Introduction
As the demand for Senior Care services continues to grow, Senior Care companies need more labor for entry-level positions. The shortage is particularly acute for roles such as nursing assistants and caregivers.
The American Health Care Association (AHCA) released its 2024 State of the Sector Report, highlighting a recent survey of 441 nursing home providers.
Ninety-nine percent (99%) of nursing homes currently have open jobs, including eighty-nine percent (89%) who are actively trying to hire for registered nurse (RN) positions.
Ninety-four percent (94%) of facilities say it is difficult to recruit new staff, and sixty-seven percent (67%) cite a need for more interested or qualified candidates as a huge obstacle.[1]
To address this challenge, Senior Care companies are turning to the EB-3 visa program as a strategic solution for recruitment and retention.[2] The EB-3 visa program is designed for skilled, unskilled, or professional foreign workers.
Senior Care companies are leveraging this program to recruit foreign workers to fill entry-level positions facing a labor shortage.
The program allows employers to hire foreign workers for permanent positions in the United States and provides a pathway to permanent residency.
Senior Care companies are facing a significant labor shortage for entry-level positions, particularly for roles such as nursing assistants and caregivers.
The EB-3 visa program allows them to tap into a wider talent pool and fill these positions.
This shortage is caused by an aging population that requires more care and a shift towards home-based care, high turnover rates, historically low wages, and the demanding nature of the job that make these roles less appealing.
According to a recent study, the workforce crisis in home care has led to 89% of providers being forced to deny care.[3]
The program is a cost-effective solution for senior care companies, as it allows them to hire foreign workers who are willing to work for lower wages than their American counterparts.
This is especially helpful for Senior Care companies struggling to keep up with rising labor costs.
It provides a pathway to permanent residency, which helps senior care companies retain their foreign workers in the long term.
This is particularly important for senior care companies that invest heavily in training and development for their employees.
Hiring foreign workers through the EB-3 visa program helps Senior Care companies create a more diverse workforce, which can lead to better cultural understanding and improved patient care.
The EB-3 visa program is also a viable solution for senior care companies struggling with labor shortages for entry-level positions.
There are several reasons why Senior Care companies are incorporating the EB-3 visa program into their long-term recruitment and retention strategies.
Here are the top five reasons:
1. Qualified Pool of Workers: The EB-3 visa program targets skilled workers, professionals, and other workers who possess the necessary qualifications for entry-level positions in Senior Care companies.
According to recent U.S. Department of Labor data, the demand for healthcare workers, including those in Senior Care, continues to outpace supply in the United States.
This shortage is particularly acute in roles such as nursing assistants and caregivers. By 2031, there will be a million new home health and personal care aide jobs, and the U.S. does not have enough people to fill these positions.[4]
By utilizing the EB-3 visa program, Senior Care companies can access a broader pool of qualified candidates, including those with relevant experience and training from other countries.
**Pro tip: When you work with a specialized recruiting company like eb3.work, you will be pleasantly surprised by the quality of applicants presented to you.
2. Long-term Solution: Data from the U.S. Citizenship and Immigration Services (USCIS) shows that the EB-3 visa program offers a pathway to permanent residency for foreign workers, providing stability and security for employees and employers.
This can lead to reduced turnover rates and lower recruitment costs for Senior Care companies over the long term.
With an aging population driving increased demand for Senior Care services, having a stable workforce through the EB-3 visa program can be essential for meeting ongoing staffing needs.
The nursing industry in the U.S. is currently facing a shortage, and this issue is becoming even more critical.
In the past, nurses who came to the U.S. through workers’ visas played an essential role in supporting the industry.
3. Reduced Turnover: Recent studies in the healthcare industry have highlighted the significant impact of turnover on the quality of care provided to seniors.
According to the National Healthcare Retention & R.N. Staffing Report, turnover rates for nursing assistants and other entry-level positions in healthcare can exceed 50% in some regions.[7]
The U.S. Bureau of Labor Statistics has projected that the healthcare sector will significantly increase employment opportunities compared to other professions.
It is estimated that healthcare jobs will contribute to about 45% of all new jobs created through 2032.
By offering the opportunity for permanent residency through the EB-3 visa program, Senior Care companies can improve employee retention rates and continuity of care for their clients.
This can result in higher levels of satisfaction among both employees and residents, ultimately enhancing the reputation and success of the company.
