Tarjetas verdes por procesos EB-2 y EB-3: Lo que los empleados de las empresas deben entender
Shirin Navabi • June 26, 2025
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Como bufete de abogados de inmigración, asistimos regularmente a profesionales altamente cualificados que trabajan en Estados Unidos con visados de trabajo temporales como el H-1B y que buscan una vía hacia la residencia permanente. Para muchas de estas personas, las categorías EB-2 y EB-3 de tarjetas de residencia basadas en el empleo son las rutas más buscadas -y a menudo malinterpretadas-. Si bien ambas son vías viables para la residencia permanente, difieren de manera significativa que puede afectar significativamente el tiempo, la elegibilidad, y la estrategia general de su caso.
La categoría EB-2 está destinada a personas que posean un título superior o demuestren una capacidad excepcional en su campo. La mayoría de los solicitantes cumplen los requisitos si poseen un título de máster (o superior), o una licenciatura acompañada de al menos cinco años de experiencia progresiva en su profesión. También existe una subcategoría dentro de la EB-2 conocida como Exención por Interés Nacional (NIW por sus siglas en inglés), que permite a las personas cualificadas presentar su propia solicitud sin el patrocinio del empleador si su trabajo beneficia sustancialmente a Estados Unidos. Esta vía es especialmente relevante para investigadores, empresarios y profesionales en campos de alto interés nacional o de misión crítica.
Por el contrario, la categoría EB-3 incluye a profesionales con una licenciatura, así como a trabajadores cualificados con al menos dos años de formación o experiencia. Aunque el umbral educativo para la EB-3 pueda parecer menos riguroso, el proceso en sí está igualmente estructurado. Una distinción clave entre EB-2 y EB-3 radica en los requisitos del puesto de trabajo que se ofrece, no sólo en las propias credenciales del solicitante. Por ejemplo, si un puesto sólo requiere una licenciatura, incluso un candidato altamente cualificado con un máster puede entrar en el ámbito de aplicación de la EB-3.
Independientemente de la categoría que se aplique, la mayoría de los casos de permiso de residencia por motivos laborales comienzan con el proceso de certificación laboral PERM. Se trata de un procedimiento formal supervisado por el Departamento de Trabajo de Estados Unidos, en el que el empleador debe analizar el mercado laboral y demostrar que no hay trabajadores estadounidenses capaces, dispuestos, cualificados y disponibles para el puesto. El empresario también debe comprometerse a pagar el salario vigente determinado por el Departamento de Trabajo. Este paso es obligatorio y muy sensible a los detalles; las imprecisiones en la descripción del puesto, los pasos de contratación o la determinación del salario pueden provocar retrasos importantes o incluso denegaciones.
Una vez aprobada la certificación PERM, el empleador presenta el formulario I-140, la Petición de Inmigrante para Trabajador Extranjero. Esta petición confirma que el empleado cumple los requisitos para el puesto ofrecido, ya sea EB-2 o EB-3, y que el empleador es financieramente capaz de proporcionar el trabajo como se describe. Si la fecha de prioridad del empleado -que se basa en la fecha en que se presentó el PERM- es actual según el Boletín de Visados del Departamento de Estado, la persona puede presentar el Formulario I-485
para ajustar su estatus a residente legal permanente.
Uno de los aspectos más matizados de este proceso consiste en comprender cómo afectan al calendario las fechas de prioridad y los retrasos en la tramitación de visados. Para los solicitantes procedentes de países con gran demanda, como India o China, es habitual que se produzcan retrasos significativos, sobre todo en la categoría EB-2. Paradójicamente, hay ocasiones en las que la categoría EB-3 avanza más rápido, lo que lleva a algunos solicitantes a presentar un segundo I-140 bajo EB-3 manteniendo la fecha de prioridad original. Esta estrategia puede ser eficaz, pero requiere una cuidadosa planificación legal para garantizar que se hace correctamente.
En última instancia, la elección entre EB-2 y EB-3 tiene otro factor estratégico que es la portabilidad. Si su solicitud I-485 ha estado pendiente durante al menos 180 días y su I-140 ha sido aprobado, usted puede ser elegible para cambiar de empleador bajo las disposiciones de portabilidad AC21, siempre y cuando el nuevo trabajo sea en la misma clasificación ocupacional o similar. Esta flexibilidad puede ser fundamental para los empleados que experimentan cambios de trabajo o ascensos.
