EB-3 Visa 2026: U.S. Employment-Based Green Card for Skilled Workers, Professionals and Other Workers

The EB-3 visa 2026 category provides a U.S. employment-based immigration pathway for skilled workers, professionals and certain other workers. USCIS explains the eligibility requirements, permanent job offer, labor certification process and Form I-140 petition involved in EB-3 immigration. Here is what applicants need to know about the EB-3 employment-based green card category.

Background & EB-3 Visa Overview

The EB-3 visa is the third preference category within the United States employment-based immigrant visa system.

According to U.S. Citizenship and Immigration Services (USCIS), individuals who may qualify for EB-3 include skilled workers, professionals and other workers.

Unlike temporary employment visas, EB-3 is an immigrant classification associated with permanent employment in the United States. For most EB-3 cases, the employment opportunity must be supported by a permanent, full-time job offer from a U.S. employer.

The category is divided into three main groups:

Skilled workers
Professionals
Other workers

Each group has different education, training or experience requirements.

EB-3 Skilled Workers

The skilled worker category is intended for individuals capable of performing skilled labor where the position requires at least two years of training or experience.

The employment must not be temporary or seasonal.

Applicants must also meet the educational, training or experience requirements specified for the particular job opportunity.

USCIS notes that relevant post-secondary education may be considered as training for purposes of the skilled worker category.

Applicants may need to provide evidence demonstrating that they meet the requirements of the job. USCIS identifies documents such as official academic records and letters from current or former employers as examples of evidence that may establish qualifications.

A skilled worker EB-3 case therefore depends not simply on the applicant’s general professional background, but on whether the applicant satisfies the requirements associated with the specific permanent job opportunity.

EB-3 Professionals

The EB-3 professional category applies to individuals who hold at least a U.S. bachelor’s degree or foreign equivalent degree and are members of the professions.

The position itself must require at least a bachelor’s degree.

Applicants must also satisfy the educational, training and experience requirements specified by the job opportunity and labor certification, where applicable.

USCIS specifically states that education and experience cannot be substituted for the bachelor’s degree requirement for the professional classification.

This makes the professional category distinct from the skilled worker classification, where relevant post-secondary education may potentially count as training.

EB-3 Other Workers

The third EB-3 classification is known as Other Workers and is sometimes described as the unskilled worker category.

These workers must be capable of performing unskilled labor for positions requiring less than two years of training or experience.

The employment must not be temporary or seasonal.

Applicants must also meet the requirements specified for the particular job opportunity.

This category therefore covers certain permanent employment opportunities that do not fall within the skilled worker or professional classifications.

EB-3 Job Offer Requirement

A major feature of the EB-3 category is the employment requirement.

For skilled workers and professionals, USCIS states that a permanent, full-time job offer from a U.S. employer and labor certification, or an applicable Schedule A process, are generally required.

For Other Workers, USCIS likewise identifies a permanent, full-time U.S. employer job offer and labor certification requirement.

This means the EB-3 pathway is generally employer-driven rather than a general application for people simply seeking permission to move to the United States.

The specific job must meet the applicable requirements, and the foreign worker must demonstrate that they meet the requirements of that job opportunity.

EB-3 Labor Certification

For many EB-3 cases, the employer must obtain a permanent labor certification from the U.S. Department of Labor (DOL).

The purpose of the permanent labor certification process is to establish that there are not sufficient U.S. workers who are able, willing, qualified and available for the job opportunity and that employing the foreign worker will not adversely affect the wages and working conditions of similarly employed U.S. workers.

The Department of Labor explains that the PERM process is an employer responsibility, although employees can benefit from understanding the process being used on their behalf.

The labor certification process generally involves Form ETA-9089.

For an ordinary EB-3 case requiring labor certification, USCIS states that the petition is usually accompanied by an approved and signed permanent employment certification.

Schedule A Exceptions

Not every EB-3 case requires the standard DOL-approved labor certification.

USCIS explains that petitions involving Schedule A occupations are not required to have a DOL-approved labor certification because the Department of Labor has already determined that there are not sufficient U.S. workers available for those designated occupations.

USCIS currently identifies two Schedule A groups.

Group I includes:

Professional nurses
Physical therapists

Group II includes beneficiaries with exceptional ability in the sciences or arts, including certain college and university teachers, as well as immigrants of exceptional ability in the performing arts.

Schedule A cases have their own documentation requirements, so applicants should not assume that the standard PERM process applies to every EB-3 case.

Form I-140 and the EB-3 Petition Process

After the applicable labor certification process has been completed, the immigration petition is filed with USCIS.

EB-3 petitions are filed using Form I-140, Immigrant Petition for Alien Workers.

