H-2B Visa Lawyer: Employer Guide to Requirements & Hiring (2025)

Last Updated on October 14, 2025 by Anda Malescu

The H-2B visa is for US employers that encounter difficulties hiring due to shortages of US workers who are willing and able to work. The H2B visa is available only to nonagricultural workers.

1. What is the H-2B Visa Program for US Employers?

The H-2B visa program allows U.S. companies to hire foreign workers to fill temporary non-agricultural positions (such as hospitality, construction, landscaping, retail, fish processing, warehousing). The program is designed to address seasonal or short-term labor shortages, not to reduce costs or fill permanent roles.

The authorized stay usually ranges from 6 to 10 months, aligning with the employer’s temporary need.

A total of 66,000 H-2B visas are available annually, split into two halves: 33,000 for the first half (October 1) and 33,000 for the second half (April 1). The U.S. government often supplements the cap with additional visas for returning workers, frequently reserving some for nationals of specific countries like Haiti, Honduras, El Salvador, and Guatemala.

Employment must be temporary, falling under one of four temporary need categories:

Seasonal
Peak-Load
Intermittent
One-Time Occurrence

Common industries that utilize the H-2B visa include:

Hospitality (hotels, resorts, restaurants)
Landscaping & Groundskeeping
Construction
Seafood Processing
Amusement/Recreation
Retail
Warehouses
Forestry

Common Positions: The most frequently certified H-2B jobs are for landscapers, laborers, cooks, hotel housekeepers, and construction workers.

Both the U.S. employer and the prospective worker must meet specific criteria defined by the Department of Labor (DOL), U.S. Citizenship and Immigration Services (USCIS), and the U.S. Department of State (DOS).

H-2B Job Suitability and Limitations

While the H-2B visa is versatile, allowing for professional, skilled, or unskilled labor, the key constraint is the temporary nature of the work.

Permanent Positions: It is generally inappropriate to use the H-2B visa to temporarily fill jobs that are inherently permanent, such as university chairs, professors, or lecturers.
Prohibited Activities: The H-2B visa is specifically unavailable for foreign nationals employed on board cruises to nowhere to conduct gambling activities outside of U.S. and foreign territorial waters.

2. What are the Key H-2B Visa Benefits and Limitations for Employees and Employers?

The H-2B visa program offers distinct advantages for both U.S. employers facing temporary labor shortages and the foreign nationals they hire. However, it is essential to understand the program’s strict requirements and core limitations.

Key Benefits and Limitations for Employers

The following points summarize key limitations and benefits for employers filing H-2B petitions:

Non-Agricultural Work Only: H-2B employees can only perform non-agricultural labor or services. (If your company needs agricultural workers, consider the H-2A visa program).
Eligible Countries: Workers must be citizens of a country participating in the H-2B program, as determined by the Secretary of Homeland Security.
Multiple Filings: An employer can petition for many H-2B employees using a single filing, provided all workers are for the same position and dates of employment.

Key Benefits of the H-2B Visa for Workers

The H-2B visa offers several advantages for employees and their families during their temporary stay in the U.S.:

Temporary Employment: You are authorized to live and work temporarily in the United States for the period approved on your petition.
Family Accompaniment: You can bring your immediate family—your spouse and unmarried children under the age of 21—to the U.S. under the H-4 dependent visa category.
Travel Flexibility: You have the freedom to travel into and out of the U.S. while your visa status is valid.
Job Mobility: You may change or transfer employers if you receive a new job offer and the new employer successfully files and receives approval for a new I-129 petition on your behalf.

3. H-2B Visa Requirements for Employers and Employees

The H-2B visa allows U.S. employers to hire foreign workers for temporary non-agricultural jobs. This is a demanding process, as the U.S. employer bears the burden of proving both the temporary nature of the job and the necessity of hiring foreign labor.