No se trata de prestigio, sino de adecuar sus cualificaciones, los requisitos del puesto y su historial de inmigración a las normas legales vigentes y a las condiciones del mercado. La estrategia adecuada depende no solo de tu formación y experiencia, sino también de tus objetivos profesionales a largo plazo y de tu país de origen.
En nuestro bufete, trabajamos estrechamente con empleadores y empleados para desarrollar estrategias de inmigración individualizadas que agilicen el proceso y eviten contratiempos innecesarios. Si usted es un profesional corporativo evaluando sus opciones de tarjeta verde o un empleador que se prepara para patrocinar a un miembro clave del equipo, ofrecemos la visión y la experiencia para avanzar en su caso con confianza.
Este blog no pretende ser una asesoría legal y nada aquí debe interpretarse como el establecimiento de una relación abogado-cliente. Programe una consulta con un abogado de inmigración antes de actuar sobre cualquier información que aquí lea.
On September 14, 2026, the U.S. District Court for the District of Massachusetts issued a nationwide preliminary injunction in Presidents' Alliance on Higher Education and Immigration v. U.S. Department of Homeland Security , halting the implementation of the Department of Homeland Security (DHS) final rule that was scheduled to eliminate “duration of status” (D/S) on September 15, 2026. As a result of this nationwide order, DHS is blocked from enforcing fixed periods of admission for F-1 students, J-1 exchange visitors, and I media representatives while the litigation moves forward. Because the current “duration of status” framework remains in full effect, F, J, and I visa holders are not required to file Form I-539 extension of stay applications to remain in valid status beyond program end dates at this time. Furthermore, restrictions on academic transfers, constraints on enrolling in second programs at the same degree level, 240-day caps on continued employment while extensions are pending, and shortened grace periods do not apply during the injunction. F-1 nonimmigrants retain the full 60-day post-completion grace period, and J-1 holders maintain their 30-day grace period. However, please note that this preliminary injunction is not a final ruling invalidating the rule , and a status conference is scheduled for October 2, 2026, to determine next steps in the litigation. Immediate Practice Tips: Inspect I-94 Travel Records Upon Reentry: F, J, and I visa holders currently admitted under D/S retain their status and should continue to be readmitted under D/S following international travel until the injunction is lifted. However, because the I-94 record controls legal stay, travelers must inspect their CBP-issued Form I-94 immediately upon reentry to confirm the "Admit Until Date" states "D/S" rather than a specific expiration date. If a specific date is mistakenly recorded, contact a local CPB Deferred Inspection Site. Notify HR and Review Workplace Compliance: Employers sponsoring F-1 or J-1 employees should inform HR and hiring managers that the September 15 fixed-period rule is postponed and standard D/S rules govern. This development does not alter standard filing windows or Form I-9 verification procedures for post-completion OPT or STEM OPT extensions. Maintain Operational Readiness and Defer Unnecessary Filings: Visa holders and employers should defer travel or filing strategy decisions made solely in anticipation of the fixed-admission rule. Because DHS may appeal or the court could alter the timeline on short notice, institutions and visa holders should maintain readiness to adjust plans if implementation resumes. There are many evolving components to this litigation. If you are an F-1, J-1, or I visa holder, sponsoring institution, or employer, you should proactively coordinate with your international student office and legal counsel to protect your status and monitor upcoming court proceedings.
