Remote work has become a permanent part of the modern workplace. Many H-1B employees now work from home either full-time or under hybrid arrangements, and employers routinely list home addresses as authorized worksites on Labor Condition Applications (LCAs) and H-1B petitions.

At the same time, employers and foreign nationals continue to report visits from the Fraud Detection and National Security Directorate (FDNS), a division of U.S. Citizenship and Immigration Services (USCIS). These visits can occur at traditional office locations, client sites, and increasingly, at employees’ homes.

For many H-1B workers, receiving an unexpected visit from a USCIS officer can be intimidating. Questions immediately arise:

• Do I have to answer the officer’s questions?
• Can the officer enter my home?
• Can the officer inspect my work laptop?
• What documents am I required to provide?
• What if my work involves confidential client information?

Understanding how FDNS site visits work and how employees should respond can help avoid unnecessary anxiety while ensuring compliance with immigration regulations.

Why Does USCIS Conduct H-1B Home Site Visits?

USCIS created FDNS to verify information contained in immigration petitions and identify potential fraud, misrepresentation, or noncompliance. In the H-1B context, site visits are used to confirm that the information provided in the petition remains accurate after approval.

When an employee works remotely, USCIS may conduct a home site visit to verify that:

• The employee resides at the listed address;
• The employee is actively employed by the petitioning employer;
• The job duties remain consistent with the H-1B petition;
• The salary and working conditions remain unchanged;
• The employer-employee relationship continues to exist; and
• No material changes have occurred that would require an amended petition.

Importantly, a site visit does not automatically mean that USCIS suspects fraud. Many FDNS inspections are random compliance reviews selected as part of routine verification efforts.

Can USCIS Show Up Without Notice?

Yes.

FDNS officers typically conduct unannounced site visits. Employees often receive no advance warning that an officer intends to visit.

Most visits occur during normal business hours. If the employee is unavailable, the officer may leave contact information and request a return call or follow-up interview.

Because visits are usually unexpected, employers should educate remote employees about the process and ensure they know whom to contact if USCIS arrives.

What Questions Can USCIS Ask During a Home Site Visit?

FDNS officers generally focus on verifying the information contained in the H-1B petition.

Common questions include:

Employment Verification Questions

• What company do you work for?
• What is your job title?
• When did you begin employment?
• Who is your supervisor?
• How many hours do you work each week?
• Are you employed full-time?

Job Duties Questions

• What are your primary responsibilities?
• What projects are you currently working on?
• What technologies, tools, or systems do you use?
• Who assigns your work?

Worksite Questions

• Do you work from this address?
• Is this your primary work location?
• Do you report to another office?
• Do you work at client locations?

Compensation Questions

• What is your current salary?
• Are you paid hourly or salaried?
• Do you receive employee benefits?

The purpose of these questions is to confirm that the employee’s actual employment matches the representations made to USCIS.

Are Employees Required to Answer USCIS Questions?

This is one of the most misunderstood aspects of FDNS site visits.

Generally speaking, FDNS visits are administrative compliance reviews rather than criminal investigations. There is typically no legal requirement that an employee answer every question posed by an officer. However, employees are strongly encouraged to cooperate in verifying basic employment information.

Employees should be prepared to answer questions regarding:

• Their identity;
• Their employer;
• Their position title;
• Their supervisor;
• Their work location;
• Their job duties; and
• Their compensation.

Refusing to answer routine employment-related questions may cause USCIS to seek additional information from the employer or issue a Request for Evidence (RFE).

Employees should answer truthfully regarding matters within their personal knowledge. If they do not know the answer to a question, they should simply state that they do not know rather than speculate or guess.

Can USCIS Enter an Employee’s Home?

Another common misconception is that USCIS officers can simply enter a private residence whenever they choose.

In most circumstances, FDNS officers do not possess a judicial warrant and cannot force entry into a private home.

Employees generally have the right to decide whether to allow an officer inside.

That said, many employees choose to cooperate with reasonable requests because the purpose of the visit is typically verification rather than enforcement. A cooperative and professional approach often helps the visit proceed smoothly.

Regardless of whether entry is permitted, employees should remain courteous and immediately notify their employer about the visit.

Can USCIS Ask to See an Employee’s Work Area?

Yes.

If an employee voluntarily permits an officer to enter the residence, the officer may request to see the workspace used for remote employment.

The officer may want to confirm:

• The existence of a legitimate remote work setup;
• The presence of work-related equipment;
• That the employee is actively working in the sponsored position; and
• That the remote arrangement is consistent with the H-1B petition.

In many cases, a brief view of the workspace is sufficient.

Can USCIS Inspect a Work Laptop or Confidential Client Information?

This is often the greatest concern for employees who work with proprietary or sensitive information.

An FDNS officer may ask an employee to describe ongoing work or demonstrate that they are actively employed. However, employees should not disclose confidential information in violation of company policies, client agreements, privacy laws, or contractual obligations.

Examples of protected information may include:

• Proprietary source code;
• Trade secrets;
• Client databases;
• Protected health information (PHI);
• Financial records;
• Sensitive engineering documents; and
• Confidential customer information.