4. Flexibility in Hiring: The EB-3 visa program allows Senior Care companies to sponsor foreign workers for a wide range of entry-level positions, including roles such as nursing assistants, caregivers, medical technicians, and more.
Recent data from the Bureau of Labor Statistics indicates that the demand for healthcare support occupations, which includes many entry-level positions in Senior Care, is expected to grow significantly in the coming years.
The number of healthcare jobs increased by 70,000 in January 2024, compared to an average of 58,000 per month in 2023, according to the U.S. Bureau of Labor Statistics (BLS).[8]
By utilizing the EB-3 visa program, companies can address specific labor shortages within their organization and adapt to changing staffing needs as the demand for Senior Care services continues to rise.
5. Contributions to Diversity and Inclusion: Diversity in the healthcare workforce can lead to better patient outcomes and improved quality of care.
By embracing the EB-3 visa program, Senior Care companies can enhance diversity and inclusion within their organization by bringing in workers from different cultural backgrounds and experiences. Recent demographic data from the U.S. Census Bureau indicates that the population of older adults in the United States is becoming increasingly diverse, with growing numbers of seniors from minority and immigrant communities.
Having a diverse workforce that reflects the demographics of the senior population can help Senior Care companies better meet the needs and preferences of their clients, fostering a more inclusive and culturally competent care environment.
The healthcare industry is predicted to keep expanding due to an aging population, an increasing demand for healthcare services, and the necessity to replace retiring workers. According to the Bureau of Labor Statistics (BLS), healthcare-related jobs are expected to overgrow, requiring over 1.8 million additional healthcare workers by 2032.[9]
These reasons highlight how the EB-3 visa program can offer Senior Care companies a strategic solution to address labor shortages for entry-level positions while promoting stability, diversity, and quality of care within their organization.
How the EB-3 Visa Process Works for Senior Care Companies
Step 1: Identify Eligible Positions
The first step in the EB-3 visa process for senior care companies is identifying which entry-level positions within the organization are experiencing chronic and ongoing labor shortages.
These are typically roles that are essential to daily operations but are consistently difficult to fill with U.S. workers, such as caregivers, nursing assistants, home health aides, dietary aides, and other support staff.
Employers must ensure that the position is permanent and full time and that the job requirements align with industry standards for the EB-3 “other worker” category, which covers roles requiring less than two years of training or experience.
According to the U.S. Bureau of Labor Statistics, demand for home health and personal care aides is projected to grow much faster than average, with nearly one million new positions needed by 2031, making these roles especially strong candidates for EB-3 sponsorship.
By clearly identifying eligible positions early in the process, senior care companies can build a compliant and strategic foundation for long-term workforce planning.
Step 2: Confirm Labor Shortage Requirements
After identifying eligible positions, senior care companies must confirm that a genuine labor shortage exists for the role by demonstrating that there are no willing, able, and qualified U.S. workers available.
This requirement is enforced by the U.S. Department of Labor (DOL) and is a critical component of the EB-3 visa process designed to protect the domestic workforce. Employers must document recruitment efforts conducted within the U.S., including job advertisements and outreach, and show that these efforts did not result in sufficient qualified applicants.
According to the Department of Labor, labor certification is only approved when hiring a foreign worker will not adversely affect the wages or working conditions of similarly employed U.S. workers.
Given the ongoing nationwide shortages in senior care—where demand continues to outpace supply—many employers are able to meet this requirement, particularly for entry-level caregiving roles that remain persistently understaffed despite repeated recruitment efforts.
Step 3: File Labor Certification (PERM)
Once labor shortage requirements are confirmed, the senior care employer must file a PERM Labor Certification with the U.S. Department of Labor, which is a mandatory step in the EB-3 visa process.
The PERM application formally documents the employer’s recruitment efforts and verifies that there are no qualified, willing, and available U.S. workers for the position at the prevailing wage.
The Department of Labor reviews the filing to ensure that employing a foreign worker will not negatively impact U.S. wages, benefits, or working conditions in the same occupation and geographic area.
According to DOL regulations, employers must comply with strict recruitment, wage determination, and recordkeeping requirements, and failure to meet these standards can result in audits or denial of the application.
For senior care companies, properly filing PERM is essential to maintaining compliance while securing approval to move forward with sponsoring a foreign worker for permanent employment.