The Department of Homeland Security (DHS) published its final rule eliminating the longstanding "duration of status" (D/S) policy for F, J, and I visa holders, replacing it with a fixed period of admission effective September 15, 2026. This rule requires that those who need additional time to complete their programs must file Form I-539 with USCIS or travel abroad and seek to reenter to extend their authorized period of stay. F and J visa holders present in the U.S. and in valid status on September 15, 2026, will be allowed to remain in the United States until the Program End Date listed on their current Form I-20 (for F-1s) or Form DS-2019 (for J-1s), up to a maximum of four years (until September 15, 2030) plus a 60-day grace period for F-1s and a 30-day grace period for J-1s, without filing an Extension of Status request with USCIS. However, this safety net only applies while staying in the U.S.; international travel and subsequent reentry after September 15, 2026 will result in readmission under the new rule with an I-94 that expires on the Program End Date or Employment Authorization Document (EAD) expiration, but no later than four-years after their date of re-entry. Additionally, once re-admitted under the new rules, F-1s will only receive a 30-day grace period. Immediate Practice Tips: Any F-1 or J-1 nonimmigrant currently in the U.S. who plans to change programs, start a new degree level, or needs more time to complete their studies must work with their school or program sponsor to update their SEVIS record and receive an extended Form I-20 or DS-2019 before September 15, 2026. Eligible F-1 students should submit their post-completion OPT or STEM OPT work authorization applications (Form I-765) before September 15, 2026, to secure their status and drastically reduce the likelihood of needing a Form I-539 extension application. Any F-1 student who is eligible to apply for OPT or STEM OPT before March 18, 2027, should do so as soon as they are eligible to file their Form I-765. Since F-1s can file OPT applications up to 90 days in advance of graduation, F-1 students graduating before June 15,2027, should be able to file their OPT applications before March 18, 2027, and should do so to avoid also having to file Form I-539 to extend their stay. Thus, most F-1 students graduating in December 2026 and May/June 2027 should be able to take advantage of the transition rule’s delay in having to file Form I-539 applications and should only need to file Form I-765 to apply for OPT. Incoming F-1 and J-1 students who can enter the United States before the September 15, 2026 effective date (within the permissible 30-day window prior to their program start) should do so to benefit from the transition rules, including the full 60-day F-1 grace period and deferred extension requirements. Students (F-1 and J-1) who are planning international travel should return before the effective date if possible to preserve their transition benefits. There are many parts of the rule that are not discussed here. If you are currently an F-1 or J-1 visa holder, you should proactively coordinate with your institutions and international office to protect your status and stay informed.
U.S. Citizenship and Immigration Services (USCIS) has released updated policy guidance detailing how officers will evaluate "public charge" inadmissibility for individuals applying for green cards through adjustment of status. This update follows a Department of Homeland Security (DHS) final rule that rescinds the 2022 public charge regulations. The new policy takes effect on September 18, 2026 , and applies to all green card applications (Form I-485) postmarked or submitted on or after that date. Who Is Subject to the Public Charge Rule? Most family-based and employment-based green card applicants will be subject to the public charge ground of inadmissibility. This includes spouses, children, and parents of U.S. citizens or legal permanent residents, as well as most employment visa preference categories, investors, and diversity visa applicants. Certain categories remain explicitly exempt under immigration law. These include: Asylees and refugees Victims of human trafficking (T visa) or crime (U visa) Violence Against Women Act (VAWA) self-petitioners Special Immigrant Juveniles Temporary Protected Status (TPS) applicants Certain military-related applicants and other designated humanitarian groups How USCIS Will Make Determinations USCIS officers will evaluate whether an applicant is likely to become a public charge by reviewing the totality of their circumstances on a case-by-case basis. Key factors include: Five Statutory Factors: Age, health, family status, assets/financial resources, and education or skills. Affidavit of Support: Submission of Form I-864 executed by a sponsor. Use of Public Benefits: USCIS will look at means-tested public benefits, such as cash assistance for income maintenance, housing assistance, food stamps (SNAP), or college financial aid. Note on timing: For benefits received before September 18, 2026, USCIS will only consider public cash assistance for income maintenance and long-term institutionalization at government expense. For benefits received on or after September 18, 2026, the broader consideration of all listed means-tested benefits will apply. Public Charge Bonds If an officer determines that an applicant is inadmissible solely on public charge grounds, USCIS may issue a Notice of Intent to Deny that invites the applicant to post a public charge bond using Form I-945. If an invited applicant successfully posts the required cash or surety bond, USCIS may approve the application for permanent residence. Public charge bonds can only be submitted if explicitly invited by USCIS. Santos Lloyd Law Firm will continue to monitor immigration developments closely and provide updates as further implementation details are released. For more information, please access: https://www.uscis.gov/newsroom/alerts/uscis-issues-guidance-on-making-public-charge-inadmissibility-determination
