Caregiver Jobs in the USA with Visa Sponsorship 2026: Earn Competitive Salaries and Relocate

The United States is experiencing a structural demographic shift. As tens of millions of individuals from the Baby Boom generation reach advanced age, the national demand for skilled, compassionate caregiving professionals has escalated from a steady requirement to an urgent public priority. Across all fifty states, home health care agencies, assisted living communities, specialized pediatric centers, and long-term residential facilities face unprecedented staffing shortages. Domestic labor supplies remain insufficient to satisfy the complex, round-the-clock needs of an aging population alongside individuals living with chronic illnesses or physical disabilities.

To bridge this expanding workforce gap, U.S. healthcare providers and home care organizations are actively turning to international recruitment channels. Through federal immigration pathways—most notably the Employment-Based Third Preference (EB-3) Immigrant Visa and the H-2B Temporary Non-Agricultural Worker Visa—qualified international candidates can secure lawful employment, competitive wages, comprehensive benefits, and a structured path toward relocation in the United States.

Navigating the landscape of U.S. visa sponsorship requires a clear understanding of federal immigration laws, Department of Labor regulations, credentialing standards, and employer expectations. Sponsoring a foreign worker involves legal commitments, rigorous market testing, and precise administrative filings. Candidates who understand how the system works can position themselves effectively, separate legitimate opportunities from fraudulent scams, and build a rewarding healthcare career in America.

This guide provides an exhaustive analysis of caregiver jobs in the USA with visa sponsorship for 2026. You will learn about legal immigration categories, realistic compensation benchmarks, mandatory certifications, step-by-step application procedures, verified employer networks, and practical strategies for building a secure life in the United States.

Understanding the Landscape: Why the US Needs Foreign Caregivers in 2026

The surge in demand for foreign caregivers in the United States is driven by fundamental population economics and systemic healthcare needs. The U.S. Census Bureau projects that by 2030, all Baby Boomers—individuals born between 1946 and 1964—will be older than 65. This demographic segment comprises over 73 million people. Furthermore, the population of seniors aged 85 and older, who require the highest density of personal care and daily living assistance, is growing at a rate three times faster than the general population.

At the same time, the structure of American healthcare has shifted away from long-term institutional hospital stays toward home-based and community-based care settings. Seniors and individuals with special needs increasingly prefer to age in place within their own residences or reside in comfortable assisted living communities. This operational shift has created massive demand for Direct Support Professionals (DSPs), Personal Care Aides (PCAs), Certified Nursing Assistants (CNAs), and Home Health Aides (HHAs).

The U.S. Bureau of Labor Statistics (BLS) consistently ranks home health and personal care aides among the fastest-growing occupations nationwide. Projections indicate that hundreds of thousands of new caregiving positions will open annually throughout the coming decade. However, high turnover rates, physical demands, and localized labor shortages leave thousands of these essential roles unfilled each month.

Because domestic recruitment alone cannot resolve these persistent staffing deficits, U.S. government policy allows healthcare employers to recruit, hire, and sponsor foreign workers when local qualified applicants are unavailable. Foreign caregivers provide vital support to American families while gaining access to competitive compensation, professional growth, and stable living standards.

Visa Options for International Caregivers

Obtaining a caregiver position in the United States with visa sponsorship requires alignment with specific immigration categories established by U.S. Citizenship and Immigration Services (USCIS) and the U.S. Department of Labor (USDOL). Unlike specialized technology or engineering roles that typically utilize the H-1B visa category, caregiving positions fall under immigration classifications designed for direct support, healthcare services, and essential workers. Understanding the distinct features, requirements, and benefits of each visa pathway is essential for planning your relocation strategy.

1. EB-3 Unskilled Workers Visa (Other Workers Category)

The Employment-Based Third Preference (EB-3) “Other Workers” visa is the primary permanent immigration route for international caregivers seeking lawful permanent residency (a Green Card) in the United States. This category applies specifically to positions requiring less than two years of higher education, formal training, or specialized experience.

Under the EB-3 pathway, a U.S. employer acts as your legal petitioner. The employer must first obtain an approved PERM Labor Certification from the U.S. Department of Labor. This process verifies that the employer conducted a genuine job search in their local U.S. market, offered prevailing wages, and could not find a qualified, willing, and available U.S. worker to fill the position.

Once the Labor Certification is approved, the employer files Form I-140 (Immigrant Petition for Alien Worker) with USCIS. Upon approval of Form I-140, candidates located outside the United States undergo Consular Processing at a U.S. Embassy or Consulate, leading to an immigrant visa. Candidates already residing legally inside the United States under another valid visa status may file Form I-485 to adjust their status to permanent resident.

