The Student and Exchange Visitor Program (SEVP) recently issued two Broadcast Messages addressing Curricular Practical Training (CPT) for F-1 students. CPT allows a school to authorize F-1 students to work off-campus during their program of study to gain practical experience required to complete that program.  It differs from Optional Practical Training (OPT), which is most often granted after graduation and requires USCIS approval.

 

The guidance signals increased scrutiny of CPT programs and emphasizes SEVP’s position that CPT must be a required and integral component of an established academic curriculum and not simply a means of providing employment authorization. Although directed primarily to Designated School Officials (DSOs), the guidance has important implications for employers that hire F-1 students pursuant to CPT authorization.

 

In its August 12, 2026 Broadcast Message, SEVP stated that it has observed an increase in CPT authorizations that may not satisfy federal regulatory requirements. SEVP emphasized that CPT must be directly related to the student’s major area of study and constitute an integral part of the established curriculum. According to SEVP, CPT should not be authorized solely to create an employment opportunity or for an experience that is not required or otherwise formally recognized as part of the academic program.

 

SEVP expanded on this position in an August 24 follow-up message, stating that when practical training is integral to a curriculum, participation must be required for all students enrolled in that curriculum, regardless of citizenship. SEVP also stated that an optional elective course involving CPT would not satisfy the “integral and required” standard where the course is not required for the program of study. In addition, the guidance emphasizes the relationship between schools and employers, stating that CPT must be conducted through sponsoring employers that have established cooperative agreements with the school. According to SEVP, schools should enter into these agreements only with legitimate, bona fide employers capable of providing quality practical training related to the student’s major area of study.

 

For employers, these developments may mean greater involvement from universities before CPT employment is authorized. Schools may request additional information about a position, including job duties, supervision, training objectives, worksite, and its relationship to the student’s academic program. Employers may also be asked to enter into or formalize cooperative agreements with schools. Employers that hire F-1 students using CPT should therefore be prepared for additional documentation, coordination with university officials, and greater scrutiny of CPT requests and authorization practices.

 

Even though SEVP expressly states that the Broadcast Messages are not regulations or final agency actions and do not replace applicable legal requirements, they clearly indicate SEVP’s current compliance and enforcement priorities. Employers with questions about the immigration documentation associated with a CPT hire or the potential impact on an existing university internship or cooperative education program should consult with GIP. Because CPT eligibility is closely tied to the student’s academic program and the school’s authorization, each situation should be evaluated based on its particular facts.