If an employee’s work is performed on a client-issued device or involves restricted information, the employee should explain that access is governed by confidentiality obligations and offer to connect the officer with the employer’s designated representative.

Employees should never violate confidentiality agreements or employer policies during a site visit.

What Information Are Employees Not Required to Answer?

The purpose of an FDNS visit is to verify employment-related facts, not to conduct a comprehensive audit of the employer’s business operations.

Employees generally are not expected to provide:

• Company revenue information;
• Corporate tax information;
• Profit and loss statements;
• Internal business strategies;
• Information regarding other employees;
• Immigration information concerning coworkers;
• Confidential client information;
• Attorney-client privileged communications;
• Proprietary business records; or
• Legal opinions regarding immigration compliance.

If an employee lacks knowledge regarding a particular topic, it is entirely appropriate to explain that they do not know the answer and refer the officer to the employer.

What Is the Minimum Information or Documentation an Employee Should Be Prepared to Provide?

Employees often ask what documentation they are required to maintain at home.

There is no specific regulation requiring employees to keep extensive immigration files at their residence. However, employees should be prepared to verify basic employment information.

At a minimum, employees should be prepared to confirm:

• Their identity;
• Their residential address;
• Their employer’s name;
• Their position title;
• Their supervisor’s name;
• Their primary job duties; and
• Their work arrangement (remote, hybrid, or on-site).

Employees should also be prepared to present government-issued identification if requested.

Officers may request additional documents such as:

• Recent pay statements;
• Employment verification letters;
• Company identification badges;
• Forms W-2;
• H-1B approval notices; and
• Employer contact information.

However, these documents are often available through the employer and are not necessarily required to be maintained at the employee’s residence.

Common Mistakes During H-1B Home Site Visits

1. Providing Inaccurate Job Descriptions

Employees sometimes describe their responsibilities differently than what appears in the H-1B petition.

While job duties naturally evolve over time, employees should be able to accurately explain the work they perform and ensure that their descriptions remain generally consistent with the sponsored position.

2. Guessing When Unsure

Employees occasionally feel pressured to answer every question.

Providing inaccurate information can create inconsistencies that generate unnecessary scrutiny. If an employee does not know the answer, they should simply say so.

3. Becoming Defensive or Confrontational

Most FDNS officers are conducting routine verification activities.

Remaining calm, respectful, and professional helps ensure productive communication.

4. Disclosing Confidential Information

Employees should never feel obligated to reveal proprietary client information or violate confidentiality agreements.

When sensitive information is involved, the employer should be brought into the discussion.

5. Failing to Notify the Employer

Every employer should be informed immediately if USCIS contacts or visits an employee.

Prompt notification allows the employer and immigration counsel to assist if follow-up questions arise.

Five Rules Every Remote H-1B Employee Should Follow During a Site Visit

1. Stay Calm and Professional

A site visit does not mean there is a problem with the case.

2. Verify the Officer’s Identification

Employees may request identification and obtain the officer’s name and contact information.

3. Notify the Employer Immediately

Human resources, management, or immigration counsel should be informed as soon as possible.

4. Answer Truthfully but Do Not Guess

If you know the answer, provide it accurately. If you do not know, say so.

5. Protect Confidential Information

Do not disclose proprietary, client-protected, or legally restricted information without proper authorization.

Frequently Asked Questions About H-1B Home Site Visits

Can USCIS visit my home if I work remotely on H-1B?

Yes. If your residence is listed as an authorized worksite on the LCA or H-1B petition, USCIS may conduct an FDNS verification visit.

Do I have to let USCIS into my home?

Generally, FDNS officers cannot force entry into a private residence without appropriate legal authority. Employees may decide whether to permit entry.

Can USCIS inspect my work laptop?

An officer may ask questions regarding ongoing work or request confirmation that employment is being performed. However, employees should not disclose confidential information or violate employer policies.

What documents should I keep available?

Government-issued identification, recent pay statements, employer contact information, and a copy of the most recent H-1B approval notice are often helpful.

Should I contact my employer during a site visit?

Yes. Employees should promptly notify their employer whenever they are contacted by an FDNS officer.

Final Thoughts

As remote work continues to expand, H-1B home office site visits are becoming an increasingly important component of USCIS compliance efforts. While an unexpected visit from a government officer can be unsettling, understanding the process can significantly reduce stress and help employees respond appropriately.

The key principles are straightforward: remain professional, answer employment-related questions truthfully, avoid speculation, protect confidential information, and immediately notify the employer. Most FDNS visits are routine verification exercises designed to confirm information already contained in the H-1B petition.

Employers should also take proactive steps by educating remote employees, maintaining accurate records, and establishing internal procedures for responding to government inquiries. Proper preparation can help both employers and employees navigate site visits confidently while demonstrating continued compliance with H-1B program requirements.

By: Felipe Jimenez

Felipe Jimenez is an Associate Attorney at Reddy Neumann Brown PC. He works in the Non-Immigrant Visa (NIV) Department where he assists clients through all phases of the non-immigrant visa process.

Reddy Neumann Brown PC has been serving the business community for over 20 years and is Houston’s largest immigration law firm focused solely on US. Employment-based immigration. We work with both employers and their employees, helping them navigate the immigration process quickly and cost-effectively.