H-2A visa services
H-2A support for seasonal agricultural employers
The H-2A program allows U.S. employers to seek temporary foreign workers for seasonal or temporary agricultural work when program requirements are met.
Who it fits
Seasonal or temporary agricultural work
What we handle
Support from preparation through the season
- Job order and labor certification preparation
- Petition preparation and filing as agent
- Recruitment coordination with our partner, TalentCruit
- Worker onboarding and travel coordination
- Compliance support during the season, including recordkeeping and separation notices
- A connected workflow managed in CrewHub
Managed in CrewHub.pro
Program fit
Is H-2A right for your operation?
The H-2A program lets U.S. agricultural employers hire foreign workers for temporary or seasonal farm work when there are not enough able, willing, and qualified U.S. workers available. There is no annual cap on H-2A visas.
- Seasonal work tied to a certain time of year, such as planting, spraying, harvest, and grain handling
- Temporary needs generally lasting one year or less
- Field work, equipment operation, truck driving within the farm operation, and livestock work, depending on the job duties
- Employers who can offer housing and meet the program's wage and transportation requirements
The process
How the H-2A process works
- 1
Job order. The job order (ETA-790 and ETA-790A) is submitted to the Department of Labor generally 60 to 75 days before your first date of need, and is placed with the State Workforce Agency for recruitment.
- 2
Labor certification application. The H-2A application (ETA-9142A) is filed with the Department of Labor's Chicago National Processing Center no later than 45 days before your date of need.
- 3
Recruitment of U.S. workers
- 4
Certification. Once the Department of Labor certifies the application, the petition can be filed.
- 5
Petition. Form I-129 is filed with U.S
- 6
Visas and travel. Workers attend visa interviews at a U.S
- 7
The season. Work begins under the terms of the job order, with records kept throughout and notices filed when required.
Timing depends on your date of need and current agency processing. Many employers begin planning several months before workers are needed.
Employer obligations
Key employer obligations
These are general H-2A program requirements. The exact obligations depend on your job order and current regulations.
- Wages: pay at least the highest of the Adverse Effect Wage Rate (AEWR), the applicable prevailing wage, any agreed collective bargaining rate, or the federal or state minimum wage. Rates are published by the Department of Labor and change regularly.
- Housing: provide housing at no cost to workers who cannot reasonably return home each day. Housing must meet applicable safety and health standards, be inspected before occupancy, and comply with your State Workforce Agency's requirements and local regulations.
- Transportation: reimburse inbound travel and daily subsistence once the worker completes half of the contract period, provide return travel when the contract is completed, and provide free daily transportation between employer housing and the worksite.
- Three fourths guarantee: offer employment for at least three fourths of the workdays in the contract period.
- Meals: provide three meals a day or free and convenient cooking and kitchen facilities.
- Tools and workers' compensation: provide required tools and equipment at no cost and carry workers' compensation coverage.
- Records and disclosures: give each worker a copy of the work contract and keep accurate earnings records.
- Recruitment and fees: keep hiring qualified U.S. applicants as required, and never charge workers recruitment fees.
Preparation
What to have ready
- Business name, FEIN, and contact information
- Worksite and housing addresses
- Number of workers needed and your first and last dates of need
- Job duties, hours, and any experience requirements
- Housing details and inspection status
- Workers' compensation information
- Prior H-2A certifications, if you are a returning employer
This page is general information, not legal advice. Program rules, wage rates, and filing timelines change. Contact us to confirm what applies to your situation.
Overview timeline
Start early and plan from your date of need
The process generally moves from workforce planning to job order and labor certification preparation, recruitment, petition filing, worker onboarding, and travel coordination. Timing depends on the date of need and current agency processing. Employers should start early.
Plan
Prepare and recruit
File and coordinate
Onboard and support
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