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Use two official records together: USCIS’s H-1B Employer Data Hub to see approved petition and beneficiary counts, and the Department of Labor (DOL) OFLC disclosure files to examine Labor Condition Applications (LCAs), occupations, wages and worksites. They show an employer’s past filings—not a promise that it will sponsor your particular job. Before accepting, match the records to the legal employing entity and offered role, then obtain written confirmation of sponsorship and the applicable LCA details.
What the two data sets can—and cannot—tell you
“Does this company sponsor H-1B visas?” is not a yes-or-no question that a single database can answer. USCIS and DOL records capture different stages of the process, use different units of measurement and may identify an employer differently. A reliable comparison starts by keeping those distinctions intact.
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USCIS H-1B Employer Data Hub: approved petition history
The USCIS H-1B Employer Data Hub contains employer-submitted H-1B petition data. You can filter approved petition and beneficiary counts by fiscal year, employer name, employer city, state, ZIP code and industry (NAICS). Filtered results and individual fiscal-year data can be downloaded. The Congressional Research Service (CRS) describes the Hub and its fields in its data-resources report.
An employer address in the Hub is a mailing address. It can differ from the place where a beneficiary actually works, so do not treat the city or state shown there as proof of the job’s worksite.
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DOL OFLC LCA disclosures: applications and job conditions
Before filing many H-1B petitions, an employer files an LCA with DOL’s Office of Foreign Labor Certification (OFLC). OFLC publishes quarterly disclosure files and record layouts, organized by federal fiscal year, on its Performance Data page. CRS identifies fields such as job title, number of workers requested, expected employment dates, employer contacts, worksite address and wage level.
An LCA is an application record, not an approval count. One LCA can cover multiple positions. The files also include H-1B1 and E-3 cases, not only H-1B cases. In CRS’s analysis of first-quarter data from FY2020 through FY2024, 97% of LCA cases were for H-1B; the remaining cases were other programs. Therefore, label the file as LCA data unless you have verified the program type for each row.
Why neither source proves that you will be hired or sponsored
- An approved petition or an LCA shows prior activity, not an obligation to sponsor a new employee.
- A filing may concern another occupation, worksite, business unit or legal entity.
- An LCA may request several workers, so its row count is not a worker count.
- Public history does not reveal whether a particular filing resulted in a hire, whether the job remained open or whether an individual’s immigration circumstances permit a filing.
Use the records as historical evidence, then ask the employer to confirm the specific offer in writing.
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Build a fair comparison before looking at totals
Comparing two employers is useful only when you hold the time window, identity rules and measures constant. A full fiscal year and one quarter are not equivalent periods, and a USCIS approval count cannot be ranked directly against an LCA count.
Comparison axes that remain meaningful
| Axis | USCIS Hub | DOL OFLC disclosures | How to use it |
|---|---|---|---|
| Time | Fiscal-year approved petition and beneficiary counts | Quarterly LCA records arranged by federal fiscal year | Compare the same fiscal years or clearly label a partial period. |
| Employer identity | Name, city, state, ZIP and NAICS filters | Employer name, contacts and addresses in each record | Check legal-name variants, subsidiaries and locations before adding rows. |
| Activity measure | Approved petitions and beneficiaries | LCA applications, including requested worker numbers | Keep approvals and applications in separate columns. |
| Role | Employer-level history; role detail is not the Hub’s principal filter | Job title and related occupation fields | Use LCA titles and occupations to judge similarity to the offer. |
| Wages | Not described as a role-level wage source in the Hub | Wage level and wage-related fields | Compare the offered compensation with the applicable LCA information supplied by the employer. |
| Location | Employer mailing address | Worksite address | Do not substitute a mailing address for the proposed worksite. |
Keep a comparison worksheet
For each employer, record the exact name searched, legal-name variants, city and state, fiscal years covered, USCIS approved petitions, USCIS beneficiaries, DOL LCA rows, requested worker totals, role or occupation matches, wage-level information and worksite locations. Add the date you downloaded each file. This makes it possible to explain why two apparently similar companies produce different results.
