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Start with your employer, not a spreadsheet. Ask HR or the hiring manager whether the company sponsors employment-based permanent residence for your exact role, level, work location and employment type. Confirm which legal entity would file, when the process would start, what conditions apply, and how role or location changes would be handled. Then search that entity in the U.S. Department of Labor’s public PERM disclosure data. A history of filings is useful context, but it does not prove that the company will sponsor you, that your petition will be approved, or that you will receive permanent residence.
1. Get a specific answer from the employer
“We sponsor employees” is too broad to answer your question. Large companies often have different policies by job family, seniority, office, employment type and legal entity. A recruiter may also be describing temporary work-visa sponsorship rather than an employment-based green-card case.
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Ask whether your exact job is covered
Request an answer tied to the position you would actually hold. Ask whether sponsorship is available for:
- your job title and occupational level;
- the office, state or remote-work location where you will perform the job;
- full-time, part-time, contract-to-hire or other employment status;
- your current team and any expected transfer or promotion path; and
- the immigration category the company normally uses for comparable employees.
Ask for the policy in writing, even if the initial answer is verbal. A written policy or email should identify whether the company starts cases for new hires, employees after a probationary period, or only people who have already held a temporary status for a specified time.
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Identify the petitioning legal entity
Get the employer’s complete legal name, including a corporate suffix such as Inc., LLC or Corp. The name on your offer letter, payroll records and immigration filing may differ from the consumer-facing brand. A parent company, subsidiary or affiliated entity may employ you while another entity files the petition.
Ask two separate questions: “Which entity employs me?” and “Which entity would be the petitioner?” If the answers differ, ask HR to explain the relationship and whether a transfer between entities could interrupt the case. You will need the exact petitioner name when you search Department of Labor records.
Pin down the starting point and conditions
Ask when the company would begin the relevant process and what must happen first. Possible conditions include completing a minimum period of employment, receiving a satisfactory performance review, remaining in a qualifying role, or obtaining approval from an internal immigration committee. Do not treat an offer letter, an existing temporary work visa or a promise to “look into it” as proof that a permanent-residence case has started.
Ask which events trigger each milestone: opening an internal case, selecting immigration counsel, beginning a prevailing-wage request, starting recruitment, filing labor certification, filing Form I-140, and pursuing an immigrant-visa or adjustment-of-status application. The employer may not be able to give dates for every step, but it should be able to describe its normal sequence and decision points.
Clarify costs, repayment language and case communications
Request the current written policy on employer and employee expenses. Ask who pays government filing fees, attorney fees, recruitment expenses, medical-examination costs and other charges, and whether any policy requires reimbursement or repayment if employment ends. The government materials do not establish a universal answer for an employer’s internal cost policy, so rely on the company’s current written terms and obtain individual legal advice before signing a repayment agreement.
Find out who your immigration contact is, whether outside counsel is involved, what documents you must provide, and how you will be told about filings, requests for evidence, decisions and deadlines. A clear escalation path is important when your job, manager, office or immigration status changes.
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2. Check the employer’s name in DOL public records
The Department of Labor’s Office of Foreign Labor Certification (OFLC) publishes disclosure files for PERM applications and other foreign-labor programs. These files contain information supplied by employers plus system-generated filing dates, determinations and related fields. They can show whether a particular legal entity has appeared in PERM records, but they are historical evidence rather than a current sponsorship policy.
Use the exact legal name and likely variants
Start with the petitioner name HR gave you. Search for punctuation and suffix variants, such as “Company, Inc.” versus “Company” and former names after a merger. If the business uses subsidiaries or affiliates, search each relevant legal entity separately. Ask HR to explain which entity’s records should be relevant if your search finds a different name.
Keep a note of the file release and the search terms you used. DOL disclosure files are refreshed periodically; a later release can contain additional determinations or corrected information.
Review case dates and outcomes
For matching entities, look at the filing dates, work locations, occupational information and final determinations. A pattern of recent filings may indicate that the employer has an established process. Older filings can show that the company has sponsored workers before, but they may not reflect today’s policy, management structure or hiring plans.
