EB-3 Green Card Guide 2026: PERM, Requirements & Process

What Is the EB-3 Green Card?

The EB-3 (Employment-Based Third Preference) is a U.S. immigrant visa category that provides a path to permanent residence for workers sponsored by a U.S. employer. It is the broadest employer-sponsored Green Card category, covering three distinct subcategories: Skilled Workers, Professionals, and Other Workers (sometimes referred to as unskilled workers). Unlike EB-1 or EB-2 NIW, the EB-3 requires employer sponsorship, a specific job offer, and PERM labor certification in every case. There is no self-petition option.

The EB-3 is designed for workers whose employers are willing to invest the time and cost of the PERM process to permanently hire them. It is the most commonly used Green Card path for workers who do not qualify for the higher preference categories but who fill genuine, permanent positions in the U.S. economy.

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Three Subcategories

The EB-3 is divided into three subcategories based on the skill level and educational requirements of the position:

Skilled Workers: for positions that require a minimum of two years of training or work experience. The job cannot be temporary or seasonal. Examples include electricians, chefs, construction supervisors, medical technicians, IT support specialists, and skilled tradespeople.
Professionals: for positions that require a U.S. bachelor’s degree (or its foreign equivalent) as a minimum entry requirement. The degree must be the normal requirement for the occupation, not merely a preference of the individual employer. Examples include accountants, teachers, engineers, nurses, and marketing managers.
Other Workers (Unskilled Workers): for positions that require less than two years of training or experience. This subcategory covers a wide range of occupations, from food processing workers to housekeepers, agricultural workers, and general laborers. Other Workers face the longest visa backlogs of any EB-3 subcategory.

Important All three EB-3 subcategories require employer sponsorship and PERM labor certification. The employer must demonstrate that no qualified U.S. worker is available for the position before sponsoring a foreign worker for permanent residence. This is a fundamental difference from EB-1A and EB-2 NIW, which allow self-petition.

Key Takeaways Before You Read Further

The employer drives the process, not the employee. The employer files the PERM application, pays the recruitment costs, and petitions for the worker. The employee is the beneficiary.
PERM is mandatory. Every EB-3 petition must be preceded by a certified PERM labor certification. There is no waiver or alternative route. The PERM process alone can take 12 to 24 months.
Priority date backlogs are real. EB-3 priority dates move more slowly than EB-1 or EB-2, particularly for applicants born in India, China, Mexico, and the Philippines. Other Workers face the most severe backlogs, potentially exceeding 10 years for some countries.

Check our latest Visa Bulletin Analysis to see where EB-3 priority dates stand right now.

The job must be permanent and full-time. The position must be a genuine, permanent, full-time role. Temporary, seasonal, or part-time positions do not qualify.
EB-3 is a dual-intent Green Card path. If you are currently on a non-immigrant visa such as H-1B, you may pursue EB-3 without jeopardizing your current status.

In short This guide covers every stage of the EB-3 process: who qualifies under each subcategory, how PERM labor certification works, what the employer must do, and what happens after filing.

Eligibility and Requirements

Skilled Workers

The Skilled Workers subcategory is for positions that require a minimum of two years of training, education, or work experience. The key requirements are:

The position must require at least two years of training or experience as a minimum qualification (not merely a preference)
The beneficiary must possess the required training or experience at the time of filing
The position must be permanent and full-time
The employer must obtain PERM labor certification demonstrating that no qualified U.S. worker is available

Common occupations in this subcategory include electricians, plumbers, HVAC technicians, automotive mechanics, chefs, bakers, construction supervisors, welders, medical technicians, and IT support specialists.

Professionals

The Professionals subcategory is for positions that require a U.S. bachelor’s degree (or its foreign equivalent) as the normal minimum requirement for entry into the occupation. The key requirements are:

The position must require a bachelor’s degree in a specific field as the standard entry requirement
The beneficiary must hold the required bachelor’s degree (or a foreign equivalent, as evaluated by a credential evaluation service)
The degree must be relevant to the position
The position must be permanent and full-time
The employer must obtain PERM labor certification

Common occupations in this subcategory include accountants, financial analysts, teachers, registered nurses, engineers, marketing managers, human resources specialists, and software developers who do not qualify for EB-2.

