Labor Shortages Across South Carolina’s Workforce
Labor shortages remain a nationwide issue, particularly in industries that depend on consistent entry-level staffing.
South Carolina reflects this broader trend as employers struggle to keep pace with economic growth.
According to the U.S. Chamber of Commerce, workforce participation has not returned to pre-pandemic levels, leaving many positions unfilled across multiple sectors.
National context on these trends is available through the U.S. Chamber’s workforce analysis.
Restaurants, hotels, and construction firms are among the most affected employers.
These sectors experience higher turnover rates and physically demanding work conditions, which contribute to ongoing staffing challenges.
The U.S. Bureau of Labor Statistics continues to report elevated job openings in food service, accommodation, and construction.
Current labor market data can be reviewed directly from the Bureau of Labor Statistics.
Economic Growth and Job Demand in South Carolina
South Carolina’s economy has continued to expand through infrastructure investment, commercial development, and population growth.
These factors have placed additional pressure on employers who require reliable workers to maintain operations.
Construction activity has increased as housing demand rises across the state.
Residential developments, commercial projects, and public infrastructure improvements all require a steady workforce.
The hospitality and restaurant industries are also seeing increased demand as tourism and local consumer activity grow.
Hotels, resorts, and dining establishments rely heavily on consistent staffing to meet service expectations.
When employers are unable to find enough U.S. workers, federal immigration law allows them to pursue permanent foreign labor through the EB-3 program.
This legal framework helps businesses remain operational while offering immigrant workers a stable immigration pathway.
Understanding the EB-3 Other Worker Visa
The Employment-Based Third Preference (EB-3) visa is an immigrant visa category that allows foreign nationals to obtain lawful permanent residence (a green card) in the United States through employment.
It is designed for workers in jobs that U.S. employers cannot fill with qualified U.S. labor.
The EB-3 category includes three subcategories: Skilled Workers (positions requiring at least 2 years of training or experience). Professionals (positions requiring at least a U.S. bachelor’s degree or foreign equivalent). Other Workers (unskilled positions requiring less than 2 years of experience or training)
The “Other Worker” designation refers specifically to those jobs in the EB-3 category that do not need significant training or specialized skills.
Many of these positions are essential but historically under-staffed in various U.S. states, including South Carolina.
Before an employer can sponsor someone for an EB-3 visa (including Other Worker), they must obtain a PERM labor certification through the U.S. Department of Labor (DOL).
This is a critical step in the process that requires the employer to advertise the job, conduct a recruitment effort and demonstrate there are no qualified U.S. workers willing and able to fill the opening.
Only after the PERM labor certification is approved can the employer proceed with filing an immigrant petition (Form I-140) with U.S. Citizenship and Immigration Services (USCIS).
Once labor certification is approved, the employer files Form I-140, Immigrant Petition for Alien Worker with USCIS on behalf of the employee.
The Form I-140 establishes that the employer has a valid job offer, the employer followed the proper labor certification process and the foreign worker meets the job requirements.
Only after USCIS approves Form I-140 can the visa holder continue toward permanent residence.
South Carolina’s economy has grown robustly in recent years, driven by manufacturing, construction, healthcare, and logistics industries.
Despite this, many businesses continue to face labor shortages particularly for roles that fall within the EB-3 Other Worker category.
Reports show that as of 2025, South Carolina had far more job openings than unemployed workers indicating strong demand for both domestic and immigrant labor.
These labor market conditions can make South Carolina a strategic state for employers seeking EB-3 Other Worker candidates and for workers aiming to obtain stable employment and permanent residence.
EB3 Restaurant Jobs in South Carolina
South Carolina had 129,000 job openings in August 2025 (up from 126,000 in July 2025). The job openings rate was 5.0% in August 2025 (vs 4.9% in July).
Why it matters for restaurants: even though this is all industries, a high openings level/rate typically correlates with tougher hiring conditions including in Leisure & Hospitality.
Restaurants in South Carolina and across the U.S. routinely report labor shortages for entry-level positions such as: Food Preparation Workers, Dishwashers, Line Cooks and Servers and Support Staff.
These kitchen support roles are essential to daily operations, and the industry often competes with other employers for the same limited workforce.
According to national restaurant industry data, recruitment and retention remain the top challenge for many operators with over 72% of restaurant owners rating staff shortages as their primary issue (based on broader national reporting).
EB3 Hospitality Jobs in South Carolina
The hospitality industry is a major economic engine in South Carolina, driven largely by tourism, business travel, and seasonal events.
According to state economic data, tourism and related sectors contribute over $29 billion annually to the South Carolina economy and support roughly 10% of all jobs statewide, more than 200,000 positions in fields like lodging, food service, and guest services.