H-2B Requirements for U.S. Employers: Recruitment & Temporary Need

To qualify for H-2B sponsorship, the employer must meet the following stringent requirements, certified by the Department of Labor (DOL) and approved by USCIS:

Recruitment: The employer must prove that there are not enough U.S. workers who are able, willing, qualified, and available to fill the job. This requires conducting specific recruitment efforts (such as posting the job on national and state government career websites) and submitting a detailed recruitment report.
Prevailing Wage: The employer must obtain a Prevailing Wage Determination (PWD) from the DOL and guarantee that the H-2B worker will be paid at least this minimum wage. This ensures that employing foreign workers does not adversely affect the wages of similarly employed U.S. workers.
Temporary Job Duration: The job itself must generally be for less than 12 months, unless it is a one-time occurrence, in which case it can be up to 3 years.
Ability to Pay: The employer must have the ability to pay the required wages.
Proving Temporary Need: The employer must establish that the need for the worker’s services is temporary by fitting the job into one of the following four categories:

Categories of Temporary Need

Seasonal Need: The need for the service or labor is tied to a recurring event or pattern in a season of the year (example, summer tourist season, crab season). Employers cannot claim seasonal need because their permanent workers are on vacation.
Peak Load Need: The employer regularly employs permanent workers but needs temporary staff to supplement them due to a seasonal or short-term surge in demand. The temporary workers must not become part of the regular operation.
One-Time Occurrence: The employer has a job situation that is otherwise permanent, but a temporary event has created a short-duration need, OR the employer has never employed workers for this job and will not need them in the future.
Intermittent Need: The employer does not employ permanent workers for the service but occasionally or intermittently needs temporary workers for short periods.

H-2B Requirements for Workers (Employees)

The requirements for the prospective H-2B employee are less stringent but mandatory:

Nationality: The employee must be a citizen of a country on the current H-2B eligible countries list. Petitions for nationals of non-listed countries can be approved on a case-by-case basis if USCIS determines it is in the interest of the U.S.
Valid Job Offer: The employee must have a valid offer from a U.S. employer for temporary or seasonal non-agricultural work.
Qualifications: The employee must be able to prove they meet the minimum experience, training, or license/education requirements of the job as described in the approved petition. Example: If the job requires six months of experience as a retail store manager, the applicant must be able to document that experience.
Intent to Return: The worker must demonstrate an intent to return to their home country once their H-2B visa expires.

4. How to Hire H-2B Visa Workers: The 6-Step Process

However, if you are a US employer with a need to hire H2B employees for your company, here is how to get an H2B employee:

Step 1: Verify Country and Initiate Recruitment

Before petitioning, you must confirm that the prospective workers are nationals of a country currently on the official H-2B eligible countries list.

Eligibility Check: Workers must be citizens of a participating country. If not, the employer must submit additional documentation to DHS to prove that hiring the worker is in the U.S. interest (a rare exception). The list changes, so always check the latest version.
Recruitment: You can recruit workers through U.S. or foreign labor recruiters or through your own efforts (example, word of mouth). The Department of Labor (DOL) publishes a list of foreign recruiters previously used by U.S. companies, but this list is for informational purposes only.

Step 2: Request Prevailing Wage Determination (PWD)

You must apply to the DOL to determine the wage you must pay for the position.

Form: Submit a Request for Prevailing Wage Determination (Form ETA-9141) to the DOL.
Purpose: The PWD ensures that hiring H-2B workers does not negatively affect the wages and working conditions of similarly employed U.S. workers.
Requirement: You must pay the H-2B worker at least the prevailing wage rate determined by the DOL.
Timing: This step is a prerequisite for the next step and typically takes about one month, though processing times can vary.

Step 3: File for Temporary Labor Certification (TLC) and Job Order

After receiving the PWD, you must formally apply to the DOL to certify the temporary need.

DOL Filing: Submit the Application for Temporary Employment Certification (Form ETA-9142B) to the DOL.
SWA Filing: Concurrently, file a Job Order with the State Workforce Agency (SWA).
Filing Window: These must be filed 90 to 75 days before the workers’ start date. DOL will return H2B petitions filed more than 90 days before the worker is needed.
Content: The application must specify the nature of the temporary need: one-time occurrence, seasonal, peak load, or intermittent. You will also state the total number of workers needed.
Note: The DOL may issue a partial certification, limiting the number of workers approved. In rare emergency situations, you might be able to file before receiving the PWD.

