As we head into 2026, the U.S. job market continues to face significant hiring challenges, even as unemployment remains historically low and economic conditions shift.
According to the most recent U.S. Bureau of Labor Statistics data, there were about 7.4 million job openings in October 2025, illustrating that employers still have more roles than workers available to fill them.
At the same time, the national labor market shows ongoing strains. Employers are increasingly cautious with hiring, and job openings in late 2025 declined from earlier periods when openings were much higher.
This trend reflects an evolving labor supply challenge where available workers are not matching demand in many sectors, leading to persistent hiring gaps for entry-level positions.
Many businesses hoped that labor shortages driven by the pandemic would smooth out over time. Yet, even nearly three years after the worst of COVID-19 disruptions, employers across industries are still struggling to fill and retain workers.
Companies are raising wages, offering bonuses, improving benefits, and lowering job requirements in an effort to attract workers but that isn’t always enough in a tight labor market.
Worker turnover also remains elevated compared to pre-pandemic levels, making retention a key concern for employers. Keeping workers engaged and satisfied has become just as critical as recruiting them.
Because of these continued labor challenges, many employers are turning to alternative hiring strategies including sponsoring foreign nationals through immigration pathways like the EB-3 visa.
Employers who bring in EB-3 visa workers fill open jobs more reliably and build a stable workforce that supports long-term operational goals and growth.
If you’re interested in learning how EB-3 visa candidates can help meet your workforce needs, our team at eb3.work is here to support you with decades of experience matching skilled and unskilled workers with employers nationwide.
What Is the EB-3 Visa?
The EB-3 visa is a U.S. employment-based immigrant visa that allows foreign nationals to live and work permanently in the United States after being sponsored by a U.S. employer for a full-time, permanent position.
This visa category is especially important because it supports industries facing chronic labor shortages, including hospitality, construction, landscaping, food service, manufacturing, and caregiving.
According to the U.S. Bureau of Labor Statistics, the U.S. economy consistently maintains millions of unfilled jobs, with 7.4 million job openings reported nationwide in late 2025, while the number of available workers remains far lower, particularly for entry-level and physically demanding roles.
To qualify for the EB-3 visa, the employer—not the worker—initiates the process, ensuring that the position cannot be filled by a qualified U.S. worker and that hiring a foreign worker will not negatively impact U.S. wages or working conditions, as regulated by the U.S. Department of Labor.
The EB-3 process consists of three legally required steps. First is the PERM Labor Certification, where the employer must test the U.S. labor market and formally prove to the Department of Labor that no willing, able, and qualified U.S. workers are available for the role; this step is critical to protecting U.S. workers and maintaining compliance with federal labor laws
Once PERM is approved, the employer files the I-140 Immigrant Petition with U.S. Citizenship and Immigration Services to demonstrate the company’s ability to pay the offered wage and confirm that the worker meets the job requirements.
The final step is the green card application, either through Adjustment of Status or consular processing, after which the worker becomes a lawful permanent resident and can work indefinitely in the U.S.
On average, the EB-3 process takes 12–18 months, depending on processing times and visa availability published in the U.S. Department of State Visa Bulletin.
While government filing fees and costs vary by case, the EB-3 program remains one of the most cost-effective long-term hiring solutions for employers, particularly when compared to repeated recruitment, turnover, and training expenses. Because the process is highly regulated and detail-driven, working with experienced professionals helps employers avoid delays, maintain compliance, and secure a stable workforce for years to come.
Why Hire EB-3 Visa Workers Instead of Relying Only on Domestic Workers?
For many U.S. employers, the challenge is no longer whether jobs are available, but whether enough qualified and reliable workers exist to fill them.
According to the U.S. Chamber of Commerce, there are consistently far more job openings than unemployed workers, with the national worker shortage ratio hovering near 1.3 job openings for every available worker, and much higher in states with strong tourism, construction, and service economies.
Data from the U.S. Bureau of Labor Statistics further shows that industries such as leisure and hospitality regularly experience annual turnover rates exceeding 70%, compared to far lower retention among sponsored foreign workers who are seeking long-term stability.
When domestic hiring pipelines cannot keep pace with demand, EB-3 visa workers provide employers with access to a global labor pool that is legally vetted, carefully matched to job requirements, and authorized to work permanently in the United States.
Hiring EB-3 visa workers also helps employers reduce the hidden costs associated with constant recruitment, onboarding, and retraining.
The U.S. Department of Labor requires employers to confirm through the PERM labor certification process that no qualified U.S. workers are available for the role, ensuring that EB-3 hiring supplements not replaces the domestic workforce.
Once approved, EB-3 workers are sponsored for permanent residency, which significantly increases retention; studies referenced by the U.S. Chamber of Commerce show that long-term immigrant workers often remain with the same employer twice as long as domestic hires in high-turnover sectors.
