the states did not challenge DACA itself in their original 2014 suit against DAPA, he noted the potential for significant hardship to the estimated 800,000 Dreamers, and concluded that a temporary injunction would not repair an “egg [that] has [already] been scrambled.” Importantly, however, Judge Hanen also said that “DACA and DAPA are basically identical, and there is no legal ground for striking DAPA that wouldn’t apply to DACA.” The states are now asking the court to declare that DACA is unlawful and order its termination. A hearing took place Tuesday, Dec. 22.
The stakes could not be higher for Dreamers. Judge Hanen has already signaled that DACA is likely to suffer the same fate as DAPA and could ultimately strike down the program. But after astute advocacy by Dreamers’ attorneys at today’s hearing—in particular focusing on nuanced conceptions about prosecutorial discretion, employment authorization, and potential legal remedies flowing from his decision—Judge Hanen’s task just got more complicated. Moreover, Texas and the other plaintiff states are requesting that the judge stay his decision for a two-year period, during which no additional applications or renewals would be entertained. If the case winds up in the Supreme Court, it will be a different and more hostile forum with the addition of Justice Amy Coney Barrett, who, as a judge on the Seventh Circuit Court of Appeals, authored a 40-page dissent siding with the Trump administration on the controversial pubic charge rule.
Of course, the battle will continue—and with renewed vigor under a new administration that has promised to “reinstate” DACA and protect Dreamers. All sides agree that only Congress can provide a permanent solution for Dreamers, and it remains to be seen whether legislative relief will be possible in the current hyper-partisan environment.” Meanwhile, despite overwhelming public support for DACA and repeated public advocacy by U.S. businesses urging the government to keep the program in place, Dreamers continue to live a nightmare of uncertainty.
This article was originally published in the California Business Journal.
The information contained here is meant to be informational, and while BAL has made every effort to ensure the accuracy of the information, it is not promised or guaranteed to be complete. Readers of this information should not act upon any information contained on this alert/blog without seeking professional counsel. This alert does not constitute legal advice or create an attorney-client relationship. Any reference to prior results, does not imply or guarantee similar future outcomes.
In 2012, the Secretary of Homeland Security under President Obama issued a memorandum that instituted the Deferred Action for Childhood Arrivals program. DACA allowed undocumented immigrants who came to the United States as children and met certain eligibility criteria to (1) request a period of “deferred action” from the government and (2) apply for authorization to work in the U.S. Though a grant of DACA represents the government’s decision not to take action to remove a person from the U.S., it does not impart any legal immigrant or nonimmigrant status. DACA benefits are generally valid for two years from the date of issuance.
More than 835,000 “Dreamers” have been granted relief under DACA since the program was established. As of March 2024, there are an estimated 528,300 active DACA beneficiaries in the U.S. The most up-to-date data on the DACA population can be found on the U.S. Citizenship and Immigration Services website.
The Trump administration moved to terminate DACA in 2017, and the program has been the target of multiple lawsuits. In 2021, a federal court in Texas ruled that the Obama administration did not follow proper administrative procedures in creating the program. President Joe Biden issued a memorandum upon taking office directing the Secretary of Homeland Security to take action to “preserve and fortify” DACA. The Department of Homeland Security (DHS) issued a proposed DACA regulation in September 2021 that drew more than 16,000 comments from the public, most of them in support. DHS published the final regulation in August 2022.
Yes. Litigation challenging DACA continues to be ongoing. In October 2022, the U.S. Court of Appeals for the Fifth Circuit upheld the 2021 ruling that the 2012 DACA memorandum was unlawful. However, the court also directed the lower court to consider the legality of the 2022 final regulation. The district court then ruled in September 2023 that the regulation was unlawful. The Biden administration appealed the ruling to the Fifth Circuit.
DHS continues to adjudicate renewal requests for DACA and employment authorization under DACA, along with advance parole requests for DACA recipients. Under court order, DHS cannot adjudicate first-time DACA requests at this time. Given the uncertainty around the litigation, current DACA beneficiaries are encouraged to file to renew their DACA and work authorization as early as possible. More information can be found on the USCIS website.