Step 4: File the H-2B Petition with USCIS

If the DOL approves the TLC (also known as the temporary labor certification), you can petition U.S. Citizenship and Immigration Services (USCIS).

Form: File the Petition for a Nonimmigrant Worker (Form I-129) with USCIS.
Limit: The total number of H-2B workers requested on Form I-129 cannot exceed the number certified by the DOL.

Step 5: Workers Apply for Visa and/or Admission

Once USCIS approves the petition, the final steps depend on whether the workers are currently inside or outside the U.S.

Workers Outside the U.S.: The prospective H-2B workers must apply for an H-2B visa at a U.S. embassy or consulate in their home country.
Canadian Workers: Canadian citizens, who are generally visa-exempt, may seek admission directly from U.S. Customs and Border Protection (CBP) at a U.S. Port of Entry.

Exception for Canadian Musicians

Employers petitioning for Canadian musicians who will work within a 50-mile radius of the U.S.-Canada border for 30 days or less are exempt from the requirement to file the Application for Temporary Employment Certification (TLC) or the Job Order.

5. Establishing Temporary Need for H-2B Workers

The H-2B visa program offers distinct advantages for both U.S. employers facing temporary labor shortages and the foreign nationals they hire. However, it is essential to understand the program’s key requirements and limitations.

The key requirement for the H-2B visa is that the U.S. employer’s need for labor must be temporary, not permanent. The work must be for non-agricultural services or labor and must fit precisely into one of the following four classifications, which define the nature of the employer’s temporary demand:

Seasonal Need
Peak Load Need
Intermittent Need
One-Time Occurrence

A. One-Time Occurrence

This category applies when an employer has a need for temporary workers for one of two reasons:

Definition: The employer either has not employed workers for this service in the past and will not need them in the future, or the situation is otherwise permanent but a temporary event of short duration created the need for a temporary worker.
Examples:
- Hiring a production manager solely to set up a new technology and train staff, not for ongoing management.
- Hiring specialized artisans to install religious artifacts in a temple during its construction.
- Hiring electricians to fulfill a short-term contractual obligation.

B. Seasonal Need

This classification is for recurring needs tied to predictable annual patterns.

Definition: The service or labor is traditionally tied to a season of the year by an event or pattern and is of a recurring nature. The employer cannot claim this if the need is unpredictable or simply when permanent employees are on vacation.
Examples:
- Dining staff and servers at resorts during the summer tourist season.
- Ski instructors for ski resorts during the winter season.
- Lifeguards in coastal regions during the summer months.

C. Peak Load Need

This is used by employers who need to temporarily augment their existing, permanent staff.

Definition: The employer regularly employs permanent workers but needs to temporarily supplement that workforce due to a seasonal or short-term surge in demand. The temporary H-2B workers must not become part of the employer’s regular, permanent operation.
Examples:
- Assembly-line workers temporarily hired by a toy manufacturer to meet unprecedented production demands for the Christmas season.
- Commercial truck drivers hired by a trucking company experiencing increased demand due to a short-term customer surge (e.g., during a pandemic).

D. Intermittent Need

This category is for employers with a recurring, but not continuous, need.

Definition: The employer has not employed permanent or full-time workers to perform the specific job but occasionally or intermittently needs temporary workers to perform the work for short, recurring periods.
Examples:
- Apparel workers needed by a jersey manufacturer when recurrent surges in production occur around major sporting events (like the Super Bowl).
- An actor hired to reshoot movie scenes that were previously filmed.
- Musicians to “participate in musical performances” with a nonprofit educational organization.

6. H-2B Visa Eligibility Criteria: Who Can Apply?

Eligibility for the H-2B visa is determined by requirements that must be met by both the prospective U.S. employer and the foreign worker.

Employers must have a non-agricultural labor need that is temporary (seasonal, peak-load, intermittent, or one-time occurrence) and meet all filing requirements.
Workers must be nationals of an eligible country and possess the necessary qualifications for the specific job offered.

