PERM & PWD Processing Time Update: DOL Stats as of Aug. 31, 2026
BAL reports the latest Prevailing Wage Determination (PWD) and PERM labor certification processing times from the Department of Labor as of August 31, 2026, with key data for EB-3 applicants planning their green card timelines.
The Department of Labor's latest processing time data through August 31, 2026, covers two critical stages in the employment-based green card process: Prevailing Wage Determinations (PWD) and PERM labor certifications. Both steps must be completed before an employer can file an immigrant petition on behalf of a foreign worker seeking an EB-3 visa.
PWD processing, handled by the DOL's National Prevailing Wage Center (NPWC), determines the minimum wage an employer must pay a sponsored worker. Delays in this stage can cascade through the entire EB-3 timeline, since a certified PWD is required before PERM recruitment can begin. Tracking monthly fluctuations in PWD times is essential for employers and attorneys managing case pipelines.
PERM (Program Electronic Review Management) is the labor certification application that proves no qualified U.S. worker is available for the position. DOL's Office of Foreign Labor Certification (OFLC) processes these applications, and processing times directly impact when an I-140 immigrant petition can be filed and priority dates can be established.
For EB-3 applicants, understanding current DOL backlogs is essential for realistic planning. Extended PWD or PERM processing can delay priority date establishment by months, which is especially impactful given the current retrogression in the September 2026 Visa Bulletin. Employers should factor these DOL timelines into their workforce planning and initiate the PERM process well in advance of any employee's work authorization expiration.
DOJ and DOL have intensified enforcement against tech employers for alleged citizenship discrimination in PERM recruitment. In October 2026, DOL suspended PERM processing for eight major tech companies, directly impacting EB-3 sponsorship pipelines.
Cloudera reached a settlement with the DOL resulting in a two-year PERM debarment and $2 million in financial penalties and back pay, signaling heightened enforcement of labor certification rules.
DOL regulations under PERM restrict using experience gained with the sponsoring employer to qualify for a position, but key exceptions exist for certain job restructurings and role changes.