This consistency improves service quality, operational planning, and customer satisfaction, particularly in industries like hospitality, landscaping, construction, manufacturing, and food services, where workforce stability directly impacts revenue and growth.
EB-3 Visa: Categories Explained
The EB-3 employment-based immigrant visa is structured to meet the diverse workforce needs of U.S. employers by offering three distinct worker categories, each defined by education and experience requirements set by federal immigration law.
The Professional category is designed for workers who hold at least a U.S. bachelor’s degree or a foreign equivalent and are entering occupations where such a degree is a standard requirement, such as accountants, engineers, and certain administrative or technical roles, as outlined by U.S. Citizenship and Immigration Services.
The Skilled Worker category applies to individuals with a minimum of two years of training or work experience, making it well suited for trades and technical roles in construction, manufacturing, maintenance, and production sectors that the U.S. Bureau of Labor Statistics consistently reports as facing long-term labor supply challenges.
The third and most widely used category for addressing labor shortages is the Unskilled (Other) Worker category, which covers roles requiring less than two years of training or experience.
These jobs are critical to the U.S. economy and are heavily concentrated in industries such as hospitality, food services, landscaping, agriculture, warehousing, and manufacturing, where demand for labor consistently exceeds domestic supply.
According to the U.S. Bureau of Labor Statistics, the leisure and hospitality sector alone employs over 16 million workers nationwide and regularly reports some of the highest job vacancy and turnover rates in the country.
This category allows employers to legally sponsor workers for permanent residency after proving, through the Department of Labor’s PERM process, that no qualified U.S. workers.
By offering pathways for both skilled and unskilled roles, the EB-3 visa provides employers with critical flexibility to fill persistent workforce gaps that domestic hiring alone has been unable to resolve.
U.S. Labor Shortage: Latest Data (2025)
The U.S. labor market continues to face a persistent imbalance between the number of open jobs and the number of available workers, particularly in entry-level and labor-intensive industries.
According to the U.S. Bureau of Labor Statistics Job Openings and Labor Turnover Survey (JOLTS), the United States recorded approximately 7.4 million job openings in October 2025, underscoring ongoing hiring difficulties for employers nationwide
While job openings have declined from the historic peak levels seen in 2021–2022, they remain well above pre-pandemic norms, when monthly openings typically hovered closer to 5–6 million.
This sustained gap indicates that labor demand continues to exceed supply, especially for roles that require on-site work, physical labor, or nontraditional hours—positions that domestic workers are increasingly reluctant to fill.
The worker shortage is not evenly distributed across the country or across industries. Data from the U.S. Chamber of Commerce shows that many states still have more job openings than unemployed workers, with some states reporting fewer than 70 available workers for every 100 open jobs, creating intense competition for labor.
Industries such as leisure and hospitality, construction, manufacturing, transportation, and food services remain among the hardest hit, with the BLS reporting consistently high vacancy and turnover rates in these sectors.
The U.S. Chamber of Commerce further notes that states with strong tourism, logistics, and service economies experience the most acute shortages, placing significant strain on employers trying to maintain operations and meet consumer demand.
These long-term labor market dynamics have led many employers to explore immigration-based hiring solutions, including the EB-3 visa program, to stabilize their workforce and support sustained business growth.
States Most Affected by Labor Shortage
Labor shortages in the United States are not evenly distributed, and many states face far more severe hiring challenges than the national average.
According to the U.S. Chamber of Commerce Worker Shortage Index, several states consistently report fewer available workers than open jobs, meaning employers are competing in an extremely tight labor market.
States such as Georgia, Alabama, Hawaii, Montana, Nebraska, and Minnesota frequently rank among those with the most acute shortages, with some reporting fewer than 60–70 available workers for every 100 job openings.
In practical terms, this means that even if every unemployed worker accepted a job, tens of thousands of roles would still remain unfilled.
These shortages are especially pronounced in states with strong tourism, agriculture, manufacturing, logistics, and construction sectors, where demand for labor continues to outpace domestic supply.
To cope, employers in these states have raised wages, offered signing bonuses, expanded benefits, and relaxed job requirements in an effort to attract workers.
However, the U.S. Chamber of Commerce notes that wage increases alone have not fully resolved hiring gaps, particularly for physically demanding or lower-wage roles that experience high turnover.
Data from the U.S. Bureau of Labor Statistics shows that industries heavily represented in these states, such as leisure and hospitality, construction, and food services—continue to experience some of the highest quit and turnover rates in the economy, compounding hiring challenges.
Because many businesses cannot pause operations or wait for domestic labor conditions to improve, an increasing number of employers in these high-impact states are turning to EB-3 visa workers as a stable, long-term solution to fill critical roles and sustain business growth.
