EB-3 Timeline 2026: PWD and PERM Processing Times as of April 23
BAL reports the latest PWD and PERM processing times as of April 23, 2026. These DOL timelines directly affect how long EB-3 applicants must wait before filing their green card petitions.
The Department of Labor (DOL) continues to process Prevailing Wage Determinations (PWD) and PERM labor certifications, two critical steps in the EB-3 employment-based green card process. As of April 23, 2026, immigration law firm Berry Appleman & Leiden (BAL) has published updated processing time estimates for both programs.
Prevailing Wage Determinations are required before an employer can file a PERM application. Delays at the PWD stage can significantly extend the overall EB-3 timeline, as employers must receive an approved wage determination before submitting the labor certification to DOL's Office of Foreign Labor Certification (OFLC).
PERM labor certification is the first major government-adjudicated step in the EB-3 green card process for most employer-sponsored applicants. Current processing times at this stage determine when employers can move forward with filing Form I-140 immigrant petitions with USCIS.
For EB-3 applicants and their sponsoring employers, these timelines are essential planning tools. Delays at either the PWD or PERM stage can push back the entire green card timeline by months. Employers are advised to initiate recruitment and prevailing wage requests as early as possible to account for current backlogs.
Applicants should work closely with their immigration counsel to monitor DOL processing times and plan accordingly, particularly given ongoing policy changes under the current administration that may affect adjudication priorities.
The Department of Labor has proposed significant prevailing wage increases affecting EB-2/EB-3 PERM and H-1B workers, with some levels rising over 33%. Employers should audit wages and consider filing extensions early before the rule is finalized.
When companies conduct layoffs, active PERM applications face serious compliance risks. Employers must carefully document recruitment efforts and assess whether laid-off U.S. workers were qualified for sponsored positions.
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