H-1B1 Visa for Chile and Singapore Professionals
By Kyle Farmer, Farmer Law PC, Austin, Texas.
Last reviewed: November 9, 2026.
Short answer: The H-1B1 visa is for nationals of Chile and Singapore coming to work in a specialty occupation. Unlike H-1B, a worker applying at a U.S. consulate does not need a USCIS petition. The employer files a labor condition application, and the worker applies for the visa directly. H-1B1 is granted one year at a time and can be renewed.
If you’re a Chilean or Singaporean professional with a U.S. job offer, or a U.S. employer hiring one, book a free 15-minute intro call.
H-1B1 in plain terms
H-1B1 comes from the U.S.-Chile and U.S.-Singapore trade agreements, which took effect on January 1, 2004 (9 FAM 402.10-5(A)). It is part of the H-1B law but works differently. For the standard H-1B program, see our H-1B visa page.
| H-1B1 (Chile, Singapore) | H-1B | |
|---|---|---|
| Who | Nationals of Chile or Singapore | Any nationality |
| Annual numbers | 1,400 Chile; 5,400 Singapore | Regular cap, with exemptions |
| USCIS petition | Not needed for a consular visa application | Required |
| Labor condition application | Required | Required |
| Initial period | Up to 1 year, renewable | Up to 3 years initially (USCIS 2004 memo) |
| Dual intent | No | Yes |
Who qualifies
- Nationality. You must be a national of Chile or Singapore.
- Specialty occupation. The job must require theoretical and practical application of a body of specialized knowledge and at least a bachelor’s degree in the specific specialty, or its equivalent (9 FAM 402.10-5(E)).
- Alternative credentials. For Disaster Relief Claims Adjusters and Management Consultants, other credentials can be accepted. A Management Consultant with a degree in an unrelated field also needs 3 years of experience in a field related to the consulting agreement. For Chilean nationals only, Agricultural Managers and Physical Therapists can qualify with a post-secondary certificate requiring 3 years of study in the specialty plus 3 years of experience (9 FAM 402.10-5(E)).
- Temporary stay. You must show the stay is temporary. H-1B1 workers are subject to INA 214(b) and do not have the dual intent that H-1B allows (9 FAM 402.10-5(F); 402.10-10(A)).
- No U.S. license required for classification. Licensure to practice is a post-entry matter for the state, though you can include proof of a license (9 FAM 402.10-5(G)).
The labor condition application
The employer must file a labor condition application with the Department of Labor, the same form used for H-1B. The certified LCA must be clearly annotated “H-1B1 Chile” or “H-1B1 Singapore,” and the employer gives a copy to the worker with a written job offer (9 FAM 402.10-5(C), (H)). The LCA includes the employer’s wage and working-condition attestations (9 FAM 402.10-6).
How to apply
At a U.S. consulate. The employer does not file a USCIS petition for a worker applying for the visa (9 FAM 402.10-5(D)). The worker applies at a U.S. embassy or consulate with the certified, annotated LCA, the job offer, evidence of qualifications, evidence that the stay will be temporary and proof of any required fees (9 FAM 402.10-5(H)).
Inside the United States. For a worker already in the U.S., the employer files Form I-129 with USCIS to change the worker’s status to H-1B1 or to extend H-1B1 status (8 CFR 248.3(a); USCIS Form I-129 page).
Annual numbers
INA 214(g)(8) sets annual limits of 1,400 for nationals of Chile and 5,400 for nationals of Singapore. These numbers come out of the regular H-1B cap, apply only to principal workers and, if unused at the end of the fiscal year, are returned to the H-1B pool (8 U.S.C. 1184(g)(8); 9 FAM 402.10-5(B)). The statute applies the limits to initial applications (8 U.S.C. 1184(g)(8)(B)(i)). State’s manual also counts each renewed LCA against them (9 FAM 402.10-5(B)), and once a worker has 5 or more consecutive prior extensions, each further extension reduces the regular H-1B cap by one (8 U.S.C. 1184(g)(8)(D)).
Length of stay and renewals
H-1B1 professionals are admitted for one year, renewable indefinitely, as long as they can show they do not intend to remain or work permanently in the United States (9 FAM 402.10-5(F)). Each renewal needs current documents, including a certified LCA.
If your H-1B1 job ends, you are not treated as out of status for that reason alone for up to 60 consecutive days, or until your authorized stay ends if sooner, once per validity period. DHS can shorten this period, and you cannot work during it (8 CFR 214.1(l)(2)).
Green card plans
Because H-1B1 has no dual intent, starting a green card process can affect a later H-1B1 renewal. Plan the order of steps with us first.
How Farmer Law PC helps
Our attorneys work with U.S. employers hiring Chilean and Singaporean professionals, and with professionals who have a U.S. job offer. We check the specialty occupation and credential fit, prepare the LCA and the visa package, and handle changes of status and extensions inside the U.S.
FAQ
Who can get an H-1B1 visa?
Nationals of Chile or Singapore with a U.S. job offer in a specialty occupation, generally requiring at least a bachelor’s degree in the specialty, plus a certified labor condition application from the employer.
Does an H-1B1 visa require a USCIS petition?
Not for a worker applying for the visa at a U.S. consulate. The worker applies directly with the certified LCA and job offer. For a worker already in the U.S., the employer files Form I-129 to change or extend status.
How many H-1B1 visas are available each year?
1,400 for nationals of Chile and 5,400 for nationals of Singapore each fiscal year. Unused numbers go back to the regular H-1B pool.
How long is an H-1B1 visa valid?
H-1B1 professionals are admitted for one year at a time, renewable indefinitely as long as they show they do not intend to stay or work permanently in the United States.
Does H-1B1 allow dual intent?
No. Unlike H-1B, H-1B1 workers are subject to INA 214(b) and must show the stay is temporary, so green card plans need careful timing.
Talk with us
If you’re a Chilean or Singaporean professional with a U.S. job offer, or an employer hiring one, book a free 15-minute intro call with one of our attorneys, or call (512) 588-5909.
