Políticas de Trabalho Remoto - Posso trabalhar remotamente nos Estados Unidos com meu visto?
Santos Lloyd Law Team • February 1, 2024
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O fator mais importante para trabalhar remotamente nos Estados Unidos é a autorização de trabalho adequada. A lei de imigração dos EUA exige que qualquer pessoa que receba renda nos Estados Unidos tenha autorização de trabalho adequada.
O que acontece se eu receber renda de um empregador estrangeiro enquanto estiver nos Estados Unidos?
Mesmo que esteja trabalhando para um empregador no exterior, trabalhar enquanto estiver fisicamente localizado nos Estados Unidos ainda é considerado trabalho pelo governo dos Estados Unidos, mesmo que o trabalhador seja pago para uma conta bancária estrangeira. Por exemplo, se um detentor de visto B-1/B-2 estiver viajando para os Estados Unidos para turismo ou fins de negócios específicos, ele pode entrar nos Estados Unidos para passeio, participar de reuniões ou eventos, mas não pode trabalhar nos Estados Unidos, pois o visto B-1/B-2 não concede autorização de trabalho.
Como posso trabalhar remotamente?
Não há uma categoria de visto designada para trabalhadores remotos nos Estados Unidos, mas existem vistos de não imigrante que são flexíveis. Vistos de trabalho de não imigrante, como E, L, TN, F-1, OPT, P-1 e O-1, não têm restrições quanto aos locais de trabalho da mesma forma que alguns outros vistos e há flexibilidade em relação ao trabalho remoto. Por exemplo, atletas com visto P-1 podem viajar a trabalho devido à sua profissão, assim como profissionais com visto O-1, mas deve ser dentro dos limites de seu visto.
Quais trabalhadores têm restrições no trabalho remoto?
Os trabalhadores com visto H-1B estão restritos a trabalhar nos locais listados em sua petição de patrocínio H-1B. Isso ocorre devido ao requisito da Aplicação de Condição de Trabalho (LCA) e à análise do salário vigente. Em alguns casos, os trabalhadores com visto H-1B podem ter "trabalho remoto ocasional" se o empregador solicitar isso. Isso aconteceria quando o endereço residencial do trabalhador com visto H-1B estiver próximo ao local normal de trabalho listado na LCA do empregador, incluindo o endereço residencial. Outro caso em que isso pode ocorrer é se o trabalhador com visto H-1B for trabalhar a uma distância significativa do local de trabalho da LCA. Podem ser necessárias petições de emenda e taxas de arquivamento.
Para patrocínios H-1B, pode ser útil para os empregadores incluir como locais de trabalho o endereço residencial do funcionário e o local normal de trabalho, se possível. A USCIS revogou duas memorandos de política em relação a colocações em locais de terceiros e itinerários relacionados para trabalhadores com visto H-1B, então é mais fácil listar o endereço residencial e o local de trabalho de um trabalhador com visto H-1B.
Se você tiver alguma dúvida sobre essas informações, por favor, entre em contato com nossos escritórios.
Este blog não se destina a fornecer aconselhamento jurídico e nada aqui deve ser interpretado como estabelecimento de um relacionamento advogado-cliente. Por favor, agende uma consulta com um advogado de imigração antes de agir com base em qualquer informação lida aqui.
As an immigration law firm, we regularly assist highly skilled professionals working in the U.S. on temporary work visas such as H-1B who are seeking a path to permanent residency. For many of these individuals, the EB-2 and EB-3 employment-based green card categories are the most pursued—and frequently misunderstood—routes . While both are viable pathways to permanent residency, they differ in meaningful ways that can significantly impact the timing, eligibility, and overall strategy of your case. The EB-2 category is intended for individuals who either hold an advanced degree or demonstrate exceptional ability in their field . Most applicants qualify by having a master’s degree (or higher), or a bachelor’s degree accompanied by at least five years of progressive experience in their profession. There is also a subcategory within EB-2 known as the National Interest Waiver (NIW), which allows qualified individuals to self-petition without employer sponsorship if their work substantially benefits the United States. This route is especially relevant for researchers, entrepreneurs, and professionals in high national interest or mission-critical fields. In contrast, the EB-3 category includes professionals with a bachelor’s degree as well as skilled workers with at least two years of training or experience . While the educational threshold for EB-3 may appear less rigorous, the process itself is equally structured. One key distinction between EB-2 and EB-3 lies in the requirements of the job being offered, not just the applicant’s own credentials. For example, if a position requires only a bachelor’s degree, even a highly qualified candidate with a master’s degree may still fall under EB-3. Regardless of which category applies, most employment-based green card cases begin with the PERM labor certification process . This is a formal procedure overseen by the U.S. Department of Labor, in which the employer must test the labor market and demonstrate that there are no able, willing, qualified, and available U.S. workers for the position. The employer must also agree to pay the prevailing wage as determined by the Department of Labor. This step is both mandatory and highly detail-sensitive; inaccuracies in the job description, recruitment steps, or wage determination can lead to significant delays or even denials. Once PERM certification is approved, the employer files Form I-140 , the Immigrant Petition for Alien Worker. This petition confirms that the employee meets the requirements for the offered position under either EB-2 or EB-3, and that the employer is financially capable of providing the job as described. If the employee’s priority date—which is based on the date the PERM was filed—is current according to the Department of State’s Visa Bulletin, the individual may then file Form I-485 to adjust their status to lawful permanent resident. One of the more nuanced aspects of this process involves understanding how priority dates and visa backlogs affect the timeline. For applicants from countries with high demand, such as India or China, significant delays are common—particularly under EB-2. Paradoxically, there are times when the EB-3 category moves faster, prompting some applicants to file a second I-140 under EB-3 while retaining the original priority date. This strategy can be effective but requires careful legal planning to ensure it’s done correctly. Another strategic factor is portability. If your I-485 application has been pending for at least 180 days and your I-140 has been approved, you may be eligible to change employers under the AC21 portability provisions, so long as the new job is in the same or a similar occupational classification. This flexibility can be critical for employees who experience job changes or promotions during the often lengthy green card process. Ultimately, the choice between EB-2 and EB-3 isn’t about prestige —it’s about aligning your qualifications, the job requirements, and your immigration history with current legal standards and market conditions. The right strategy depends not only on your education and experience, but also on your long-term career goals and country of origin. At our firm, we work closely with both employers and employees to develop individualized immigration strategies that streamline the process and avoid unnecessary setbacks. Whether you're a corporate professional evaluating your green card options or an employer preparing to sponsor a key team member, we offer the insight and experience to move your case forward with confidence.
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