Hiring someone isn’t the hard part—it’s proving that you need them. That’s the challenge at the center of the EB-3 visa process.
For employers in Coral Springs, this means showing there’s a permanent role no local worker is ready to fill. For visa applicants, it means proving you’re qualified and ready to do the job.
According to the U.S. Department of State’s Visa Bulletin, EB-3 final action dates for many regions — including Rest of World, Mexico, and the Philippines — were recently retrogressed because demand hit the annual limit for FY-2024.
This shift shows how high demand and strict caps can slow the process. That makes it even more important for applicants and employers to plan carefully and meet every eligibility requirement from the start.
In this guide, you’ll see what those requirements actually look like in practice, how they differ for skilled workers, professionals, and other workers, and what Coral Springs employers and applicants can expect when they start this process with citizenship and immigration services.
What Is the EB-3 Visa?
The EB-3 visa is an employment-based, third-preference immigrant visa that offers foreign workers a path to lawful permanent residency in the United States. It helps U.S. employers fill jobs they can’t easily staff with qualified local workers, which makes it an important option for employers and applicants alike.
The EB-3 category includes three distinct groups, each with specific requirements. For qualified applicants in any of these categories, the EB-3 visa offers a direct route to a green card and the chance to build a lasting future in the United States as lawful permanent residents.
Skilled Workers
Skilled Workers are individuals with at least two years of training or work experience in their field. The offered job must require at least two years of experience or training to qualify.
Employers and applicants must provide documentation proving the required experience.
Professionals
Professionals are workers whose jobs require at least a U.S. bachelor’s degree or a foreign equivalent. Applicants need to show they meet the degree requirement, that the role genuinely demands that level of education, or that they have relevant post-secondary education.
Clear evidence of academic credentials is required.
Other Workers (Unskilled Workers)
Other Workers cover positions requiring less than two years of training or experience. These jobs must be full-time, permanent, and not temporary or seasonal in nature.
While performing unskilled labor can be more accessible, demand is high and wait times can be longer due to visa caps.
General EB-3 Visa Eligibility Requirements
Qualifying for an EB-3 visa shows you’re ready to take on a permanent role in the United States and make a real contribution.
Employers and applicants in Coral Springs need to understand these core requirements to build a strong, well-prepared immigrant petition for lawful permanent resident status.
Valid Job Offer from a U.S. Employer
A valid EB-3 visa requires a real, full-time job offer for permanent employment. Employers in the U.S. must commit to hiring foreign talent for roles they cannot readily fill with local workers.
The offer must be genuine, clearly defined, and meet prevailing wage requirements to qualify.
Labor Certification (PERM) Requirement
The PERM Labor Certification is what sets EB-3 apart. It’s the government’s way of confirming there truly isn’t a qualified U.S. worker ready to do the job.
Employers must show they’ve tried to hire locally and followed strict recruitment steps. Permanent employment certification is a formal process that requires careful planning and honest documentation.
Evidence of Qualifications and Experience
Applicants can’t rely on titles alone. They need to prove they meet the requirements for their EB-3 category, whether that means showing two years of skilled experience, a bachelor’s degree (from a U.S. university or foreign equivalent), or readiness for an unskilled role that still demands reliability and commitment.
Well-organized, clear evidence is expected.
Employer Sponsorship for the Green Card Process
Unlike self-petition options, the EB-3 is rooted in employer sponsorship.
The employer is the advocate here, filing the I-140 petition and standing behind the offered wage. Their commitment is a partnership that demonstrates the role is real, needed, and ready for a qualified employee to fill.
EB-3 Skilled Worker Eligibility
Skilled workers need to show they have at least two years of training or relevant work experience in their field to become a visa holder. The job offered must genuinely require at least two years of experience, not simply be labeled that way.
Applicants can strengthen their case by providing clear, detailed records of their work history. This includes employment verification letters, training certificates, or other documentation that proves consistent, hands-on experience in the role they plan to fill.
Employers and applicants should work together to make sure this evidence is well-organized and directly supports the EB-3 requirements.
EB-3 Professional Eligibility
Professionals applying for an EB-3 visa must have at least a U.S. bachelor’s degree or its foreign equivalent. The job offer itself must also require a bachelor’s degree as a minimum entry-level qualification.
This isn’t a preference. It must be an actual requirement for performing the role.
Applicants need to prove their educational background clearly. That includes providing official transcripts, diplomas, and, if needed, credential evaluations that confirm the foreign degree matches U.S. standards.
Employers should also be ready to demonstrate why the role truly calls for a degree-level professional.
EB-3 Other Workers (Unskilled Labor) Eligibility
The EB-3 “Other Workers” category covers positions that require less than two years of training or experience. These roles are for applicants ready to take on permanent, full-time, non-seasonal work that U.S. employers need to fill.
While the requirements may seem more accessible, this category often faces special challenges for visa availability. Demand is high, and visa caps can lead to longer wait times compared to other EB-3 subcategories.
Applicants and employers should plan carefully, understanding that even for unskilled roles, the process requires solid documentation and a genuine, long-term job offer.
The PERM Labor Certification Process
The PERM Labor Certification is one of the most important — and often the most time-consuming — steps in securing an EB-3 visa. This process verifies that hiring a foreign worker is necessary and fair, protecting both the U.S. workforce and the applicant.
Here’s what employers and applicants need to know.
