Vistos de trabalho para não imigrantes
H-2B Visa: Temporary Nonagricultural Workers
A U.S. nonimmigrant work visa allowing employers to hire foreign workers for temporary, non-agricultural jobs when qualified U.S. workers are unavailable to fill the need.
66,000 Cap
Patrocinado pela empresa
Up to 3 Years
What Is the H-2B Visa?
The H-2B visa allows U.S. employers to temporarily employ foreign nationals to perform non-agricultural labor or services that are temporary in nature.
Both USCIS and the U.S. Department of Labor (DOL) evaluate whether the job is truly temporary, whether U.S. workers are unavailable, and whether hiring foreign workers will adversely affect U.S. wages or working conditions.
Because the program is numerically capped and heavily regulated, careful legal preparation is essential. The H-2B visa does not lead directly to permanent residence, but provides a lawful way to meet short-term labor needs.
Hospitality & Tourism
Hotels, resorts, restaurants, catering services, and amusement parks commonly rely on the H-2B program for seasonal staffing needs.
Landscaping & Construction
Groundskeeping, landscaping, and construction support industries frequently use H-2B to address peak or seasonal labor shortages.
Seafood, Events & Services
Seafood processing, event staffing, and service industries are among the most common H-2B program users each fiscal year.
━ Key Standard
What Does “Temporary Need” Mean?
To qualify for H-2B, the employer must demonstrate a temporary need. The position itself may be permanent in nature, but the employer’s need for the worker must be temporary.
One-Time Occurrence
A unique, non-recurring event or situation that creates a short-term labor need not expected to repeat.
Seasonal Need
Labor demand tied to a predictable season, such as summer tourism, holiday hospitality, or winter landscaping.
Peakload Need
A temporary increase in workload beyond normal staffing capacity that requires additional workers for a defined period.
Intermittent Need
An occasional or sporadic need for workers that cannot be met by the employer’s regular permanent workforce.
━ Requisitos de elegibilidade
Employer & Worker Requirements
Both the employer and the worker must meet specific H-2B requirements.
Compliance is mandatory throughout the entire period of employment.
Requisitos do empregador
Prove Temporary Need
Demonstrate that the position qualifies under one of the four recognized temporary need categories.
Conduct U.S. Recruitment
Actively recruit U.S. workers as directed by DOL to test the domestic labor market before hiring abroad.
Offer Prevailing Wage
Wages must meet or exceed the prevailing wage as determined by the Department of Labor.
DOL & USCIS Filings
File all required petitions with both agencies in the correct sequence and within required deadlines.
Worker Requirements
Eligible Nationality
Must be a national of a country designated as eligible for the H-2B program by the U.S. government.
Ability to Perform the Job
Must possess the qualifications and ability to perform the specific duties of the offered position.
Temporary Intent
Must intend to enter the U.S. temporarily and maintain nonimmigrant intent throughout the stay.
Employer Restriction
May only work for the petitioning employer and only in the specific approved position.
━ Documentação
H-2B Cap & Numerical Limits
The H-2B program is subject to an annual numerical cap. Demand often exceeds supply, which can result in lottery-like selection timing and rapid cap exhaustion. Certain returning workers and specific occupations may qualify for exemptions when authorized by law.
Annual Cap: 66,000 Visas
A dotação anual total é dividida igualmente entre os dois semestres do exercício fiscal. A apresentação antecipada e estratégica dos pedidos é fundamental para garantir os limites máximos antes que se esgotem.
33,000
First half of fiscal year (Oct – Mar)
33,000
Second half of fiscal year (Apr – Sep)
━ O PROCESSO
H-2B Petition Process (Step-by-Step)
The H-2B program involves multiple agencies, strict timelines, and detailed recruitment rules.
A single mistake can result in denial, loss of cap numbers, or inability to staff operations.
1
Temporary Labor Certification (DOL)
The employer files for a temporary labor certification with the Department of Labor, proving temporary need, lack of available U.S. workers, and compliance with wage and recruitment requirements.
2
Recruitment of U.S. Workers
The employer must actively recruit qualified U.S. workers as directed by DOL before the H-2B petition can proceed. Documentation of recruitment efforts is required.
3
Preenchimento do Formulário I-129
Once the labor certification is approved, the employer files Form I-129 with USCIS. Timing is critical — cap numbers must be available at the time of filing.
4
Visa Processing or Change of Status
Approved workers apply for H-2B visas at a U.S. consulate abroad or change status if already in the United States and eligible to do so.
━ Documentação
Why Proper Legal Preparation Matters for H-2B
The H-2B program involves multiple agencies, strict timelines, and detailed recruitment rules. Procedural errors — not ineligibility — are the most common cause of denials.