The primary advantage of the EB-3 visa is that it grants direct Lawful Permanent Resident status upon entry to the United States. This status allows caregivers to live and work permanently in America, sponsor eligible immediate family members (spouse and unmarried children under age 21), and eventually apply for U.S. citizenship after five years of permanent residency.

2. H-2B Temporary Non-Agricultural Worker Visa

The H-2B visa is a non-immigrant temporary worker classification that permits U.S. employers to hire foreign nationals for non-agricultural temporary jobs. In the caregiving domain, H-2B visas are generally utilized by home care organizations or residential facilities experiencing temporary, seasonal, peak-load, or intermittent staffing shortages.

To sponsor an H-2B candidate, an employer must obtain a Temporary Labor Certification from the U.S. Department of Labor demonstrating that there are not enough U.S. workers available to perform the temporary work. The H-2B program is subject to a statutory annual cap of 66,000 visas per fiscal year, split evenly between the first and second halves of the federal fiscal year, though Congress periodically authorizes supplemental visa allocations.

H-2B visas are initially granted for the duration stated on the Temporary Labor Certification, up to a maximum of one year. The status may be extended in increments of up to one year for a maximum cumulative stay of three years. Unlike the EB-3 Green Card, the H-2B visa is a temporary status and does not automatically lead to permanent residency, though workers may return home and reapply or transition to permanent pathways if sponsored by an employer for an EB-3 visa.

3. J-1 Cultural Exchange Visas and Au Pair Programs

The J-1 exchange visitor visa category includes programs that allow foreign nationals to enter the United States to participate in cultural exchange, training, or specialized caregiving programs. The most widely recognized J-1 subcategory related to personal care is the Au Pair program, which enables young adults (typically ages 18 to 26) to reside with an American host family, provide childcare or specialized home assistance, and take courses at an accredited post-secondary institution.

While traditional J-1 Au Pair roles focus primarily on childcare, specialized exchange programs and home-stay placements cater to families requiring support for children with special physical or educational needs. J-1 visa holders receive a monthly stipend, room, board, and educational allowances. However, J-1 visas are temporary exchange statuses, and certain participants may be subject to the two-year home-country physical presence requirement (Section 212e) before changing status in the United States.

4. Specialized Pathways: CNA, LPN, and Schedule A Options

When a foreign caregiver possesses advanced health training—such as a nursing diploma, Certified Nursing Assistant (CNA) certification, or a university degree in nursing—additional visa opportunities become available. Registered Nurses (RNs) and Physical Therapists enjoy a streamlined immigration route known as Schedule A designation by the U.S. Department of Labor.

Under Schedule A, the Department of Labor pre-certifies that a national shortage of nurses exists. This allows employers to skip the lengthy PERM labor market testing phase and file an EB-3 or EB-2 immigrant petition directly with USCIS. While entry-level personal care aides do not qualify for Schedule A, caregivers who upgrade their qualifications to formal nursing credentials can transition onto this accelerated immigration track.

Salary Breakdown and Financial Compensation in 2026

Caregiving positions in the United States offer competitive hourly wages and annual salaries protected by federal labor law. Under U.S. immigration statutes, sponsoring employers are required to pay foreign workers the Prevailing Wage determined by the U.S. Department of Labor. This ensures that sponsored caregivers receive wages equal to or higher than the average wage paid to American workers performing similar duties in the same geographic region.

Hourly Wage Ranges and Annual Earnings

Caregiver pay scales vary depending on job title, professional certifications, level of patient care required, shift schedules, and geographical location.

Entry-level Direct Care Workers, Personal Care Aides, and Companion Caregivers generally earn between $15.00 and $20.00 per hour. On a standard 40-hour workweek schedule, this translates to an annual base salary ranging from $31,200 to $41,600.

Certified Nursing Assistants (CNAs), Home Health Aides (HHAs) with specialized certifications, and Patient Care Technicians earn higher base compensation, ranging from $18.00 to $25.00 per hour. Annual base salaries for certified caregivers typically fall between $37,440 and $52,000.

Caregivers providing specialized care—such as live-in assistance, memory care for Alzheimer’s and dementia patients, complex pediatric support, or hospice assistance—frequently earn $22.00 to $28.00 per hour, yielding annual gross earnings between $45,760 and $58,240.

