What is Employment Sponsorship?

In today’s interconnected world, employment sponsorship has become an essential avenue for individuals seeking to work in a different country.

Also known as work visa sponsorship or employment-based immigration, it involves a legal arrangement between a foreign worker and an employer, allowing the worker to obtain the necessary authorization to work in a foreign country. This blog post aims to provide a comprehensive overview of employment sponsorship, its significance, and the process involved.

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What is Employment Sponsorship?

Employment sponsorship refers to the process by which a foreign worker receives support and sponsorship from an employer in another country. It is a legal procedure that allows the worker to obtain the necessary work authorization, typically in the form of a work visa or permit, to take up employment in the host country.

The employer acts as a sponsor, assuming responsibility for the worker’s legal status, ensuring compliance with immigration regulations, and often providing assistance with relocation and integration.

Employment sponsorship is when an employer agrees to help a foreign national obtain a work visa so that they can work in the United States.

This can be done for a variety of reasons, such as to fill a critical skills shortage or to hire a highly skilled individual who is not a U.S. citizen.

Employment sponsorship is frequently referred to as green card sponsorship. You must apply for employment sponsorship if you want to permanently recruit a foreign worker who has been employed by you on a temporary visa.

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Types of Employment Sponsorship

There are two main types of employment sponsorship:

1. Temporary Work Visas: These are non-immigrant visas granted for a specific duration, usually tied to a particular job or project. Examples include the H-1B visa in the United States, the Tier 2 visa in the United Kingdom, and the Temporary Skill Shortage (TSS) visa in Australia.
2. Permanent Residence Sponsorship: This category encompasses employer-sponsored programs that lead to permanent residency in the host country. Programs such as Canada’s Express Entry system, Australia’s Employer Nomination Scheme (ENS), and the U.S. EB-3 and EB-2 visas fall under this category.

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Employment Sponsorship for US

Temporary Employment Sponsorship

Any foreign national who travels to the United States for temporary employment is eligible for a non-immigrant visa, according to the USCIS. The majority of these visas demand employment sponsorship.

1. Non-immigrant Visas: Temporary employment sponsorships are typically facilitated through non-immigrant visas. These visas require sponsorship from the employer and are specific to different categories:
   • H-1B Visas: Reserved for individuals with specialized skills and bachelor’s degrees.
   • H-2A Visas: Designed for agricultural workers.
   • H-2B Visas: Intended for general temporary workers.
   • L-1 Visas: Facilitate inter-company transfers.
   • TN Visas: Exclusive to Mexican and Canadian nationals.
2. Sponsorship Process: The process normally entails filing a Form I-129, a Petition for Non-Immigrant Worker, together with a fee of $460, to the USCIS, with the exception of H-1B and H-2A visas. Before submitting the Form I-129, employers who sponsor work visas should additionally request a labor condition application from the US Department of Labour. The U.S. Department of Labour will then decide that there was a need for the position that had no American candidates, and it will make sure that the foreign worker would receive pay at par with that of American candidates.

The deadlines for filing documentation and knowing if a visa application has been accepted vary from year to year and program to program, depending on a variety of circumstances. Working with a person with green card negotiating experience is your greatest way of navigating a complex system.

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Permanent Employment Sponsorship

1. Company-Sponsored Green Card: Employers seeking to hire foreign nationals for permanent positions can sponsor them for a company-sponsored green card. This grants the candidate permanent residency in the United States. There are four types of permanent employment visas:
   • EB-1 Visas: Cater to multinational executives and professors.
   • EB-2 Visas: Suitable for professionals with advanced degrees in sciences, arts, and business.
   • EB-3 Visas: Intended for skilled workers or professionals with a bachelor’s degree.
   • EB-4 Visas: Allocated to religious workers, doctors, and special immigrants.

2. Sponsorship Process: The first thing the company will do is fill out a labor condition application to send to the United States Department of Labour. When this application is approved, the employer will send Form I-140, or the Immigrant Petition for Alien Worker, to the USCIS along with a $700 fee.