Important The line between EB-2 and EB-3 Professionals can be thin. If the position requires a master’s degree or the beneficiary has exceptional ability, EB-2 may be the appropriate category. If the position requires only a bachelor’s degree and the beneficiary does not qualify for EB-2, EB-3 Professionals is the correct path. Filing in the wrong category can result in denial.

Other Workers (Unskilled Workers)

The Other Workers subcategory is for positions that require less than two years of training or experience. The key requirements are:

The position requires less than two years of training or experience
The position must be permanent and full-time (not temporary or seasonal)
The employer must obtain PERM labor certification
The beneficiary must be qualified for the position at the time of filing

Common occupations include food processing workers, housekeepers, janitorial staff, agricultural workers, home health aides, and general laborers.

Critical The Other Workers subcategory faces the most severe priority date backlogs in the EB-3 system. For applicants born in certain countries, wait times can exceed 10 years. Applicants considering this path should discuss realistic timelines with their attorney before the employer begins the PERM process.

Understanding PERM Labor Certification

What Is PERM?

PERM (Program Electronic Review Management) labor certification is a regulatory process managed by the U.S. Department of Labor (DOL). Its purpose is to protect U.S. workers by ensuring that the permanent employment of a foreign worker does not adversely affect the wages, working conditions, and job opportunities available to American employees. Through this certification, the DOL confirms that the employer has offered the prevailing wage for the position and conducted a thorough search for qualified U.S. workers before seeking to hire a foreign national on a permanent basis.

A certified PERM is the mandatory first step for every EB-3 Green Card petition. Without it, the employer cannot file Form I-140 with USCIS. The PERM process is entirely employer-driven. The employee does not file any PERM forms and does not pay any PERM-related costs.

The Three-Step PERM Process

The PERM process follows a strictly defined, three-step sequence to ensure full transparency and compliance.

Step 1: Prevailing Wage Determination (PWD)

The employer submits a prevailing wage request to the DOL’s National Prevailing Wage Center (NPWC). The DOL evaluates the job duties, requirements, and geographic location of the position and issues a Prevailing Wage Determination, which establishes the minimum wage the employer must offer for the role. The employer must offer at least this wage (or higher) in the PERM application and throughout the Green Card process.

PWD processing currently takes approximately 6 to 10 months. The determination is valid for one year from the date of issuance, so timing is critical.

For current PWD processing times and what to expect from the Department of Labor, see our guide on DOL Prevailing Wage Processing Times.

Step 2: Mandatory Recruitment

Once the PWD is in hand, the employer must conduct a series of mandatory recruitment steps to test the U.S. labor market. The goal is to determine whether any qualified, willing, and available U.S. workers exist for the position. Required recruitment activities include:

A job order with the State Workforce Agency (SWA) for a minimum of 30 days
Two print advertisements in a Sunday edition of a newspaper of general circulation in the area of intended employment
A 30-day posting on the employer’s internal job posting board or intranet
For professional positions: at least three additional recruitment steps from a regulatory list (e.g., job fairs, professional organization websites, campus placement offices, employer’s website, employee referral programs)

The employer must document all recruitment efforts, including the text of each advertisement, dates of publication, and the results of each recruitment step. If a qualified U.S. worker applies and the employer cannot demonstrate a lawful, job-related reason for not hiring them, the PERM application will fail.

Step 3: Filing ETA Form 9089

If the recruitment process concludes without identifying a qualified, willing, and available U.S. worker, the employer files ETA Form 9089 (Application for Permanent Employment Certification) with the DOL. This form contains detailed information about the position, the job requirements, the recruitment results, the offered wage, and the beneficiary’s qualifications. The DOL reviews the application and, if everything is in order, certifies the PERM.

PERM adjudication currently takes approximately 6 to 12 months after filing. The DOL may also select applications for audit, which adds additional processing time.

For a detailed breakdown of every PERM stage and current timelines, see our PERM Processing Times Guide.

Critical The PERM process is highly technical and procedurally unforgiving. A missed deadline, an incorrect advertisement, or a failure to properly document recruitment results can result in denial. Employers should not attempt the PERM process without experienced immigration counsel. A denied PERM means starting the entire process over from Step 1.