A well-prepared H-2B case requires coordination across DOL filings, USCIS petitions, and consular processing within tight deadlines aligned to cap availability.
Temporary Need Documentation
Evidence clearly establishing the qualifying nature of the employer’s need — seasonal, one-time, peakload, or intermittent.
U.S. Recruitment Records
Complete documentation of recruitment efforts demonstrating that qualified U.S. workers were unavailable for the positions.
Prevailing Wage Compliance
Records confirming the offered wage meets or exceeds the DOL-determined prevailing wage for the occupation and location.
Worker Eligibility & Job Documentation
Country eligibility records, worker qualifications, and detailed job descriptions aligned with the approved labor certification.
━ COMPARAÇÕES
Visto H-2B vs. outros vistos de trabalho temporário
Compreender como o visto H-2B se compara a outras categorias de vistos de trabalho temporário dos EUA, tanto para empregadores quanto para trabalhadores.
✓ H-2B covers non-agricultural temporary work,
H-2A is for agricultural labor
✓ Both require proof of U.S. worker unavailability and prevailing wage compliance
✓ H-2A is uncapped — H-2B is subject to an annual 66,000 visa limit
✓ Industry type determines which program applies, not employer preference
✓ H-2B requires no degree — designed for non-professional temporary labor
✓ H-1B requires a specialty occupation and at minimum a bachelor’s degree
✓ H-2B serves different industries — hospitality, landscaping, events, seafood
✓ Both are capped and employer-sponsored with USCIS petition requirements
━ Duração
Período de permanência e condições de trabalho
Initial H-2B approval is granted for up to 1 year, with extensions available in increments of up to 1 year. The maximum total stay is 3 years, after which the worker must depart the U.S.
H-2B workers may only work for the petitioning employer, perform only the duties listed in the petition, and work only during the approved period. Material changes to the position or employer require amended filings.
━ Família
Dependentes: Visto H-4
Spouses and unmarried children under 21 may apply for H-4 visas to accompany or join the H-2B visa holder in the United States.
✓ Podem residir nos EUA
Os dependentes H-4 podem residir nos Estados Unidos enquanto durar o status aprovado do titular do visto H-2B.
✓ Pode frequentar a escola
Os filhos dependentes podem matricular-se em instituições de ensino dos EUA.
✗ Not authorized to work
H-4 visa holders are not authorized for employment in the United States.
━ Armadilhas a evitar
Common H-2B Challenges
Inadequate proof of temporary need — the employer’s need must clearly fit one of the four recognized temporary need categories.
Recruitment deficiencies — incomplete or improperly documented U.S. worker recruitment is a frequent cause of DOL rejection.
Wage compliance errors — failure to offer the correct prevailing wage can result in denial and compliance violations.
Missing deadlines due to cap exhaustion — filing too late in the fiscal year can mean no cap numbers remain available.
Frequently Asked Questions About the H-2B Visa
What is the H-2B visa?
A temporary work visa allowing U.S. employers to hire foreign workers for non-agricultural, temporary jobs when qualified U.S. workers are not available, willing, or able to fill the positions.
Is the H-2B visa capped?
Yes. The H-2B program is subject to an annual numerical cap of 66,000 visas, divided equally between the two halves of the fiscal year. Certain returning workers and specific occupations may qualify for exemptions when authorized by law.
What industries commonly use the H-2B program?
Hotels, resorts, restaurants, landscaping companies, construction firms, amusement parks, seafood processors, and event staffing organizations are among the most frequent H-2B program users.
Can H-2B workers bring family members?
Yes. Spouses and unmarried children under 21 may apply for H-4 visas to accompany or join the H-2B worker in the United States. H-4 holders may not work but may reside and study in the U.S.
Can H-2B lead to a green card?
No. The H-2B is a temporary work visa and does not directly lead to permanent residence. It is specifically designed for workers who intend to return to their home country after the approved period of employment.
How long does the H-2B process take?
The H-2B process involves DOL labor certification, active U.S. worker recruitment, and a USCIS petition — each with its own timeline. Employers should begin planning well in advance of the intended start date to avoid cap exhaustion and processing delays.
Why choose Gondim Law for H-2B cases?
Clients choose Gondim Law for its experience coordinating DOL and USCIS filings, compliance-driven recruitment strategy, careful cap-timing and filing management, and clear guidance for both employers and workers throughout the process.
How do I start an H-2B case?
The process begins with an evaluation of the employer’s temporary need and job structure. Gondim Law assists employers from initial planning through worker entry — schedule a confidential consultation to begin.
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