7. H-2B Visa Eligible Countries List (2025 Update)

To qualify for an H2B visa, you must be a national of a country eligible to participate in the H2B Visa program.

The Department of Homeland Security (DHS), in consultation with the Department of State, determines the list of countries whose nationals are eligible to participate in the H-2B visa program.

The list that is currently in effect for the majority of Fiscal Year (FY) 2025 is typically valid from November 8, 2024, through November 7, 2025.

Full List of H-2B Eligible Countries (FY 2025):

A-B	C-E	F-J	K-M	N-R	S-V
Andorra	Canada	Fiji	Kiribati	Nauru	San Marino
Argentina	Chile	Finland	Latvia	Netherlands	Serbia
Australia	Colombia	France	Liechtenstein	New Zealand	Singapore
Austria	Costa Rica	Germany	Lithuania	Nicaragua	Slovakia
Barbados	Croatia	Greece	Luxembourg	North Macedonia	Slovenia
Belgium	Republic of Cyprus	Grenada	Madagascar	Norway	Solomon Islands
Belize (Added in 2025)	Czech Republic	Guatemala	Malta	Panama	South Africa
Bolivia	Denmark	Haiti	Mauritius	Papua New Guinea	South Korea
Bosnia and Herzegovina	Dominican Republic	Honduras	Mexico	Peru	Spain
Brazil	Ecuador	Hungary	Monaco	Philippines*	St. Vincent and the Grenadines
Brunei	El Salvador	Iceland	Mongolia*	Poland	Sweden
Bulgaria	Estonia	Ireland	Montenegro	Portugal	Switzerland
	The Kingdom of Eswatini	Israel	Mozambique	Romania	Taiwan**
		Italy			Thailand
		Jamaica			Timor-Leste
		Japan			Turkey
					Tuvalu
					Ukraine
					United Kingdom
					Uruguay
					Vanuatu

Key Notes on H-2B Eligibility

H-2B-Only Countries: Mongolia and The Philippines are eligible for the H-2B program but are not eligible for the H-2A (agricultural) program.
Taiwan: Due to the Taiwan Relations Act, all references to “country” in the H-2 visa regulations are read to include Taiwan.
Country-Specific Visas: For FY 2025, there is a supplemental allocation of H-2B visas reserved specifically for nationals of Colombia, Costa Rica, El Salvador, Ecuador, Guatemala, Haiti, and Honduras, regardless of whether they are returning workers.
Changes to the List: The eligible countries list is reviewed and updated annually, with the new list typically taking effect in November of the preceding year (for example, the FY 2025 list took effect in November 2024).

8. The 3-Stage H-2B Visa Application Process (DOL, USCIS, & DOS)

The H-2B visa application is a multi-agency process designed to protect U.S. workers by establishing specific wage and recruitment standards. The overall process begins with the U.S. employer and follows three distinct stages:

Step 1: DOL — Obtaining Temporary Labor Certification

The employer’s first step is to obtain a temporary labor certification from the Department of Labor (DOL). This certification validates the wage requirements and confirms that the employment of foreign workers will not displace U.S. workers.

Prevailing Wage Determination (PWD): A PWD must generally be obtained before submitting the labor certification application, ensuring the employer offers at least the prevailing wage for the occupation in the geographic area. (This is waived only for emergency filings.)
Job Order and Recruitment: The employer files the temporary labor certification application and a job order. After the initial Notice of Acceptance is issued, the employer must complete the recruitment of U.S. workers within a strict timeline (typically 14 calendar days) and continue accepting referrals until 21 days before the start date.

Step 2: USCIS — Filing the Petition (Form I-129)

If the DOL approves the labor certification, the employer must petition U.S. Citizenship and Immigration Services (USCIS) for authorization to bring the workers to the U.S.

Form: The employer files Form I-129, Petition for H-2B Nonimmigrant Worker, with USCIS.
Multiple Workers: A single Form I-129 petition can be filed for multiple H-2B workers, provided the job duties and employment dates are the same.
Named vs. Unnamed Workers: The petition generally does not need to specify the names of the H-2B workers, allowing for flexible recruitment abroad. The employer can request unnamed workers, named workers, or a combination of both.

