Caregiver Jobs in the United States with Visa Sponsorship for Immigrants

The United States faces a growing demand for dedicated caregivers, a critical need driven by an aging population and increasing requirements for in-home and facility-based support. For immigrants seeking employment opportunities in the U.S., caregiver roles can offer a fulfilling career path. While securing visa sponsorship for such positions requires navigating a nuanced immigration landscape, avenues do exist, often leading to temporary work authorization and, in some cases, permanent residency.

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Understanding the Role of a Caregiver in the U.S.

Caregivers, often referred to as Home Health Aides (HHAs), Personal Care Aides (PCAs), or Certified Nursing Assistants (CNAs) (though CNAs require specific certification), provide essential support to individuals who need assistance with daily living activities due to age, illness, or disability. Their duties typically include:

Assisting with personal care (bathing, dressing, grooming).
Medication reminders and administration (non-medical).
Meal preparation and feeding.
Light housekeeping and laundry.
Companionship and emotional support.
Assisting with mobility and transfers.
Running errands and transportation to appointments.

The demand for these roles is strong across various settings, including private homes, assisted living facilities, nursing homes, and adult daycare centers. While these roles are vital, they are generally classified as entry-level positions requiring minimal formal education or experience. As of June 2025, the average hourly pay for a Caregiver in the U.S. ranges from **$14.00 to $20.00 per hour**, with an average annual pay for general caregivers around **$30,000 to $42,000**. Live-in caregivers may have different compensation structures, sometimes reaching higher annual figures, but this modest salary compared to highly skilled professions can make direct visa sponsorship less common.

Visa Pathways for Caregivers: A Realistic Overview

For roles classified as “unskilled” or general labor like caregivers, the primary U.S. visa options that might offer sponsorship are limited. It’s important to approach this with realistic expectations, as these pathways are often competitive or have specific requirements.

EB-3 Visa: “Other Workers” (Permanent Green Card)

The **EB-3 (Employment-Based Third Preference) visa** is arguably the most desirable pathway for caregivers seeking permanent residency (a Green Card) in the U.S. This category includes a sub-section for “Other Workers” (often referred to as unskilled workers) for positions requiring less than two years of training or experience. This visa, if obtained, grants permanent residency in the U.S.

Employer Sponsorship is Crucial: A U.S. employer (e.g., a home care agency, nursing home, or an individual family with specific, qualifying circumstances) must sponsor the foreign national for a permanent, full-time position.
PERM Labor Certification: The employer must first obtain a Program Electronic Review Management (PERM) labor certification from the U.S. Department of Labor (DOL). This is a rigorous process where the employer must prove that there are no qualified U.S. citizens or permanent residents “able, willing, qualified, and available” for the job at the prevailing wage. For common roles like caregivers, demonstrating this “unavailability” can be challenging. The process involves advertising the position and documenting all recruitment efforts.
Annual Quota and Backlog: The EB-3 “Other Workers” category is subject to an annual numerical limitation. This often leads to significant backlogs, meaning even after the PERM and I-140 petition are approved, there can be a wait of several years (depending on the applicant’s country of origin, notably for countries like the Philippines, India, and China) for a visa number to become available according to the monthly Visa Bulletin.
Pathway to Citizenship: If successful, this visa grants permanent residency, leading to a Green Card and a path to U.S. citizenship after five years. It also allows family members (spouse and unmarried children under 21) to be included in the same petition.

Finding an employer willing to undertake the lengthy, costly, and complex EB-3 “Other Workers” process for a caregiver role is the biggest challenge. However, some specialized immigration agencies and programs (often referred to as “EB-3 Unskilled Visa programs” or “Caregiver Sponsorship Programs”) exist that partner with healthcare facilities or home care agencies experiencing chronic labor shortages and facilitate this process. These programs often come with significant fees, typically paid by the applicant, and involve long timelines (often 2-4 years from initiation to Green Card in hand, depending on the applicant’s country of chargeability).

H-2B Visa: Temporary Non-Agricultural Worker (Seasonal/Temporary Work Permit)

The **H-2B visa** permits U.S. employers to hire foreign nationals to fill temporary, non-agricultural positions. This visa could potentially apply to caregiver roles if the employer can demonstrate a *temporary* need, such as:

Seasonal Need: For care homes or facilities that experience a significant, recurring increase in demand during specific seasons.
Peakload Need: When a care provider has a temporary surge in business that exceeds its normal staffing capacity.
One-Time Occurrence: A unique, non-recurring situation requiring additional caregivers for a limited, defined period (e.g., caring for a recovering patient for a specific duration).

Key Considerations for H-2B:

Temporary Nature: The job offer must be strictly temporary, typically for less than one year, though extensions are possible for a maximum total stay of three years. After this, the worker is generally required to return to their home country for a period before being eligible for another H-2B visa.
Annual Cap: The H-2B visa is subject to an annual numerical cap (66,000 visas per fiscal year, split into two halves), making it highly competitive and often leading to a lottery system for selection.
Labor Certification: Employers must obtain a temporary labor certification from the DOL, proving that there are not enough qualified U.S. workers available to perform the temporary work.
Employer Costs: H-2B regulations often require the employer to cover many of the costs associated with the process, including most government filing fees and, in some cases, transportation to and from the U.S., and/or housing.