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Benefits and Limitations

What the EB-3 Green Card Gives You

Permanent residence for you and your family. The EB-3 results in a Green Card for the beneficiary and derivative Green Cards for the spouse and unmarried children under 21.
The broadest eligibility of any employment-based category. EB-3 covers skilled workers, professionals, and unskilled workers. If you do not qualify for EB-1 or EB-2, the EB-3 may still provide a path to permanent residence.
No extraordinary ability or national interest required. Unlike EB-1A or EB-2 NIW, you do not need to demonstrate extraordinary achievement or that your work serves the national interest. You need a qualifying job, a willing employer, and a certified PERM.
Dual intent protects your current status. If you are on H-1B or another dual-intent visa, pursuing EB-3 does not jeopardize your non-immigrant status.
Concurrent filing may be available. If your priority date is current, you may file I-485 concurrently with I-140, giving you access to an EAD (work authorization) and Advance Parole (travel document) while waiting.
Premium Processing available for I-140. USCIS offers Premium Processing for the I-140 petition, guaranteeing a decision within 45 business days.

Learn how to apply for work authorization while your Green Card is pending in our EAD Application Guide.

Where the EB-3 Green Card Falls Short

PERM is mandatory, time-consuming, and employer-dependent. The PERM process alone takes 12 to 24 months and is entirely controlled by the employer. The employee has no ability to accelerate or independently manage any part of PERM.
Priority date backlogs can be severe. EB-3 dates move more slowly than EB-1 or EB-2. Applicants from India and China face multi-year waits for Skilled Workers and Professionals. Other Workers from these countries may wait 10 years or more.
You are tied to the sponsoring employer. Until your I-485 has been pending for 180 days (at which point AC21 portability applies), you are tied to the employer who filed the PERM and I-140. Leaving the employer prematurely can jeopardize the entire case.
No self-petition option. Unlike EB-1A or EB-2 NIW, you cannot file on your own behalf. An employer must be willing to invest the time, cost, and effort of the PERM and I-140 process.
Job requirements must be genuine. PERM job requirements must reflect the actual minimum requirements for the position, not requirements tailored to the specific beneficiary. Inflated or artificial requirements are a common basis for PERM denial or audit.
The employer bears significant costs. The employer pays all PERM-related costs (recruitment advertising, attorney fees for PERM) and the I-140 filing fee. These costs can be substantial, which means not every employer is willing to sponsor.

The EB-3 Application Process

The EB-3 process has more steps than any other employment-based Green Card because of the mandatory PERM labor certification. Here is the full process.

Stage 1: Employer Commitment and Strategy Meeting

Everything starts with the employer’s decision to sponsor the worker. The employer’s immigration attorney evaluates:

Which EB-3 subcategory applies (Skilled Worker, Professional, or Other Worker)
Whether the job requirements are genuine and defensible for PERM purposes
The realistic timeline based on current PERM processing and visa bulletin backlogs
Whether EB-2 might be an alternative if the position or beneficiary qualifies
The total cost and commitment required from the employer

Stage 2: Prevailing Wage Determination

The employer submits a prevailing wage request to the DOL. The request includes the job title, duties, requirements, and the geographic location of employment. The DOL issues a Prevailing Wage Determination, which sets the minimum wage the employer must offer. Current processing time: approximately 6 to 10 months.

Stage 3: Recruitment

With the PWD in hand, the employer conducts the mandatory recruitment campaign to test the U.S. labor market. This includes job orders, newspaper advertisements, internal postings, and (for professional positions) additional recruitment steps. The recruitment phase typically takes 2 to 3 months, including the mandatory 30-day waiting period after the final recruitment step.

Stage 4: PERM Filing (ETA Form 9089)

If no qualified U.S. worker is identified, the employer files the PERM application with the DOL. The application includes the job description, requirements, offered wage, recruitment results, and the beneficiary’s qualifications. Processing time: approximately 6 to 12 months. The DOL may select the case for audit, which adds time.

Stage 5: I-140 Petition

After PERM is certified, the employer files Form I-140 (Immigrant Petition for Alien Workers) with USCIS. The petition includes the certified PERM, evidence that the beneficiary meets the job requirements, and evidence of the employer’s ability to pay the offered wage. Premium Processing is available for a 45-business-day decision.

