Addressing Minnesota’s labor shortage starts with one simple truth: many employers have open jobs, but there are not enough available workers to fill them.
The U.S. Chamber of Commerce’s Worker Shortage Index (updated December 2025) estimates that Minnesota has 83 available workers for every 100 open jobs.
That same update reports 158,000 job openings and 131,525 unemployed workers in Minnesota, along with a 68.2% labor force participation rate and a 4.1% unemployment rate.
In plain terms: even when unemployment is not extremely low, the supply of jobseekers still does not fully match demand in key industries.
Turnover is also part of the story.
The U.S. Chamber’s Minnesota profile (December 2025) shows a quit rate of 1.8 and a hiring rate of 2.9 and lists Education and Health Services as the state’s top employer industry.
For additional “nuts and bolts” labor-demand detail, the U.S. Bureau of Labor Statistics (BLS) State Job Openings and Labor Turnover Survey (JOLTS) release for December 2025 reports that Minnesota had 150,000 job openings, 91,000 hires, and 65,000 quits (seasonally adjusted).
In the same BLS release, Minnesota’s job openings rate is listed as 4.7%, and the quits rate is listed as 2.1% for December 2025 (seasonally adjusted).
If you want a simple “one-line” definition: BLS counts a job opening only when the job is open, can start within 30 days, and the employer is actively recruiting from outside the establishment.
This matters because Minnesota’s shortage is not just about posting jobs. It is also about how fast people are hired and how often they leave.
Why Minnesota’s worker shortage keeps showing up
Addressing Minnesota’s labor shortage is harder than it looks because several forces are moving in the same direction.
At the national level, the U.S. Chamber of Commerce explains that a worker shortage can emerge when job openings rise while the number of unemployed workers falls, pushing openings above available workers.
Aging and retirement patterns are a major driver.
Workforce participation also matters.
Even when a state’s participation rate is relatively strong (Minnesota is at 68.2% in the U.S. Chamber’s December 2025 update), it can still fall short of what employers need if hiring demand stays elevated.
Family logistics can keep people out of work, too.
Finally, turnover has a “hidden cost” effect.
When quit rates and separations are meaningful, employers are not only trying to fill brand-new jobs—they are also refilling the same roles again and again.
What Minnesota’s labor shortage means in real life
For workers, a labor shortage can mean more job options and faster hiring in some fields.
For employers, it can mean higher recruiting costs, more overtime, delayed production, shorter business hours, and service slowdowns.
Minnesota’s size and geography make the challenge uneven.
Urban areas may have more jobseekers, while rural employers can face a smaller local labor pool and longer hiring times.
Health care and education have an outsized role in Minnesota’s jobs picture.
In the U.S. Chamber’s December 2025 Worker Shortage Index profile for Minnesota, Education and Health Services is listed as the top employer industry.
The numbers also show that Minnesota’s labor market is active, not frozen.
In December 2025 alone, BLS reports 91,000 hires and 65,000 quits for Minnesota (seasonally adjusted), which is a strong sign that many workers are moving between employers.
This constant movement between jobs is especially relevant for employers considering EB-3 sponsorship.
High churn is often one reason employers keep roles open, especially in physically demanding or schedule-heavy entry-level jobs.
Proven approaches Minnesota employers use to reduce shortages
Addressing Minnesota’s labor shortage usually takes a combined strategy, not a single fix.
The most effective solutions tend to grow the worker pipeline, reduce turnover, and improve hiring speed.
Minnesota has used structured training to help workers move into higher-demand roles.
The Minnesota Dual Training Grant program is designed to pair on-the-job training with related classroom instruction, helping employees build occupational competencies while working.
In the 2025 grant cycle, the Minnesota Office of Higher Education announced that $5.044 million was awarded to 80 Minnesota businesses to support dual training programs (covering 902 employees in high-demand industries).
The Dual Training Grant program also publishes a structured RFP timeline and step-by-step proposal guidance for employers.
Transparent job postings can also support recruiting.
Competitive baseline pay matters for entry-level roles.
Minnesota’s minimum wage is indexed for inflation, and the Minnesota Department of Labor and Industry notes an inflation-adjusted statewide minimum wage of $11.41/hour effective Jan. 1, 2026.
These efforts help, but they do not remove every gap.
When employers still cannot hire enough U.S. workers, employment-based immigration can become part of a long-term staffing plan.
How EB-3 fits into Minnesota’s labor shortage solution
Addressing Minnesota’s labor shortage sometimes includes hiring qualified foreign workers through employment-based green card pathways.
The EB-3 category is one of the most common employment-based routes because it includes roles that do not require a college degree.
USCIS explains that EB-3 includes skilled workers, professionals, and “other workers.”
