Unpaid Leave vs. Rehire: Which is Better When Transferring SEVIS?

If a student is moving from one institution to the other usually through the SEVIS transfer process, the process mostly becomes very tedious when switching to Day 1 CPT. It will simplify all these essential facts based on your status in SEVIS, how to reduce breaks at work and on choosing whether to go for unpaid time off or rehire during the transition.

What Is SEVIS?

SEVIS code serves as your “academic record” as an F1 student. It tracks your status and eligibility to remain in the U.S. under an F1 visa. It has two statuses:

• Active: Your F1 status is valid, allowing you to study, transfer schools, or apply for CPT/OPT work authorization.
• Terminated: This status occurs if you graduate or your OPT ends without extending your F1 status through further studies. Your school will terminate your SEVIS after the grace period, ending your F1 eligibility.

Tip: If you’re currently enrolled in OPT or an academic project, your SEVIS status is likely Active. However, always confirm your SEVIS termination date with your school before your program ends to ensure you transfer your record in time.

What to Do if Your SEVIS Is Terminated?

If your SEVIS has been Terminated, you have two options:

But, the first one is to exit the United States and then reenter the country using the new school’s I-20. This is usually the quickest and simplest method of implementing the ‘Reactivation of SEVIS’ however it calls for a legitimate F1 visa.

The second one is to apply for reinstatement while being in the United States with an intention to fix violations committed during the legal existence of the immigration status. This may take 3–6 months and you cannot work while on this process and also there is no guarantee of approval.

The SEVIS Transfer Process

Transferring SEVIS is essentially the process of moving your student record from your current school to a new one. Here’s how to do it:

1. Get Accepted by Your New School: Obtain an admission offer from your new school, which includes the school’s SEVIS code.

2. Contact Your Current School’s DSO: Notify your current Designated School Official (DSO) of your intent to transfer and provide the new school’s SEVIS code along with your admission offer.

3. Fill Out a Transfer Form: Some schools may require a formal transfer application to finalize the process.

4. Choose a SEVIS Release Date: This is a critical step! Carefully select a release date. Once your SEVIS is transferred, your OPT authorization stops immediately. Ensure the date aligns with your program end date and your new school’s start date. (If you’re unsure about the transfer-out date, please reach out to our consultants for further assistance.)

5. Wait for the New School to Accept SEVIS: Once your SEVIS record is transferred, the new school will accept it and issue a new I-20. This process typically takes a few days but can vary depending on the school.

6. Complete Enrollment at Your New School: Finalize your enrollment by registering for classes, paying tuition, and ensuring all personal details on your new I-20 are correct.

How to Minimize Work Interruptions During SEVIS Transfer

Proper timing is critical to reduce gaps between OPT and CPT.

• If Your OPT Ends Before Your New School Starts: Transfer SEVIS on your last OPT day to maximize your work eligibility.
• If Your OPT Ends After Your New School Starts: Transfer SEVIS 1–2 weeks before your program begins, giving the new school time to process your CPT request.

This ensures you can work from the first day of the new program. Important: Once SEVIS is transferred, your OPT authorization ends immediately. You cannot work until your new school activates your CPT. Communicate with your new DSO to ensure timely processing of your CPT application.

Unpaid Leave vs. Rehire: Which Is Better During SEVIS Transfer?

During a SEVIS transfer, you may need to temporarily leave your company’s payroll because your OPT authorization will end. Here’s a comparison of the two primary options:

Unpaid Leave

Pros:

• Retains your position, tenure, and benefits (e.g., vacation days, retirement accounts).
• Simplifies the process—no need for rehiring or re-onboarding.
• Offers job stability by ensuring your role remains secure.

Cons:

• Financial strain due to lack of income during unpaid leave.
• Limited by company policy—not all employers allow unpaid leave.
• Compliance risks with work authorization policies, depending on government regulations.

Rehire

Pros:

• Opportunity to renegotiate salary or job terms during the rehire process.
• Fully compliant with immigration rules, reducing risks.

Cons:

• No guarantee your position will be available after rehire.
• Benefits and tenure may reset, impacting vacation accruals and bonuses.
• Rehire often involves more paperwork and onboarding steps.

Key Takeaway: Unpaid leave is generally simpler and provides more job security, but it depends on your employer’s policies. If rehire is required, be prepared to negotiate terms and accept potential changes in your position or benefits.

Final Thoughts

Based on GoElite's experience, all those steps to transfer the SEVIS seem rather confusing, but they can be rather easy to handle. Knowledge of the available modes of transfer, when to effect the transfer and collaboration with the DSO and your employer will help facilitate a sound transfer. If you are confused about SEVIS transfers, CPT applications, or handling interruptions in work, then feel free to contact our consultants.

WE ARE HERE FOR YOU EVERY STEP OF THE WAY!