Can we resign once the employer confirms reimbursement?

A private payment commitment does not grant residence, work authorization or a predictable decision date. Assess employment and immigration consequences before relying on it.

Track actual decisions rather than benefit approval

Keep official notices and instructions distinct from HR approvals. A question to the programme or employer does not automatically extend an existing deadline.

Do not use benefit approval as the resignation milestone. Sequence the programme first: submit the online application with the US$15,000 nonrefundable DHS processing fee; wait for that payment to settle and USCIS to prompt Form I-140G; complete the petition step; undergo vetting; and only after vetting, send the requested US$1 million gift to the United States. Confirm the employer’s reimbursement trigger, continued-service condition, repayment terms, and payment date separately. The case currently proceeds under EB-1 or EB-2 classification, not EB-5; the executive order only directs officials to consider a possible future expansion involving EB-5. Before funds move, re-verify official instructions. A prudent employment plan should depend on immigration status or work authorization and contractual advice, not an assumed decision time. The usual mistake is treating an internal reimbursement confirmation as government progress.

Hypothetical example: A Russell renewable-energy project manager receives an email approving reimbursement if she remains employed through the “petition stage.” Before resigning, she should ask HR to define that phrase and counsel to assess the programme record, existing work authorization, notice obligations, and repayment exposure. The email does not mean the processing fee settled, an I-140G prompt issued, vetting finished, the gift was requested, or residence became available. She can prepare documents and contingency budgets while preserving employment until the legal and contractual conditions are actually met.