Because hospitality accounts for such a large share of work opportunities, consistent staffing is essential to keep hotels, resorts, and related service providers operating at high performance.
Without enough workers, guest experiences and business outcomes can suffer.
In the context of EB-3 visa sponsorship, many hospitality jobs align with the “Other Worker” classification, meaning they require less than two years of formal training and are rooted in practical on-the-job skills, including housekeeping attendants, maintenance and facilities support staff, front desk and guest services, server and banquet support roles and laundry attendants and custodian teams.
Job boards reflect this demand: there are thousands of hospitality and hotel openings across South Carolina on major platforms.
For example, Indeed lists over 9,500 hospitality-related job openings statewide and roughly 900 hotel-specific positions, spanning entry-level to management support roles
These roles are often full-time and permanent, which positions them well for EB-3 sponsorship since U.S. employers must demonstrate a long-term commitment to filling the job with a foreign worker.
EB3 Construction Jobs in South Carolina
Construction continues to be one of the fastest-growing employment sectors in South Carolina, driven by population growth, housing demand, business expansion, and public infrastructure investment.
According to the U.S. Bureau of Labor Statistics (BLS), construction employment in South Carolina has shown consistent year-over-year growth, outpacing many other industries in the state.
Many general construction labor roles, such as construction laborers, helpers, material handlers, and site support workers, do not require advanced certifications or college degrees.
Training is typically provided on the job, and tasks are standardized across the industry.
This makes these positions well-suited for the EB-3 Other Worker category, which applies to permanent, full-time jobs requiring less than two years of training or experience.
Employers must still complete the PERM labor certification process, but ongoing labor shortages make it easier to demonstrate a lack of available U.S. workers.
At the national level, the construction industry consistently reports worker shortages as a top constraint on growth.
The Associated General Contractors of America (AGC) reports that 94% of construction firms struggle to fill hourly craft positions, even during slower economic cycles.
Construction plays a critical role in regional development, supporting housing availability, transportation networks, and business expansion.
A stable construction workforce helps prevent project delays, controls costs, and ensures that economic growth can continue uninterrupted.
By using the EB-3 program to fill persistent labor gaps, construction employers can support both local economic development and workforce stability, creating a mutually beneficial outcome for businesses, communities, and immigrant workers alike.
How the EB-3 Process Works for South Carolina Jobs
The EB-3 employment-based immigrant visa allows U.S. employers to permanently hire foreign workers for positions they are unable to fill with qualified U.S. workers.
In South Carolina where construction, hospitality, and food service continue to face labor shortages, the EB-3 process provides a structured, lawful pathway to workforce stability.
Step 1: Employer Sponsorship
A South Carolina employer must first offer a permanent, full-time job to a foreign worker.
The job must be non-seasonal, clearly defined with standard job duties and necessary for the employer’s ongoing operations
The employer, not the worker, acts as the sponsor and initiates the immigration process.
EB-3 sponsorship is commonly used in industries with persistent hiring challenges, such as construction, hospitality, and restaurants, which collectively employ hundreds of thousands of workers statewide.
Step 2: Labor Certification (PERM)
Once a job offer is made, the employer must complete the PERM labor certification process through the U.S. Department of Labor (DOL).
This step requires the employer to prove that there are no qualified, willing, and available U.S. workers for the role, hiring a foreign worker will not negatively affect U.S. wages or working conditions
The employer must conduct formal recruitment efforts, including job advertisements, and document the results.
This step is especially relevant in South Carolina, where labor shortages remain elevated across service and trade occupations.
Step 3: Immigrant Petition
After PERM approval, the employer files Form I-140 (Immigrant Petition for Alien Worker) with U.S. Citizenship and Immigration Services (USCIS). This petition confirms a valid, permanent job offer exists, the employer has the financial ability to pay the offered wage and the worker meets the minimum job requirements
Approval of the I-140 establishes the worker’s priority date, which determines their place in line for an immigrant visa.
Step 4: Visa Availability
EB-3 visas are subject to annual numerical limits, so workers must wait for their priority date to become current. Visa availability is published monthly in the U.S. Department of State Visa Bulletin.
Applicants and employers monitor EB-3 category movement, “Other Worker” subcategory availability and country-specific backlogs
High demand in the EB-3 category often leads to waiting periods, making priority date tracking a critical part of the process.
Step 5: Green Card Processing
Once a visa number becomes available, the worker completes the final step toward lawful permanent residence through one of two paths: Consular Processing (if outside the U.S.) through a U.S. embassy or consulate and adjustment of Status (Form I-485) (if legally present in the U.S.)
