Globalised secured USCIS approval of two E-3 change-of-employer and extension-of-stay petitions for Australian professionals already working in the United States. Both matters used premium processing. USCIS approved one petition 3 working days after filing and the other 7 working days after filing.
In each case, the employee had secured a new role with a US employer that did not routinely handle immigration sponsorship. The employees approached Globalised directly. We explained the E-3 process to their employers, developed the legal and evidentiary strategy, prepared the USCIS filings and coordinated the cases through approval.
| Filing route | Processing | USCIS outcome | Approval timing |
|---|---|---|---|
| Form I-129 change of employer and extension of stay | Premium processing | Both petitions approved | 3 working days and 7 working days after filing |
Why the employees used USCIS
An E-3 professional changing employers in the United States can pursue a new consular visa application abroad or, when eligible, have the new employer file Form I-129 with USCIS to request the new E-3 employment and an extension of stay.
These clients were already in valid E-3 status and wanted to move to new employers without travelling overseas for consular interviews. The USCIS route allowed each employer to seek approval of the new employment from within the United States.
A pending change-of-employer petition does not itself authorise an E-3 employee to begin the new job. We planned each transition around the current status, intended start date, filing sequence and premium-processing timetable. Both employees began their new roles following USCIS approval.
Two employers new to E-3 sponsorship
The first client was a senior marketing professional joining a US lending business. The second was a creative professional joining a US brand and design business. Neither employer maintained a routine E-3 sponsorship program.
The employees introduced Globalised after receiving their offers. We then worked directly with the relevant employer representatives, translated the immigration requirements into a focused set of business decisions and documents, and managed the filing process for both sides.
This approach allowed the employers to support strong candidates without needing an internal immigration team. Globalised handled the specialist work and gave each employer clear advice on the role, wage, worksite, documentation, signatures and continuing obligations.
The first USCIS petition
The first employee was moving into a senior marketing position with a financial-services employer. The proposed work involved marketing strategy, growth planning, customer acquisition, brand management, performance analysis and leadership of the company’s commercial marketing function.
The filing required us to address:
- The specialised professional content of the senior marketing role.
- The relationship between the employee’s qualifications and the proposed duties.
- The employee’s maintenance of E-3 status with the existing employer.
- The new employer’s wage and worksite obligations.
- Two intended work locations and the supporting LCA analysis.
- The transition from the current employer to the new position.
We finalised the USCIS forms and evidence package as soon as the controlling documents and signatures were available. The petition and premium-processing request were filed on 14 September 2026.
USCIS approved the petition on 17 September 2026, 3 working days after filing.
The second USCIS petition
The second employee was moving into an Associate Creative Director position. The role required professional expertise in creative strategy, brand development, campaign execution, visual communication and leadership of creative work.
This filing required us to reconcile the proposed employment dates, salary, worksites and role description across the LCA, offer materials, employer letter and USCIS forms. We also retrieved and reviewed the employee’s current I-94 and travel history internally, documented maintenance of status and prepared the employer’s compliance records.
Once the final signed materials were received and reconciled, we filed the Form I-129 petition and premium-processing request without administrative delay.
USCIS approved the petition on 23 September 2026, 7 working days after filing.
How we moved both matters quickly
- We engaged directly with each employer. The employers received focused explanations of the E-3 requirements and the decisions needed from them.
- We ran workstreams in parallel. LCA preparation, role analysis, forms, employer evidence, qualifications evidence and status documentation progressed together where the available facts permitted it.
- We used existing records. We reviewed passports, visas, I-94 records, prior E-3 materials, qualifications and employment documents already available instead of asking the employees to reproduce information unnecessarily.
- We controlled the filing record. The role, wage, worksites, dates and employment terms were reconciled across every form and supporting document before submission.
- We prepared complete USCIS evidence packages. Each filing addressed the specialty occupation, the employee’s qualifications, the employer’s business, maintenance of status and the requested extension.
- We used premium processing strategically. The expedited USCIS service gave both employers and employees a defined framework for agency action while the employees waited to begin their new roles.
Our AI-enabled legal workflow
Globalised used an AI-enabled workflow to support the preparation and quality control of both petitions. The technology helped us organise source records, compare information across forms and supporting documents, identify inconsistencies, assemble evidence and monitor the steps needed to move each case forward.
The legal strategy, specialty-occupation analysis, advice to the employer, final drafting decisions and filing approval remained under attorney supervision. Employer and employee facts were drawn from the underlying records and confirmed through the ordinary legal process.
This combination allowed us to reduce administrative lag while maintaining a detailed filing record. It was particularly valuable for employers that wanted to support the hire but did not have an established immigration function.
What USCIS approved
USCIS approved both employers’ Form I-129 petitions, the requested E-3 changes of employer and the extensions of stay. Each employee received a Form I-797A approval notice with a replacement I-94 and could begin the approved employment from the effective date stated by USCIS.
The Form I-797A approval notices govern the employees’ status and authorised employment in the United States. They do not place new E-3 visa labels in the employees’ passports. International travel and any later visa application require separate planning.
What these cases demonstrate
- An employer can sponsor an E-3 professional through USCIS even if it does not routinely handle work visas.
- An eligible E-3 employee can change employers and extend status from within the United States.
- The employee should wait for the required USCIS approval before beginning work for the new employer.
- Premium processing can provide valuable timing certainty for an employment transition.
- Rapid preparation depends on early control of the role, wage, worksites, status evidence and signature process.
- An AI-enabled workflow can accelerate organisation and quality control while the attorney retains responsibility for legal analysis and the final filing.
- Complete, internally consistent evidence can produce prompt approvals without a request for further evidence.
Changing E-3 employers in the United States?
Globalised advises Australian professionals and US employers on E-3 changes of employer, extensions of stay and premium-processing strategy. We assess the timing, prepare the LCA and USCIS petition, coordinate both parties and manage the matter through approval.
These representative matters have been anonymised. The employees’ names, employer names and certain non-essential details have been withheld or generalised to protect confidentiality. Working-day calculations exclude the filing date and count weekdays through the approval date. Past outcomes do not guarantee a similar result in another matter.