Step 1: Resolve the employer’s legal identity
Start with the employer named on the offer letter, then search likely legal variants. A brand, parent company, staffing affiliate and subsidiary may appear as separate employers. Use city, state, ZIP and NAICS filters in the USCIS Hub where available, and inspect employer names, contacts and addresses in DOL rows.
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Questions to settle before counting
- Is the offer from the same legal entity that would file the petition?
- Does the employer use a parent, subsidiary or affiliated entity for immigration filings?
- Do the public records show more than one location with the same or similar name?
- Could a staffing or consulting arrangement make the record’s employer different from the company whose office you would use?
Do not merge records merely because names look similar. Keep a note explaining why you included or excluded each variant.
Step 2: Set an equal fiscal-year window
Federal fiscal years run from October 1 through September 30. Choose several complete fiscal years for both employers when possible. Then note the latest period in each source instead of silently treating an incomplete period as a full year.
Check the DOL publication period
The DOL Performance Data page displayed FY2026 Q3 records covering determinations issued October 1, 2025 through June 30, 2026. DOL cautions that a small percentage of determinations can change in later releases because of appeals or redeterminations. Quarterly files are updated, so revisit the page before quoting a count and write down the retrieval date.
For context, CRS reported 95,755 H-1B labor condition applications certified in the first quarter of FY2025. That is a quarter-specific LCA figure, not a count of hires or USCIS approvals, and it should not be used as an annual employer benchmark.
Step 3: Read the USCIS history without overstating it
Use approved petitions and beneficiaries as separate measures
Record both the number of approved petitions and the number of beneficiaries for each fiscal year shown. A petition count describes approved filings; a beneficiary count describes people represented in those approvals. Neither field tells you the offered role’s title, worksite or whether the employer will file for you.
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Look for consistency, not a single spike
A run of activity across several fiscal years is more informative than one unusually high year, but it still does not establish current policy. A recent zero can mean no approvals in the selected filters or period; it is not proof that the employer never sponsors. Conversely, a large historical total may reflect a different business unit, acquisition or hiring cycle.
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Download and preserve the filtered result
Use the Hub’s download function after applying the same employer and location filters for each company. Save the fiscal-year files with the filter settings and date. If a name search returns multiple entities, keep them in separate lines until the employer confirms which one would petition.
Step 4: Read DOL LCA records as job-level clues
Identify the fields that resemble your offer
For each potentially relevant row, compare the job title or occupation, number of workers requested, expected employment dates, wage level, employer contact and worksite address. A title that resembles your offer is a stronger clue than an employer-wide total, but titles can still be broad and do not prove that duties will match.
Do not convert rows into people
If one LCA requests several workers, count the requested positions only in a clearly labeled field. Do not add LCA rows and call the sum “employees hired,” and do not treat an LCA as an approved petition.
Separate programs
OFLC disclosure files cover H-1B, H-1B1 and E-3 LCAs. Filter or label the program field before drawing an H-1B conclusion. The 97% H-1B share in CRS’s first-quarter FY2020–FY2024 analysis describes that analysis, not every future quarter.
Step 5: Test whether the history resembles your job
After identity and time-window checks, compare the records to the offer in the order that affects sponsorship risk.
Role and occupation
Match the offered duties to the LCA job title or occupation. A company with many filings for one specialized occupation may have little relevant history for a different role. Treat a broad title as a prompt for clarification, not as a definitive match.
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Worksite geography
Compare the proposed office, remote arrangement or client site with the LCA worksite address. USCIS’s mailing address is not a substitute for this check. If the offer allows relocation or multiple worksites, ask which location will appear in the filing and whether changes are expected.
Wage information
Use the LCA’s wage level and any wage details available to understand how the employer has documented similar positions. Do not infer your exact required wage from an unrelated row. The applicable role, location and employment period must be confirmed for your case.