After approval, the worker receives a green card, allowing them to live and work permanently in the United States. This status provides long-term stability for both the worker and the sponsoring employer.
Frequently Asked Questions
Who can apply for EB3 jobs in South Carolina?
EB-3 jobs in South Carolina are open to foreign nationals from countries with available immigrant visa numbers under the EB-3 category.
These opportunities are most common in industries such as construction, food service, and hospitality, where employers continue to face long-term labor shortages.
Applicants must meet basic immigration requirements, including admissibility to the United States, and must receive a full-time, permanent job offer from a U.S. employer willing to complete the EB-3 sponsorship process.
The employer is responsible for demonstrating that there are no qualified and available U.S. workers for the position before sponsoring a foreign worker.What type of experience is required for EB-3 Other Worker jobs?
EB-3 Other Worker positions are designed for roles that require less than two years of training or experience.
Many construction labor, restaurant support, and hospitality jobs fall into this category because they rely on on-the-job training rather than formal education or prior professional experience.
Employers typically provide job-specific training after hiring, as long as the role meets the Department of Labor’s definition of an “other worker” position.
This structure allows foreign workers without specialized backgrounds to qualify for permanent employment when workforce shortages exist.Are EB3 positions considered permanent employment?
EB-3 sponsored positions must be permanent and full-time in nature.
This means the job is expected to continue indefinitely rather than for a fixed term or season.
Temporary, seasonal, contract, or part-time roles do not meet EB-3 requirements because the visa is intended to support long-term employment and permanent residence.
The permanent nature of the job is a key requirement reviewed during the labor certification and immigration petition process.How long does the EB-3 process usually take?
The length of the EB-3 process varies based on several factors, including labor certification timelines, petition processing by U.S. Citizenship and Immigration Services, and immigrant visa availability.
The labor certification stage alone can take many months, as it involves recruitment efforts and government review.
Afterward, the immigrant petition and visa processing stages depend on government workload and priority date movement.
Applicants from countries with higher demand may experience longer wait times due to annual visa limits, while others may move forward more quickly.Can family members immigrate with an EB-3 worker?
Immediate family members of an EB-3 worker may be included in the immigration process.
Spouses and unmarried children under the age of 21 are eligible to apply for immigrant visas as dependents of the principal applicant.
These family members receive lawful permanent resident status at the same time or shortly after the principal worker.
This allows families to live together in the United States while the principal applicant works in the sponsored position.
Final Thoughts
South Carolina is experiencing persistent labor shortages in construction, restaurant, and hospitality industries, with thousands of positions remaining unfilled across the state.
South Carolina has consistently had more job openings than available workers, particularly in service-based and labor-intensive sectors that rely on steady entry-level staffing.
Data from the U.S. Bureau of Labor Statistics shows that accommodation and food services continue to have one of the highest job opening rates nationwide, often exceeding 5 percent of total employment in the sector.
Construction also remains under pressure, as retirements and reduced workforce participation have limited the number of available workers, even as demand for building projects continues to grow.
Current job openings and labor turnover data can be reviewed directly through the U.S. Bureau of Labor Statistics.
At the same time, South Carolina’s economy continues to expand.
The state has benefited from strong real estate activity, infrastructure development, and business investment, all of which increase demand for construction labor and service workers.
The U.S. Chamber of Commerce notes that states with faster economic growth are often the same states experiencing the most severe worker shortages, a trend visible across much of the Southeast.
Employers across South Carolina report ongoing difficulty hiring enough local workers to meet operational needs.
Lower labor force participation rates and high turnover in food service and hospitality have made it challenging to maintain stable staffing levels.
Nationally, the labor force participation rate remains below pre-pandemic levels, a factor that continues to limit the available workforce, as documented by the U.S. Bureau of Labor Statistics.
As a result, many employers are turning to the EB-3 visa program to fill permanent, full-time positions when qualified U.S. workers are unavailable.
The EB-3 Other Worker category allows employers to sponsor foreign workers for roles requiring less than two years of training, provided labor certification requirements are met under the U.S. Department of Labor’s regulations.
For foreign nationals seeking lawful permanent residence in the United States, EB3 jobs in South Carolina offer a structured and employment-based immigration pathway.
These opportunities align with federal immigration law and are overseen by U.S. Citizenship and Immigration Services, which outlines EB-3 eligibility and requirements.
These job opportunities are particularly relevant for workers interested in construction, food service, and hospitality roles.
Because these industries continue to experience high vacancy rates and workforce turnover, EB-3 employment remains closely tied to South Carolina’s ongoing economic activity and labor needs.