How to Hire EB-3 Workers: Step-by-Step
Step 1: Evaluate Your Hiring Needs
The EB-3 hiring process begins with a careful assessment of your workforce gaps. Employers must identify full-time, permanent positions that are consistently difficult to fill with domestic workers and determine whether those roles qualify under EB-3 requirements.
Common qualifying roles include positions in hospitality, food service, construction, manufacturing, landscaping, warehousing, and caregiving.
According to the U.S. Bureau of Labor Statistics, industries such as leisure and hospitality continue to report some of the highest job vacancy and turnover rates in the U.S., making them strong candidates for EB-3 sponsorship
At this stage, employers should also confirm wage requirements using the Department of Labor’s prevailing wage data to ensure compliance
Step 2: File the PERM Labor Certification
Once a qualifying role is identified, the employer must initiate the PERM Labor Certification process with the U.S. Department of Labor.
This step requires employers to test the U.S. labor market through regulated recruitment efforts and demonstrate that no willing, able, and qualified U.S. workers are available for the position.
The PERM process is designed to protect domestic workers while allowing employers to meet legitimate labor needs, and it is a legal prerequisite for all EB-3 cases.
This step is often the most detail-oriented and time-sensitive, making accuracy critical to avoid audits or delays.
Step 3: Submit the I-140 Immigrant Petition
After the PERM certification is approved, the employer files Form I-140, Immigrant Petition for Alien Worker, with U.S. Citizenship and Immigration Services.
This petition confirms that the employer has the financial ability to pay the offered wage and that the foreign worker meets the job’s minimum qualifications
USCIS reviews company financials, job details, and worker credentials during this stage. Approval of the I-140 formally establishes the worker’s place in the employment-based immigration queue.
Step 4: Monitor Visa Availability
EB-3 visas are subject to annual numerical limits, which makes visa availability an important factor in overall processing time.
Employers and workers must track priority dates through the U.S. Department of State Visa Bulletin, which is updated monthly and determines when a worker may proceed to the final green card stage
Visa availability can vary by country of birth, though many countries outside of India and China experience shorter wait times, making EB-3 an efficient option for employers hiring from other regions.
Step 5: Adjustment of Status or Consular Processing
When a visa becomes available, the worker applies for permanent residency either through Adjustment of Status (if already in the U.S.) or consular processing at a U.S. embassy or consulate abroad.
This step involves background checks, medical exams, and final government review before green card issuance.
Once approved, the worker becomes a lawful permanent resident, authorized to live and work in the United States indefinitely.
Step 6: Onboard and Retain Long-Term Talent
After approval, employers onboard their EB-3 worker just like any other permanent employee.
Because EB-3 workers receive lawful permanent residence tied to long-term employment, retention rates are often significantly higher than in domestic hiring for high-turnover roles.
The U.S. Chamber of Commerce has noted that workforce instability remains a major challenge for employers in labor-shortage states, making long-term employment solutions increasingly valuable.
By following this structured, compliant approach, employers can reduce turnover, stabilize operations, and build a dependable workforce that supports sustained growth.
Frequently Asked Questions- Solving Your U.S. Staffing Shortages
1) Why are staffing shortages still a problem in 2025–2026 if unemployment is low?
Staffing shortages can continue even when unemployment is low because the number of open jobs can still be higher than the number of available workers.
In late 2025, the U.S. still had millions of job openings, showing that employers had more roles than workers to fill them.
Many businesses also struggle most with entry-level, on-site, and physically demanding roles, where fewer people are applying.
Even when job openings decline from earlier highs, shortages can remain because the labor supply doesn’t match the types of jobs employers need to fill.
In addition, turnover is still a major issue in several industries, so companies aren’t just hiring, they are rehiring constantly.
This creates ongoing gaps that slow operations, increase overtime, and raise training costs.
For many employers, the challenge is no longer finding job postings,it’s finding reliable workers who stay.2) What industries are most affected by U.S. labor shortages right now?
Industries that rely on entry-level and hourly labor are often the most affected, especially when the work is physical or requires nights, weekends, or on-site schedules.
Sectors like leisure and hospitality, construction, manufacturing, transportation, food service, landscaping, and caregiving tend to see persistent hiring gaps.
The labor shortage is also not equal across industries, because some sectors have higher quit rates and faster turnover than others.
Leisure and hospitality, for example, is known for especially high separations and churn compared to many other sectors.
When turnover is high, businesses must spend more time and money recruiting, onboarding, and retraining.
This constant cycle makes it hard to maintain service quality and consistent production.
As a result, many employers in these industries are now looking for long-term staffing strategies instead of short-term fixes.3) Why don’t wage increases and hiring bonuses fully solve the staffing problem?
Higher wages and bonuses can help, but they don’t always fix the core issue: there may still be fewer willing workers for certain jobs.