Regional Wage Variations Across U.S. States

Compensation levels fluctuate significantly across different regions of the United States due to state minimum wage laws and local costs of living.

High-cost metropolitan areas and states—such as California, New York, Massachusetts, Washington, Oregon, and Alaska—feature higher hourly rates, often starting at $18.50 to $24.00 per hour for general caregiving roles.

Mid-cost and southern regions—including Texas, North Carolina, Florida, Ohio, Georgia, and Michigan—typically offer starting wages between $15.00 and $19.00 per hour. While hourly wages in these states may be lower, the overall cost of living, housing, and state tax obligations are also considerably lower, allowing for high purchasing power.

Overtime Pay, Shift Differentials, and Additional Benefits

Federal wage guidelines under the Fair Labor Standards Act (FLSA) mandate that non-exempt caregivers must receive overtime pay for all hours worked beyond 40 hours in a single workweek. Overtime is calculated at 1.5 times the employee’s regular hourly rate. For example, a caregiver earning a base rate of $20.00 per hour receives $30.00 per hour for every overtime hour worked. Due to staffing needs in long-term care facilities, caregivers frequently have opportunities to work voluntary overtime hours, increasing their overall annual earnings.

In addition to overtime, many U.S. employers offer shift differentials. Caregivers working night shifts, weekend schedules, or federal holidays often earn an additional $1.50 to $4.00 per hour above their base rate. Holiday pay is typically calculated at time-and-a-half.

Comprehensive compensation packages from reputable sponsoring employers include valuable benefits beyond basic salary:

Employer-sponsored health insurance (medical, dental, and vision coverage)
Paid Time Off (PTO), including vacation days and sick leave
401(k) retirement savings plans, often with employer matching funds
Paid on-site training and state credentialing reimbursement
Temporary relocation assistance, sign-on bonuses, or housing stipends
Worker’s compensation insurance protecting employees in case of workplace injury

Core Qualifications and Eligibility Requirements

To qualify for a sponsored caregiver role in the United States, candidates must meet specific criteria established by U.S. Department of Labor regulations, state healthcare licensing boards, and employer standards. Preparing your credentials in advance prevents delays during the immigration process.

Educational Attainment and Document Evaluation

The baseline educational requirement for most caregiver positions is a high school diploma or its recognized international equivalent. While a university degree is not mandatory for EB-3 unskilled caregiver roles, having your secondary school completion certificates formally evaluated by an accredited credential evaluation service—such as World Education Services (WES) or Educational Credential Evaluators (ECE)—proves legal equivalency under U.S. standards.

Background Checks and Security Screening

Caregivers work directly with vulnerable populations, including elderly individuals, patients with disabilities, and children. Consequently, U.S. federal and state laws mandate rigorous background checks before employment begins. Sponsoring employers require candidates to provide:

Clear criminal record certificates (police clearance) from your home country and any country where you resided for six months or longer in the past five years
FBI fingerprint-based background clearance upon arrival in the U.S.
Clean child abuse registry checks and adult protective services screening
A clean driving record abstract if the role includes client transportation

Medical Screening and Health Requirements

Candidates must complete comprehensive health clearances to ensure workplace safety and client protection. Required health documentation includes:

Negative Tuberculosis (TB) test results (PPD skin test or QuantiFERON-TB Gold blood test)
Immunization records covering Measles, Mumps, Rubella (MMR), Varicella, Hepatitis B, Tdap (Tetanus, Diphtheria, Pertussis), and annual Influenza
Physical fitness evaluation signed by a licensed physician confirming your ability to perform active caregiving tasks, such as lifting, bending, and assisting patients with mobility
Standard multi-panel drug screening clear of illicit substances

Language Proficiency and Communication Skills

Caregivers must be capable of clear, effective communication in English. You must be able to understand medical instructions, read care plans, record client observations in logs, communicate with physicians, and respond promptly during emergencies. While formal language exams like IELTS or TOEFL are not always legally required for non-degree caregiver visas, demonstrating professional spoken and written English during job interviews is essential for securing a position.

Prior Caregiving Experience

Under USDOL PERM regulations, employers can set minimum experience requirements for sponsored roles. Most employers require candidates to show between 6 months and 2 years of documented experience in personal care, home health, nursing homes, or family caregiving roles. Experience letters from previous employers or care institutions must detail your specific responsibilities, hours worked, and duration of employment.

Top Certifications That Elevate Your Visa Sponsorship Prospects

While basic caregiving roles accept on-the-job training, holding recognized healthcare credentials significantly strengthens your resume and accelerates employer selection. Candidates with formal credentials stand out during the recruitment phase and qualify for higher starting pay scales.

