A significant labor shortage across the United States is creating ripple effects throughout the economy. Businesses of all kinds are struggling to find enough workers to meet customer demand. Few industries have been hit as hard as the restaurant and food service sector.
The U.S. Bureau of Labor Statistics (BLS) projects job growth at 5% from 2024 to 2034. With median annual wages for cooks at $36,630 and for wait staff at $33,610, many potential employees may seek better paying or more stable roles outside the industry. Owners of restaurant groups have been affected the most.
Many of the owners operate several restaurants under one umbrella which makes staffing challenges even more severe. As more employees quit and fewer candidates apply, some restaurant locations are forced to reduce hours or even close entirely.
A long lasting and realistic solution is hiring EB3 visa workers. Many employers have discovered that recruiting international workers through the EB3 visa program fills staffing gaps quickly and effectively. These workers tend to stay longer, adapt well to food service jobs and help restaurant groups regain stability.
EB3 visa workers are immigrants who come to the United States on an employment based visa. They typically fill roles in food service, hospitality, maintenance or construction. By hiring from this new labor pool, employers are able to bring in dependable and motivated team members.
Restaurant owners who hire EB3 workers can grow their businesses again instead of constantly hiring and training new employees. The process can seem complex at first, but with the right guidance, it is straightforward and worthwhile. EB3.Work assists restaurant groups every step of the way, responding to inquiries within twenty four hours and helping numerous employers solve their staffing challenges.
The Problem: Restaurant Group Labor Shortages
Restaurant groups are collective organizations that own and manage several restaurants. They play a vital role in the overall restaurant industry which has faced major disruption since the pandemic began. When lockdowns hit, many restaurants closed temporarily, while others shut down permanently.
These sudden closures caused millions of food service workers to lose their jobs. As restrictions were lifted, many former employees chose not to return. Some found new careers, while others decided that restaurant work was no longer sustainable for them.
As the BLS reported that over one million openings are expected each year in this job family, the strain on restaurant hiring becomes clearer. This ongoing labor shortage is a major problem for restaurant group owners. With so many roles open, managers are left short staffed and exhausted from constant recruitment.
High turnover has always been a part of the restaurant industry and even before the pandemic, restaurants had one of the highest churn rates of any field. The main reasons people leave restaurant jobs include low wages, unpredictable hours and demanding work environments.
The industry has attempted to address these problems but progress has been slow. Many restaurants simply cannot afford to raise wages enough to compete with other sectors. At a median wage of around $14.50 per hour for many food-service roles, restaurants face strong competition from other sectors offering higher pay or more stable schedules.
The pandemic made these problems worse. As more job opportunities appeared in other industries, workers gained leverage to choose better working conditions. Many restaurants have struggled to rebuild their teams, particularly those with multiple locations.
For restaurant group owners, short term hiring is no longer a sustainable strategy. They need long term staffing solutions that create stability and consistency across their establishments. The EB3 visa program is one of the best ways to achieve that.
EB3 workers generally stay employed twice as long as domestic workers. Their visa process encourages them to remain with the same employer until they receive permanent residency which greatly reduces turnover. This allows restaurant owners to plan confidently and focus on improving customer experience rather than constantly rehiring.
EB3.Work has years of experience helping employers hire EB3 candidates for roles such as cooks, hosts, dishwashers and servers. EB3.Work’s team of experts understand the entire process and guide employers from start to finish. This partnership ensures that restaurant groups remain fully staffed and able to grow.
The EB3 Visa Hiring Process Explained for Employers
According to the BLS, there are 12.3 million employees in food services and drinking places showing that the restaurant industry represents a major part of the U.S. labor market and offers a large pool of positions to fill. The EB3 visa is an employment based visa that allows qualified immigrants to legally work in the United States. It has three main categories: professionals, skilled workers, and unskilled laborers. Most restaurant jobs fall under the skilled or unskilled categories.
Full-service restaurants continue to face challenges remaining short by about 240,000 jobs according to the National Restaurant Association (NRA) further intensifying staffing pressures for multi-location operators. The U.S. government may issue EB3 visas at around ten thousand visas per year. Roughly half are for professional workers and the other half are for skilled and unskilled laborers. Demand for these visas continues to grow, so starting the process early is crucial.