Stage 6: I-485 or Consular Processing

After I-140 approval, the final step depends on the beneficiary’s location and priority date:

If the beneficiary is in the U.S. and the priority date is current: File Form I-485 (Adjustment of Status). If filing concurrently with I-140, the beneficiary can apply for EAD and Advance Parole while waiting.
If the beneficiary is abroad: Complete consular processing at a U.S. Embassy. After the immigrant visa interview, the beneficiary enters the U.S. and the Green Card is mailed.
If the priority date is not current: The beneficiary must wait until the visa bulletin shows a current date for their country and category before filing I-485 or proceeding with consular processing.

Recent policy changes may affect the I-485 filing path. Read our analysis: USCIS Restricts Domestic Adjustment of Status.

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EB-3 Submission, Processing Times and Costs

Stage	Estimated Timeline
Prevailing Wage Determination	6 to 10 months
Recruitment campaign	2 to 3 months
PERM adjudication (after filing)	6 to 12 months
I-140 adjudication (standard)	6 to 12 months
I-140 adjudication (Premium Processing)	45 business days
I-485 adjudication	8 to 14 months
Consular processing	4 to 10 months

Form / Fee	Amount
PERM filing (ETA Form 9089)	No government fee
PERM recruitment costs (employer-paid)	$3,000 to $8,000 (varies)
I-140 (immigrant petition)	$715
Premium Processing, I-907 (optional)	$2,965
I-485 (Adjustment of Status)	$1,440
I-765 (EAD, filed with I-485)	Included in I-485 fee
I-131 (Advance Parole, filed with I-485)	Included in I-485 fee
DS-260 (consular processing)	$345
Medical examination	$200 to $500 (varies)

Note on costs PERM itself has no government filing fee, but the mandatory recruitment (newspaper ads, job postings) and attorney fees for PERM preparation represent a significant cost borne entirely by the employer. The employer is legally prohibited from passing PERM-related costs to the employee.

Fees and processing times reflect USCIS, DOL, and Department of State information as of June 2026 and are subject to change.

EB-3 Subcategories at a Glance

Feature	Skilled Workers	Professionals	Other Workers
Minimum requirement	2+ years training or experience	U.S. bachelor’s degree	Less than 2 years training
Education required	No degree required	Bachelor’s in specific field	No degree required
PERM required	Yes	Yes	Yes
Employer sponsor	Required	Required	Required
Typical occupations	Electricians, chefs, technicians	Accountants, teachers, engineers	Laborers, housekeepers, aides
Priority date backlog	Moderate (India/China)	Moderate (India/China)	Severe (10+ years possible)
Self-petition	No	No	No

After Submission: Three Possible Outcomes

Approval

Your I-140 petition has been granted. After approval:

If you filed I-485 concurrently, your Adjustment of Status continues processing. You may receive your EAD and Advance Parole while waiting.
If your priority date is not yet current, you must wait until it becomes current before filing I-485 or proceeding with consular processing. Monitor the visa bulletin monthly.
Your approved I-140 establishes your priority date. Even if you change employers after 180 days of I-485 pending (under AC21), your priority date is preserved.
After 180 days of I-485 pending, AC21 portability allows you to change to a same or similar job with a different employer without losing your Green Card case.

Request for Evidence (RFE)

An RFE is not a denial. Common EB-3 RFE topics include:

Questions about the beneficiary’s qualifications (does the worker meet the job requirements stated in the PERM?)
Ability to pay: USCIS questioning whether the employer can pay the offered wage based on financial evidence
Job requirement issues: USCIS questioning whether the stated requirements are the genuine minimum for the position
Missing or incomplete documentation

USCIS allows 30 to 87 days to respond. A well-prepared response frequently results in approval.

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Denial

Most EB-3 I-140 denials stem from: the beneficiary not meeting the job requirements, the employer failing to demonstrate ability to pay, or issues with the underlying PERM certification. Options after denial:

Your attorney will analyze the denial notice to identify the specific grounds.
You may refile with stronger evidence.
You may file a Motion to Reopen or Motion to Reconsider with USCIS.
If the PERM itself is the problem, the employer may need to restart the PERM process from the beginning.

EB-3 Green Card Frequently Asked Questions

Eligibility

What is the difference between EB-2 and EB-3?

EB-2 is for professionals with advanced degrees (master’s or higher) or individuals with exceptional ability. EB-3 is for skilled workers (2+ years experience), professionals (bachelor’s degree), and other workers (less than 2 years). Both require PERM and employer sponsorship (unless EB-2 NIW applies). EB-2 generally has faster priority dates than EB-3.

Can I qualify for EB-3 without a college degree?

