An EB-1B denial runs on the same two-step framework as EB-1A, so the motion, appeal, and federal-court options — including the argument that the "final merits" step itself is unlawful — all apply, with one wrinkle: the employer, not the researcher, is the party to the case.
USCIS denied the EB-1B petition — the employer-sponsored I-140 for an outstanding professor or researcher. The denial usually rests either on the regulatory criteria (the officer found fewer than the required showings of international recognition) or on the "final merits" step, where the agency concedes the criteria are met but denies on a totality-of-the-evidence judgment. It may also cite the job-offer or employment requirements that are specific to EB-1B.
The EB-1B is close kin to the EB-1A, and that matters after a denial. Both are judged under the same two-step analysis, so the litigation theories that federal courts have used to push back on aggressive EB-1A "final merits" denials are available to EB-1B petitioners too — including the argument that the second step was never lawfully adopted.
The structural difference is who holds the case. Unlike the self-petitioned EB-1A, the EB-1B is filed by the employer, so the employer is the "affected party" with standing to move, appeal, or sue. The researcher's options run through the sponsoring institution, which makes the employer's willingness to proceed an early, practical question.
EB-1B eligibility is set at 8 C.F.R. § 204.5(i): international recognition as outstanding in a specific academic area, shown by at least two of six regulatory criteria, plus at least three years of experience and a qualifying permanent research or tenure-track job offer from the sponsoring employer. Denials that turn on the job-offer or experience requirements are EB-1B-specific; denials on the recognition criteria track the same evidentiary logic as EB-1A.
Like EB-1A, EB-1B is adjudicated under the two-step Kazarian framework: first the regulatory criteria, then a "final merits determination" of whether the record as a whole establishes the required international recognition. The most litigable denials blur those steps — importing final-merits skepticism into the count of criteria, or denying at final merits without a reasoned explanation. Because the framework is shared, the pushback developed in the EB-1A context applies squarely to EB-1B.
That includes the structural challenge. In Mukherji v. Miller, No. 4:24CV3170 (D. Neb. Jan. 28, 2026), a district court held the 2010 "final merits determination" memorandum ultra vires because USCIS adopted it as a substantive rule without APA notice-and-comment, and vacated the denial. That memorandum is the source of the second step for EB-1B as well as EB-1A. Two honest caveats carry over: it is one district-court decision (USCIS filed and then withdrew its appeal, so it was never tested in a court of appeals) and it binds USCIS only as to the parties, so the agency still applies the framework nationwide.
The remedies are the standard I-140 options: a motion to reopen or reconsider on Form I-290B under 8 C.F.R. § 103.5 within 30 days (33 if mailed); a de novo appeal to the AAO under 8 C.F.R. § 103.3; a refile; or a federal APA challenge under 5 U.S.C. § 706(2)(A), for which an AAO appeal is generally not a prerequisite. The one constant across all of them is that the employer, not the beneficiary, is the party who files.
The officer conflated the two steps or denied at final merits without articulating a standard, on the record already filed.
This is the surgical fix for the classic EB-1B failure mode: crediting the criteria and then denying on a vague "totality" judgment, or importing final-merits skepticism into the count. Filed within 30 days on the existing record, it forces the agency to engage with the legal defect. The firm's Motions & AAO Appeals page covers the mechanics.
You want de novo review with the ability to add evidence (appeal), or new evidence would change the result (reopen).
An AAO appeal gets de novo review of law and fact and takes new evidence of the researcher's international recognition, though it is slower and can affirm on a different ground. A motion to reopen adds new facts. Either can be paired with the sponsoring institution's supplemental documentation of the researcher's standing and the permanence of the position.
The denial rests on a legal error — including reliance on the final-merits step — and the record is complete.
A federal district court can set aside an EB-1B denial that is arbitrary, capricious, or contrary to law, and the same theories that have worked against EB-1A final-merits denials apply. That includes the as-applied argument (the officer gave no reasoned standard) and the structural argument from Mukherji (the final-merits memorandum was never lawfully adopted). The firm's APA denial page covers both, with honest limits.
The record has materially strengthened, or the researcher's evidence is well suited to a self-petitioned category that does not depend on the employer.
A refile stands on its own record. And because a strong EB-1B record often supports a self-petitioned EB-1A or NIW, a pivot can free the case from dependence on the sponsoring employer — useful where the institution is slow to act or the researcher wants control of the petition. We map the overlap before choosing.
EB-1B denials often rise or fall on the same "final merits" move that has drawn judicial pushback in EB-1A cases — the agency concedes the criteria and then denies on an unexplained totality judgment. That gives an EB-1B petitioner real leverage, both inside the agency and, in the right case, in federal court, where the argument that the final-merits step was never lawfully adopted is now live. The practical first question is usually the employer's: because the institution holds the case, we work early on who is authorized to act and how fast.
This page describes how EB-1B denials are generally analyzed. It is general information, not legal advice about your matter and not a prediction of any result. The right path depends on the denial's reasoning, the strength of the record, and the sponsoring employer's willingness to proceed, and it is a decision we make with you case by case.
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Immigration counsel to Fortune 500 employers at a national firm · Adjudicated 12,000+ visas at the U.S. Consulate, Mexico · Working in U.S. immigration since 2008
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