Step 4: Submit the EB-3 Immigrant Petition
After the PERM Labor Certification is approved, the senior care employer must submit Form I-140, Immigrant Petition for Alien Worker, to U.S. Citizenship and Immigration Services (USCIS).
This petition formally establishes the foreign worker’s eligibility for permanent employment under the EB-3 visa category and confirms that the employer has the financial ability to pay the offered wage.
USCIS reviews the petition to verify the job classification, the worker’s qualifications, and the employer’s compliance with immigration regulations.
According to USCIS, approval of Form I-140 is a critical milestone because it secures the worker’s place in line for an immigrant visa, subject to annual visa limits and priority date availability.
For senior care companies, timely and accurate filing of the I-140 helps move the process forward efficiently while reinforcing long-term workforce planning goals.
Step 5: Worker Applies for Immigrant Visa or Adjustment of Status
Once an immigrant visa number becomes available, the foreign worker can proceed with the final stage of the EB-3 process by applying for an immigrant visa through a U.S. consulate abroad or by filing for adjustment of status if they are already legally present in the United States.
Visa availability is governed by the monthly U.S. Department of State Visa Bulletin, which determines when applicants may move forward based on their priority date and country of chargeability.
During this stage, the worker must complete background checks, medical examinations, and additional documentation to confirm admissibility to the U.S.
For senior care companies, monitoring the Visa Bulletin is critical, as it signals when a sponsored worker can take the final steps toward permanent residency and eventual employment in the U.S., bringing the long-term staffing plan closer to completion.
Step 6: Worker Arrives and Begins Employment
After the immigrant visa or adjustment of status is approved, the worker enters the United States as a lawful permanent resident, commonly known as a green card holder, and is authorized to live and work in the U.S. on a permanent basis.
At this stage, the worker can legally begin employment with the sponsoring senior care company without the limitations or expiration dates associated with temporary visas.
This permanent work authorization allows employers to integrate the worker fully into their long-term staffing plans, invest confidently in training and professional development, and reduce the risk of future workforce disruptions.
According to U.S. Citizenship and Immigration Services, lawful permanent residents have unrestricted employment authorization, which supports workforce stability in industries facing chronic labor shortages such as senior care.
For senior care employers, this final step marks the successful completion of the EB-3 process and the addition of a committed, long-term employee who helps ensure consistent, high-quality care for residents and patients.
Frequently Asked Questions:
What is the EB-3 visa program for senior care companies?
The EB-3 visa program is an employment-based immigrant visa category administered by U.S. Citizenship and Immigration Services (USCIS) that allows senior care companies in the United States to sponsor foreign workers for permanent, full-time positions when qualified U.S. workers are unavailable.
For senior care employers, the most relevant subcategory is the EB-3 “other worker” classification, which covers entry-level roles requiring less than two years of training or experience, such as caregivers, nursing assistants, home health aides, dietary aides, and housekeeping staff.
This program was specifically designed to address long-term labor shortages in industries like healthcare, where demand consistently exceeds domestic labor supply.
According to the U.S. Bureau of Labor Statistics, home health and personal care aide roles are among the fastest-growing occupations in the country, with nearly one million additional workers needed by 2031, making it increasingly difficult for senior care companies to staff these roles locally.
Unlike temporary visa programs, the EB-3 visa leads to lawful permanent residency, allowing senior care companies to build a stable, long-term workforce while providing foreign workers with the opportunity to live and work permanently in the U.S., as outlined by USCIS guidelines.Can senior care companies hire caregivers through the EB-3 visa?
Yes, senior care companies can hire caregivers, nursing assistants, and other essential support staff through the EB-3 visa program under the “other worker” category, as long as the position is permanent and full time.
This category is specifically intended for jobs that require less than two years of training or experience and that face ongoing labor shortages in the U.S., which makes it well suited for caregiving and senior care roles.
Employers must demonstrate that there are not enough willing, able, and qualified U.S. workers available for the position, a requirement overseen by the U.S. Department of Labor through the PERM labor certification process.
With demand for caregivers continuing to rise—driven by an aging population and projected job growth of nearly one million home health and personal care aide positions by 2031, according to the U.S. Bureau of Labor Statistics, many senior care companies are successfully using the EB-3 visa as a lawful, long-term solution to fill critical caregiving roles and maintain consistent care for their residents and clients.Why are senior care companies experiencing labor shortages?
Senior care companies are experiencing labor shortages due to a combination of powerful demographic, economic, and workforce trends that continue to intensify each year.