Certified Nursing Assistant (CNA)

A Certified Nursing Assistant (CNA) credential is one of the most valued designations in U.S. direct care. CNAs work under the supervision of Registered Nurses (RNs) or Licensed Practical Nurses (LPNs) in hospitals, skilled nursing facilities, and assisted living communities.

Training involves state-approved coursework covering basic nursing skills, infection control, vital signs monitoring, and patient rights.
Programs require clinical hands-on practice hours in a healthcare setting.
Certification requires passing a state competency exam consisting of a written knowledge test and a practical skills evaluation.

Foreign nurses or healthcare workers can often challenge state CNA board exams upon arrival or undergo accelerated training programs sponsored by their employer.

Home Health Aide (HHA) Certification

Home Health Aides provide personal care and basic health monitoring inside private residences or community care centers. Under Federal Regulation 42 CFR 484.80, HHAs working for Medicare- or Medicaid-certified agencies must complete a minimum of 75 hours of training, including at least 16 hours of supervised practical clinical training. Topics include:

Personal hygiene and bathing assistance
Nutrition, meal preparation, and dietary tracking
Safe patient transfer techniques and mobility support
Basic infection control procedures
Vital signs tracking and documentation

Basic Life Support (BLS) and CPR / First Aid Certification

Holding an active CPR (Cardiopulmonary Resuscitation) and Automated External Defibrillator (AED) certification is mandatory for almost all U.S. healthcare support jobs. Certifications should be issued or recognized by reputable bodies such as the American Heart Association (AHA) or the American Red Cross. Completing BLS training demonstrates readiness to respond to cardiac emergencies, choking incidents, or sudden health crises.

Specialized Care Training and Endorsements

Gaining specialized certificates enhances your application when applying to specialized care facilities:

Dementia and Alzheimer’s Care Certification: Focuses on communication strategies, behavior management, and safety protocols for memory loss patients.
Medication Administration Aide (MAA): In many states, non-licensed caregivers can earn a delegation permit allowing them to assist clients with taking self-administered medications.
Hospice and Palliative Care Support: Trains caregivers to provide compassionate physical comfort and emotional support to terminally ill patients and their families.
Pediatric Special Needs Care: Prepares caregivers to assist children living with physical disabilities, autism, or chronic congenital conditions.

Step-by-Step Guide to Securing Visa Sponsorship in 2026

Securing a visa-sponsored caregiver position requires following a structured legal and administrative process. Understanding these steps keeps you organized and prepares you for each phase of the journey.

Step 1: Assemble Your Application Document Package

Before applying for open positions, compile a comprehensive credential portfolio:

An up-to-date, professional resume tailored to U.S. healthcare standards
Educational certificates and credential evaluation reports
Official employment verification letters from past healthcare employers detailing duties and length of service
Copies of active healthcare certifications (CNA, HHA, CPR/First Aid)
Valid international passport with at least six months of validity remaining beyond your intended travel date
Character recommendation letters from professional supervisors

Step 2: Apply to Sponsoring Employers and Staffing Agencies

Target U.S. healthcare employers and specialized staffing organizations with a verified history of filing PERM labor certifications and visa petitions. Apply directly through official company career portals or verified recruitment platforms. Clearly state your requirement for visa sponsorship in your application materials.

Step 3: Complete Interviews and Receive a Formal Offer

Participate in video interviews with employer HR representatives and care coordinators. Prepare to answer questions regarding your hands-on care experience, handling emergency situations, communication skills, and motivation for relocating. Once selected, the employer will issue a formal Job Offer Letter outlining your title, wage rate, work location, job duties, and visa sponsorship agreement.

Step 4: PERM Labor Certification Filing (Department of Labor)

For EB-3 green card sponsorship, your employer initiates the legal process with the U.S. Department of Labor (USDOL):

Prevailing Wage Determination (PWD): The employer requests an official prevailing wage ruling for the specific county where you will work.
Mandatory Recruitment Phase: The employer advertises the position locally in newspaper ads, job banks, and mandatory posting locations to verify that no qualified local U.S. worker is available.
Form ETA-9089 Submission: The employer files the PERM application with the USDOL. Processing typically takes several months.

Step 5: USCIS Immigrant Petition Submission (Form I-140)

Upon approval of the PERM Labor Certification, the employer files Form I-140 (Immigrant Petition for Alien Worker) with USCIS. This petition establishes that the job qualifies for the EB-3 category and that the employer possesses the financial capability to pay the offered prevailing wage. Employers may utilize USCIS Premium Processing for Form I-140 to receive an adjudication decision within 15 calendar days.