The latest release identified here was the FY2026 Q3 disclosure release. DOL said it covered final determinations issued from October 1, 2025, through June 30, 2026. That date range describes the data’s coverage; it is not a green-card approval rate or a prediction of your outcome.
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Interpret a missing record carefully
No matching record does not establish that the employer never sponsors anyone. The company may use another petitioner, have no determination in the period you searched, or have a recent filing that has not produced a public determination. Ask HR whether another affiliated entity files cases and whether the company’s current policy changed recently.
Conversely, matching filings do not prove that the employer will sponsor your position. The historical cases may involve a different occupation, location, level, business unit or legal entity. They also do not establish that those cases were approved at every later stage.
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3. Understand what “sponsorship” usually involves
Employment-based permanent residence is a sequence of employer and government steps, not a single application. USCIS’s employer guide M-583B (October 2013) describes it as a “multi-step process” for an employer or prospective employer offering a permanent job. The guide is dated, so use current USCIS and DOL instructions for forms, fees and procedures.
PERM labor certification in the common route
For many employer-sponsored cases, the employer first seeks labor certification through DOL’s PERM program. The employer’s filing is intended to establish that there are not sufficient able, willing, qualified and available U.S. workers for the offered job and that employing the foreign worker will not adversely affect the wages and working conditions of similarly employed U.S. workers.
PERM is an employer filing. You may supply information and review documents, but the company controls the recruitment and filing. Ask which counsel will handle the case and how the proposed job duties, requirements, worksite and wage were selected.
Form I-140 after certification
When labor certification is required and approved, the employer generally submits Form I-140, Immigrant Petition for Alien Workers, to USCIS. The petition reflects the employer’s intent to employ you in the offered permanent position if the petition is approved. I-140 approval does not itself grant permanent residence.
Some employment-based categories do not require prior labor certification. In those cases, the process can begin with the immigrant petition instead. The correct route depends on the category and facts of the job and worker, so ask the employer which category it expects to use and who will make that determination.
Visa availability and the final residence step
After petition approval, an immigrant visa must be available before you can complete the immigrant-visa process through a U.S. consulate or apply for adjustment of status in the United States, when eligible. Visa availability depends on the employment category, country of chargeability and the dates published in the Department of State’s Visa Bulletin. A company’s willingness to start PERM or file I-140 therefore cannot guarantee when, or whether, permanent residence will be granted.
4. Check whether the employer can support the offered job
Ability to pay the proffered wage
For a petition that requires a permanent job offer, USCIS requires the employer to demonstrate ability to pay the offered wage under the applicable rules. Examples of evidence reproduced in a USCIS administrative decision include annual reports, federal tax returns and audited financial statements.
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You usually cannot independently verify that evidence from public PERM records. Still, it is reasonable to ask how the company expects to support the position through the process, especially if the employer is a start-up, has announced layoffs, or is reorganizing the relevant business unit. An affirmative answer from HR is not a substitute for counsel’s case review, but an unwillingness to explain who owns the case or whether the position remains funded is a warning sign.
Job and worksite continuity
Ask what happens if you change teams, receive a promotion, move to another office, switch to remote work, or transfer to an affiliate. The offered occupation, duties, wage and worksite can matter to the labor-certification and petition record. Get the company’s procedure before making a change, and notify the immigration contact before the change occurs.
Also ask what the policy says if employment ends during the process. The answer may differ depending on whether the case is in recruitment, PERM adjudication, I-140 processing or a later residence stage. Do not assume that a new employer can simply take over every step.
