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Immigrant entrepreneurs are a major driver of economic growth, and their decisions about where to locate can greatly affect the entrepreneurial ecosystem of a country. Meanwhile, increasingly uncertain immigration environments might discourage immigrants from establishing new ventures in host countries. This paper exploits the unexpected result of the Brexit referendum to investigate the relationship between immigration uncertainty and the entry of immigrant-founded ventures of different quality. We propose a model of immigrant entrepreneurial entry and introduce a new measure of venture quality at founding. We find that a surge in uncertainty decreases the growth rate of new immigrant-founded firms by 3.2%. The reliance on other immigrant actors exacerbates the negative effect that uncertainty has on entry. Moreover, low- and high-quality firms are the most affected, while the effect for medium-quality firms is negligible. Back-of-the-envelope calculations suggest that Brexit discouraged the entry of around 620 low-quality and 250 high-quality firms. Our model suggests that whereas founders of low-quality ventures might decide to take up employment, founders of high-quality ventures might be better off establishing their companies in another country. History: This paper has been accepted for the Organization Science Special Issue on Migration and Organizations. Funding: C. Acosta thanks EAFIT's internal funding for research projects. Supplemental Material: The online appendix is available at https://doi.org/10.1287/orsc.2021.16011 .

We study how restrictive immigration policies that result in the unexpected loss of coworkers affect the performance of skilled migrants employed in organizations. Specifically, we examine the impact of the loss of team members on their coworkers' performance in response to the unexpectedly increased denials of extensions of H-1B work visas in the United States beginning in 2017. Losing a team member generally has a positive, albeit economically insignificant, effect on the performance of workers left behind. However, we find that individuals who lost peers of the same ethnic background experience a substantial decrease in their performance. To confirm that our results are not plagued by the presence of unobservable team or individual features that might impact visa denial decisions, we build an instrumental variable that exploits the fixed duration of the H-1B visa. Heterogeneity analyses suggest that our result is driven by workers in small teams, teams working on atypical tasks, and ethnically homogeneous teams. These analyses hint at the fact that ethnic ties may boost individual performance through preferential channels of knowledge and information spillovers. Supplemental Material: The online appendix is available at https://doi.org/10.1287/orsc.2023.17319 .