Step 3: DOS — Workers Apply for Visa or Change of Status

After USCIS approves the petition, the final step involves the individual workers securing the necessary travel documents or status change.

Workers Abroad: Prospective H-2B workers outside the U.S. must apply for their visa at a U.S. Consulate abroad, attend an interview, and obtain a valid H-2B visa stamp.
Workers in the U.S.: If the workers are already legally in the U.S., the employer can request a Change of Status to H-2B directly on Form I-129 with USCIS.
Canadian Exception: Canadian citizens are exempt from the visa interview process and can seek admission directly at a U.S. Port of Entry.

9. H-2B Visa: How to Apply (Employer & Employee Steps)

The H-2B application process involves distinct, sequential steps for both the U.S. employer and the foreign national worker.

Employer’s Role (Sponsor): The U.S. employer must establish program eligibility and follow rigorous rules to secure both a Labor Certification from the Department of Labor (DOL) and an approved Petition (Form I-129) from U.S. Citizenship and Immigration Services (USCIS).
Employee’s Role (Applicant): Once the petition is approved, the foreign worker must verify eligibility (country and job qualifications) and apply for the H-2B visa stamp at a U.S. Consulate abroad.

Recommendation: Due to the rigorous rules and strict deadlines involved in the employer’s process, it is highly recommended that U.S. employers seek assistance from an immigration lawyer to discuss their case and manage the filing process.

Act Now to Secure Your H-2B Workforce. Don’t risk missing your seasonal labor window.

he H-2B visa application process is defined by strict deadlines, complex multi-agency filings, and a yearly visa cap. Any delay or error can jeopardize your entire hiring plan. Contact an experienced immigration attorney today to discuss your temporary labor needs, verify your eligibility, and ensure your H-2B petition is filed accurately and on time. Start your H-2B filing process now.

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10. How the H-2B Visa Program Functions

The H-2B visa is designed to bridge temporary labor shortages in the non-agricultural sector of the U.S. economy. It operates based on the employer’s certified need and allows for recurring use by both the company and the worker:

For Employers: The visa enables U.S. employers to fill positions for which they have a one-time, seasonal, peak-load, or intermittent need. Since these temporary needs are often recurring (for example, yearly tourist seasons), employers can participate in the H-2B program annually.
For Employees: Workers can return to the U.S. every year to work for employers with approved petitions. They also have the option to extend their stay in the United States to continue working for employers with new, approved H-2B petitions, up to a maximum stay of three years.

11. H-2B Visa Processing Times: Overall Timeline and Key Deadlines

The H-2B visa process has strict deadlines and involves multiple agencies, necessitating careful planning by U.S. employers.

Overall Timeline for Employers

The entire process, from preliminary steps to final USCIS approval, typically takes 4 to 6 months. This comprehensive timeline includes:

Obtaining the required prevailing wage determination.
Conducting the mandated U.S. worker recruitment phase.
Securing the temporary labor certification from the Department of Labor (DOL).
Obtaining the final petition approval from U.S. Citizenship and Immigration Services (USCIS).

Recommendation: Due to the strict deadlines and complexity, U.S. employers should speak with an H-2B visa lawyer well in advance to avoid missing crucial filing windows that could prevent hiring foreign workers for the season.

Worker’s Consular Processing Time

Once the employer’s petition (I-129) is approved by USCIS, the time it takes the individual worker to secure the physical visa stamp depends on the U.S. Consulate:

Average Wait Time: Consular processing typically takes a couple of weeks from the date the application is submitted until the visa interview is conducted.
Variability: Processing times can vary significantly by location: some U.S. Consulates may process H-2B applications and schedule the interview within 2 to 3 weeks, while others may require one month or more.

Act Now to Secure Your H-2B Workforce. Don’t risk missing your seasonal labor window.

BOOK A CONSULTATION

12. H-2B Visa Duration: Authorized Stay and Maximum Limits

The length of your stay on an H-2B visa is determined by the approved petition, but it is subject to strict maximum limits and renewal requirements.

