A recurring issue in employment-based immigration practice is the legal effect of an employer withdrawing an approved Form I-140 after it has remained approved for more than 180 days. While most practitioners are familiar with the general rule that such a petition is not automatically revoked, far fewer appreciate the downstream consequences this creates—particularly when attempting to file a new I-140 using the same labor certification.
Under the current regulatory framework, a distinction is drawn between withdrawals filed before and after 180 days from the date of approval. If the withdrawal is submitted within 180 days, the petition is automatically revoked. If the withdrawal is submitted after 180 days, however, the petition is not automatically revoked and continues to remain approved unless revoked on other substantive grounds. This creates a situation where the employer’s job offer is withdrawn, but the underlying petition continues to exist in an approved state.
This distinction between the withdrawal of the job offer and the continued validity of the petition is critical. The employer’s withdrawal effectively rescinds the offer of permanent employment. At the same time, the petition itself is not extinguished and remains part of USCIS records as an approved filing. This dual outcome is often misunderstood and leads to strategic errors in how practitioners handle such cases.
One of the most significant and underappreciated consequences of this framework is its impact on the underlying labor certification. Because the petition continues to remain approved, USCIS may view the labor certification as already having been used and still tied to that petition. In practical terms, this means that the labor certification is not necessarily “freed up” for reuse in a new I-140 filing.
This becomes particularly relevant in scenarios where the beneficiary later rejoins the original petitioner or where the parties attempt to revive the case by filing a new I-140 using the same PERM. Practitioners who attempt this approach may encounter requests for evidence or denials requiring a new labor certification. The reasoning, although not always explicitly stated, is that the original labor certification continues to support an existing approved petition and cannot be used to support a second petition concurrently.
This leads to a counterintuitive outcome. Where an I-140 is withdrawn within 180 days and automatically revoked, the petition ceases to exist, but the beneficiary generally retains the priority date from that petition so long as the revocation was not based on fraud, willful misrepresentation, or material error. That priority date can be carried forward to a subsequently filed I-140, preserving the beneficiary’s place in the immigrant visa queue. However, beyond priority date retention, the revoked petition offers little continuing utility.
By contrast, where the withdrawal occurs after 180 days and the petition remains approved, the beneficiary gains additional benefits beyond priority date retention. The approved petition can support extensions of H-1B status beyond the six-year limit under AC21, and it can also serve as the basis for eligibility for H-4 employment authorization for dependent spouses. These practical advantages underscore why the continued approval of the I-140 is significant even after the job offer has been withdrawn.
Whether the 140 was revoked before or after 180 days, the option to port the priority date to a newly filed I-140 remains open. This could happen by way of another employer filing a PERM application and at the time of filing the I-140 petition requesting that the priority date be ported. Or it could be by way of beneficiary doing a self filing under EB1A or EB-2 NIW and trying to port the priority date to newly filed I-140 petition.
A common real-world scenario further highlights this issue. A beneficiary leaves the sponsoring employer after the I-140 has been approved for more than 180 days. The employer then submits a withdrawal request. Because the withdrawal occurs after 180 days, the petition remains approved, even though the job offer has been rescinded. Later, when the priority date becomes current, the beneficiary may wish to return to the original employer and pursue adjustment of status based on that same petition.
In such cases, the instinct of many practitioners is to attempt to “reinstate” the I-140 or to file a new I-140 together with the adjustment application. This approach is unnecessary and can introduce avoidable complications. There is no formal mechanism to reinstate an I-140 in this context, and more importantly, the petition does not need to be reinstated because it was never revoked in the first place.
The correct approach in this scenario is to focus on re-establishing the job offer. Since the petition remains approved, the only missing element is a current, bona fide offer of permanent employment from the original petitioner. This can be accomplished through the filing of Form I-485 along with Supplement J, which confirms the existence of the job offer. In fact, Supplement J is required in most standalone I-485 filings where the petition is not being filed concurrently, and it serves precisely this purpose.
Attempting to file a new I-140 using the same labor certification in this situation can be counterproductive. Because the original petition remains approved, USCIS may view the labor certification as already tied to that petition and therefore unavailable for reuse. This can result in requests for evidence or denials requiring a new labor certification, even though the original petition remains fully viable for adjustment purposes.
Another important aspect to consider is that while the petition remains approved, the withdrawal of the job offer still has legal consequences. For purposes of adjustment of status, a qualifying job offer must exist at the time of filing unless the beneficiary is eligible under portability provisions. Therefore, the continued approval of the petition does not, by itself, establish eligibility for adjustment. A valid job offer must be re-established or an alternative basis must be available.
From a strategic standpoint, this means that refiling a new I-140 using the same labor certification is not always the correct approach in post-180-day withdrawal cases. In many situations, the better course is to rely on the continued validity of the original petition and focus on establishing a qualifying job offer at the time of adjustment filing. This may include scenarios where the beneficiary returns to the original employer or where portability provisions apply.
The broader lesson is that the post-180-day framework separates the concepts of petition validity and job offer viability. The petition may survive, but the job offer does not. At the same time, the continued existence of the petition can affect how USCIS treats the underlying labor certification. Recognizing this structural relationship is essential to navigating these cases effectively.
Conclusion
After 180 days, the strategy should be clear. The focus should not be on trying to revive or recreate the petition, but on restoring the job offer. Where an I-140 has been withdrawn after 180 days, the petition remains approved, and the proper course is to file the Form I-485 with Supplement J to confirm a current, bona fide offer of employment. Attempting to file a new I-140 using the same labor certification in this scenario can create unnecessary complications and may lead to requests for a new PERM.
By contrast, where an I-140 is withdrawn within 180 days and is automatically revoked, the situation is fundamentally different. In those cases, the petition no longer exists, but the beneficiary typically retains the priority date so long as the revocation was not based on fraud or material error. The appropriate approach is to file a new I-140—often using the same labor certification where accepted—and, if the priority date is current, to file the adjustment application concurrently.
Understanding this distinction allows practitioners to avoid common pitfalls and align their strategy with how USCIS actually treats these petitions in practice.
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If 140 approved for more 180 days in case of L1A. Employee has max out L1A for 7 years and then employer has terminated employee because no work authorization exist. AOS has been filed already. Withdrawal request for i140 will be accepted by USCIS or will it be rejected?
If the 140 remained approved for more than 180 days, USCIS will not entertain a withdrawal request and respond to withdrawal request by saying that the I-140 cannot be revoked.