A certain amount of employee turnover is just a reality of business. But there are few pills that are tougher for a company to swallow than the termination of an employee against the desires of both parties.

There have been many cases of that lately across most industries due to complications concerning work visas for U.S.-based workers who are citizens of other countries.


“People who used to have work permits [to live in the U.S.] are having trouble getting them renewed or it’s taking longer,” says Paige McAllister, vice president of compliance at The Workplace Advisors, which specializes in providing HR assistance to associations such as PPAI and their member companies.

RELATED: Immigration In The Workplace: Changes Under The Trump Administration

“I just talked to a client the other day who did what they were supposed to do. In the past, it had taken them about four months or so to renew a work permit, but this was actually taking months longer.”

These delays, combined with ramped up enforcement policies, have led to circumstances directly affecting staff crucial to many companies’ operations. There has also been a near elimination of grace periods, meaning employees whose visas expire (even those who have worked for their employer for years) can’t work in the U.S. and, in many cases over the past few months, they’ve been detained or deported.

  • PPAI Media has learned that this issue has affected a number of promo companies in recent months.
  • It has also directly led to the Association having to part ways with a respected staff member.


“It’s very convoluted [right now],” McAllister says. “It’s accurate to say that the Trump administration is, pretty much in every facet [concerning immigration law], pushing the limits. Everything is being challenged in court.

“I would imagine that people within the system who are affected by it are very confused by it.”

A citizen of another country with a valid work visa can work in the U.S., which is legally still true. In the past, breaking the law would mean the person would lose that privilege and have their visa revoked.

However, McAllister says we are seeing the definition of crime being redefined to be less straightforward. For example, a person whose work visa has expired for any amount of time and is still in the U.S. is technically breaking the law. So, the process of renewing that visa may simply be alerting the government of their status, creating what McAllister calls a “Catch-22. If they worked a day past their work permit expiration date, they’re a ‘criminal.'”

  • Federal statistics show that 47% of the 59,000 immigrants ICE is currently detaining lack a criminal record and fewer than 30% have been convicted of crimes.
Get an immigration attorney on speed dial because you never know when you’re going to need one.”

Paige McAllister

VP of Compliance, The Workplace Advisors

Promo Perspective

One PPAI 100 supplier has told PPAI Media that 2025 has brought on new challenges in this particular area.

“We have experienced the impact of changes in U.S. immigration policy and are following all applicable laws,” a representative of the company said. “We are working with affected employees on a case-by-case basis, trying to assist them as best we can in their next steps. Regardless of political views, we acknowledge and empathize with our coworkers and their families as they face the hardships caused by these policy changes.”

We are working with affected employees on a case-by-case basis, trying to assist them as best we can in their next steps.”

PPAI 100 Supplier

This dynamic has also hit close to home for PPAI. An employee originally from Canada, who had worked for PPAI on a work visa since graduating college, was unable to continue their career with the Association.

“We recently said goodbye to a valued team member due to visa-related circumstances,” says Nicole Rhooms, PPAI’s director of human resources. “This individual made significant contributions during their time with us, and their presence will be missed. While this transition was not related to performance or team fit, it reflects the complex realities of immigration requirements and workforce planning. These processes can be challenging for both the individuals involved and the teams that support them.”

We recently said goodbye to a valued team member due to visa-related circumstances. While this transition was not related to performance or team fit, it reflects the complex realities of immigration requirements and workforce planning.

Nicole Rhooms

Director of Human Resources, PPAI

The affected employee remains grateful for their time with PPAI.

“It’s been such a joy to be part of this organization,” the former staff member said. “Throughout my time here, I’ve had the chance to grow both professionally and personally, gaining valuable experience and insights that I will carry with me moving forward.”

Rhooms says the Association will walk the line between complying with the law while extending compassion to its valued team members.

“We remain committed to complying with all applicable immigration and employment regulations, and to supporting our employees through transitions that arise as a result,” Rhooms says. “We will continue to navigate these situations with care, diligence and respect”.

PCNA, PPAI 100’s No. 5 supplier, has a presence in the U.S. and Canada, which has allowed it to better navigate these issues as they relate to employees north of the U.S. border.

“Given the focus on immigration policy in the U.S., companies across the promotional products industry may be facing uncertainty around their current workforce and talent acquisition,” says Erin Harris, director of sales at PCNA Canada. “With a facility in Toronto and a proud team of over 100 Canadian PCNA employees, we’re fortunate to operate with a strong footprint in Canada and employ local talent across the country.

This cross-border continuity has helped us navigate evolving circumstances with greater stability, and we recognize how valuable that is in today’s environment.”

Erin Harris

Director of Sales, PCNA Canada

“This cross-border continuity has helped us navigate evolving circumstances with greater stability, and we recognize how valuable that is in today’s environment.”

What Can Promo Companies Do… And What Can’t They Do?

While the notion of losing a valued employee against their wishes is worrisome, there is not much an employer can do for an employee who is no longer authorized to work in the U.S.

  • Ultimately, the work permit is the employee’s responsibility, unless their company is sponsoring them (more on that later).
  • The employer has the responsibility to verify that the employee has a valid work authorization and has completed an Employment Eligibility Verification (I-9) form.


One constructive way that an employer can be of assistance is to help employees track the expiration of their work permit, perhaps reminding them to begin the process of renewal to help mitigate the risk of running out of time.

“It used to be ‘Oh, it expires July 1, so as long as they have a new one renewed by July 10,’” McAllister says. “Now, companies have to be more involved. They really should be reminding employees six months out, just saying ‘Hey, your employment authorization is expiring.’”

This necessity comes out confusion over evolving policies. For example, many people received extensions of their Temporary Protected Status from the Biden administration, but travel bans on certain countries implemented by Trump and other policies may have negated those extensions without their knowledge.

“We’ve never told clients before to ‘track the country of origin of the employees’ because it didn’t matter,” McAllister says. “Now, it matters.”

However, as a consultant, McAllister says that she is hesitant to tell clients to do much more than help employees track their status and renewal process because “companies that do more than that could be seen as trying to protect illegals. Somebody who works within the company who may be resistant to what the company is doing can easily call and leave an anonymous tip on ICE’s tip line and say they are hiring or harboring illegal immigrants. That could then just put them on ICE’s radar.”

  • In addition to reminding employees of their renewal timeline, companies can consider giving an employee time off to complete the process, on a case-by-case basis, if it becomes excessively complicated.
  • Addressing any of these issues in a private setting can make the employee more comfortable.


A company may try to sponsor an employee’s visa, but that is often a lengthy and potentially expensive process. It also requires the company to guarantee the person employment for a certain amount of time. This is a move that is usually reserved for candidates in specialized roles in which their expertise or ability could be difficult to replicate from the talent pool in the U.S.

  • If the employee can work remotely, the company might then be subject to the employment laws of the country they reside.
  • Alternatively, the employee can be made an independent contractor who works remotely on their schedule if they agree, but the country they reside in may have to agree that their employment qualifies for the independent contractor classification.


McAllister predicts that the lack of clarity will begin to level out as more lawsuits are settled in court. For now, it is something that companies might have to monitor with increased care.

“It’s an evolving mess, and it’s a confusing mess,” McCallister says. “Get an immigration attorney on speed dial because you never know when you’re going to need one.”