EB-2 NIW cost in 2026 - filing fees and attorney fees for a self-petition
8 mins read | Jul 5, 2026
Learning how to sponsor a foreign worker comes down to running one process in the right order: pick the right visa, clear the labor steps with the Department of Labor, file the petition with USCIS, and stay compliant after approval. Your company acts as the petitioner, the sponsor that files on the worker's behalf, and the foreign national you hire is the beneficiary. This guide walks HR and hiring managers through each step of the employer visa sponsorship process, names the forms and fees involved, and flags where an immigration attorney or a case platform takes the load off your team.
If you're still deciding whether sponsorship is the right move at all, our explainer on what a visa sponsorship is covers the definition and the employer's legal obligations. This post picks up where that one ends and walks the concrete steps.
What does it mean to sponsor an employee for a work visa?
To sponsor an employee for a work visa means your company files a petition with U.S. Citizenship and Immigration Services (USCIS) asking the government to authorize a foreign national to work for you in a specific role. Sponsorship is an employer action, not something the worker files alone: the company is the petitioner, the worker is the beneficiary, and the two roles carry different responsibilities throughout the case.
For HR, sponsorship means owning a defined process with clear checkpoints. For the employee, it means their immigration status and work authorization now depend on that petition moving cleanly through DOL and USCIS. Most first-time sponsors underestimate how much sits on the employer side before USCIS ever sees the file. The labor steps, the wage attestations, and the petition assembly all fall to the company, which is exactly why a documented sequence matters more than any single form.
Sponsorship covers a range of employment-based visas, from the H-1B specialty occupation visa to the O-1 for extraordinary ability, the L-1 intracompany transfer, and the PERM labor certification that leads to an employment-based green card. Each route has its own steps, but the arc is the same: confirm the job and the worker qualify, satisfy the labor market rules, file the petition, then keep records that hold up if the government asks.
Step 1: Choose the right visa for the role and the worker
Start by matching the position and the candidate to a visa category, since everything downstream depends on this choice. The right classification is driven by the job's requirements and the worker's background together, not by preference. Picking the wrong category wastes weeks and can force you to restart the whole employer visa sponsorship process.
The H-1B fits professional roles that require at least a bachelor's degree in a field tied to the duties, which USCIS calls a specialty occupation. It's the most common sponsorship route, but new H-1B petitions run through an annual lottery, so timing and selection are never guaranteed. The O-1 suits a worker with extraordinary ability in sciences, business, education, or athletics who can document sustained achievement, and it carries no cap and no lottery. The L-1 works when you're moving a manager, executive, or specialized-knowledge employee from an affiliated office abroad, provided they worked for the related company for at least one year in the past three. For a permanent hire, PERM labor certification opens the path to an employment-based green card in the EB-2 or EB-3 categories.
Here's a quick way to see which route tracks with which situation:
| Visa | Best fit | Cap or lottery | Attorney value |
|---|---|---|---|
| H-1B | Degree-required professional roles | Annual cap and lottery | Specialty-occupation argument, LCA |
| O-1 | Workers with extraordinary ability | No cap | Building the evidence narrative |
| L-1 | Intracompany transfers of managers or specialists | No cap | Qualifying-relationship proof |
| PERM (EB-2/EB-3) | Permanent hires, green card track | Visa bulletin backlogs | Recruitment and audit defense |
If more than one route looks plausible, compare them side by side with our visa comparison tool before you commit, and read the specific requirements in the H-1B visa guide or the PERM guide. For a broader map of the sponsored categories, our overview of types of U.S. work visas lays out the employment-based options in one place.
Step 2: File the Labor Condition Application (LCA) and set the wage
For H-1B, E-3, and H-1B1 petitions, the labor step is the Labor Condition Application, or LCA, and it must be certified by the Department of Labor before you can file the petition with USCIS. The LCA is where your company attests, on the record, that it will pay the required wage and that hiring a foreign worker won't undercut similarly employed U.S. staff. Errors here can trigger a DOL audit and push your start date back by months, so this is the step where precision pays off.
You file the LCA electronically on Form ETA-9035E through the DOL's FLAG system, up to six months before the intended start date. On it, the employer commits to paying at least the higher of two figures: the prevailing wage for that occupation in that location, or the actual wage the company pays its own workers in comparable roles. The prevailing wage itself comes from the Department of Labor, drawn from Occupational Employment and Wage Statistics survey data and set by wage level based on the job's duties, required experience, and worksite. You can request or check that determination through FLAG as well. DOL assigns each role a wage level from 1 to 4, and choosing the right level matters: a Level 1 wage on a senior job invites USCIS to question whether the position is truly a specialty occupation. Our breakdown of H-1B prevailing wage levels shows how the four levels map to seniority.