Yes. The Skilled Workers subcategory requires two or more years of training or work experience but no degree. The Other Workers subcategory requires less than two years of training or experience and no degree. Only the Professionals subcategory requires a bachelor’s degree.

Can my employer file EB-2 and EB-3 at the same time?

Yes. If the position could qualify under either category, or if the employer has two different positions, the employer can file PERM and I-140 for both EB-2 and EB-3 simultaneously. This is a common strategy to hedge against priority date backlogs, as EB-2 dates often move faster.

PERM

How long does the entire PERM process take?

From start to finish, the PERM process typically takes 14 to 25 months: 6 to 10 months for the Prevailing Wage Determination, 2 to 3 months for recruitment, and 6 to 12 months for DOL adjudication after filing. If the PERM is selected for audit, add an additional 6 to 12 months.

What happens if a qualified U.S. worker applies during recruitment?

If a qualified, willing, and available U.S. worker applies for the position and the employer cannot demonstrate a lawful, job-related reason for not hiring them, the PERM application cannot proceed. The employer must either hire the U.S. worker or abandon the PERM for that position. This is the core purpose of the PERM process: to protect U.S. workers.

Can the employer pass PERM costs to the employee?

No. The employer is legally required to pay all costs associated with the PERM process, including recruitment advertising and attorney fees for PERM preparation. The employee may not reimburse the employer for these costs. However, the employee may pay their own attorney fees for immigration advice and I-485 filing costs.

Process and Timeline

How long does the entire EB-3 process take from start to finish?

The total timeline from employer commitment to Green Card in hand depends heavily on priority date backlogs. The PERM and I-140 stages take approximately 2 to 3 years. If your priority date is current at that point, I-485 adds another 8 to 14 months. If your priority date is not current, you must wait. For applicants from most countries, total time is roughly 3 to 4 years. For applicants from India, China, or other backlogged countries, the total can be significantly longer.

What happens if I change jobs during the EB-3 process?

If you leave the sponsoring employer before your I-485 has been pending for 180 days, your Green Card case is generally abandoned. After 180 days of I-485 pending, AC21 portability allows you to change to a same or similar position with a different employer. Your priority date from the original I-140 is preserved. Consult your attorney before making any job change.

Family

Can my family get Green Cards through my EB-3 petition?

Yes. Your spouse and unmarried children under 21 are eligible for derivative Green Cards. They file their own I-485 applications (or attend consular processing with you). Your spouse also receives EAD and Advance Parole benefits during the pending period.

Priority Dates

What is a priority date and why does it matter for EB-3?

Your priority date is the date your PERM application was filed with the DOL. It determines your place in line for a visa number. For EB-3, priority dates can be significantly backlogged, especially for the Other Workers subcategory and for applicants born in India, China, Mexico, and the Philippines. You cannot file I-485 or complete consular processing until your priority date becomes current as shown in the monthly visa bulletin.

Can I upgrade from EB-3 to EB-2 to get a faster priority date?

Yes. If you later qualify for EB-2 (through an advanced degree or a position that requires one), your employer can file a new PERM and I-140 under EB-2. Under certain conditions, you may be able to retain your original EB-3 priority date and apply it to the new EB-2 petition. This is known as priority date porting and is a common strategy for applicants stuck in EB-3 backlogs.

BURADAN AŞAĞI ESKİSİ

If you’re planning to move to the United States for employment, the EB-3 visa may be a realistic and practical path to permanent residency. As part of the U.S. employment-based immigration system, the EB-3 visa offers skilled workers, professionals, and even certain unskilled workers a structured way to obtain a Green Card. In this article, we will explain the essentials of the EB-3 visa — from its eligibility requirements to the application process, advantages, and common challenges.

Understanding the EB-3 Visa Category

The EB-3 visa is one of five employment-based (EB) immigrant visa categories and falls under the “third preference” group — that’s where the “3” in EB-3 comes from. This category allows U.S. employers to sponsor foreign nationals for permanent, full-time positions in the United States.

EB-3 is divided into three subcategories:

Skilled Workers: Individuals with at least two years of job experience or relevant training.
Professionals: Individuals with a U.S. bachelor’s degree or foreign equivalent, working in a position that requires such a degree.
Other Workers: Individuals performing unskilled labor (less than two years of experience or training), provided the job is not seasonal or temporary.

