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EB-3 Green Card Attorney for Employers and Sponsored Workers

EB-3 is an employment-based permanent residence category that can allow a U.S. employer to sponsor a foreign worker for a permanent position. Immigration Universe Attorneys helps employers and sponsored workers evaluate the role, the worker’s qualifications, the labor certification strategy when required, and the steps that follow.

When can EB-3 sponsorship fit an employer’s hiring or retention plan?

For many employers, EB-3 is relevant when the business has a permanent full-time position and wants to sponsor a qualified worker for lawful permanent residence. The right strategy depends on the job requirements, the worker’s background, the employer’s ability to support the position, visa availability, and whether labor certification is required.

An employer should review the immigration strategy before starting recruitment or making assumptions about timing. Early planning can help align the job description, minimum requirements, workforce needs and sponsorship steps.

What are the three EB-3 categories?

Skilled workers

Skilled worker cases generally involve permanent, nonseasonal jobs that require at least two years of training or work experience.

Professionals

Professional cases generally involve jobs that require at least a U.S. bachelor’s degree or a foreign equivalent, with the sponsored worker meeting that degree requirement.

Other workers

Other worker cases generally involve permanent, nonseasonal jobs requiring less than two years of training or experience.

These are general category descriptions. Whether a particular position and worker qualify requires case-specific review.

How does the employer-sponsored EB-3 process work?

Many EB-3 cases follow a sequence that begins with the employer’s position and labor market process, continues through the immigrant petition, and then moves to the worker’s permanent-residence stage when a visa is available.

  1. Define the permanent position and minimum job requirements.
  2. Complete the applicable prevailing wage and recruitment steps for PERM labor certification.
  3. File the labor certification with the U.S. Department of Labor when required.
  4. After certification, file Form I-140 with U.S. Citizenship and Immigration Services.
  5. When an immigrant visa is available and the worker is otherwise eligible, complete adjustment of status in the United States or immigrant visa processing abroad.

The exact sequence can vary. Employers should not rely on fixed online timelines because agency processing, recruitment, audits, visa availability and case-specific issues can change the path.

What should employers review before starting EB-3 sponsorship?

Employers should evaluate the business need and immigration strategy together. Important questions include:

  • Is the position permanent and full-time?
  • What education, training or experience does the job genuinely require?
  • Does the foreign worker meet those requirements?
  • Is the employer prepared to complete the labor certification process when required?
  • How does sponsorship fit the employee’s current status, retention plan and expected work authorization?
  • Are there alternative employment-based routes that should be compared before filing?

Employer and sponsored worker responsibilities

The employer typically controls the offered position, job requirements, recruitment process and employer-side filings. The sponsored worker provides evidence of qualifications and completes the personal immigration steps required for permanent residence.

Some PERM-related costs and recruitment responsibilities are regulated. Cost allocation and filing obligations should be reviewed for the specific case rather than summarized as a universal rule.

How Immigration Universe Attorneys can help

Immigration Universe Attorneys advises employers and sponsored workers on employment-based immigration strategy, including EB-3 sponsorship. For corporate immigration matters, the firm serves employers nationwide from Orlando, Florida, with virtual consultation available for appropriate matters.

Our role may include reviewing the position and worker profile, coordinating the PERM and immigrant-petition strategy, identifying documentation issues, and connecting the EB-3 matter with broader workforce and retention planning.

Related employment immigration resources

For a broader view of permanent sponsorship options, see our Employment Green Cards Attorneys page.

For an employer-focused explanation of the labor certification stage, see our PERM guide for petitioning a foreign employee.

Some workers or roles may call for a different employment-based strategy. Our EB-2 NIW page explains a distinct route that does not use the same employer-sponsored PERM framework in qualifying cases.

EB-3 is generally an employer-sponsored category based on a permanent job offer. The employer normally files the immigrant petition after completing labor certification when required.

Most EB-3 cases require permanent labor certification from the U.S. Department of Labor before the employer files Form I-140. Limited exceptions can exist under immigration law, so the specific case should be reviewed.

There is no single reliable timeline for every EB-3 case. Recruitment, Department of Labor processing, USCIS processing, visa availability, audits and case-specific facts can all affect timing.

Potentially. The employer-sponsored permanent-residence strategy must be coordinated with the worker’s current immigration status, work authorization, visa availability and eligibility for the final permanent-residence step.

EB-3 generally relies on employer sponsorship and, in most cases, PERM labor certification. EB-2 National Interest Waiver is a different category that may allow qualifying individuals to request a waiver of the job-offer and labor-certification requirements.

Discuss an EB-3 sponsorship strategy

If your company is considering permanent residence sponsorship for a current or prospective employee, request a consultation with Immigration Universe Attorneys. We can review the employer, position, worker qualifications and immigration goals to identify the issues that should be addressed before filing.

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