The process usually takes about twelve to eighteen months to complete. Costs to employers are minimal compared to traditional recruitment and turnover expenses. Here are the three main steps that every employer must follow to hire an EB3 worker.
Step 1: PERM Labor Certification
With an estimated 15.7 million jobs in the broader foodservice ecosystem, the challenge of filling roles at scale becomes very real for restaurant groups. The first step is filing a PERM labor certification with the Department of Labor. This step proves that there are no available and qualified American workers who can fill the position. It also ensures that hiring a foreign worker will not negatively affect the U.S. job market.
The employer must post advertisements and complete a formal recruitment process. This documentation is then submitted to the Department of Labor for approval. Once approved, the employer can move forward with the immigration petition.
Step 2: I-140 Immigration Petition
After receiving the labor certification approval, the employer files an I-140 petition with the U.S. Citizenship and Immigration Services. This petition begins the official green card process for the worker. It confirms the job offer and the employer’s intent to sponsor the employee.
The I-140 step is an important milestone because it verifies that the employer can financially support the worker. It also sets the priority date for the visa which determines when the employee can move to the United States. Once approved, the case advances to the next and final stage.
Step 3: I-485 Adjustment of Status or Consular Processing
The final step involves the worker filing for an adjustment of status if they are already in the United States or completing consular processing abroad. This stage allows the worker to legally begin employment under the EB3 visa. Once approved, the employee can relocate and start work immediately.
The process may seem detailed, but it is manageable with expert assistance. Our team has successfully guided many employers and workers through every stage. By trusting experienced professionals, restaurant group owners can ensure a smooth process and long term staffing stability.
How To Hire EB3 Workers: Step By Step Guide
1. Identify Your Staffing Needs
Start by analyzing which positions are hardest to fill and where turnover is highest. Determine whether these roles qualify as skilled or unskilled labor under the EB3 visa category. Create a list of job descriptions that align with these requirements.
2. Partner With an Experienced EB3 Agency
Work with a team that understands both immigration procedures and restaurant operations. The right partner will help with recruitment, paperwork and legal compliance. They will also guide you through government requirements and help you avoid costly mistakes.
3. Begin the PERM Labor Certification
File the PERM labor certification through your immigration agency or attorney. This includes advertising the open position and documenting recruitment efforts. Approval from the Department of Labor typically takes several months.
4. File the I-140 Petition
Once you have PERM approval, file the I-140 petition to formally sponsor the worker. This proves your commitment and ability to employ the candidate. When this step is complete, the visa process is officially underway.
5. Support the Employee Through the Visa Process
Stay in close contact with your candidate and your agency during the waiting period. Support them with documentation and updates. This communication builds trust and ensures the process stays on track.
6. Welcome and Train Your New EB3 Worker
Once the worker arrives, provide thorough onboarding and cultural orientation. A welcoming environment helps new employees adjust and stay loyal. Treating them as part of the team leads to long term success.
How To Retain EB3 Workers for the Long Term
1. Create a Supportive Workplace Culture
Encourage open communication and respect in your workplace. Many EB3 workers are adapting to a new country, so empathy and patience make a big difference. Managers should provide guidance and mentorship to help them succeed.
2. Offer Consistent Scheduling
Fair and predictable schedules improve employee satisfaction. Many workers leave jobs due to unstable hours so offering consistency reduces turnover. A balanced schedule shows that you value your team’s time.
3. Recognize and Reward Hard Work
Celebrate milestones and reward strong performance. Even small incentives can motivate workers to stay longer. Appreciation builds loyalty and strengthens your company culture.
4. Provide Opportunities for Growth
Offer cross training or internal promotions whenever possible. Many EB3 workers are ambitious and eager to learn new skills. Giving them a path for growth benefits both the employee and the business.
5. Communicate Regularly With Your Staff
Hold team meetings to discuss goals, concerns and achievements. Regular communication builds trust and prevents misunderstandings. It also allows managers to identify potential issues before they become major problems.