No matter the category, applicants must have a full-time job offer and a PERM labor certification approved by the U.S. Department of Labor (DOL).

Eligibility Requirements

To qualify for the EB-3 visa, you must meet the criteria of one of the three subcategories:

Skilled Workers: You’ll need to prove at least two years of job experience or training in your field. This can be supported by work history, certificates, or letters from former employers.
Professionals: A bachelor’s degree from an accredited institution is the minimum requirement. The job must specifically require this level of education, and experience cannot substitute for the degree.
Other Workers: No formal education is required, but the job must involve unskilled labor that still qualifies as permanent and full-time (for example, certain janitorial, housekeeping, or food production roles).

Regardless of category, the U.S. employer must offer you a permanent job and go through the PERM labor certification process to confirm that no qualified U.S. workers are available for the position.

Step-by-Step: The EB-3 Application Process

The EB-3 application process includes several formal steps and government agencies. Here’s how it typically unfolds in 4 steps:

1. PERM Labor Certification

This is the employer’s responsibility. They must obtain a labor certification from the Department of Labor by demonstrating that they advertised the job adequately and couldn’t find a qualified U.S. worker. They also have to offer the prevailing wage (market rate determined by DOL) for the job position.

2. Filing Form I-140

After receiving PERM approval, your employer must file Form I-140 (Immigrant Petition for Alien Worker) with U.S. Citizenship and Immigration Services (USCIS). This form proves the legitimacy of the job offer and your qualifications.

3. Priority Date and Visa Bulletin

Once the I-140 is filed, you’ll receive a priority date — your place in line for an immigrant visa number. Because EB-3 visas are subject to annual quotas and per-country limits, you might face significant wait times, especially if you’re from a high-demand country.

You can track visa availability via the Visa Bulletin published monthly by the U.S. Department of State.

4. Final Step: Consular Processing or Adjustment of Status

When your priority date becomes current, you can complete your application:

If you’re inside the U.S.: You may file Form I-485 to adjust your status to permanent resident.
If you’re outside the U.S.: You’ll complete consular processing, which includes an interview at a U.S. embassy or consulate outside of the U.S..

Once approved, you’ll receive your Green Card and become a lawful permanent resident.

Benefits of the EB-3 Visa

One of the most prominent advantages of the EB-3 visa is that it provides a direct pathway to permanent residency — and eventually, U.S. citizenship.

Another important benefit is family inclusion. Your spouse and unmarried children under 21 can also obtain Green Cards as derivative beneficiaries. In most cases, your spouse may also be eligible for work authorization while residing in the U.S.

Compared to other employment-based categories like EB-1 (for individuals of extraordinary ability) or EB-2 (for advanced degree holders), the EB-3 category is often seen as more accessible — especially for those without exceptional and/or extraordinary academic or professional accolades.

Challenges and Limitations

Like all immigration processes, the EB-3 visa comes with some challenges. Let’s explore them in-detail below:

Lengthy Wait Times

Applicants from countries with high demand often face multi-year delays due to per-country quotas. Waiting for a current priority date can take several years, depending on your country of origin.

Employer Sponsorship Requirement

Not all U.S. employers are willing or able to sponsor foreign workers due to the cost and complexity of the process. Finding a willing and eligible employer is often one of the most difficult parts of the EB-3 journey.

Job Must Be Permanent and Full-Time

Temporary, freelance, or part-time jobs do not qualify. If your job offer is withdrawn before your Green Card is issued, your petition could be denied or delayed.

Procedural Complexity

The EB-3 process involves multiple agencies, steps, and forms. A minor error in documentation can result in major delays or even denials. That’s why many applicants choose to work with experienced immigration attorneys to navigate the process successfully.

The EB-3 visa is a valuable option for foreign nationals seeking to build a long-term future in the United States through employment. Whether you’re a tradesperson with years of experience, a college graduate, or someone performing essential labor, this visa can open the door to a life in the U.S.

That said, the EB-3 route is not always fast or simple. From securing a committed employer to meeting eligibility requirements and enduring long wait times, the process demands patience and precision. But with the right guidance and preparation, this pathway can turn your professional goals — and your American dream — into reality.

If you’d like to learn more about the EB-3 visa process or find out whether you qualify, feel free to contact us at info@grapelaw.com. Our expert team will provide tailored solutions to help you secure your future in the United States.