Workplace Immigration

SHRM supports a workplace immigration system that enables employers to recruit foreign-born workers who complement and supplement the U.S.-born workforce, particularly when domestic talent is unavailable. Persistent shortages remain widespread: in 2025, 69% of organizations reported difficulty recruiting for full-time roles, driven by too few applicants, skill mismatches, and intense competition. These gaps leave critical positions unfilled, reducing productivity and limiting innovation.

SHRM advocates for increased access to employment-based (EB) visas, elimination of country caps, and recapturing unused EB visas so all authorized visas are utilized. These reforms would help employers address chronic shortages in health care, manufacturing, education, engineering, and IT — industries vital to U.S. competitiveness. Employers turn to immigration programs only when U.S. workers are not available, reinforcing that these programs strengthen—not displace—the domestic workforce.

SHRM reinforces that workplace immigration must remain secure, compliant, and trusted. HR professionals are directly responsible for ensuring lawful employment through Form I-9 compliance and verification processes. SHRM supports USCIS and DHS efforts to uphold program integrity, with 68% of employers agreeing that screening for foreign-born workers should remain rigorous.

At the same time, SHRM advocates for modernization, including permanent remote Form I-9 verification. These changes would reduce error rates, enhance compliance, and improve security outcomes while lowering administrative burdens. SHRM has consistently engaged DHS on Form I-9 modernization and E-Verify guidance, emphasizing that effective enforcement and efficient systems must work together.

SHRM advocates for investing in all aspects of immigration infrastructure to improve efficiency and predictability. SHRM research shows that processing delays and unpredictability are the top pain points employers face, with USCIS backlogs risking unnecessary business disruptions and workforce gaps. Employers are particularly concerned that authorized workers may fall out of status due to delayed adjudications. 

SHRM supports permanent electronic submission of immigration petitions, automatic renewals of previously adjudicated applications, and streamlined issuance and adjudication of Employment Authorization Documents (EADs). SHRM also encourages expanding Premium Processing to additional benefit categories. These reforms would reduce administrative burdens while maintaining security and compliance. A modern, digitized system ensures authorized workers remain employed, supports workforce continuity, and allows employers to plan responsibly in a competitive global economy. 

SHRM advocates for an employment-based immigration system that is responsive to real-time workforce needs, recognizes regional and industry-specific labor shortages, and supports workers across the skills spectrum to enhance U.S. competitiveness. Employers in different regions face vastly different labor market conditions, yet current visa allocations lack the flexibility to adjust to these realities. 

To address this, SHRM supports gradually shifting a greater share of visas toward employment-based categories, ensuring that employers can access lawful talent during periods of acute shortage. Importantly, this approach does not diminish family-based immigration pathways but rather promotes a balanced system that strengthens both workforce stability and economic growth. 

SHRM also supports simplifying and modernizing visa pathways for industries facing persistent labor shortages, including health care, advanced manufacturing, infrastructure, and technology. More responsive and flexible visa options — grounded in labor market data rather than rigid caps — would allow employers to adapt to changing conditions, fill critical skill gaps, and drive innovation. A secure, predictable employment-based system is essential to sustaining productivity and maintaining America’s global competitiveness. 

SHRM promotes policies that provide stability for employers and workers who are essential to the U.S. economy. This includes allowing year-round eligibility for seasonal employment visas, releasing additional H-2A and H-2B visas, and ensuring timely processing to meet employer demand. Many industries — such as agriculture, hospitality, tourism, and landscaping — depend on seasonal workers to sustain operations. 

SHRM also supports greater legal and regulatory consistency for DACA recipients, who contribute meaningfully to U.S. workplaces and communities. Providing clarity and continuity for these individuals supports workforce stability while maintaining security and compliance. Across all programs, SHRM remains committed to collaborating with policymakers to advance a workplace immigration system that is safe, efficient, transparent, and responsive to real labor market needs.