Employment Immigration Strategy for Workers, Employers, and Entrepreneurs.
Business immigration is technical, deadline-driven, and evidence-sensitive. The right strategy — including the right visa category — matters before a single form is completed.
Who This Page Is For
This page is for employers hiring international professionals, foreign workers seeking to extend or change status, entrepreneurs and investors building a business in the United States, and individuals pursuing a self-petition or employment-based green card without an employer sponsor.
The Problem
Employment immigration is often lost in the details. A vague job description, incorrect wage level, missing expert letter, or rushed category selection can lead to a Request for Evidence, a denial, or a lost priority date that sets the process back by years.
Workers and employers also need to think beyond the immediate filing. A temporary visa strategy should connect to long-term permanent residence where possible, and a green card strategy needs to account for timing, priority dates, portability, dependents, and work authorization during the process.
What Is at Stake
For employers, delays or denials can disrupt hiring timelines, critical projects, and the retention of key employees.
For workers and entrepreneurs, immigration uncertainty affects career decisions, business investment, family stability, and long-term plans in the United States.
How Ehsan Law Helps
Ehsan Law counsels employers, professionals, investors, and self-petitioners on both temporary work visas and employment-based immigrant visas. We prepare petitions with a focus on eligibility, evidence quality, timing, and risk management.
We explain technical immigration categories in practical terms so you can choose the path that fits your job, business, qualifications, and long-term goal.
Our Process
- Step 1: Goal and Category Assessment — We identify whether the immediate goal is work authorization, a transfer, an investment, an extension, or permanent residence — and compare every realistic visa or petition category against your facts.
- Step 2: Evidence Strategy — We define the exact documents, letters, business records, expert opinions, and credentials needed to build a strong, defensible filing.
- Step 3: Petition Preparation — We prepare all forms, employer support letters, legal arguments, and organized exhibits for a complete, professional submission.
- Step 4: RFE Response and Long-Term Planning — We respond to Requests for Evidence, plan for extensions, coordinate AC21 portability where applicable, and advise on the path toward a green card or permanent status.
- Step 5: Adjustment and Consular Processing — We handle I-485 adjustment of status filings, consular processing, and related work authorization and travel document issues.
Services and Case Types We Handle
- H-1B Specialty Occupation — petitions, extensions, transfers, and cap-exempt filings
- L-1A and L-1B Intracompany Transferee Visas for managers, executives, and specialized knowledge workers
- O-1A and O-1B Extraordinary Ability and Achievement Visas
- TN Visas for Canadian and Mexican professionals under the USMCA
- E-2 Treaty Investor Visas for nationals of qualifying treaty countries
- H-2A Agricultural Visas and H-2B Temporary Worker Visas
- F-1 OPT and STEM OPT work authorization issues
- EB-1A Extraordinary Ability petitions (self-petition, no employer sponsor required)
- EB-1B Outstanding Researcher or Professor petitions
- EB-1C Multinational Manager or Executive petitions
- EB-2 Advanced Degree and National Interest Waiver (NIW) petitions
- EB-3 Skilled Worker and Professional petitions, including PERM labor certification
- Priority date analysis, AC21 portability, and Supplement J filings
- I-485 Adjustment of Status filing and interview representation
Evidence and Preparation We Focus On
- Detailed job descriptions, organizational charts, contracts, and business records
- Degrees, credential evaluations, licenses, certifications, publications, awards, and media evidence
- Employer financial documents, payroll records, tax returns, and support letters
- Recommendation letters, expert opinions, client letters, and industry recognition evidence
- Investment documents, source of funds records, business plans, and lease or operating records for E-2 cases
- PERM recruitment records, prevailing wage materials, and role documentation
Common Complications We Help Clients Address
- Choosing between a temporary visa strategy and an immediate green card strategy
- Cap-subject H-1B timing, lottery results, and cap-exempt employer options
- RFEs challenging specialty occupation, extraordinary ability, managerial role, or national importance
- Employer restructuring, remote work arrangements, worksite changes, or job duty changes
- Priority date backlogs and timing of adjustment of status filing
- Dependents' work authorization and travel planning
- Self-petition strategy for NIW or EB-1A applicants without an employer sponsor
If a visa or green card filing affects your career, company, or investment, start with a strategy conversation. Schedule a consultation so we can identify the strongest immigration pathway for your situation.
Why Choose Ehsan Law?
Hundreds of cases handled successfully
Your case, your story, our priority
We speak English, Farsi & Pashto
Frequently Asked Questions
Which employment visa is right for me or my employee?
That depends on the job duties, the worker's qualifications, the employer's structure, the worker's nationality, and the long-term immigration goal. There is rarely a single obvious answer — we compare all realistic options before choosing a filing path.
Can I get a green card without an employer sponsor?
Some categories allow self-petitioning. EB-1A (Extraordinary Ability) and EB-2 National Interest Waiver do not require an employer sponsor if the evidence meets the legal standard. We evaluate whether you qualify before recommending this approach.
Can a small business sponsor an employee for a visa or green card?
Yes, in many cases. The business must document the position, show ability to pay the required wage where applicable, and demonstrate legitimate need. Some categories have specific requirements for the employer's organizational structure.
My H-1B is expiring soon. What are my options?
Options may include extension filing, transfer to a new employer, change of status, or beginning the green card process to preserve a priority date. H-1B timing is critical — act well before the expiration date.