Step 6: Consular Processing or Adjustment of Status

Once USCIS approves Form I-140 and your priority date becomes current according to the U.S. Department of State Visa Bulletin:

If applying from outside the USA (Consular Processing): Your case transfers to the National Visa Center (NVC). You submit Form DS-260 (Immigrant Visa Application), upload civil documents, pay processing fees, and schedule an interview at the nearest U.S. Embassy or Consulate.
If applying from inside the USA: You file Form I-485 (Application to Register Permanent Residence or Adjust Status) with USCIS, along with biometrics and medical exam forms.

Step 7: Embassy Interview, Visa Issuance, and Travel

For consular applicants, you will attend an interview at the U.S. Embassy. An immigration officer verifies your identity, employment background, medical records, and absence of criminal history. Upon approval, your passport is stamped with an immigrant visa packet. You then travel to the United States, where your physical Permanent Resident Card (Green Card) will be mailed to your U.S. address.

Legitimate Employers and Recruitment Channels

Finding genuine visa sponsorship requires connecting directly with established U.S. healthcare providers and specialized immigration staffing platforms. Understanding where to look saves time and keeps your application safe.

Types of Organizations Sponsoring Caregivers

National Home Care Franchises and Agencies: Companies such as In-Home Personal Services (IHPS), Senior Helpers, Visiting Angels, BrightStar Care, and Home Instead operate extensive care networks. Select corporate offices and large franchise holders actively manage international sponsorship programs to meet high client demand.
Assisted Living and Senior Living Communities: Organizations including Sunrise Senior Living, Brookdale Senior Living, and Genesis HealthCare run large residential care facilities across multiple states. Their ongoing need for CNAs and direct care staff makes them frequent sponsors of employment visas.
Healthcare Staffing and International Placement Agencies: Specialized recruitment firms partner directly with U.S. healthcare providers to recruit, screen, and manage foreign legal processing for care personnel.

How to Verify Employer Sponsorship History

Before investing time in an application, verify whether an employer genuinely sponsors international candidates:

USDOL Foreign Labor Certification Data: Search the U.S. Department of Labor’s disclosure data files to see if the company has filed PERM applications or H-2B labor certifications in recent years.
USCIS Employer Data Hub: Check the public USCIS database to view petitioner approval histories for employment petitions.
E-Verify Enrollment: Confirm that the employer is enrolled in E-Verify, an electronic system used to verify employee work eligibility in the United States.
Specialized Sponsorship Platforms: Database services such as Migrate Mate catalog U.S. employers with active green card and visa sponsorship records specifically for healthcare and caregiver roles.

Red Flags and Avoiding Scams in Caregiver Recruitment

High demand for U.S. caregiver positions makes this sector a target for deceptive recruitment schemes and online scams. Protecting yourself against fraud requires vigilance and knowledge of U.S. immigration law.

Critical Red Flags to Watch For

Demanding Upfront “Job Guarantee” or “Visa Fees”: Under U.S. federal law (20 CFR 656.12), the sponsoring employer must pay all costs associated with preparing, filing, and recruiting for the PERM Labor Certification. It is illegal for an employer or attorney to demand that the foreign worker pay for the PERM labor recruitment costs. Any agent asking for thousands of dollars up front for a “guaranteed job offer” should be avoided.
Guarantees of Immediate Green Cards Without Processing Timelines: Legal EB-3 immigration requires going through mandatory DOL and USCIS processing steps. Any recruiter promising a guaranteed Green Card in 30 or 60 days is providing misleading information.
Unrealistic Salary Promises: Claims that entry-level caregivers without formal qualifications will earn $50 or $60 per hour are false. Compare all salary claims against official USDOL Prevailing Wage guidelines.
Unofficial Communication Channels: Legitimate U.S. healthcare facilities communicate via official corporate email domains, not generic free accounts (such as @gmail.com or @yahoo.com), and do not conduct formal job interviews exclusively over messaging apps like WhatsApp or Telegram.
Fake Offer Letters: Scammers often copy logos from real U.S. healthcare facilities onto fraudulent offer letters. Always contact the Human Resources department of the company directly through their official website to verify the authenticity of an offer letter.

Relocation, Cultural Adaptation, and Career Growth

Relocating to the United States as a sponsored caregiver marks the start of an exciting new life chapter. Preparing for practical life adjustments ensures a smooth transition to your new home.