The LCA also requires you to post notice of the filing to your existing workforce, either physically or electronically, so employees know a sponsorship is happening. Once DOL certifies the LCA, that certified form goes into the petition packet. Not every visa uses an LCA: the O-1 and L-1 skip it entirely, while PERM runs a heavier labor market test with recruitment and its own prevailing wage determination.
Which visa is the best for your hire?Match the role and the candidate to visa options based on their profile and your situation.
Step 3: File Form I-129 with USCIS to petition for the worker
With the labor step cleared, your company files Form I-129, the Petition for a Nonimmigrant Worker, with USCIS to formally sponsor the employee. This is the petition that asks the government to approve the classification, whether that's H-1B, O-1, or L-1, and it's filed by the employer as petitioner, not by the worker. The certified LCA, the job description, evidence the role and the candidate qualify, and the filing fee all go in this packet.
The base Form I-129 filing fee depends on the classification: $780 for H-1B, $1,055 for O-1, and $1,385 for L-1, with a roughly 50% reduction for small employers of 25 or fewer full-time employees and for qualifying nonprofits. On top of that, additional government fees may apply depending on the visa type, the employer's size, and whether the worker is inside or outside the United States. Because those fees shift with each case, it's worth building an estimate early. Our pricing and timeline tool gives a personalized figure, and the deeper breakdown in how much it costs a company to sponsor an H-1B visa shows where the money goes for that route specifically.
Timing is where petitions most often stall, so decide upfront whether you need premium processing. For an added fee, premium processing commits USCIS to act on most I-129 petitions within 15 business days. Within that window the action is an approval, a request for evidence (RFE), or a notice of intent to deny, not an outright denial. A denial can only come later, after you respond or fail to respond to an RFE or a notice of intent to deny. The premium processing fee, paid on Form I-907, is $2,965 as of March 1, 2026, up from $2,805. It's the right call when a start date is close, a work authorization gap is looming, or the business genuinely can't wait months for a decision. It's less useful when the candidate's timeline is flexible and the standard queue works fine. Weigh it against your calendar rather than paying it by default.
Step 4: Respond to RFEs and handle the USCIS decision
After you file, USCIS reviews the petition and either approves it, denies it, or sends a Request for Evidence (RFE) asking for more documentation before it decides. An RFE is common and far from fatal, but the clock is real: you get a set deadline to respond, and a weak or late reply can sink an otherwise strong case. This is the stage where sponsors who assembled a thorough packet in Step 3 tend to breathe easier.
Most RFEs on employer petitions cluster around a few themes: whether the role genuinely qualifies as a specialty occupation, whether the wage level fits the duties, or whether the qualifying relationship exists for an L-1. A good response answers the specific question USCIS raised with targeted evidence, a detailed job analysis, expert letters, corporate records, rather than resending the original packet. Our guide to USCIS Requests for Evidence breaks down why they get issued and how to avoid the common triggers in the first place.
When the petition is approved, USCIS issues an I-797 approval notice. If the worker is already in the U.S. in another status, the approval can include a change of status so they can begin work. If they're abroad, they'll go through consular processing to get the visa stamp before entering. Either way, keep the approval notice and the underlying file: you'll need them for onboarding and for any future extension or amendment.
Step 5: Onboard the worker and keep the case compliant
Approval is the milestone, but compliance is the ongoing job, and it starts the day the worker begins. Your company still has to verify work authorization on Form I-9, keep the LCA public access file current, and pay the wage you attested to. Skipping these creates exposure long after USCIS has closed the file, and a lapse can surface during an audit or the next petition you submit.
Split the responsibilities cleanly. HR owns the platform side of sponsorship: the I-9, the wage records, the LCA file, the extension calendar, and full visibility into where each case stands. The employee, meanwhile, should have a direct line to an immigration attorney for questions about their own status, travel, dependents, or green card timing, since those are personal legal questions that HR isn't positioned to answer. Keeping those lanes separate protects both sides and keeps the company out of giving legal advice it shouldn't. Our HR checklist for onboarding international employees walks through the first-90-days compliance tasks in detail.
If your team lacks the headcount to run intake, LCA filing, and I-9 tracking in-house, two paths help. An immigration attorney or case platform can carry the filing and compliance workflow while giving HR a live view of every case. Alternatively, some companies work with an Employer of Record, though that comes with its own sponsorship limits worth understanding before you rely on it, which we cover in can an Employer of Record sponsor an H-1B or green card.
Tukki is a U.S. immigration provider that helps employers sponsor foreign workers across H-1B specialty occupation, O-1 extraordinary ability, L-1 intracompany transfer, and PERM-based green card routes, with dedicated attorney support and full case visibility so your HR team always knows where each petition stands. If you're planning your first sponsored hire or scaling a program across several petitions, our team can map the process to your calendar and headcount.