Identify the stage reached and the terms agreed
Hypothetical example: a company promises sponsorship but the employee resigns before all official steps are completed. Record what has actually been filed or paid, who is the applicant and what the employment agreement says. Do not assume either automatic cancellation or automatic continuation without checking the applicable arrangement. Use primary records created during the transaction or employment relationship wherever possible. A later letter should identify what its author actually knows and should not convert an intention into an established fact.
Read current official conditions
Use the official instructions for the program and arrangement actually used. Published charges exist and the processing fee is described as nonrefundable. A gift after successful vetting is not an EB-5 investment. Company reimbursement, substitution or repayment proposals should not be treated as government rules. Put the evidence in chronological order and identify the person or organization that can verify each material point. This exposes missing authority, a conflicting date, or an assumption that needs correction before filing.
Preserve the individual eligibility inquiry
Corporate support does not guarantee the applicant qualifies, is admissible or has a visa available. Family members have their own requirements and costs if included. Gold Card is not automatic residence or citizenship, and an employment dispute does not itself determine the government outcome. Choose the next step only after the operating facts and documentary record agree. A persuasive label, urgent commercial deadline, or larger budget cannot replace the statutory or regulatory requirements.
Use the current individual, corporate and family amounts
The official FAQ checked September 7, 2026 states a nonrefundable US$15,000 DHS processing fee per person. After successful vetting, the principal gift is US$1 million for an individual or US$2 million per corporate-sponsored employee. Each eligible joining spouse or unmarried child under 21 adds US$15,000 and a US$1 million gift, including in corporate cases. Corporate terms describe 1% annual maintenance and a 5% transfer fee including a new DHS background check. Reuse of a prior corporate principal gift under the official process is not automatic approval of a replacement employee. Additional State Department and medical costs may apply; verify current instructions for the actual proposal. Keep financial commitments, commercial contingencies, and immigration milestones on separate lines of the plan. That makes it possible to decide what remains reversible if a required approval or record is delayed.
Sources reviewed 2026-09-07. This guide covers a preparation focus; it is not an individual eligibility assessment.