§Business Immigration Lawyer

Business Immigration Lawyer for New York Employers

Quick answer

A business immigration lawyer plans and files the employer side of work visas and green cards: H-1B (Form I-129 after an ETA-9035 LCA), L-1 intracompany transfers, O-1 extraordinary ability, TN and E-2, PERM labor certification (ETA-9089) and I-140 immigrant petitions, plus Form I-9 employment verification compliance. The employer, not the worker, is the petitioner on these filings and is responsible for the records if ICE audits. Mandi Law Group handles these cases from its Latham, NY office — the firm's only office, minutes from the USCIS Albany Field Office and open to walk-ins Monday to Friday, 9:00 to 18:00 ET — and by phone or video anywhere in New York.

Mandi Law Group advises New York employers, founders, and HR teams on sponsoring and keeping foreign-national staff: H-1B, L-1, O-1, and TN petitions, PERM-based green cards, and the I-9 and public access file obligations that come with them.

Capital Region companies can meet us at 22 Century Hill Dr in Latham. New York City and statewide employers work with us by phone, video, and secure document exchange; nothing in an employer petition requires an in-person visit, because USCIS adjudicates Form I-129 by mail and the Department of Labor certifies wage filings online.

Serving Manhattan, Brooklyn, Queens, Bronx, Staten Island, Long Island, and statewide employer matters from Latham.

Book Business Immigration Consultation (518) 698-0347

Employer-side strategy
Filing deadlines tracked
Fees quoted in writing

Ask an immigration lawyer

Confidential. We reply within one business day.

Confidential. Paid consultations with payment plans available. Immigration matters only, NY & CT.

ATTORNEY ADVERTISING. This website is for informational purposes only and does not constitute legal advice. Prior results do not guarantee a similar outcome.

01What to know

Business immigration strategy for New York companies that need clear execution

Business immigration is not just filing forms. Employers need a plan that matches hiring timelines, job structure, wage rules, and long-term retention goals. That is especially true in New York, where companies move quickly and often rely on specialized international talent.

Most employer problems we see are avoidable ones: a job description written for recruiting rather than for a petition, a wage level chosen without checking the prevailing wage, an amendment filed after a worksite move instead of before it. We work through the structure before anything is submitted, because a weak record is far cheaper to fix at the drafting stage than after a Request for Evidence arrives.

Each filing carries its own clock. An H-1B petition on Form I-129 cannot be filed until the Labor Condition Application (ETA-9035) is certified, and the public access file behind it has to be producible within one business day of a request. A PERM green card starts with a recruitment sequence — a 30-day state job order, two Sunday print advertisements, a 10-business-day notice of filing, and a quiet period before Form ETA-9089 goes in — all of which has to be completed inside a 180-day window. Form I-9 Section 2 is due within three business days of the start date for every hire, sponsored or not, and an ICE Notice of Inspection gives the company three business days to produce the whole file. We keep those dates on one calendar so a hiring decision is never made blind to them.

Cap season shapes the year. H-1B registration opens in March, selections follow, and selected petitions must be filed inside the window USCIS assigns. Employers who cannot wait for the lottery — or did not win it — are walked through the alternatives before the season ends: cap-exempt affiliation with a university or nonprofit research organization, L-1 for staff already employed abroad, O-1 for people with a documented record, TN for Canadian and Mexican professionals, or an earlier start on a green card so the six-year H-1B limit stops mattering.

02Services

Business immigration lawyer services for New York employers

Employer-side H-1B planning for new hires, transfers, extensions, and amendments
L-1, O-1, TN, E-2, and other business visa strategy for companies and key personnel
PERM roadmaps and employment-based green card planning for long-term retention
I-9 compliance reviews, self-audits, and internal process cleanup
RFE response strategy, evidence planning, and USCIS issue spotting before filing
Business immigration support for startups, founders, and growing teams in New York City

03Why this firm

Why employers use a dedicated business immigration lawyer

Employer-first planning: We look at the full business objective, not only the individual petition. That helps companies avoid rushed filings, weak job descriptions, and avoidable compliance problems later.
Filing calendars that account for the business: Cap season, transfer timing, extension windows, and green card steps all have to fit around start dates and headcount planning. We map the sequence against your hiring calendar so the company is not choosing between a deadline and a candidate.
Documentation discipline: Strong employer cases depend on payroll records, corporate documents, role detail, and position justification. We help organize the file before USCIS raises the issue.
Compliance handled before it is tested: Public access files, I-9 records, and wage documentation are the things an agency asks for first. We review them as part of the sponsorship work rather than waiting for an inspection notice to find out how they hold up.

04Questions clients ask

Business Immigration Lawyer for New York Employers FAQs

What does a business immigration lawyer do for employers in New York?

A business immigration lawyer helps employers choose the right visa path, build strong evidence, manage filing deadlines, and reduce compliance risk. That can include H-1B petitions, L-1 transfers, PERM strategy, I-9 review, and responses to government questions.

Can small businesses and startups use business immigration sponsorship?

Yes. Startups and smaller employers can sponsor foreign talent, but they need clean documentation showing job need, business operations, ability to pay, and role structure. Those cases benefit from tighter preparation because scrutiny is usually higher.

Is a business immigration lawyer different from a general immigration lawyer?

Yes. Business immigration work focuses on employer sponsorship, wage rules, corporate structure, public access files, I-9 systems, and long-range workforce planning. It requires more employer-side compliance analysis than many family-based cases.

What does employer sponsorship actually cost a company?

There are two separate numbers: the legal fee and the government filing fees, which are set by the agency and change periodically. Which fees apply depends on the visa category, the size of the employer, and whether premium processing is used. We quote both in writing at the consultation so the company can see what goes to the firm and what goes to the government before committing.

Our H-1B employee is moving from our Manhattan office to a site on Long Island. Do we have to file anything?

It depends on whether the new worksite is inside the area of intended employment covered by the certified LCA. Manhattan and Nassau County sit in the same metropolitan statistical area, so a move like that generally does not require an amended petition, but a new LCA notice still has to be posted at the new worksite before the employee starts there. A move outside that area — to Albany, for example — is a material change under Matter of Simeio Solutions and requires a new LCA and an amended I-129 filed before the move, not after. Have the specific addresses checked before anyone relocates.

Is this legal advice?

No. This is general information only. Immigration strategy depends on the facts of the case, employer structure, and timing. Speak with a licensed attorney for advice about your company or petition.

05Related pages

Official Business Immigration Resources

Helpful government resources for work visa sponsorship and employer compliance:

What to Expect From a Confidential Consultation

Reaching out doesn't commit you to anything. Here is exactly what happens when you contact Mandi Law Group.

Step 1: Call or send the form
Reach out by phone or through our contact form. Your first conversation is confidential, with no obligation to hire us.
Step 2: Case review with an attorney
Bring your documents and any notices you've received. We review your situation and explain your options in plain language.
Step 3: Clear fee quote in writing
You'll get a written fee quote before any work begins. Many matters are billed as a flat fee, and payment plans are available.
Step 4: We start work right away
Once you decide to move forward and sign a retainer agreement, we begin working on your case immediately.

§Talk to us

Talk through your hiring and visa strategy

If your company needs sponsorship planning, business visa filings, or compliance guidance, book a consultation to map the next steps clearly.