My employee left the company… Do I have any duties regarding the Labor Condition Application (LCA)?

When an H-1B employee is terminated from employment, employers often wonder what steps need to be taken. Aside from the obligations in the H-1B regulation, employers may have additional responsibility in regard to the Labor Condition Application (LCA).

Question: Does the LCA regulation specify that the employer needs to revoke the LCA?

Answer: The LCA regulation does not require employers to notify the Department of Labor (DOL) to terminate the LCA, however, it is advisable because the employer’s liability under the LCA continues for a period of one year after the earlier of the end date of the LCA or the termination of the LCA. 20 CFR 655.760(c).

Question: How do you revoke an existing LCA?

Answer: Revoking an LCA is fairly straightforward. The attorney or authorized user needs to log in to the iCert Portal and find the specific LCA to be revoked. Then, the attorney/authorized user will check the box associated with that LCA and click Withdraw. The attorney/authorized user will need to choose a reason for the withdrawal and can also add case notes. With the click of the ok button, the LCA is withdrawn. H-1Bs and LCAs can be fairly complex and often employers need additional questions answered. To make sure the process goes smoothly, employers should contact an experienced corporate immigration attorney to make sure all requirements are met. Detailed training regarding the entire H-1B process can be found here. Additional information regarding H-1B's: H-1B Season Questions Regarding Starting the H-1B Process The Most Important Part of the H-1B Process

Jessica Haefele Corporate Immigration Attorney MDIVANI CORPORATE IMMIGRATION LAW FIRM

7007 College Blvd., Ste. 460 | Overland Park, KS 66211 Phone :: 913.317.6200 Email::

Website ::


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© 2019 by Corporate Immigration Compliance Institute, LLC

Corporate Immigration Compliance Institute does not provide legal advice or engage in the practice of law. The information provided during training and included in the training materials is general information on the topics covered; it not intended to be a fully comprehensive analysis of the subjects addressed. If you have questions about specific applicability of laws, rules and regulations to your specific situation, or other questions of a legal nature, those questions should be directed to your legal counsel.

Overland Park, KS 66211

United States