Some roles are hard to fill because of the schedule, the physical demands, or the working conditions, not just the pay.
Even when companies raise wages, many still face high turnover, meaning workers leave quickly and the job remains open again.
In industries like hospitality, turnover can be extremely high, which makes hiring feel like a constant reset.
Employers also face rising costs when they rely only on domestic hiring, because repeated recruitment and training adds up over time.
When staffing stays unstable, customer service and productivity often suffer, which can hurt revenue.
This is why many businesses are exploring options that improve retention and create long-term workforce stability. For some employers, the goal is not just to hire faster, it’s to hire in a way that lasts.4) What is the EB-3 visa, and how can it help employers fill open jobs?
The EB-3 visa is an employment-based immigrant visa that allows a U.S. employer to sponsor a foreign worker for a permanent, full-time role.
It supports three categories: professionals, skilled workers, and “other workers,” which often includes entry-level jobs that require less than two years of training or experience.
The employer starts the process and must follow strict rules designed to protect U.S. workers and wages.
A key step is PERM labor certification, where the employer proves there are no willing, able, and qualified U.S. workers for the position at the required wage.
After PERM, the employer files Form I-140 with USCIS to confirm the job offer and ability to pay.
The final stage depends on visa availability and the Visa Bulletin, and then the worker becomes a lawful permanent resident who can work long-term.
For employers, this can reduce repeat hiring and support stable operations.5) Which U.S. states are feeling the labor shortage the most, and why does that matter for hiring?
Labor shortages vary by state, and some states have far fewer available workers for every 100 job openings.
The U.S. Chamber of Commerce tracks this using a Worker Shortage Index that compares job openings to available workers by state.
States with strong tourism, construction, logistics, agriculture, or service economies often feel shortages more sharply because demand stays high.
When a state has more openings than workers, employers compete harder, which can push wages up and increase churn as workers job-hop.
It also means businesses may struggle to expand hours, open new locations, or keep up with contracts.
In these high-pressure labor markets, relying only on local hiring can become unpredictable.
That’s why some employers in shortage-heavy states explore EB-3 hiring as a way to create a more consistent workforce.
The more severe the shortage, the more valuable long-term staffing solutions become for growth and stability.6) What should employers know about EB-3 timing and policy risks in 2026?
Employers should plan ahead because EB-3 timelines depend on government processing times and visa availability, which are tracked through the Visa Bulletin.
Visa availability can shift month to month, and timing can also vary by a worker’s country of birth and category.
In addition, immigration policies can change quickly, which may affect consular processing or overall immigrant visa processing in certain situations.
For example, recent reporting in January 2026 described a new U.S. move to suspend immigrant visa processing for nationals of certain countries starting January 21, 2026.
That kind of policy change can affect planning, recruiting pipelines, and start dates.
The safest approach is to work from current official guidance, track Visa Bulletin updates, and build a hiring plan with enough buffer time.
When EB-3 is done with careful compliance and realistic timelines, it can still be one of the strongest long-term solutions for staffing shortages.
Final Thoughts
The U.S. labor market in 2025–2026 continues to present serious challenges for employers across multiple industries, particularly those that rely on entry-level and frontline workers.
Despite shifts in economic conditions, the gap between available workers and open positions remains significant, with the U.S. Bureau of Labor Statistics reporting millions of job openings nationwide and persistent shortages in hospitality, construction, manufacturing, food service, and logistics.
This imbalance has made it increasingly difficult for employers to maintain staffing levels, control labor costs, and operate at full capacity using domestic hiring alone.
Raising wages, offering bonuses, and expanding benefits have helped in some cases, but these measures have not solved the structural labor shortage.
The U.S. Chamber of Commerce continues to warn that many states have more job openings than unemployed workers, creating long-term pressure on employers and limiting growth opportunities.
High turnover further compounds the issue, forcing businesses to spend repeatedly on recruitment, onboarding, and training, while productivity and service quality suffer.
For employers seeking stability, EB-3 visa workers provide a strategic and sustainable solution.
By allowing businesses to legally sponsor foreign workers for permanent roles after proving no qualified U.S. workers are available, the EB-3 program helps employers build a dependable workforce aligned with long-term operational needs.
Sponsored workers are typically more committed to their roles due to the opportunity for permanent residency, which often leads to higher retention and lower turnover compared to domestic hiring in high-churn industries.
As labor shortages continue to shape the U.S. economy, proactive workforce planning is no longer optional, it is essential.
Employers who act now can secure the talent they need while remaining fully compliant with U.S. labor and immigration laws.
If you are ready to address your staffing challenges with proven EB-3 hiring strategies, the experienced team at eb3.work is ready to guide you through every step of the process and help your business grow with confidence.
