Short answer: Yes—if you care about actually getting workers Where Employers Struggle The H-2B process is not intuitive. Most breakdowns happen with: Missing the filing window (especially January lottery) Delays between steps that stall the case Slow or incomplete responses to government notices Poor coordination between stages 👉 This is a timing problem more than anything else. What an Attorney Actually Helps With A good H-2B attorney keeps the process moving: Files at the

Short answer: It’s not easy—but it’s not impossible if it’s done right. What Makes It Difficult The challenge isn’t just the paperwork—it’s the structure of the program. There’s a cap (limited visas) Timing is strict Every step has to line up correctly 👉 You’re not just applying—you’re competing for a spot. Where Things Go Sideways Most cases don’t fail because the business “doesn’t qualify.”They fail because of execution issues: Weak or inconsistent job orders Problems duri

Short answer: 4–6 months minimum  from start to worker arrival. There is no shortcut, and timing is not flexible. The Basic Timeline PWD (Prevailing Wage)  → ~2–3 months Labor Certification (ETA-9142B)  → ~2–3 months Includes lottery, recruitment, and possible NOD USCIS (I-129)  → 15 days (premium) or 2–3 months Consulate & Entry  → ~2–6 weeks What Affects Timing Lottery selection (January filings for April starts) Government processing delays Policy shifts under different ad

Short answer: Check that they’re licensed, experienced, and actually handle H-2B cases regularly. Start With the Basics Make sure they are: A licensed attorney in good standing (verified through their state bar) Or an accredited representative  through the Department of Justice (EOIR) 👉 If they can’t clear this step, stop there. What Actually Matters Beyond Licensing Not all immigration attorneys handle H-2B. Ask: How many H-2B cases do you handle each year? What types of b

The H-2B “three-fourths rule” is a mandatory wage guarantee  under 20 CFR § 655.20(f) . In simple terms: You must offer workers at least 75% of the hours listed in your job order . What That Means for You If you promise: 40 hours/week for 12 weeks = 480 hours You are required to offer: 360 hours (75%) If you only provide 300 hours?→ You still owe pay for the missing 60. How It’s Measured 120+ day jobs → measured in 12-week periods Shorter jobs → measured in 6-week periods You