This Week in Immigration: August 21, 2026

U.S. Immigration News

USCIS previews new Form I-485 before September rollout

USCIS has released a preview of a new edition of Form I-485, Application to Register Permanent Residence or Adjust Status, which becomes mandatory on Sept. 18, 2026, with no grace period. While most of the form remains unchanged, USCIS has significantly revised the public charge section, including new questions and a simplified benefits disclosure table, and removed much of the explanatory guidance from the instructions. Applicants filing on or after Sept. 18 should carefully review the updated form to avoid rejection.

Universities sue to block new student visa rule

A coalition of universities, higher education organizations, and labor unions has filed a lawsuit seeking to block the Trump administration's new rule replacing "duration of status" for F-1 and J-1 visa holders with fixed four-year admission periods. The plaintiffs argue the rule would create unnecessary bureaucratic hurdles, discourage international students from studying in the United States, and harm universities and employers that rely on international talent. They are asking a federal court to halt the rule before it takes effect on Sept. 15

TPS protections end for Ethiopians

A federal judge has allowed the Trump administration to end Temporary Protected Status (TPS) for approximately 5,000 Ethiopians living in the United States, lifting a temporary court order that had delayed the policy. The decision marks the final TPS termination announced by the administration, leaving affected Ethiopians without protection from removal or work authorization unless they qualify for another immigration status. The lawsuit challenging the termination will continue on constitutional grounds, including claims of discriminatory intent.

OpenAI PERM settlement highlights recruitment compliance risks

The Justice Department has reached a $3.2 million settlement with OpenAI and its subsidiary, Statsig, over allegations that their PERM recruitment practices discriminated against U.S. workers. Although the case involved fewer than 10 PERM positions, the companies agreed to pay civil penalties and back pay, revise their recruitment policies, accept electronic applications, and undergo three years of government monitoring. The case underscores that even small PERM programs can face significant scrutiny if recruitment practices differ materially from a company's standard hiring process.

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