October 2026 Visa Bulletin Updated
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October 2026 — EB-3 Final Action Dates
Aug 01, 2024
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Jun 01, 2022
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Apr 01, 2024
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Oct 01, 2020
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Jan 15, 2015
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Jan 15, 2015
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Aug 01, 2024
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Jun 01, 2022
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Jan 01, 2024
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Jun 01, 2022
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Updated weekly from USCIS
| Form | Center | Time |
|---|---|---|
| I-131 | National Median (Advance Parole) | 6 Months |
| I-140 | National Median (Regular) | 3.7 Months |
| I-485 | National Median (Employment-based) | 5.7 Months |
| I-765 | National Median (EAD) | 3.9 Months |
Immigration updates
A Reddit discussion in r/greencard asks whether spillover from other employment-based categories has already been incorporated into the November 2026 Visa Bulletin dates.
A former USCIS Asylum Officer and ICE law clerk turned immigration attorney hosted an AMA on I-485 adjustment of status, warning that simply being 'eligible' is no longer enough under new denial and deadline rules introduced in 2026.
The November 2026 Visa Bulletin brings important cut-off date changes for Indian EB-3 applicants. Understanding these dates is critical for timing green card filings and priority date advancement.
Popular discussions from fellow applicants
Common questions from this week's immigration news
DHS published a proposed rule on October 14, 2026 that would eliminate USCIS's current requirement to defer to prior I-129 petition approvals for nonimmigrant workers. Today, when an H-1B extension is filed, USCIS generally presumes eligibility if the same parties and facts were previously approved. Under the proposed change, each petition would need to fully re-establish eligibility from scratch, increasing documentation demands and the risk of denial at every extension stage.
No. The existing deference regulation remains fully in effect until DHS finalizes any change. A 30-day public comment period opened after the October 14, 2026 Federal Register publication. Only after comments are reviewed and a final rule is issued — which can take months or longer — would any change take effect.
Employers should begin preparing more comprehensive evidence packages for every I-129 filing rather than relying on prior approval history. This means documenting the position's specialty occupation status, the worker's qualifications, and the employer-employee relationship thoroughly with each extension. Consulting legal counsel now to audit current sponsorship files is advisable.
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