MurthyAudio: H1B Job Terminations and RFEs
The employer’s legal requirements for a layoff of an H1B worker and trends in Requests for Evidence are discussed by Murthy Law Firm attorneys in the October 2026 podcast. The MP3 is available here and soon can be found in the archive of our podcasts...
Openbound perspective
Layoffs and RFEs can change the job-search calculus for H-1B workers
Murthy Law Firm’s podcast preview points to two pressure points: employer obligations during layoffs and how RFE trends may shape hiring risk. The limited preview does not establish how often these issues arise or how they affect any one case.
Murthy Law Firm says its October 2026 podcast discusses employer legal requirements for a layoff of an H-1B worker and trends in Requests for Evidence. [1]
For visa-dependent professionals, the practical question is not only what the law allows, but how employers handle departures, paperwork, and timing when a role is in flux. [1]
This preview is narrow and does not show the podcast’s full examples, so it cannot establish specific outcomes, employer practices, or whether any trend applies across the market. [1]
- Ask prospective employers how they handle H-1B sponsorship during restructuring, especially who owns immigration coordination when roles change.
- Treat RFEs as a hiring risk factor in job decisions, and ask whether the company has experience responding without disrupting onboarding or project timelines.
- If a layoff is possible, plan career moves around documentation access, internal transfer options, and the employer’s process for immigration-related notices.
Layoff process is part of the job offer
Murthy Law Firm’s preview says the podcast covers an employer’s legal requirements for a layoff of an H-1B worker. For job seekers, that makes separation procedures more than an HR detail; they can affect how quickly a worker can pivot after a role ends.
The practical tradeoff is simple: a strong offer may still carry more immigration coordination risk if the company has limited experience with visa cases. Candidates may want to ask how the employer manages notices, document handoff, and communication when staffing changes happen.
RFE trends can affect hiring choices
The publisher also says the discussion includes trends in Requests for Evidence. Openbound reads that as a signal to think about uncertainty, not alarm. A reported trend is not the same as a rule, and this preview does not show which cases are affected or how employers are adjusting.
For visa-dependent professionals, the question is whether a role is worth taking if the company is likely to slow down later steps or treat immigration follow-up as an afterthought. Ask whether the employer has a plan for responding to RFEs and who will be the point of contact.
What this preview cannot prove
This short preview confirms only that the podcast reportedly addresses layoff requirements and RFE trends. It does not establish the substance of the attorneys’ advice, whether any trend is widespread, or how a listener should act in a specific case.
For students and professionals choosing among offers, the best use of this kind of reporting is as a prompt for sharper questions: how stable is the team, how experienced is the employer with sponsorship, and what happens if immigration processing becomes more complicated than expected?