SEVP Tightens Its Approach to CPT Authorization
On August 12, 2026, the Student and Exchange Visitor Program (SEVP) issued a broadcast message to designated school officials (DSOs) emphasizing their responsibilities when authorizing Curricular Practical Training (CPT) for F-1 students and advising schools of increased government oversight of CPT programs.
The message does not amend the federal regulation governing CPT. It does, however, direct DSOs to apply a restrictive standard when determining whether CPT is appropriate, stating that schools should authorize CPT only when the training is truly integral to the academic program, its absence would make attainment of the degree impossible, and the work is required for all students pursuing the degree.
SEVP also cautioned schools and individual DSOs about potential consequences associated with improperly authorizing CPT and indicated that it intends to increase oversight of CPT authorization practices.
A Brief Refresher: CPT vs. OPT
CPT and Optional Practical Training (OPT) both allow eligible F-1 students to gain practical experience related to their fields of study, but they serve different purposes.
CPT takes place while the student is enrolled in an academic program and must be directly related to the student’s major and connected to the school’s curriculum. The student’s DSO authorizes CPT for a specific employer and period of employment. CPT may be authorized on a part-time or full-time basis. Students who accumulate 12 months or more of full-time CPT become ineligible for OPT at the same educational level; part-time CPT does not affect OPT eligibility.
OPT, by contrast, provides employment authorization related to the student’s field of study and is commonly used after graduation. Eligible students generally may receive up to 12 months of OPT, with qualifying STEM graduates potentially eligible for an additional 24-month STEM OPT extension.
For employers, this means CPT and post-completion OPT serve different functions. CPT frequently facilitates internships, cooperative education and other work-based learning opportunities while students are completing their degrees. Post-completion OPT more commonly allows graduates to enter the workforce in full-time positions related to their fields of study.
What the New SEVP Message Regarding CPT May Mean for Employers
Because DSOs are responsible for determining whether a student’s proposed employment qualifies for CPT, SEVP’s increased scrutiny may cause schools to review CPT requests more narrowly and re-evaluate programs in which internships or practical training have historically supported CPT authorization.
Employers who recruit F-1 students for internships, cooperative education programs or other pre-graduation opportunities may therefore encounter a smaller pool of students eligible for CPT authorization. Those currently employed via CPT may find their renewal requests denied by their DSO.
The potential impact extends beyond filling internship positions. For many employers, university internship and cooperative education programs provide a pipeline for identifying and developing candidates for future full-time positions, including roles for which qualified candidates are already difficult to recruit.
International students also represent an important part of the talent pool at many U.S. colleges and universities. Access to practical training opportunities is one factor international students may consider when selecting where to study. To the extent that schools restrict CPT opportunities in response to increased federal scrutiny, the effects could ultimately extend to international student recruitment and, over time, the pool of graduates available to U.S. employers.
What Employers Should Know Now
CPT has not been eliminated, and the underlying CPT regulation has not been amended. The immediate change is increased federal scrutiny of the decisions schools and their DSOs make when determining whether practical training qualifies for CPT.
Employers should expect that some schools may apply greater scrutiny to CPT requests or modify their CPT policies and should avoid assuming that a student who would previously have qualified for CPT will continue to qualify under a school’s current policies.
Employers with established university recruiting, internship or cooperative education programs should monitor developments at the schools from which they regularly recruit and allow sufficient time for F-1 students to confirm their eligibility and obtain CPT authorization before beginning employment.