Contreras Law Group represents agricultural employers nationwide in the H-2A temporary agricultural worker visa program, helping farms, nurseries, growers, and agricultural businesses legally hire foreign workers when there are not enough U.S. workers available.
We guide employers through every step of the H-2A process — from initial planning and labor certification to worker arrival and ongoing compliance — so your operation can stay staffed, compliant, and productive.
The H-2A visa allows U.S. agricultural employers to hire foreign workers for temporary or seasonal agricultural jobs when they can demonstrate a shortage of available U.S. workers.
Common H-2A positions include:
The H-2A program is administered by the U.S. Department of Labor (DOL) and U.S. Citizenship and Immigration Services (USCIS) and includes strict requirements related to wages, housing, transportation, recruitment, and worker protections.
The H-2A process is highly regulated and time-sensitive. Employers must:
Mistakes in timing, recruitment, housing documentation, or wage calculations can delay approvals or expose employers to audits and penalties.
Our firm brings a systems-driven, compliance-focused approach to agricultural immigration. We help employers not only file cases, but build repeatable H-2A programs that work season after season.
Our clients benefit from:
We understand that agriculture cannot pause for paperwork — your workforce must arrive on time.
Contreras Law Group handles all aspects of the H-2A process, including:
Whether you are filing your first H-2A case or managing a large, multi-season agricultural workforce, we tailor our strategy to your operation.
The H-2A program carries heightened enforcement risk. Employers must comply with requirements related to:
Our firm works proactively to help employers minimize risk and maintain compliance throughout the season.
If your agricultural business depends on seasonal labor, the H-2A visa program can be a critical tool — but only when handled correctly.
We offer strategic consultations to help you understand:
No. Unlike H-2B, the H-2A program is not subject to an annual visa cap. Eligible employers may file year-round, provided they meet all program requirements.
H-2A workers are approved for the period of need stated in the labor certification, typically up to 10 months. Workers may remain in H-2A status for a maximum of 3 years total, after which they must depart the U.S. for at least 3 months before returning in H-2A status.
Yes. H-2A employers must provide free housing to all workers who cannot reasonably return to their residence within the same day. Housing must:
Housing compliance is one of the most heavily audited aspects of the H-2A program.
Employers must either:
If meals are provided, employers may charge only the DOL-approved meal rate.
H-2A workers must be paid at least the highest applicable wage, which may include:
The required wage must be paid to both H-2A workers and any U.S. workers hired into the same job opportunity.
H-2A employers are subject to audits and investigations by the Department of Labor and other agencies. These may occur during the season or years later. Our firm assists employers with:
H-2A is a temporary, nonimmigrant visa, but some employers later sponsor agricultural workers for permanent residence through employment-based processes. Careful planning is required to avoid conflicts with temporary intent rules.
Most employers should begin planning at least 75–90 days before the intended start date. Early preparation helps avoid delays, filing errors, and recruitment problems.
H-2A is a high-compliance program with significant housing, wage, and transportation obligations. Experienced counsel helps ensure:
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