The U.S. population is aging rapidly, with the U.S. Census Bureau projecting that by 2030 all baby boomers will be age 65 or older, significantly increasing demand for long-term care, assisted living, and home health services.
At the same time, caregiving roles are physically demanding and emotionally challenging, contributing to high turnover rates that often exceed 50% annually in entry-level healthcare positions.
Wages in many senior care roles remain relatively low compared to the workload, making it difficult to attract new domestic workers.
As a result, fewer U.S. workers are entering caregiving professions, even as demand accelerates.
According to the U.S. Bureau of Labor Statistics, employment of home health and personal care aides is projected to grow much faster than average for all occupations, with nearly one million additional workers needed by 2031, far more than the current labor market can supply.Is the EB-3 visa a permanent solution?
Yes, the EB-3 visa is a permanent workforce solution because it leads directly to lawful permanent residency, commonly known as a green card.
Unlike temporary work visas that require frequent renewals and can result in employee turnover due to visa expiration, the EB-3 program allows senior care companies to hire workers who are authorized to live and work in the United States indefinitely.
This long-term stability is especially valuable in senior care, where employers invest significant time and resources into onboarding, training, and compliance.
By retaining employees for multiple years, companies can reduce recurring recruitment and training costs, improve continuity of care, and build experienced teams.
According to U.S. Citizenship and Immigration Services, employment-based permanent residency programs like EB-3 are designed to support industries with chronic labor shortages by promoting workforce stability rather than short-term staffing fixesHow long does the EB-3 visa process take?
The EB-3 visa process timeline can vary significantly depending on several factors, including visa availability, the worker’s country of chargeability, and processing times at the U.S. Department of Labor, U.S. Citizenship and Immigration Services, and U.S. Department of State.
In general, most EB-3 cases take several years from start to finish, as employers must first complete the PERM labor certification process and then wait for an immigrant visa number to become available.
Visa availability is governed by the monthly U.S. Department of State Visa Bulletin, which reflects annual limits on employment-based green cards and can create backlogs for certain countries.
While the process is not immediate, senior care companies that plan ahead benefit from long-term workforce stability once the employee arrives, as EB-3 workers are granted lawful permanent residency and can remain with the employer for years, reducing ongoing recruitment and staffing disruptions.Do EB-3 workers need prior caregiving experience?
While prior caregiving experience is helpful, it is not always required for EB-3 workers hired by senior care companies, particularly under the “other worker” category.
This category covers positions that require less than two years of training or experience, which means employers can legally sponsor foreign workers who are willing and able to learn the role through on-the-job training.
Many senior care companies already provide structured training programs to ensure compliance with state regulations and quality-of-care standards.
EB-3 workers are often highly motivated because the position offers long-term employment and a pathway to lawful permanent residency, which encourages strong job commitment and retention.
According to the U.S. Department of Labor, employers may train workers as long as the job requirements are clearly defined and consistent with industry norms during the PERM labor certification process, making the EB-3 visa a flexible and practical solution for filling entry-level caregiving roles.Why do senior care companies work with EB-3 specialists?
Senior care companies often work with EB-3 specialists because the EB-3 visa process is complex, highly regulated, and involves multiple government agencies, including the U.S. Department of Labor, U.S. Citizenship and Immigration Services, and the U.S. Department of State.
Employers must complete the PERM labor certification process, comply with strict recruitment and wage requirements, prepare immigration filings accurately, and monitor visa availability through the monthly Visa Bulletin.
Errors or omissions at any stage can result in costly delays, audits, or denials.
By working with an experienced provider like eb3.work, senior care companies benefit from expert guidance, compliance-focused processes, and access to qualified foreign candidates, reducing administrative burden and legal risk.
The U.S. Department of Labor emphasizes that proper documentation and adherence to recruitment standards are critical to successful labor certification outcomes, making professional support essential for employers seeking a reliable, long-term staffing solution through the EB-3 visa program.
Final Thoughts
The EB-3 visa program offers a solution for Senior Care companies facing a labor shortage.
By recruiting foreign workers for entry-level positions, companies can retain employees for the long term and provide a pathway to permanent residency.
The program provides a diverse and qualified pool of workers, leading to reduced turnover rates and lower recruitment costs.
A stable workforce through the EB-3 visa program can meet staffing needs and ensure the delivery of quality care to patients.