No. In 2020, the Supreme Court ruled that the Trump administration did not follow proper administrative procedures when it attempted to end DACA. The Court has not ruled on the legality of DACA itself. However, the current case challenging the 2022 DACA regulation that is moving through the courts does concern the legal merits of DACA. If the Fifth Circuit upholds the district court’s ruling that DACA is unlawful, the Supreme Court will likely take up the case and issue a ruling on DACA’s legality.
Only Congress has authority to provide a permanent solution for Dreamers that offers legal status in the U.S., and stakeholders have been encouraging lawmakers for years to find a bipartisan solution. It is impossible to predict at this time whether Congress will pass a law that grants some form of relief from removal to DACA beneficiaries.
By Martin Robles-Avila
The Supreme Court will hear arguments on Nov. 12 about whether the Trump administration acted lawfully when it terminated Deferred Action for Childhood Arrivals, the Obama-era program that has benefited roughly 700,000 Dreamers. Courts have kept DACA on life support and have required the government to continue accepting renewal applications while the case proceeds.
Will the Supreme Court resuscitate DACA or deliver the coup de grace? The outcome hinges on a federal law called the Administrative Procedure Act. Passed in 1946, the APA requires all federal agencies, including the Department of Homeland Security, to follow certain steps when promulgating rules and regulations. Since Congress is the branch of government authorized to make laws, these agencies, which are extensions of the executive branch, are only authorized to pass rules needed to implement those laws.
Because the APA limits how agencies implement rules and policies, it is often used to challenge immigration decisions, such as denials of visa petitions, and is the reason for many of the Trump administration’s losses in court. Several ongoing lawsuits invoke the APA to challenge policies such as the elimination of Temporary Protected Status, restrictions on asylum eligibility, the public charge rule, and the Optional Practical Training (OPT) program.
In what is known as notice-and-comment rulemaking, federal agencies must publish proposed rules in the Federal Register and allow the public to comment before they become final. Courts may invalidate rules deemed “arbitrary and capricious,” as they often do when they deem the agency’s stated reasons insufficient. This is why lower courts blocked DACA from termination. Importantly, no court has said that DACA cannot be rescinded—only that the process must result from reasoned decision-making. Exceptions to the notice-and-comment requirement exist, but courts tend to take a hard look at them.
A twist in the case is that President Obama introduced DACA through executive action without a notice-and-comment period. (Another lawsuit is challenging the legality of DACA.1) DHS will argue that if Obama had the authority to create DACA, Trump has the power to undo it, also without notice-and-comment, or as Trump has tweeted: “how can [Obama] have the right to sign and I don’t have the right to ‘unsigned’ [sic].” They will also argue that DHS’s decision to wind down DACA is not judicially reviewable at all, which is the other issue the Supreme Court has agreed to consider.
DACA advocates will counter that the government must follow the APA’s requirements even when repealing a rule crafted by a prior administration, and that the government never acknowledged “the devastating consequences of the rescission on the hundreds of thousands of DACA participants and the countless other stakeholders who have come to rely on the policy.”2 This “wholesale disregard” of the impact on DACA beneficiaries, “their families, their employers, and their communities renders the decision to rescind DACA arbitrary and capricious decision making.”
Dreamers represent a sympathetic population making substantial economic and educational contributions. Their fate depends on how nine justices, two appointed by Trump, interpret this septuagenarian law, whose full title is an “Act to improve the administration of justice by prescribing fair administrative procedures.” Of course, fairness is in the eye of the beholder—and difficult to adjudicate. A decision is expected by June.
Martin R. Robles-Avila is Senior Counsel in the San Francisco office of Berry Appleman & Leiden LLP.
1 Texas v. Nielsen, U.S. District Court for the Southern District of Texas, 1:18-CV-00068, in which seven states challenge the legality of the introduction of DACA, remains pending.
2 DHS v. Regents of the University of California et al., No. 18-587, Brief of Regents of the University of California, et al., In Opposition to the Petition for Writ of Certiorari to the United States Supreme Court, https://www.supremecourt.gov/DocketPDF/18/18-587/76442/20181217133718115_18-587%20Regents%20Brief%20in%20Opposition.pdf.