Livestock farmers are pushing for the Senate to pass an immigration bill that will modernize the agricultural visa system.
The agricultural industry is hoping the Senate will vote on the Farm Workforce Modernization Act (FWMA) between
Thanksgiving and Christmas.
Livestock farmers argue the current system does not address their need for year-round workers who have experience with animals.
FWMA was passed by the House and Sens.
Michael Bennet (D-Colo.) and Mike Crapo (R-Idaho) are leading the effort to pass the bill in the Senate.
The bill would provide a path to citizenship for farmworkers who have been in the country for more than a decade.
Employers would have to go through more stringent hiring protections to prevent unauthorized foreign workers from joining the workforce. Livestock farmers are pushing for the Senate,
To deliver a long-awaited immigration bill.
The agricultural visa system.

Livestock & dairy employers: immigration options, compliance, and worker stability

U.S. livestock, poultry, and dairy producers need a reliable workforce. However, immigration rules differ for seasonal vs year-round jobs, and mistakes can trigger costly audits. This guide maps legal hiring paths, I-9 compliance, and strategies for retaining experienced workers.

Hiring paths (quick map)

H-2A (temporary agricultural) – Designed for seasonal or temporary farm work (planting/harvest, calving season surges). Housing, wage, and recruitment rules apply.
TN/USMCA (Canada/Mexico professionals) – Limited roles (e.g., veterinarians, animal scientists).
Employment-based green cards – EB-3 for certain skilled/unskilled roles; PERM labor certification required (not available for “agricultural labor or services” under H-2A but possible for year-round dairy/livestock positions that are not H-2A-type).
Family-based paths – For workers who qualify through U.S. citizen or resident relatives.
Therefore, the best option depends on seasonality, duties, and timelines.

Year-round vs. seasonal: why it matters

Seasonal/temporary needs → H-2A is usually the only short-term visa built for agriculture.
Year-round operations (e.g., dairy) → consider PERM/EB-3 for permanent roles; use careful job design and timelines.
When operations fluctuate (calving/processing peaks), you may combine H-2A surges with a permanent pipeline for core staff.

Compliance basics for every producer

Form I-9: complete on time, store separately, and reverify only when required. Avoid document discrimination.
Wage/housing/transport (H-2A): follow prevailing wage, housing inspections, and the three-fourths guarantee where applicable.
Public Access File (H-1B-style rules don’t apply to H-2A), but keep job orders, recruitment, payroll, and worker roster organized for audits.
E-Verify: use only if required or enrolled; align your policy across locations.

Evidence to gather before you call us

Organization chart and year-round vs seasonal job list
Prior job orders, recruitment ads, and payroll records
Housing descriptions/inspections (for H-2A), transportation plans
Sample duty statements (milking, herd health, feeding, maintenance) with shift patterns
Any I-9 audit history or agency letters

Building a stable workforce (practical options)

Bridge roles: grow experienced hands into lead/maintenance positions that fit permanent sponsorship (EB-3).
Calving/harvest surge plans: pre-calendar H-2A filings and housing readiness.
Retention: bilingual safety training, predictable schedules, and promotion tracks reduce turnover—and therefore visa churn.

FAQs

Can dairy use H-2A for year-round milking?
H-2A is for temporary or seasonal need. If milking is continuous, we usually build a PERM/EB-3 strategy for core roles and use H-2A only for short peaks.

We have long-time workers without status—what now?
There is no universal fix, but options may include family-based cases, certain waivers, or cancellation of removal if in court. We screen risks confidentially.

Can veterinarians or nutritionists come on TN?
Often yes (Canada/Mexico nationals) when duties match a listed profession.

What triggers farm audits?
Random checks, referrals, or complaints. Therefore, keep I-9s clean and H-2A records audit-ready.

How we help

First, we map your seasonal vs year-round needs. Next, we design H-2A surges and/or PERM/EB-3 sponsorship for stability. Then, we implement I-9 and housing/payroll compliance. Finally, we support worker renewals, family filings, and long-term planning.

Need a reliable immigration plan for your operation? Schedule a consultation or call (562) 495-0554.