Authorized Period of Stay

Your authorized time in the U.S. includes the petition validity period plus a brief grace period:

Petition Validity: You are authorized to stay for the duration of the approved H-2B petition.
Grace Period (Arrival): You may enter the U.S. up to 10 days before the official start date listed on the approved petition.
Grace Period (Departure): After your H-2B visa expires, you are allowed a stay of up to 10 days for final departure from the U.S. (unless you apply for an extension or a change of status).

Extensions and Maximum Stay Limits

While the visa can be renewed, the total time an H-2B worker can spend in the U.S. is capped:

Extension Increments: The H-2B visa can be extended in one-year increments. Each renewal requires the employer to obtain a new and valid temporary labor certification covering the requested time.
Maximum Total Stay: Your cumulative stay in the U.S. on H-2B status (or L or H status) cannot exceed three years.
Mandatory Departure: A worker who has reached the three-year limit must remain outside the U.S. for a minimum of three months before becoming eligible to return as an H-2B worker.

13. Can the H-2B Visa Be Extended or Renewed?

Yes, the H-2B visa can be extended. The process requires the employer to file a new petition, and the total duration of the worker’s stay is subject to strict limits.

H-2B Extension Rules and Limits

The length of the H-2B visa approval depends entirely on the employer’s certified temporary need, but the visa is generally granted in increments of up to one year at a time.

Maximum Total Stay: An H-2B worker’s total stay in the United States, including all extensions, cannot exceed three (3) years.

Need for New Petition: Each time an extension is sought (even with the same employer), the employer must:

Re-establish Temporary Need: File a new request for temporary labor certification with the Department of Labor (DOL).
File New Petition: File a new Form I-129 Petition with U.S. Citizenship and Immigration Services (USCIS) before the current expiration date.

Mandatory Departure: After an H-2B worker has been in the U.S. for three consecutive years, they must depart the country and remain outside the U.S. for a minimum, uninterrupted period of three months before they can seek readmission under any H or L visa classification.

Initial Duration of Stay

The length of the initial H-2B approval is tied to the employer’s certified temporary need:

Temporary Need Type	Typical Duration	Maximum USCIS Approval
Seasonal or Peak Load	3 to 10 months	Up to 1 year
Intermittent Need	3 to 10 months (Short, recurring periods)	Up to 1 year
One-Time Occurrence	Based on project length, up to 3 Years	Up to 1 year (can be extended up to 3 years total)

14. H-2B Extensions: Same Employer vs. Changing Employers

The H-2B status can be extended for qualifying employment, but the process and implications differ depending on whether the worker remains with the original employer or changes jobs.

General Rules for H-2B Status Extension

Regardless of the employer, the following rules apply to any extension of H-2B status:

Extension Increments: USCIS permits the extension of H-2B status in increments of up to 1 year each.
Maximum Limit: The maximum total period of stay in H-2B status cannot exceed three (3) years.
New Certification Required: A new Temporary Labor Certification (TLC) covering the requested extension time must be obtained from the Department of Labor (DOL) for every extension request.

Extension with the Same Employer

When the current employer needs to extend the H-2B worker’s temporary contract:

Employer’s Justification: The employer must demonstrate to the DOL and USCIS how the extended temporary need justifies the renewal for up to one additional year.
Cap Exemption: When an employer extends the contract for their current H-2B workforce, the requested workers will not be subject to the annual numerical visa limit (cap).

Extension by Changing Employers

An H-2B worker can extend their status by accepting a new job with a different employer who is also permitted to hire H-2B employees:

New Employer’s Filing: The new employer must initiate the process by filing a new Temporary Labor Certification (TLC) and then submitting a Form I-129 Petition to USCIS, requesting an extension of the employee’s H-2B status for the duration of the new temporary job.
Example: A worker could complete the winter season as a ski instructor in Colorado and then successfully change employers and extend their H-2B status to work as a bartender during the summer season in Massachusetts.

To learn more, visit Can H-2B visa be extended?

15. The Steps to Extend H-2B Status: Certification and Petition

Extending an H-2B worker’s stay is not automatic; it requires the U.S. employer to effectively repeat the initial application process to demonstrate a continuing temporary need.

