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John Dorer is CEO of EB3.work, a New York City-based staffing consultancy that helps employers fill positions when they can’t hire locally. The opinions are the author’s own.
Labor shortages in the construction industry are nothing new. It has been a major challenge for employers for more than a decade. Associate Builders and Contractors predict that the US needs to hire about 300,000 additional workers just to meet current demand. The workforce that construction companies desperately need to get the job done simply isn’t there.
John Dorr
Courtesy of EB3.work
This is not to say that the industry has not tried to overcome these growing challenges. But strategies like wage increases, signing bonuses and training programs, while essential, have not been enough to turn things around. Unfortunately, the shortage now outweighs any positive effect these solutions might bring.
A solution in sight
A small fix could pay big dividends.
The EB-3 visa program is a long-standing employment-based green card system that offers US employers the ability to sponsor foreign nationals. It applies to full-time work when employers cannot find US workers for common roles. In construction, that means concrete workers, carpenters, drywall installers, equipment operators, and the like. These positions and many others are often eligible under the EB-3 “Other Workers” category.
However, the program is too often hampered by outdated rules and overwhelming backlogs. Making the situation even more difficult is the fact that of the 10,000 green cards available each year in the “Other Workers” category, only about 3,000 go to workers. The remaining 7,000 visas are consumed by the spouses and children of EB-3 workers, counting against the limit even if they do not hold jobs.
The Common Sense Approach to the Dignity Act
This year a solution could come with the Dignity Act of 2025. It is a bipartisan immigration bill and has been gaining support in Congress since it was introduced last summer. The Law of Dignity proposes a simple but critical accounting solution. Under the proposal, only the primary EB-3 worker, not their dependents, would count against the 10,000 visa cap, meaning 7,000 visas would be freed up each year to help alleviate this dire labor shortage.
It’s a small adjustment, but one that could have major implications for construction and several other industries if it happens. A simple math change could triple the number of EB-3 workers admitted each year, without increasing overall immigration numbers. It’s a significant change for construction employers that would create fewer backlogs and give predictable access to the workers they need.
Why does time matter?
The Dignity Act also sets aside nearly $4 billion in funding to upgrade federal agencies that process EB-3 visa applications. This includes the Department of Labor, US Citizenship and Immigration Services, and the Department of State. The goal of these changes would be to advance approval timelines, reduce red tape and achieve better coordination between departments, all critical for employers trying to meet staffing needs on multi-year projects.
The bill has received endorsements from groups across the political and economic spectrum, including the US Chamber of Commerce, the National Association of Home Builders and the National Association of Roofing Contractors. There is real momentum and the construction industry has a lot to gain from the passage of the Dignity Act.
Not a silver bullet
It’s a powerful tool, but the Dignity Act won’t solve all the problems that contribute to labor shortages. Still, it presents a stable solution for long-term workforce planning, something that construction companies have been lacking for too long.
EB-3 visa workers arrive vetted, engaged and ready to roll up their sleeves and get to work. Unlike temporary guest worker programs, these are green card holders with a path to stay, grow and contribute long-term. For construction companies, it means greater workforce consistency, reduced turnover and a stronger ability to take on projects with confidence.
Whether or not the Dignity Act passes in its current form, construction leaders should begin evaluating whether EB-3 sponsorship could be part of their labor strategy. If the bill moves forward, and signs suggest it will, those who prepare now will be in the best position to reap the rewards.
