and until September 30, 2014. Public Law 111-347 extended these fees till September 30, 2015. Petitions filed October 1, 2015 onward were no longer subject to these fees. Public Law 114-113 (December 2015 to September 2025) : additional fee of $4000 Public Law 114–113, part of the Consolidated Appropriations Act, 2016, imposed a fee of $4,000 on H-1B petitions and $4,500 on L-1A and L-1B petitions. The additional H-1B fees would apply to all petitions postmarked on or after December 18, 2015 and until September 30, 2025. List of H-1B-dependent employers The latest list of the companies identified as H-1B-dependent_employers in their LCA filings can be obtained from the DoL In the data file, the column H-1B_DEPENDENT will have a Y or N value (Y = Employer is H-1B Dependent; N = Employer is not H-1B Dependent) indicating the status the company used in the filing. H-1B-dependence among top users of the H-1B program The top users of the H-1B program and their H-1B-dependent status given by employers from LCAs filed for work start dates in 2016 were: History Introduction in the ACWIA (1998) The American Competitiveness and Workforce Improvement Act temporarily increased the annual caps for the H-1B status, since the cap was getting oversubscribed. Some interest groups, including some legislators, labor unions, and the White House, were concerned about the effects of these cap increases on native wages in the technology sector. The ACWIA included some concessions intended to address these concerns. The introduction of the concept of H-1B-dependency, intended to prevent employers from using this visa to facilitate large-scale offshoring, was one such concession. The Labor Condition Application was changed accordingly. Interim Final Rule of 2000 An Interim Final Rule published by the United States Department of Labor published in December 2000 provided more clarity on how employers should determine whether they are H-1B-dependent and what documentation they need to maintain. This rule remains the main guideline to this date. Later introductions of other variants of the H-1B category When the H-1B1 visa (for Singapore and Chile) and E-3 visa (for Australia) were added (between 2003 and 2005), and the Labor Condition Application was modified to include them, it was updated to reflect that employees in these categories would not necessitate additional attestations, and that these employees would not count towards the number of H-1B employees. Specifically Section 1a (subsection 1) of the LCA explicitly states that