Employer Recruitment Requirements
Employers must follow a specific recruitment process to test the labor market. This includes posting the job in newspapers of general circulation, placing internal notices at the worksite, and sometimes advertising with state workforce agencies or professional journals.
Every step of the visa application process must be documented carefully. Employers must show they reviewed all applications fairly and were unable to find a qualified, willing, and available U.S. worker. Any gap in recruitment records can trigger an audit or lead to a denial.
Prevailing Wage Determination
Before recruitment begins, employers must obtain a prevailing wage determination from the U.S. Department of Labor. This establishes the minimum salary that must be offered for the role, based on the job description and location.
Offering less than the prevailing wage is not an option. Employers need to build this requirement into their planning and budget. Waiting on this determination alone can take several months, so it’s wise to request it early in the process.
Timeline Expectations
The PERM process is rarely fast. From prevailing wage determination to recruitment and final certification, the timeline often stretches from six months to a year — or longer if the case is audited.
Applicants should be prepared for this step to add significant time to their EB-3 journey. Staying organized, following instructions precisely, and responding to any requests quickly avoids unnecessary delays.
Why Careful Planning Matters
PERM is not a formality. It is a highly structured process with zero tolerance for shortcuts. Employers and applicants who approach it thoughtfully — gathering evidence, planning recruitment, and checking every detail — are far more likely to succeed the first time.
Starting early and working with experienced immigration counsel helps the process stay on track and avoids the frustration of preventable setbacks.
Local Considerations for Coral Springs Applicants
While EB-3 visa requirements are federal, where you live still influences how smooth the process can be. For applicants and employers in Coral Springs, plan ahead with local realities in mind to avoid delays and confusion.
Prospective Employer Readiness in Coral Springs
Employers in Coral Springs need to be prepared for the responsibilities that come with sponsoring an EB-3 visa for an alien worker. This means having clear, well-defined job offers that meet prevailing wage requirements, and being ready to follow the strict PERM recruitment process without shortcuts.
Local employers who take the time to understand their role in the process can avoid mistakes that lead to denials or costly restarts. Working with HR professionals or legal counsel early on means everyone knows what to expect.
Access to Local Immigration Attorneys
Coral Springs applicants benefit from having nearby attorneys who specialize in employment-based immigration. Local legal support can make the difference between an application that moves forward smoothly and one that stalls over missing details.
An experienced immigration attorney will help build the strategy around the specific job, guide employers through PERM requirements, and keep paperwork complete and organized. For many, having someone nearby to answer questions and review documents in person adds peace of mind.
Proximity to USCIS-Supported Facilities in South Florida
Coral Springs residents have relatively easy access to South Florida’s USCIS-supported infrastructure, including Application Support Centers (ASCs) for biometrics appointments and the Miami Field Office and the Oakland Park Field Office for interviews.
Being close to these facilities can simplify scheduling and reduce travel-related complications. Local applicants can complete required steps more conveniently, helping keep their case on track without unnecessary logistical delays.
How to Strengthen Your EB-3 Visa Application
An EB-3 visa petition isn’t just filling out forms. You must make a strong, well-documented case that meets every requirement the first time around by the priority date.
Here are key ways applicants and employers in Coral Springs can build a better application and reduce the risk of delays or denials.
Work with Experienced Immigration Attorneys
Employment-based visas involve detailed requirements, strict timelines, and unforgiving procedures. Working with an experienced immigration attorney is a proactive strategy.
A skilled attorney clarifies eligibility questions, guides employers through PERM Labor Certification, and makes sure every form and document meets USCIS expectations. This professional support often prevents the small mistakes that cause big setbacks.
Prepare Thorough Documentation
Good evidence is the backbone of any EB-3 application. Applicants should gather clear, organized records of their experience, education, and qualifications. Employers need to maintain recruitment records, prevailing wage determinations, and other PERM documentation.
Strong documentation shows you take the process seriously and helps immigration officers make decisions with confidence.
Avoid Common Mistakes in Forms and Filing Fees
USCIS forms change, and so do fees. Submitting an outdated form or incorrect payment can lead to immediate rejection.
Double-check every form for accuracy, make sure all signatures are included, and verify current fees directly from USCIS sources before filing. Careful attention here is one of the simplest ways to keep a case on track.
Plan for Processing Times and Backlogs
Processing times for EB-3 visas can vary widely based on PERM timelines, service center workloads, and demand in specific visa categories. Plan with these realities in mind.
Building extra time into your planning, coordinating closely with employers, and staying patient during high-demand periods can make the experience much smoother. Applicants who understand the process and prepare for potential waits are better equipped to handle the journey confidently.
Looking Ahead: Building More Than an Application
Building a life and career in the United States takes more than skill and ambition. It demands careful planning, respect for the process, and a clear understanding of what’s required at every step.
EB-3 visa eligibility is a framework designed to match the right workers with the right roles in a way that benefits both the individual and the country.
Taking the time to understand this process fully is an investment in your future. Thoughtful preparation, complete documentation, and professional guidance can turn what seems complex into something clear and achievable.
For employers and applicants in Coral Springs, knowing the requirements and planning ahead makes all the difference between a frustrating delay and a successful outcome.
Take Your Next Step with 360 Immigration Law
If you’re ready to move forward, let’s talk. 360 Immigration Law offers personalized, experienced support for EB-3 visa cases in Coral Springs and beyond. We know employment-based immigration inside and out and are here to help you build an application that reflects your goals and qualifications.
Schedule a consultation with 360 Immigration Law and start planning your next chapter with confidence. Contact us today!