The United States Department of Labor has officially barred five companies from participating in the
The companies currently listed on the Department of Labor’s official debarment roster include GowraTech LLC, Renotek Group LLC, Seeloz Inc., Sherwood at Mount Dora Inc. (operating as Sherwood Academy), and Da Vinci at Hunters Creek Inc. (operating as Da Vinci Academy). The disqualification dates vary by firm, with the earliest restriction beginning in May 2025 and the most recent starting in August 2026, with each ban spanning a two-year period.
Impact on Current H-1B Employees and Green Card Applicants
For foreign nationals currently employed by these firms, the debarment does not result in the immediate revocation of their existing H-1B status. However, the restriction significantly complicates the professional future of these employees, as the companies are prohibited from filing H-1B extensions or any new petitions that require employer eligibility. Consequently, workers whose current visas are nearing expiration face a critical need to secure alternative sponsorship to maintain their legal status in the United States.
Under United States Citizenship and Immigration Services (USCIS) portability rules, eligible H-1B workers may transition to a new employer once a qualifying petition is filed by a different, eligible sponsor. While the debarment specifically targets the employer’s ability to participate in the program, the inability to process extensions creates a functional barrier for those remaining with the affected firms.
Complications for Permanent Residency Processes
The situation presents additional challenges for employees currently pursuing employment-based permanent residency, commonly known as a Green Card. While the Department of Labor’s guidance indicates that a debarment does not automatically invalidate existing visas, it does prevent the processing of necessary H-1B extensions during the period of disqualification. The impact on an individual’s Green Card application remains dependent on the specific stage of their case and the nature of the filings submitted by the employer.
Federal authorities have clarified that the current debarment list is distinct from the designation of willful violators. The primary concern for workers remains the inability of these five companies to fulfill the administrative requirements necessary for visa renewals or new immigration filings. Affected individuals are advised to monitor their specific visa expiration dates and consult with immigration counsel regarding the potential for transferring their employment to compliant sponsors.