Step 1: Obtain a New Temporary Labor Certification (DOL)

The employer must re-engage with the Department of Labor (DOL) to justify the extended employment period:

Repeat Certification: The employer must repeat the same comprehensive steps used to obtain the initial labor certification.
Proof of Need: The employer must clearly show that the temporary need will persist during the requested extension period and be prepared to provide supporting evidence.

Step 2: Submit a New I-129 Petition (USCIS) Requesting Extension

The employer then files a new petition with U.S. Citizenship and Immigration Services (USCIS), requesting an extension of stay for the specific worker(s):

Form: A new Form I-129, Petition for H-2B Nonimmigrant Worker, must be filed.
Named Worker: Since the H-2B worker is already in the U.S. and an extension is requested, the name of the H-2B worker must be stated on Form I-129.
Premium Processing: The petition can be submitted with Premium Processing (for an additional fee), for USCIS to process the application within 15 business days.
Outcome: Approval: USCIS sends an approval notice (Form I-797), which the worker must retain as evidence of their new H-2B status. Denial/RFE: USCIS may deny the application or issue a Request for Evidence (RFE).

16. H-2B Visa Validity and Duration of Stay

The validity period of the H-2B visa is directly tied to the employer’s certified temporary need and the approval granted by USCIS.

Standard Duration of Validity

The H-2B visa is valid for the duration of the approved employment as stated in the job offer and on the employer’s petition:

Typical Period: The visa is generally valid for a period between 6 to 10 months, aligning with typical seasonal or peak-load demands.
Maximum Initial Period: In rare circumstances (such as a one-time occurrence need), the initial petition may be approved for up to 12 months.
Total Maximum Stay: While the initial period is limited, the visa can be extended, with the total cumulative stay not exceeding three years.

Authorized Grace Periods

The period of authorized stay for the worker includes a small grace period surrounding the employment dates:

Pre-Employment Entry: Workers are authorized to enter the U.S. up to 10 days before the start date of employment listed on the approved petition.
Post-Employment Departure: Workers are allowed a maximum of 10 days after the employment ends for travel and final departure from the U.S.

17. H-2B Visa Annual Cap and Allocation System

The H-2B visa is subject to a strict annual limit, or “cap,” set by Congress. Because demand consistently exceeds the number of available visas, the Department of Labor (DOL) uses a competitive randomized processing system to determine which applications proceed.

The Statutory Visa Cap

The annual numerical limit for the H-2B program is 66,000 visas per fiscal year, which is divided into two halves to accommodate different seasonal needs:

First Half Cap (33,000 visas): For workers who begin employment between October 1 and March 31.
Second Half Cap (33,000 visas): For workers who begin employment between April 1 and September 30.

Note on Supplemental Visas: In recent years, the U.S. government has temporarily increased the cap by issuing supplemental visas. These are typically reserved for returning workers and nationals of specific countries, and employers must generally attest to suffering irreparable harm without the additional workers.

Cap Exemptions: Who is Not Subject to the Limit?

Petitions for the following categories of workers are exempt from the annual cap and can be filed even after the limit has been reached:

Current H-2B Workers: Workers already in the U.S. in H-2B status who are seeking to extend their stay or change employers.
Specialized Processing: Workers employed as fish roe processors, technicians, or processing supervisors.
Geographic Exemption: Workers performing labor or services in the Commonwealth of the Northern Mariana Islands or Guam (currently limited through a specific date).
Family Dependents: Spouses and children (H-4 dependents) of H-2B workers are also not counted against the cap.

18. H-2B Visa Costs and Fee Responsibility

Filing Component	Standard Fee (Large/Regular Employer)	Reduced Fee (Small Employer/Nonprofit)
I-129 Base Fee (Petition for H-2B Status)	$1,080 (Named) / $580 (Unnamed)	$540 (Named) / $460 (Unnamed)
Asylum Program Fee	$600	$300
Premium Processing (Form I-907)	$1,685 (Optional)	$1,685 (Optional)
Visa Application Fee (DS-160/MRV Fee)	$205	$205

Crucial Note: USCIS rules generally prohibit the H-2B worker from paying any of the employer’s statutory fees, recruitment costs, or legal fees associated with the petition process.

