In April 2025, the U.S. Department of Homeland Security introduced sweeping updates to its registration requirements for foreign nationals residing in the country for more than 30 days. The new rule mandates biometric data collection, including fingerprints, from individuals aged 14 and older who were not previously processed during their visa application. For adults aged 18 and above, the regulation further requires them to carry proof of registration at all times and report any change of address within 10 days. These changes are part of the U.S. government’s broader effort to modernize and tighten immigration protocols in an increasingly mobile and security-conscious world.
The updated US registration foreign nationals is designed to enhance national security by creating a more robust database of foreign individuals within the United States. This biometric data, which includes fingerprints and photographs, will help law enforcement agencies track foreign nationals more effectively, especially those who are in the U.S. on temporary work assignments or study programs. While these measures are aimed at improving security, they also increase the compliance burden for both foreign nationals and employers. Penalties for non-compliance can include hefty fines and imprisonment, reinforcing the need for vigilance around this new policy.
The implementation of US registration for foreign nationals represents a significant shift in the U.S. government’s approach to immigration and foreign workforce management. Businesses and foreign nationals alike must now be prepared for more intensive scrutiny and increased reporting requirements.
What US Registration Foreign Nationals Means for Employers
For employers, particularly those who frequently sponsor work visas or employ international talent, the new registration requirement marks a significant compliance challenge. HR departments must now ensure that all qualifying employees are aware of these obligations and supported through the biometric registration process. This might include scheduling time off for appointments, helping with paperwork, or even liaising with immigration attorneys to avoid missteps. Failing to manage this correctly could expose companies to operational disruption or reputational risk.
Moreover, employers need to track the US registration of foreign nationals in their workforce. This includes ensuring that all employees who stay for over 30 days comply with the updated rules, such as submitting biometric data and carrying proof of registration. HR departments will be tasked with verifying compliance and maintaining accurate records of each foreign national employee’s status. With these additional responsibilities, employers will likely need to invest in training and perhaps even hire legal experts or compliance officers to manage the intricacies of the new registration system.
Employers must also factor the US registration of foreign nationals into their broader risk management and workforce planning strategies. Beyond verifying work authorization, companies now need to track new immigration obligations that are time-sensitive and potentially penalized. There is also a cultural sensitivity element—foreign nationals unaccustomed to carrying legal documents at all times may feel unfairly scrutinized or targeted. These human factors must be carefully balanced against the hard regulatory requirements.
Read more: Top 7 Ways an Employer of Record (EOR) Service Provider Can Protect Clients from Legal Risks
Energy and Infrastructure Sectors: Cross-Border Collaboration
Industries like energy, infrastructure, and engineering—where international talent often plays a pivotal role—are particularly exposed to the impact of these new rules. Major energy projects routinely involve cross-border collaboration, and it’s common for technical specialists or project managers to rotate in and out of U.S.-based assignments. Under the new regulation, even relatively short-term project placements that exceed 30 days will trigger US registration for foreign nationals and biometric compliance. Companies operating in these sectors must now integrate US registration foreign nationals requirements into global deployment strategies.
Energy companies, in particular, face a challenge because projects can often last longer than expected, and staff may be relocated for months, if not years. These companies will need to ensure that their mobile workforce is compliant with the US registration of foreign nationals system, which could result in additional administrative burdens and delays if not managed properly. Failure to comply could result in project setbacks, as foreign workers may not be able to work in the U.S. if they fail to adhere to the registration requirements.
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This shift introduces new administrative layers for companies already navigating complex logistical and legal frameworks across continents. Multinational firms may have to reconsider where to place staff, or whether to segment projects differently to avoid prolonged stays in the U.S. Conversely, organizations may opt to bring legal and HR functions closer to the deployment pipeline, ensuring that compliance isn’t an afterthought. Energy firms in particular—given their reliance on scarce, mobile talent—must now prepare for more rigorous planning and documentation at every stage of an employee’s U.S. assignment.
Global Mobility and the Changing Landscape of Immigration
The introduction of US registration for foreign nationals could also alter the global mobility landscape. As talent continues to move across borders, companies that rely on foreign nationals may have to rethink their strategies for recruiting and deploying employees. Countries around the world are tightening their immigration laws, and the U.S. is no exception. These changes may make other regions more attractive for international talent, especially if they offer fewer administrative hurdles and more streamlined compliance processes.
Moreover, the new US registration foreign nationals rule could potentially discourage some foreign nationals from seeking employment in the U.S. if they perceive the process as overly complicated or invasive. Talent that might otherwise be interested in U.S.-based positions could consider working in other countries with fewer regulatory challenges. The result could be a shift in the balance of power when it comes to talent attraction, with the U.S. potentially losing out to more flexible immigration policies in competing countries.
Preparing for the Road Ahead
In practical terms, U.S. employers should begin revisiting their global mobility policies and immigration procedures immediately. Internal training and communication campaigns will be necessary to help HR teams and affected employees fully understand the implications of the rule. Legal counsel should be engaged early to assess risk exposure and to draft compliance checklists tailored to specific visa categories and job functions. Building a culture of compliance now will save considerable effort—and avoid potential penalties—later.
The evolving landscape of US registration for foreign nationals signals to businesses that the days of informal or ad hoc global deployments are over. As talent continues to move across borders in increasingly fluid ways, governments are responding with more defined and enforceable frameworks. The onus now falls on employers to integrate immigration compliance into the core of their workforce planning. Those that succeed will not only avoid penalties but also position themselves as responsible, globally aware employers of choice.
How an Employer of Record (EOR) Can Help with US Registration for Foreign Nationals
An Employer of Record (EOR) company like Eos Global Expansion can be an invaluable resource for businesses navigating the complexities of the new US registration for foreign nationals rules. As an intermediary, an EOR handles the legal and compliance responsibilities of managing foreign nationals’ employment, ensuring adherence to all immigration and registration requirements.
For employers in sectors such as energy, technology, and infrastructure—where teams often involve international staff—the EOR can take the burden of managing visa requirements, registration, and biometric data collection off the company’s shoulders. The EOR acts as the formal employer for tax, payroll, and compliance purposes, relieving the company from the responsibility of directly managing registration processes like tracking biometric data submissions and ensuring that workers comply with U.S. immigration laws.
Additionally, an EOR company has the expertise to help employers stay ahead of potential compliance issues related to US registration of foreign nationals. They are well-versed in the latest immigration regulations and can provide critical advice on managing employees’ immigration status and registration. EORs also offer the necessary infrastructure to monitor changes in employee status or employment terms that may require updates to the registration system, thus reducing the risk of penalties for non-compliance.
By leveraging the services of an EOR, companies can ensure they are in full compliance with the US registration foreign nationals rules without being bogged down by administrative complexity. This enables employers to focus on their core business while mitigating the risks associated with compliance failures.
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Photo by Jorge Alcala on Unsplash
