The U.S. H-1B visa lottery is getting a makeover, and it’s a big one. Starting with the fiscal year 2027 H-1B season, the government will no longer pick H-1B registrations purely at random. Instead, a new rule will weight the lottery to favor jobs with higher salaries. That means that if an H-1B job pays a higher wage (relative to its occupation and location), it will have better odds of being selected. That said, lower-wage and entry-level positions aren’t excluded entirely; everyone still gets a shot, just not an equal one.

In this blog, we break down what’s changing, what’s staying the same, who is most impacted, and what employers can do to prepare.

What’s Changing

Starting March 2026, the H-1B lottery will give more “lottery tickets” to registrations offering higher salaries (as classified by official wage levels). Each H-1B registration must now include the position’s Standard Occupational Classification (SOC) code, work location, and the corresponding DOL wage level for the offered salary. Here’s how the weighting works:

• Level I (entry-level wage) – 1 chance in the lottery (one entry)
  
  
• Level II – 2 chances
  
  
• Level III – 3 chances
  
  
• Level IV (highest wage) – 4 chances

Now, a candidate paid at Level IV gets four entries in the lottery pool, versus only one entry for a Level I wage. USCIS will then run a random, computer-generated selection from that weighted pool. Higher wage levels = more entries = higher probability of selection. But it’s still a lottery; there’s no guaranteed selection, just better odds for higher-paid positions.

This wage-level weighting is meant to “favor the allocation of H-1B visas to higher-skilled and higher-paid” workers while still “maintaining the opportunity” for employers to hire at all wage levels. In practical terms, it encourages employers to offer more competitive salaries for H-1B jobs. Note: Employers will be required to attest to the wage level in the H-1B registration and later prove it when filing the petition. In fact, USCIS will demand evidence that the offered salary meets the claimed wage level at the time of petition filing, and may deny the petition if it doesn’t.

What should organizations do

If you’re an HR professional or a business owner planning to sponsor H-1B candidates, it’s time to rethink your strategy. Here are some practical steps and suggestions to prepare for the new wage-weighted lottery:

• Reassess wage offers and job levels: Take a hard look at the salaries you’re proposing for H-1B candidates. Can you budget a bit more to move a position from Level I to Level II, or from Level II to Level III? Even a relatively small raise can push the role into the next wage bracket and increase the candidate’s lottery entries (for example, moving from one chance to two). Also factor in natural wage increases that typically take effect by October 1, when new wage determinations and annual adjustments often kick in. Planning for those increases ahead of time can make a meaningful difference. Consider whether the job’s responsibilities, required experience, or title can be refined to support a higher prevailing wage level, sometimes the role already justifies it on paper, it just needs clearer framing.
  
  
• Understand how wage levels map to SOC codes and locations. Wage “Level I, II, III, IV” isn’t arbitrary. It’s defined by the Department of Labor for each occupation and geographic area. Get familiar with the prevailing wage data for your roles and locations. For each H-1B position, identify the SOC code (job classification) and worksite location, and find out the DOL prevailing wage for that role at Level I, II, III, IV. (You can use the official FLC Wage Data Center or other tools to look this up.) This will tell you exactly what salary thresholds you need to hit for each level. For instance, a software developer in San Francisco might need well over $150K to be Level III, whereas in a smaller city, a lower figure might suffice for Level III. By knowing these numbers, you can align your offer with a target wage level ahead of time. The H-1B registration will require you to declare the wage level and corresponding SOC code/location basis, so doing this homework early is crucial.
  
  
• Plan your H-1B strategy early (especially for entry-level or budget-constrained hires): The new rule makes H-1B outcomes more predictable in one sense. But, if you’re hiring for a Level I job, it’s a long shot. If you have a critical international hire at a lower salary, consider multiple approaches: Can the candidate work for you under OPT/STEM OPT for a year or two while you potentially increase their salary and try the lottery multiple times? Do you have flexibility on job location or role that might boost their wage level in the next cycle? If you’re a nonprofit or a small company that just cannot offer higher wages, it’s even more important to get an early start on H-1B preparations. Make sure all registration info is accurate and submit right when the window opens. Also, explore alternatives: some nonprofits or educational institutions qualify for cap-exempt H-1B petitions (no lottery needed), and other visa categories (O-1, TN, etc.) might be options for certain candidates. The key is to not leave things to the last minute, given the extra complexity, start conversations with hiring managers and immigration counsel well before H-1B season.
  
  
• Be accurate and honest in registrations: With the new requirements, whatever wage level and job info you list in the H-1B registration must hold true when you file the actual H-1B petition. USCIS will require evidence proving the wage level you claimed (e.g. showing the offered salary meets the prevailing wage for that level) when you submit the petition. If the petition salary or details don’t match what was registered, you risk denial. The new system is designed to penalize any misrepresentation. So double-check your registration entries for accuracy, and make sure they align with what will go in the H-1B petition if selected.
  
  
• Stay informed and consult experts: Immigration rules can be complex, and this change is no exception. It’s a good idea to consult with your immigration attorney or an expert to understand the nuances of the wage-based lottery. They can help you interpret DOL wage data, determine the appropriate SOC code and wage level for your candidate, and advise on compliance. With increased emphasis on wage levels, there may be closer scrutiny on petitions, so having professional guidance is invaluable. If you work with an immigration service or platform, ensure they are updating their processes for this new rule. Being proactive will save you headaches when the H-1B registration period arrives.
  
  

The move toward a wage-weighted H-1B lottery alters how companies approach hiring global talent. It’s no longer just about filing on time; it’s about planning roles, compensation, and timelines more thoughtfully. If you’d like to understand which of your employees may qualify for alternate employment visas and which strategies could strengthen their eligibility, connect with Casium. We offer free profile evaluation to help employers get clear, role-specific guidance for their teams. It’s the easiest way to plan ahead and make informed hiring decisions with confidence.