PERM labor certification is often the first step in most employment-based green card cases. It requires the employer to prove that there are no qualified U.S. workers available for the position after conducting a strict recruitment process. This stage is entirely employer-driven and can take many months, especially if audits occur. You should expect detailed coordination between your employer and an immigration attorney, as even small errors can restart the process. PERM approval does not grant any immigration status by itself, but it allows the employer to move forward with the immigrant petition.

Many employees assume sponsorship is simple, but PERM is complex and heavily regulated. Your employer must define the job requirements carefully and follow exact recruitment rules. During this time, you must maintain valid nonimmigrant status independently. Processing times vary widely, and delays are common. It’s important to confirm that your employer understands the financial and legal commitment involved, as PERM costs and responsibilities fall entirely on the employer.

From a practical standpoint, PERM requires patience and stability. The process can take over a year before you even reach the immigrant petition stage. If your employer is unsure or hesitant, that uncertainty can affect timelines. You should have open conversations about expectations and backup plans, especially if your current work visa has expiration limits.