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5. Compare employers without turning filing counts into a forecast
If you are choosing between offers, compare the practical commitments below. Treat the DOL record as context, not as a ranking or probability calculation; no trustworthy employer-specific sponsorship success rate is established by the public data.
| Question | What a strong answer contains | What to verify independently |
|---|---|---|
| Does the policy cover your job? | The role, level, location and employment type are named, with exceptions explained. | Your offer letter, job description and any written immigration policy. |
| Who files? | The complete legal petitioner name and its relationship to your employing entity. | Payroll or employment documents and the DOL entity name. |
| When does the case start? | A trigger, such as a service period or review, plus the first milestone and expected handoff to counsel. | Written policy and a named case contact. |
| Who pays? | A current explanation of employer and employee expenses, including any repayment terms. | The policy or agreement you would sign; obtain legal advice for disputed terms. |
| How are updates handled? | A contact person, update cadence and process for requests for documents or decisions. | Whether the contact remains available after a manager or office change. |
| What does public history show? | Recent matching legal-entity filings are explained in context, including gaps or affiliates. | DOL disclosure release dates, case outcomes and the occupations and worksites involved. |
| Can the job continue? | A policy for promotions, transfers, remote work, layoffs and employment ending during the case. | How counsel will assess any proposed change before it happens. |
Prefer the employer that gives a precise, written and internally consistent explanation over one that cites a large filing count but cannot identify the petitioner or starting conditions.
6. Warning signs and how to resolve them
“We sponsor visas” but no permanent-residence policy
Ask whether the statement refers to temporary classifications only. Request the name of the employment-based permanent-residence policy and the roles it covers. If HR cannot distinguish the two, ask to speak with the immigration program manager or counsel.
The brand name does not appear in DOL data
Search the legal entity from your offer or payroll records, then ask about subsidiaries, predecessor names and the period covered by the disclosure release. A mismatch is a question to resolve, not proof of either sponsorship or non-sponsorship.
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Historical filings may concern unrelated jobs. Ask which criteria determine eligibility for your position and whether the same entity, worksite and occupational classification would be used. If the company will not state a policy or timeline, record that uncertainty when comparing offers.
You are asked to sign repayment language immediately
Request the complete policy, identify every expense it covers and have a qualified immigration attorney review the agreement for your circumstances. Do not infer from a recruiter’s summary that a clause is enforceable or applies to every stage.
Your job is changing while a case is pending
Tell the immigration contact before accepting a promotion, transfer, location change or major duty change. Ask counsel whether the proposed change affects the labor certification, petition or later residence filing, and obtain the answer in writing.
7. A practical verification sequence
- Collect the facts. Write down the exact job title, level, worksite, employment type, start date and employing entity shown on your documents.
- Ask HR for the policy. Confirm that permanent-residence sponsorship covers this role and location, identify the petitioner, and ask for starting conditions, costs and the case contact.
- Ask about the expected category. Determine whether the company expects a PERM-first route or a category that can proceed without labor certification, and who will make that legal assessment.
- Search DOL disclosures. Use the legal entity name and reasonable variants, note the release date, and review occupations, worksites, filing dates and final determinations.
- Reconcile differences. Give HR any mismatch between its explanation and the public records and ask whether an affiliate, predecessor or newer filing explains it.
- Document the commitment. Save the policy, the name of counsel or the internal contact, the stated trigger for opening a case, and the procedure for job or employment changes.
- Get case-specific advice. Before relying on a promise, signing repayment terms or changing status, consult a qualified immigration attorney about your facts and the current law.
What public records cannot tell you
- They do not reveal a company’s current internal sponsorship policy for your position.
- They do not prove that a future PERM application will be filed or certified.
- They do not establish that a later I-140 petition will be approved.
- They do not show whether an immigrant visa will be available when you need it.
- They do not provide a reliable probability that you will receive a green card.
- They may not identify the entity you know by its public brand or show a recent filing that has no final determination yet.
The most useful conclusion from a DOL search is narrow: a particular legal entity has, or has not, appeared in the historical disclosure data you reviewed. The decision about your sponsorship still comes from the employer’s current policy and a legal assessment of your job and category.
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Keep the employer’s written response with your offer and immigration records. Reconfirm the policy if your manager, office, duties, work authorization or employing entity changes. Government forms, fees and eligibility rules can change, and the USCIS employer guide cited above dates from 2013. For case-specific questions about eligibility, category selection, costs, timing or a job change, use a qualified immigration attorney rather than treating this general information as legal advice.
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