USCIS provides specific instructions concerning the supporting documentation and filing requirements for Form I-140.

The Department of Labor also explains that once a permanent labor certification is certified, the employer can proceed with the immigration authorization process through USCIS.

The labor certification has a limited validity period. DOL states that a certified labor certification expires if it is not submitted to USCIS within 180 days.

EB-3 Eligibility Requirements at a Glance

The three EB-3 classifications can be summarized as follows:

Skilled Workers

The position must require at least two years of training or experience, and the applicant must meet the requirements specified by the job opportunity.

Professionals

The applicant must have at least a U.S. bachelor’s degree or foreign equivalent, while the position must normally require at least a bachelor’s degree.

Other Workers

The position must require less than two years of training or experience, and the applicant must meet the requirements of the job opportunity.

For the relevant categories, the position generally needs to be permanent and full-time, supported by the required labor certification or applicable Schedule A process.

Evidence Applicants May Need

The exact documentation depends on the case, but USCIS identifies evidence that can demonstrate whether an applicant meets the requirements of the employment opportunity.

Examples include:

Official academic records
Letters from current or former employers
Evidence of relevant training
Evidence of qualifying work experience
Documentation associated with the labor certification
Supporting documentation required for Form I-140

Applicants should ensure that documentation corresponds to the requirements of the specific job rather than relying solely on a general résumé or professional profile.

EB-3 Family Members

An approved EB-3 worker may also provide an immigration pathway for certain immediate family members.

USCIS states that, if the I-140 petition is approved, the worker’s spouse and unmarried children under 21 may be eligible to apply with or after the principal worker for admission to the United States as lawful permanent residents based on the approval.

Family members still have to satisfy the applicable immigration requirements and procedures.

Important 2026 Development for Certain Commercial Drivers

USCIS has highlighted a specific development involving employment-based petitions for workers who will operate commercial motor vehicles.

Following federal actions and Department of Labor guidance, employers seeking permanent or temporary labor certification for commercial vehicle operator positions must include an English-language proficiency standard when required.

USCIS states that, following increased Department of State screening and vetting, visas issued after June 15, 2026 can be accepted as evidence of English language proficiency in the circumstances described on its EB-3 page.

This is particularly relevant to EB-3 cases involving commercial vehicle operators and should not be interpreted as a general additional requirement for every EB-3 applicant.

What Applicants Should Understand About EB-3

The EB-3 category is sometimes described online as a simple route to a U.S. green card through employment. In reality, the process involves several distinct requirements.

A prospective applicant generally needs to:

Identify a qualifying permanent employment opportunity.
Meet the requirements of the specific position.
Have the employer complete the applicable labor certification process when required.
Proceed with the Form I-140 immigrant petition.
Complete the subsequent immigration process applicable to the case.

The exact procedure can vary depending on the occupation, category, labor certification requirements and the applicant’s circumstances.

Why the Employer Matters

One of the most important aspects of EB-3 is the role of the U.S. employer.

The Department of Labor makes clear that the permanent labor certification application is filed by the employer, not the employee.

Consequently, an individual cannot simply submit a general EB-3 application without a qualifying employment opportunity.

The employer must generally establish the basis for the permanent employment opportunity and complete the applicable labor certification process before the immigration petition proceeds, unless an exception such as Schedule A applies.

EB-3 Visa 2026: Important Takeaways

The EB-3 category provides employment-based immigration opportunities for three principal groups:

Skilled workers: Workers whose positions require at least two years of training or experience.

Professionals: Workers with at least a U.S. bachelor’s degree or foreign equivalent whose positions require at least a bachelor’s degree.

Other workers: Workers whose positions require less than two years of training or experience.

For many cases, the pathway involves a permanent, full-time U.S. job offer, DOL labor certification and Form I-140.

Schedule A provides an alternative process for designated occupations, including professional nurses and physical therapists.

The Department of Labor’s current PERM information confirms that the permanent labor certification process is employer-driven and is intended to protect U.S. workers’ wages and employment opportunities.

Conclusion

The EB-3 visa 2026 category remains an important employment-based immigration pathway for skilled workers, professionals and other workers seeking permanent employment in the United States.

However, eligibility depends on the specific employment opportunity and the requirements of the applicable EB-3 classification. In many cases, the process involves a permanent full-time job offer, labor certification through the U.S. Department of Labor and an employer-filed Form I-140 petition with USCIS.

Applicants should carefully distinguish between the skilled worker, professional and Other Worker categories and ensure that their qualifications match the requirements of the position.

Because U.S. immigration rules and procedures can change, prospective applicants should verify current requirements directly with USCIS and the U.S. Department of Labor before making immigration decisions.

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