Working two H-1B jobs simultaneously is legal — if you follow the rules. Here's everything you need to know.
H-1B concurrent employment allows you to work for two (or more) employers at the same time, each under a separate H-1B petition. It's fully legal, widely used in consulting and academia, and more common than most H-1B holders realize.
| Company / Institution | H-1B Filings | Notes |
|---|---|---|
| Amazon | 55,150 | Common primary employer in concurrent setups |
| Microsoft | 34,626 | Allows concurrent academic appointments |
| 33,416 | Research residencies with universities | |
| Infosys | 32,840 | Staffing firm, often secondary employer |
| Tata Consultancy Services | 28,950 | Consulting concurrent placements |
| Deloitte | 18,200 | Advisory roles, concurrent academic work common |
| Meta | 14,900 | Research scientist roles with concurrent teaching |
| JPMorgan | 12,400 | Finance roles with concurrent advisory work |
Concurrent H-1B employment is authorized under 8 CFR 214.2(h)(2)(i)(G). Each employer must independently file Form I-129 with USCIS along with a Labor Condition Application (LCA). If you already hold a cap-subject H-1B, your second employer can file a cap-exempt petition, skipping the lottery entirely.
Part-time H-1B is explicitly permitted. A common arrangement is a full-time tech role paired with a 10-hour-per-week adjunct professor position at a university — both legal, both requiring separate petitions.
If your primary H-1B employer terminates you, your concurrent H-1B remains valid. This makes concurrent H-1B a meaningful safety net in volatile job markets.
Search Wisa's database to find cap-exempt institutions and companies actively sponsoring concurrent H-1B workers.
Search Concurrent H-1B Sponsors →Search thousands of verified H-1B sponsors by company, industry, and location.
Search H-1B Sponsors on Wisa →USCIS does not require you to notify your primary employer. However, your employment contract may contain moonlighting restrictions. Review your agreement carefully before pursuing concurrent work.
USCIS applies significant scrutiny to determine whether a bona fide employer-employee relationship exists. If you are both the majority owner and sole employee, USCIS is likely to deny. Minority ownership with clear management structure has the best chance.
Your concurrent petition remains valid, but was filed for specific hours. To increase to full-time, the employer must file an amended petition reflecting the change in hours and a new LCA if applicable.
Yes. Each employer must independently satisfy the prevailing wage requirement under their own LCA. For part-time, the prevailing wage is pro-rated by hours.