The U.S. Department of Labor (DOL) has barred four employers from participating in the H-1B visa program after the federal government listed them as willful violators of immigration labor rules. The H-1B willful violator list, now effective July 1, 2026, names GowraTech LLC, Renotek Group LLC, Seeloz Inc., and Sherwood at Mount Dora Inc. (doing business as Sherwood Academy). This designation carries serious consequences for employer compliance obligations and worker sponsorship rights.
What changed
GowraTech LLC is barred from May 12, 2025 through May 11, 2027. Renotek Group LLC is barred from August 8, 2025 through August 7, 2027. Seeloz Inc. is barred from March 4, 2026 through March 3, 2028. Sherwood at Mount Dora Inc., operating as Sherwood Academy, is barred from May 26, 2026 through May 25, 2028.
A willful violator designation is more serious than an ordinary filing mistake. An employer receives the label only after a qualifying finding in a DOL or Department of Justice enforcement proceeding. The agency must find that the employer committed either a willful failure or a misrepresentation of a material fact involving Labor Condition Application attestations.
Why it matters
For employers: All four companies are prohibited from filing H-1B petitions during their respective debarment periods. Beyond the hiring freeze, willful violators may be subject to random investigations for up to five years from the date they are determined to be willful violators.
More critically, Department of Labor guidance says they must meet additional attestations for LCAs filed within five years of the violation finding, unless the application is used exclusively for exempt H-1B workers. This heightened compliance burden persists even after the debarment period expires, increasing operational risk and legal exposure.
For job seekers and workers: Anyone considering a role that depends on H-1B sponsorship should check whether the employer appears on the federal debarment or willful violator lists before relying on an offer. The list is publicly searchable at the DOL website and updated regularly.
For H-1B workers, the key distinction is between an employer’s eligibility and an individual worker’s status. The DOL list is directed at employers. It does not, by itself, explain every consequence for a current employee.
Broader enforcement context: It comes amid heightened scrutiny of employment-based immigration, with federal officials focusing on alleged visa fraud, labor violations and the protection of both U.S. and foreign workers.
Way forward
-
Employers: Check the DOL Wage and Hour Division willful violator list regularly. If your company appears on the list or you are under investigation, consult an immigration attorney immediately to understand your filing restrictions and heightened attestation obligations under the INA § 212(n).
-
Job seekers: Before signing an employment contract contingent on H-1B sponsorship, verify the employer’s status on the DOL debarment list. If the prospective sponsor is listed, seek alternative employment or escalate the verification concern to your recruiter or attorney.
-
Immigration practitioners: Revise client intake procedures to verify sponsor eligibility as a first step. For clients at willful violator employers, document whether their roles qualify as “exempt H-1B workers” (e.g., owners, executives, specialty occupations at high wage levels), as such workers may be subject to less stringent attestation requirements.
-
Attorneys advising willful violators: Review all pending and proposed H-1B petitions to ensure compliance with enhanced attestation obligations. Coordinate with internal compliance and HR to audit wage records and worksite placement agreements against Labor Condition Applications to reduce audit risk over the five-year monitoring period.
Disclaimer
This article is provided for informational purposes only and is not legal advice. Fola Editorial is not a law firm and does not render legal counsel. The interpretation and application of immigration policy change frequently and without notice. You must consult a licensed immigration attorney in your jurisdiction to verify the contents of this article against the primary source material and to obtain advice on your specific situation. The DOL Wage and Hour Division willful violator list is the authoritative source; always confirm employer status directly before relying on any filing or hiring decision.