While some hospitality companies utilize H-2B visas for roles like housekeepers and general laborers, it’s less common for long-term, ongoing caregiver positions. This visa does not directly lead to permanent residency.

B-1 Visa for Domestic Employees

The **B-1 visa** allows domestic employees (including caregivers) to accompany or join their U.S. citizen employer who is temporarily assigned to the U.S., or an employer who is a non-immigrant visa holder (e.g., on a B, E, F, H, I, J, L, M, O, P, Q, or TN visa). This is typically for household employees of diplomats, international organization employees, or U.S. citizens returning from abroad.

Limitations: The caregiver must have been employed by the employer outside the U.S. for a certain period (e.g., at least one year prior for U.S. citizen employers) and must sign a contract guaranteeing fair wages and working conditions.
Temporary: This is a temporary visa and does not lead to permanent residency. It is not for independent job seekers in the U.S.

Family-Based Sponsorship (Indirect Pathway)

While not a direct caregiver job visa, if an immigrant caregiver has a close family member (spouse, parent, or adult child) who is a U.S. citizen or lawful permanent resident (Green Card holder), they may be able to be sponsored through a family-based Green Card petition. This process’s eligibility and waiting times depend entirely on the specific family relationship and the family member’s immigration status.

Finding Opportunities and Avoiding Scams

Given the complexities and competition, finding a caregiver job in the U.S. with visa sponsorship requires caution and a targeted approach:

Target Home Care Agencies and Nursing Facilities: Large home care agencies, assisted living facilities, and nursing homes are the most likely (though still rare) candidates for sponsorship. They often experience the most significant labor shortages.
Research EB-3 “Unskilled” Programs: Explore the services of legitimate, well-established immigration agencies or consultants specializing in the EB-3 “Other Workers” visa category. Examples of agencies involved in this include BDV Solutions and IHPS (In Home Personal Services). Be extremely cautious and verify their credentials, check reviews, and understand their transparent fee structures upfront. These programs often require a significant financial investment from the applicant.
Beware of “Guaranteed Visa” Scams: Never pay large upfront sums to individuals or unverified agencies promising guaranteed jobs or visas without a clear, step-by-step legal process. Legitimate processes involve government fees paid directly to USCIS or the Department of State, and certain employer-paid fees for petitions/labor certifications. Always cross-reference any information with official U.S. government websites (USCIS.gov, Travel.State.Gov).
Focus on Specialized Roles (if qualified): If you have certifications like CNA (Certified Nursing Assistant) or are a licensed nurse (RN, LPN), your chances increase. While the focus here is on “caregiver,” specialized medical roles often have clearer and more straightforward sponsorship pathways (e.g., nurses are often “Schedule A” occupations under EB-2/EB-3, exempting them from some labor certification steps).
Networking: While challenging for this role, connecting with people already working in the U.S. healthcare or home care sectors might offer insights into companies that have sponsored in the past.

The General Application Process (Focus on EB-3 “Other Workers”)

If you identify a potential employer willing to sponsor an EB-3 “Other Workers” visa, the process generally involves these key stages:

Secure a Job Offer: This is the crucial first step. You need a legitimate, full-time, permanent job offer from a U.S. employer.
PERM Labor Certification: The U.S. employer files an application with the U.S. Department of Labor to obtain PERM labor certification. This stage involves extensive recruitment to prove no qualified U.S. workers are available and can take 6-18 months.
Form I-140 Petition: Once the PERM application is certified by the DOL, the employer files Form I-140, Immigrant Petition for Alien Worker, with USCIS on your behalf. This stage can take 6-12 months, though premium processing is available for an additional fee for this step.
Visa Availability (Priority Date Becomes Current): For the EB-3 “Other Workers” category, there is often a long wait for your priority date (the date your PERM application was filed) to become current according to the monthly Visa Bulletin issued by the Department of State. This backlog can range from a few years to over a decade, depending heavily on your country of birth.
Visa Application (Consular Processing or Adjustment of Status):
- Consular Processing: If you are outside the U.S., once your priority date is current, you will apply for an immigrant visa at a U.S. embassy or consulate in your home country. This involves an interview, medical examination, and background checks.
- Adjustment of Status: If you are already in the U.S. on a different valid visa (and your priority date is current), you may be able to apply to adjust your status to that of a lawful permanent resident without leaving the country.
Entry to U.S. / Green Card Issuance: Upon successful completion of consular processing, you will receive an immigrant visa to enter the U.S. If adjusting status, you will receive your Green Card.

Conclusion

While challenging, securing a caregiver job in the U.S. with visa sponsorship is a tangible goal for immigrants, particularly through the EB-3 “Other Workers” visa for permanent residency or, less commonly, the H-2B visa for temporary work. Success largely depends on finding a U.S. employer genuinely committed to sponsoring such a role and navigating the intricate and often lengthy immigration process. Due to the nature of the job and the costs involved, potential applicants must exercise extreme caution against fraudulent schemes, conduct thorough research on any agency or employer, and maintain realistic expectations regarding timelines and requirements. For those who persevere, such an opportunity can indeed lead to a new and fulfilling life in the United States.