USCIS also defines other workers as people capable of performing work where the job requires less than 2 years of training or experience, and the job must not be temporary or seasonal.
The U.S. Department of State provides a matching definition: “Unskilled workers (Other workers)” are persons capable of filling positions that require less than two years of training or experience and are not temporary or seasonal.
This is why EB-3 can apply to many long-term entry-level roles that are difficult to staff consistently.
The government process is employer-led, not worker-led.
For most employment-based cases that require it, the U.S. Department of State notes that the prospective employer must first obtain labor certification approval from the U.S. Department of Labor, and then file Form I-140 with USCIS.
The Department of Labor describes, permanent labor certification allows an employer to sponsor a foreign worker for a long-term job in the United States and that (in most cases) labor certification is needed before the employer can file an immigrant petition with USCIS.
USCIS confirms that Form I-140 is used to petition for an alien worker to become a permanent resident in the United States.
Finally, timing depends on visa availability.
The U.S. Department of State’s Visa Bulletin is the official monthly publication used to track priority dates and visa number availability.
How to pursue an EB-3 Other Worker opportunity connected to Minnesota
This section is written for the applicant (not the employer).
It focuses on the safest and most realistic sequence, based on how U.S. agencies describe the EB-3 process.
Step 1: Confirm that EB-3 “Other Worker” matches your background.
Your target jobs are permanent and full-time, and they normally require less than two years of training or experience.
Step 2: Focus on legitimate, employer-sponsored job offers.
A real EB-3 case starts when a U.S. employer is ready to sponsor you for a specific, permanent position.
Step 3: Understand the labor certification stage and why it matters.
For employment-based categories that require it, the employer must obtain labor certification approval from the Department of Labor before filing Form I-140.
Step 4: After labor certification, the employer files Form I-140 with USCIS.
The Department of State describes I-140 as the next step after labor certification for many employment-based cases.
USCIS also explains that Form I-140 is the petition used to request classification for an alien worker to become a permanent resident.
Step 5: Track your priority date using the Visa Bulletin.
Employment-based immigrant visas are issued in the order petitions were filed, and immigrant visas cannot be issued until the priority date is reached.
Step 6: Follow National Visa Center instructions for consular processing if you are outside the U.S.
After USCIS approves the petition, the Department of State explains that the case goes to the National Visa Center, which assigns a case number and provides instructions for fees and immigrant visa documents.
Step 7: Prepare for the medical exam and visa interview.
The Department of State explains that employment-based immigrant visa processing includes medical examinations and an interview at a U.S. embassy or consulate.
If you want an EB-3 overview written for workers (with practical explanations), EB3.Work’s
Knowledge Base is designed to explain terms and steps in plain language.
If you are actively searching for open EB-3 opportunities, EB3.Work publishes current openings on its jobs list page.
For process-level guidance, EB3.Work also provides a dedicated services page describing the EB-3 pathway and how employer sponsorship works.
Frequently asked questions about Minnesota’s labor shortage and EB-3
How serious is Minnesota’s labor shortage right now?
Minnesota’s labor shortage remains meaningful: the U.S. Chamber’s Worker Shortage Index (updated December 2025) estimates 83 available workers for every 100 open jobs, which signals a continued mismatch between hiring demand and available jobseekers.
What do the latest numbers say about job openings and unemployment in Minnesota?
The U.S. Chamber’s December 2025 Minnesota profile lists 158,000 job openings and 131,525 unemployed workers, alongside a 68.2% labor force participation rate and a 4.1% unemployment rate.
Which industries are most important for Minnesota’s workforce needs?
In the U.S. Chamber’s December 2025 Minnesota profile, Education and Health Services is identified as Minnesota’s top employer industry, which helps explain why staffing pressure in these areas can shape the entire state economy.
Do I need a college degree to qualify for an EB-3 job?
USCIS explains that the EB-3 category includes “other workers” (sometimes called unskilled workers), meaning jobs that require less than 2 years of training or experience and are not temporary or seasonal.
Can I apply for EB-3 by myself without a U.S. employer?
In most EB-3 cases, the process is employer-driven: the Department of State explains that the prospective employer must obtain labor certification (when required) and then file Form I-140 with USCIS.
How do I know when my EB-3 visa can move forward?
The Department of State explains that immigrant visas are issued in the order petitions were filed and that you must check the Visa Bulletin for the latest priority date movement and eligibility to proceed.
Final Thoughts
Addressing Minnesota’s labor shortage requires a multi-layered approach built on data, workforce planning, and sustainable hiring practices.
With unemployment low and retirements increasing, employers must look beyond traditional recruitment methods.
Employment-based immigration programs such as EB-3 offer a lawful and structured pathway to fill essential roles while strengthening Minnesota’s economy.
When combined with domestic workforce development, these strategies help ensure long-term economic resilience across the state.