Employment dates
Compare expected employment dates in the LCA with the offer’s start date and term. An old record can describe a completed hiring cycle and may not reflect current headcount or policy.
Step 6: Ask the employer about this exact position
Historical records cannot answer individual questions. Send a concise written request before accepting, and keep the response with your offer documents.
- Ask whether the offered role is eligible for H-1B sponsorship under the employer’s current policy.
- Ask whether the employer intends to file for you, and on what anticipated timeline, if you accept.
- Ask which legal entity would be the petitioner and employer of record.
- Ask for the intended job title or occupation, worksite location and expected employment dates to be used in the filing.
- Ask whether the role’s wage information and worksite will be documented in an LCA, and how you can inspect the applicable public-access file.
- Ask what happens if the filing is delayed, denied, or the worksite or duties change.
A “yes” to a general company policy is not the same as confirmation that this position will be sponsored. Save a response that addresses the offered role, entity and location.
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DOL’s H-1B Advisor explains that workers and the general public may inspect specified materials an H-1B employer must make available at its principal U.S. place of business or designated place of employment within one working day of filing an LCA. The agency’s guidance states:
“As a worker, you, along with the general public, are entitled to view the following materials that an H-1B employer must make available to the public at its principal place of business in the U.S. or at the place of employment (whichever was designated in Section G of the labor condition application (LCA) (Form ETA 9035/9035E), within one working day of filing an LCA with the DOL:”
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Materials to request for the applicable LCA
- The LCA itself and its wage rate.
- The employer’s actual-wage system explanation.
- The prevailing wage and its source.
- Notice documentation.
- The fringe-benefit summary.
Ask the employer how to inspect the file for the LCA connected to your position. A public-access file can clarify what was represented for wage, notice and location, but it still does not guarantee petition approval.
How to interpret high, low and missing activity
High USCIS approvals and matching LCAs
Substantial approvals together with recent LCAs in the same occupation and worksite suggest established activity. Treat that as a confidence signal about past practice, not a commitment. Confirm that the legal entity and role match.
Many LCAs but few USCIS approvals
This pattern can occur because LCAs are applications, one LCA can request multiple positions, and the two sources measure different stages. Check program type, fiscal-year alignment and whether the rows belong to the same entity before drawing conclusions.
Approvals but no obvious recent LCA rows
Review the date windows, employer variants and worksite differences. A filing may appear under an affiliated entity or fall outside the quarter or year you selected. The public data alone cannot explain every discrepancy.
No visible history
No matching record may reflect a genuinely small or new program, a different legal name, a period not yet published or filters that exclude the relevant location. It is a reason to ask direct questions, not proof that sponsorship is impossible.
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- Identity check: The petitioning entity named by the employer is reconciled with the names you searched.
- Time check: USCIS fiscal years and DOL quarters are labeled, and partial periods are not compared with full years.
- Stage check: Approved petitions, beneficiaries, LCA rows and requested workers remain separate measures.
- Role check: At least one historical record is relevant to the offered occupation, or the employer explains why no close match exists.
- Location check: The proposed worksite is identified, and you understand that a USCIS mailing address may differ.
- Written-confirmation check: The employer addresses sponsorship eligibility, intent to file, petitioner, worksite and expected dates for this offer.
- File-access check: You know how to inspect the applicable public-access file and what wage and notice documents it contains.
If any check fails, pause the decision and request clarification. Do not use an aggregate count as a substitute for a written answer about your position.
Limits that require individualized advice
Public records cannot establish whether a hiring team will sponsor this role, whether the offered duties and location will match a filing, or whether your personal immigration circumstances make a particular strategy appropriate. For case-specific questions about status, timing, portability, dependents or another immigration issue, consult a qualified immigration lawyer. Employer history is a due-diligence input, not individualized legal advice.
The Bottom Line
Compare USCIS approved-petition history with DOL LCA records over the same fiscal-year window, using the correct legal entity and matching occupation, wage and worksite details. Then require written confirmation that the employer will sponsor this specific role and identify the petitioner and LCA information before you accept the job.
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