Essential First Steps Upon Arrival

Obtain Your Social Security Number (SSN): Apply for your SSN at the local Social Security Administration office immediately upon arrival in the U.S. Your SSN is required for employment payroll, tax filings, banking, and opening utility accounts.
Open a Local Bank Account: Establish a checking account with a major U.S. bank to receive direct deposit paychecks and manage daily expenses.
Secure Housing and Transportation: Many sponsoring employers assist incoming international caregivers by arranging initial temporary housing, providing orientation support, or offering housing allowances. Depending on your location, obtaining a state driver’s license and a vehicle may be necessary for commuting to home health client locations.
Understand Workplace Culture and Rights: U.S. healthcare facilities prioritize patient dignity, safety protocols, infection control standards, and clear record-keeping. You are protected by U.S. labor laws, ensuring safe working conditions, fair wage standards, and protection against discrimination.

Long-Term Career Progression Pathways

Caregiving is often the first step toward a expanding healthcare career in the United States. Once settled, you can take advantage of professional development options:

CNA to LPN (Licensed Practical Nurse): Complete diploma programs offered by community colleges to advance into clinical nursing roles with higher pay scales.
Associate or Bachelor of Science in Nursing (ADN / BSN): Many U.S. healthcare systems offer tuition reimbursement or flexible scheduling for employee caregivers pursuing professional nursing degrees. Becoming a Registered Nurse (RN) opens access to higher income brackets, specialized hospital roles, and career stability.
Healthcare Management and Administration: Experienced caregivers can transition into care management, care coordination, or facility administration roles over time.

Frequently Asked Questions (FAQ)

1. Can my family members accompany me to the USA on a caregiver visa?

Yes. If you are sponsored for an EB-3 Immigrant Visa (Green Card), your spouse and unmarried children under 21 years of age are eligible for derivative immigrant visas (E34 for a spouse and E35 for children). They receive permanent resident status (Green Cards) upon entry to the United States. Your spouse is legally authorized to work for any employer in the U.S., and your children can attend public schools. If you are entering on a temporary non-immigrant visa such as the H-2B, your dependents may accompany you on H-4 visas, though H-4 dependents are generally not authorized to work in the U.S.

2. How long does the EB-3 visa process take for a caregiver from start to finish?

The EB-3 visa timeline varies depending on administrative processing speeds at the Department of Labor and USCIS, as well as your country of birth. Overall processing times typically range between 18 and 36 months. This period includes obtaining the Prevailing Wage Determination, completing the mandatory recruitment phase, securing PERM Labor Certification approval from the Department of Labor, obtaining Form I-140 approval from USCIS, and completing Consular Processing at a U.S. Embassy. Candidates born in countries with high application volumes (such as India or China) may face longer wait times due to annual per-country quota limits established by federal law.

3. Do I need a university degree to qualify for a sponsored caregiver position?

No. A university degree is not required for general caregiver, home health aide, or certified nursing assistant roles under the EB-3 “Other Workers” category. The legal requirement is a high school diploma or its recognized international equivalent, alongside relevant caregiving experience, background clearances, medical screenings, and required state healthcare certifications (such as CNA or CPR/First Aid). While higher education in nursing or healthcare is beneficial and opens additional visa routes, it is not mandatory for entry-level caregiver positions.

4. Who pays for the visa sponsorship and legal fees during the application process?

Under U.S. Department of Labor regulations (20 CFR 656.12), the sponsoring U.S. employer is legally required to pay all costs associated with the PERM Labor Certification process, including attorney fees and mandatory local job advertisement expenses. Employers are strictly prohibited from seeking reimbursement or deducting PERM costs from the foreign worker’s salary. However, government filing fees for later stages (such as Form I-140 or Form I-485 adjustment of status) and individual consular application fees may be paid by either the employer or the employee according to the terms of your employment agreement.

5. Can I change employers after arriving in the United States on a sponsored caregiver visa?

When you enter the United States on an EB-3 immigrant visa, you arrive as a Lawful Permanent Resident (Green Card holder). However, your Green Card was granted based on a job offer for permanent, full-time employment. You are expected to fulfill your employment contract in good faith and work for your sponsoring employer for a reasonable period—typically at least six months to one year. Leaving your sponsoring employer immediately after arrival without a valid reason can raise questions about your original employment intent during future immigration proceedings, such as your U.S. citizenship application. After fulfilling your initial commitment in good faith, as a Green Card holder you have the legal right to work for any employer across the United States.