Why Partner with Our H-2B Visa Lawyers

Despite the complexity and the annual numerical limits, the H-2B visa program remains an invaluable tool for U.S. employers facing labor shortages. It is the definitive solution when high seasonal, peak-load, or intermittent demand for workers cannot be met by the domestic workforce alone.

Our legal team understands the standards and strict deadlines that govern the H-2B process, including the mandates designed to protect U.S. worker wages and prevent job displacement.

Contact us or Schedule an Appointment with our experienced H-2B Visa lawyers to discuss your case and initiate the application process.

We provide dedicated H-2B assistance to companies and individuals across all 50 states, the District of Columbia, and Puerto Rico.

Act Now to Secure Your H-2B Workforce. Don’t risk missing your seasonal labor window.

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Malescu Law P.A. – Business & Immigration Lawyers

H-2B Visa Lawyer: Employer Guide to Requirements & Hiring (2025)

1. What is the H-2B Visa Program for US Employers?

H-2B Job Suitability and Limitations

2. What are the Key H-2B Visa Benefits and Limitations for Employees and Employers?

Key Benefits and Limitations for Employers

Key Benefits of the H-2B Visa for Workers

3. H-2B Visa Requirements for Employers and Employees

H-2B Requirements for U.S. Employers: Recruitment & Temporary Need

Categories of Temporary Need

H-2B Requirements for Workers (Employees)

4. How to Hire H-2B Visa Workers: The 6-Step Process

Step 1: Verify Country and Initiate Recruitment

Step 2: Request Prevailing Wage Determination (PWD)

Step 3: File for Temporary Labor Certification (TLC) and Job Order

Step 4: File the H-2B Petition with USCIS

Step 5: Workers Apply for Visa and/or Admission

Exception for Canadian Musicians

5. Establishing Temporary Need for H-2B Workers

A. One-Time Occurrence

B. Seasonal Need

C. Peak Load Need

D. Intermittent Need

6. H-2B Visa Eligibility Criteria: Who Can Apply?

7. H-2B Visa Eligible Countries List (2025 Update)

Full List of H-2B Eligible Countries (FY 2025):

Key Notes on H-2B Eligibility

8. The 3-Stage H-2B Visa Application Process (DOL, USCIS, & DOS)

Step 1: DOL — Obtaining Temporary Labor Certification

Step 2: USCIS — Filing the Petition (Form I-129)

Step 3: DOS — Workers Apply for Visa or Change of Status

9. H-2B Visa: How to Apply (Employer & Employee Steps)

Act Now to Secure Your H-2B Workforce. Don’t risk missing your seasonal labor window.

10. How the H-2B Visa Program Functions

11. H-2B Visa Processing Times: Overall Timeline and Key Deadlines

Overall Timeline for Employers

Worker’s Consular Processing Time

Act Now to Secure Your H-2B Workforce. Don’t risk missing your seasonal labor window.

12. H-2B Visa Duration: Authorized Stay and Maximum Limits

Authorized Period of Stay

Extensions and Maximum Stay Limits

13. Can the H-2B Visa Be Extended or Renewed?

H-2B Extension Rules and Limits

Initial Duration of Stay

14. H-2B Extensions: Same Employer vs. Changing Employers

General Rules for H-2B Status Extension

Extension with the Same Employer

Extension by Changing Employers

15. The Steps to Extend H-2B Status: Certification and Petition

Step 1: Obtain a New Temporary Labor Certification (DOL)

Step 2: Submit a New I-129 Petition (USCIS) Requesting Extension

16. H-2B Visa Validity and Duration of Stay

Standard Duration of Validity

Authorized Grace Periods

17. H-2B Visa Annual Cap and Allocation System

The Statutory Visa Cap

Cap Exemptions: Who is Not Subject to the Limit?

18. H-2B Visa Costs and Fee Responsibility

Why Partner with Our H-2B Visa Lawyers

Act Now to Secure Your H-2B Workforce. Don’t risk missing your seasonal labor window.

About Anda Malescu

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