A work visa specifically for Chile and Singapore
H-1B1 is a temporary professional-worker category created through U.S. free trade agreements with Chile and Singapore. Annual allocations are 1,400 for Chilean nationals and 5,400 for Singaporean nationals. In practice, the cap has never been reached and there have always been visas available since the program was instituted.
The position generally must be a specialty occupation requiring a directly relevant bachelor’s or higher degree, or its equivalent. The applicant must possess the required qualifications. Limited occupation-specific treaty exceptions warrant individual review.
We examine the actual duties, educational qualifications, worksite location, and proposed employment terms. Citizenship alone does not establish eligibility, and a job title does not always equal qualifying professional employment.
H-1B1 is not just another name for H-1B
H-1B1 does not use the H-1B electronic registration lottery. It has separate numerical allocations and important differences in processing, length of stay, and immigration intent.
Unlike H-1B, H-1B1 is subject to the nonimmigrant-intent requirements of INA section 214(b). Applicants must establish a temporary purpose and intent to return home abroad upon the end of their stay in the United States. A pending or potential permanent-residence case in the future should be evaluated before an application, extension, or international trip.
H-1B1 admission is generally for up to one year, with further extensions possible while eligibility continues. Do not confuse the validity of a visa stamp with the period of authorized stay written on the I-94 document.
The employer’s role and the LCA
The sponsoring employer must obtain a certified Labor Condition Application. The LCA addresses wages, working conditions, notice, and related obligations. Employers must pay the required wage and maintain applicable compliance records.
We review the proposed role and worksite with the employer, identify the evidence needed, and prepare consistent descriptions for the LCA and application. Remote work, multiple locations, and material changes in duties should be discussed before filing.
This process is different from PERM labor certification for an employment-based green card. An LCA is not a promise that the worker will later qualify for permanent residence.
Applying abroad or requesting status in the United States
For the ordinary consular route, an applicant may seek an H-1B1 visa with a certified LCA, employer documentation, and evidence of qualifications, without first obtaining an approved USCIS petition.
An eligible person already in the United States may instead need a Form I-129 filing for a change of status or extension. We review whether that route is available and what it means for travel and continued employment. Visitors under the Visa Waiver Program/ESTA are generally not eligible to change status within the United States.
Family members and planning ahead
A qualifying spouse and unmarried children under 21 may seek H-4 dependent status. H-4 status based on an H-1B1 principal does not by itself provide the spouse or children a right to work.
Processing time depends on the filing route, appointment availability, and government review. We recommend assessing the case before booking a nonrefundable travel itinerary or a firm start date.
Help for the employee and the sponsoring business
Moro Legal assists with H-1B1 eligibility, employer evidence, LCAs, consular preparation, and appropriate USCIS filings. We can compare H-1B1 with other available categories and explain the tradeoffs.
Before a consultation, share a copy of your passport biographical page, proposed job description, résumé, educational records, and immigration history. A focused review helps identify whether the category fits before committing to the process.
Official sources
- Department of Labor: H-1B1 program
- Department of Labor: H-1B1 requirements
- Department of State, Foreign Affairs Manual: H-1B1 rules in 9 FAM 402.10-5
- U.S. Trade Representative: Chile and Singapore professional-entry provisions
Information reviewed October 27, 2026. This page provides general information, not individual legal advice. Requirements and procedures may change. Results depend on the facts and applicable law.