Distinguish the gift basis from the new applicant’s review
The official FAQ checked September 7, 2026 says a corporate sponsor may use a gift tied to a prior employee as the basis for sponsoring another employee without a new US$2 million gift. The corporate transfer fee is 5% and includes a new DHS background check; annual maintenance is 1%. Follow the current process and do not assume that prior vetting applies to the replacement employee. Ask whether the present facts support the required immigrant classification before discussing a payment schedule. A program description cannot convert ordinary experience into EB-1 or EB-2 eligibility, so the first decision is which evidence addresses the actual category.
Keep the initial and family amounts explicit
The current nonrefundable DHS processing fee is US$15,000 per person. Following successful vetting, the principal gift is US$1 million individually or US$2 million per corporate employee. Each eligible joining spouse or unmarried child under 21 adds US$15,000 and a US$1 million gift, including in corporate cases. Additional State Department or medical charges may apply. Confirm the actual instructions for the proposed change rather than inventing how prior family payments transfer. Retain notices, payment confirmations, sponsorship authority, and dated program materials in a single chronology. This prevents a corporate employment decision from being confused with the applicant’s own gift payment or with a later immigrant-visa step.
Assess the new person’s immigration conditions
Successful Gold Card cases use EB-1 or EB-2, subject to category eligibility, admissibility and visa availability. A sponsor’s payment or employment decision does not replace those conditions. The government gift is not an EB-5 investment with commercial returns. Keep the prior employee’s position, the new employee’s application and private employment arrangements separate for review. Budget separately for the stated program terms, family treatment, and the immigration process that remains after vetting. A payment date should not determine a resignation, travel date, or work start until the independent EB-1 or EB-2 requirements and availability issues are assessed.
Sources reviewed 2026-09-07. This guide covers a preparation focus; it is not an individual eligibility assessment.