Empower Your H-1B Employees with Self-Sponsored & Concurrent Visa Solutions
Retain Talent
Reduce Risk
Strengthen Your Workforce
Today’s H-1B employees often want more flexibility, whether that means side gigs, freelancing, or founding a small venture all without leaving their primary employer. Traditional H-1B sponsorship doesn’t easily accommodate these ambitions, creating potential compliance risks for both employees and their companies.
IGTA offers a self-sponsored H-1B framework that keeps your organization free from liability while giving your H-1B workforce the freedom they crave. Our governance model and oversight structure ensure full USCIS compliance with minimal administrative burden on you.
Why Self-Sponsored H-1B Matters for Employers
When H-1B employees want to pursue entrepreneurship or concurrent work, they often consider leaving if they can’t do so under your sponsorship. By supporting self-sponsored or concurrent H-1B paths, you keep your best people.
Retain Top Talent
If H-1B holders engage in unauthorized work (like unapproved side gigs), the employer can be exposed to audits or penalties. A proper self-sponsored arrangement eliminates that exposure, since the employee’s second or entrepreneurial role is completely separate from your direct sponsorship.
Reduce Compliance Risk
Demonstrating that you support professional growth and side ventures signals to all potential hires immigrant or otherwise that you’re a progressive, employee-centered organization.
Enhance Employer Brand
Our Self-Sponsored H-1B Solution
We partner with employers and H-1B workers to legitimize any side ventures or 1099-like engagements through a self-sponsored or concurrent H-1B model. Here’s what it looks like:
Separate Sponsorship
Your employee sets up a separate entity (LLC or C-Corp) or uses an agent-based sponsor. This second “employer” petitions for the new H-1B status, covering just their side or entrepreneurial work. Your company’s existing H-1B sponsorship remains intact.
IGTA Governance & Oversight
We provide or arrange a board of directors that exercises genuine hiring/firing authority over the employee’s new role. This satisfies USCIS requirements for a bona fide employer-employee relationship crucial for a valid self-sponsored H-1B.
Full Compliance Management
From wage-level checks (Labor Condition Application) to record-keeping and board meeting documentation, we handle all the immigration compliance so that no unauthorized activities happen under your company’s umbrella.
Minimal Disruption
You don’t incur extra sponsorship fees or complex filings. The separate entity pays the employee for any side work, and IGTA ensures ongoing compliance for that second role.
Key Benefits for Employers
Protect Your Liability
By separating the new H-1B sponsorship from your own, you ensure no cross-contamination or unauthorized work under your company’s LCA or petition.
Boost Retention & Satisfaction
Employees with entrepreneurial goals no longer have to leave your company to build their side venture or freelance. They can stay, remain productive, and keep their future secure.
Streamlined Process
We provide a turnkey governance framework complete with board oversight, meeting protocols, and LCA/H-1B expertise to keep the process smooth and hassle-free for your HR or legal teams.
How It Works: A Simple 5-Step Process
Discovery Call
We meet with your HR or leadership team to understand your H-1B employees’ side-project needs and clarify any concerns.
Seamless Continuity
Your H-1B employee remains on your company’s existing petition for their main role, while also having a second, concurrent H-1B for their side gig or entrepreneurial ambition.
Petition & Filing
We prepare the Labor Condition Application (LCA) for the new role, followed by the H-1B petition for self-sponsorship or concurrency. This is completely separate from your company’s sponsorship records.
Ongoing Monitoring
IGTA coordinates monthly or quarterly board meetings, collects documentation (like payroll, oversight, performance reviews), and ensures all compliance measures stay up to date.
Assessment & Setup
If your employee wishes to proceed, our team helps form the separate corporate entity (or agent-based arrangement) and structures the board so that a genuine employer-employee relationship exists, per USCIS standards.
Frequently Asked Questions
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No. The new entity and the employee manage the second petition’s costs. Your organization is not financially responsible for this concurrent petition.
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Not at all. Your employee’s main H-1B remains fully sponsored by you. The second sponsorship is independent, ensuring no compliance overlap.
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IGTA’s board oversight ensures your employee’s side projects remain distinct from their work at your company, preventing unauthorized or conflicting duties.