Responsibilities of the Employer and Additional Considerations

1. Employers must adhere to immigration and labor regulations throughout the sponsorship process. This includes providing fair compensation to foreign nationals and ensuring that their employment does not adversely affect the working conditions of U.S. workers and must pay the foreign national the going rate for the post filled.
2. Employers are required to maintain detailed records of employment, including compensation and the duration of employment for foreign nationals. These records should be available for inspection by the U.S. Department of Labor. Completing the Employment Eligibility Verification I-9 form is also mandatory.
3. Employers of H-1B visa holders should also make a public access file available. It should be made available no later than one day following the petition’s submission, and it will include a copy of the LCA and wage information.
4. Employers with a significant number of H-1B employees must meet additional obligations. They need to make a sworn statement that they will not displace American employees and must demonstrate efforts to hire qualified Americans for similar positions.
5. In order to sponsor the H1-B and permanent visas, a U.S. employer will need to obtain an IRS tax number.
6. The LCA should be distributed to labour representatives for comparable positions or posted for at least 10 days at the workplace.
7. The U.S. Department of Labour should have access to a filled-out Employment Eligibility Verification I-9 form as well as thorough records of employment including the foreign national’s pay and time on the job.
8. Extra standards apply to specific employer classes. These are employers who have H-1B workers who satisfy one of the requirements listed below: o They employ 25 or fewer people, and at least seven of them have H-1B visas. o They employ between 26 and 50 people, and 12 or more of them have H-1B visas o They employ more than 50 people, and at least 15% of those employees are on H-1B visas.
9. In these situations, the employer is required to declare under oath that they would not fire an American worker 90 days or less before or after the H-1B petition is submitted. Such businesses must also show that they tried to find competent Americans for the same position.

The Employment Sponsorship Process

1. Job Search: The first step is to search for employment opportunities in the desired country. This can be done through online job portals, recruitment agencies, or by directly contacting companies that are known to sponsor foreign workers.
2. Employer Sponsorship: Once an employer expresses interest in hiring a foreign worker, they initiate the sponsorship process. The employer files the necessary paperwork and submits a petition to the relevant immigration authorities.
3. Immigration Approval: The immigration authorities review the employer’s petition, ensuring that the job offer is genuine and meets the eligibility criteria. This typically involves verifying the employer’s credentials, assessing the labor market impact, and evaluating the worker’s qualifications.
4. Visa Application: Once the petition is approved, the sponsored worker can apply for the appropriate work visa or permit at the nearest consulate or embassy of the host country. The application usually includes documentation such as passports, employment contracts, and proof of qualifications.
5. Arrival and Integration: Upon obtaining the work visa, the sponsored employee can travel to the host country and commence employment. Employers often assist with relocation logistics, including finding accommodation, providing orientation, and supporting the integration process.

Benefits of Employment Sponsorship

1. Access to Global Opportunities: Employment sponsorship provides individuals with the opportunity to work in a foreign country, opening doors to new experiences, career growth, and exposure to different cultures and markets.
2. Stability and Security: Sponsored workers often benefit from stable employment arrangements, with legal protections and entitlements provided by their sponsoring employer. This stability can provide a sense of security and peace of mind.
3. Professional Development: By working in a different country, sponsored employees can gain valuable international experience, enhance their skills, and expand their professional network, which can significantly benefit their long-term career prospects.
4. Eligibility for Social Benefits: In many cases, sponsored employees are eligible for certain social benefits such as healthcare, retirement plans, and educational assistance, similar to citizens or permanent residents of the host country.

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Conclusion

Employment sponsorship serves as a gateway to global work opportunities, enabling individuals to explore new professional horizons in foreign countries.

Understanding the intricacies of the sponsorship process is crucial for both employers and foreign nationals seeking employment abroad.

By navigating the complexities and complying with immigration and labor regulations, employers can successfully hire and retain talented individuals, while foreign nationals can seize rewarding career prospects and contribute to their host countries’ economies.

Employment sponsorship can be a valuable tool for both employers and employees. However, it is important to be aware of the challenges associated with sponsorship before embarking on the process.

If you are an employer who is considering sponsoring an employee for a work visa, it is important to consult with an immigration attorney to ensure that you are following all of the applicable laws and regulations.

If you are a foreign national who is interested in obtaining a work visa through employment sponsorship, you should also consult with an immigration attorney to discuss your options.