The Benefits of Hiring EB3 Workers
The BLS further reported that in the leisure and hospitality sector during the first quarter of 2025, approximately 290,000 establishments reported job losses, while around 297,000 reported job gains. Hiring EB3 visa workers offers stability and reliability in an industry known for high turnover. These employees often stay with their sponsors for several years, which saves time and money in recruitment. Long term staff also deliver better customer experiences through consistency and training.
Employers who participate in the EB3 program gain access to a global talent pool. Workers from different backgrounds bring fresh perspectives and strong work ethics. Many restaurant owners report that their EB3 employees are among their most dependable team members.
In addition to solving staffing shortages, the EB3 program contributes to business growth. Fully staffed restaurants can expand hours, increase production and open new locations. In turn, this helps local economies thrive by keeping restaurants open and profitable.
Frequently Asked Questions (FAQs)
What Is the EB3 Visa and Who Qualifies?
The EB3 visa is a U.S. employment based visa that allows foreign nationals to work in professional, skilled or unskilled positions. In the restaurant industry, most EB3 positions include cooks, dishwashers, servers and hosts. Employers sponsor workers through a certified process that verifies no qualified American workers are available for the job.
This visa category is ideal for restaurants struggling with ongoing labor shortages. It helps employers fill essential positions that keep operations running smoothly. Workers benefit as well because it provides a clear path toward permanent residency.
Applicants must meet certain requirements depending on the job. For unskilled positions, experience and willingness to work full time are key factors. For skilled positions, prior experience and relevant certifications are often required.How Long Does the EB3 Hiring Process Take?
The entire process from start to finish takes twelve to eighteen months. The timeline depends on how quickly the Department of Labor and USCIS process applications. Employers should begin early to ensure workers arrive when needed.
The first stage, the PERM labor certification, usually takes the longest. Once that is approved, the I-140 and I-485 steps move more quickly. Many employers choose to begin recruiting candidates while waiting for approval to save time.
Working with experienced professionals can help speed up the process. They understand the documentation and filing requirements that often cause delays. Staying proactive and organized is the best way to keep the process efficient.Why Are EB3 Workers More Reliable?
EB3 workers are typically more reliable because their visa status depends on continued employment. This encourages them to remain loyal and dedicated to their sponsor employers. Restaurant groups as a result have experienced far less turnover.
Many EB3 employees are motivated to build stable lives in the United States. They take pride in their work and appreciate the opportunity to contribute to a growing company. This mindset leads to higher retention rates and better performance.
Employers also benefit from the consistency these workers bring. When teams remain stable, managers can focus on quality, service and expansion instead of constant rehiring. This reliability becomes a key factor in business success.How Can Restaurant Groups Start Hiring EB3 Workers?
The best way to begin is to contact a trusted EB3 recruitment partner. These professionals handle advertising, screening, and the immigration process. They ensure that every requirement is met and guide employers step by step.
The first action is to identify open roles and determine which positions qualify under the EB3 category. Once that is clear, the agency will help file the labor certification and begin recruitment. Employers then proceed with the I-140 petition and prepare for the worker’s arrival.
Securing the Future of the Restaurant Industry
The labor shortage in the restaurant industry is not a short term problem. It reflects deeper economic shifts, changing worker expectations and the ongoing difficulty of maintaining reliable staff in a fast paced environment. Restaurant group owners who adapt to these realities early will have a strong advantage over their competitors.
Job openings in the restaurant and lodging sector increased from 880,000 in July to 986,000 in August, reaching the highest level in three months as per NRA. During the first eight months of 2025, openings averaged 893,000, showing steady demand for labor in the accommodation and food services industry, which remains surprisingly resilient despite broader economic uncertainties.
Hiring EB3 visa workers is one of the most practical and forward looking solutions available today. It provides access to a dedicated global workforce while helping businesses remain compliant with U.S. labor laws. These employees are eager to contribute, learn and grow alongside their employers, creating mutual success for both parties.
As the labor market continues to tighten, restaurant groups that take proactive action will thrive. By investing in EB3 hiring strategies now, employers can build a stable foundation for future growth. The result is a stronger business, a loyal workforce and satisfied customers who enjoy consistent service every time they dine.
Contact EB3.Work today to learn more about hiring EB3 visa workers for your restaurant group. We are ready to help you create a stable and dedicated workforce that supports long term success.
