Elderly Care Jobs in USA 2025/2026 With Visa Sponsorship: A Growing Opportunity for Immigrants

The demand for elderly care professionals in the United States remains consistently high and is projected to grow significantly throughout 2025 and 2026. This trend is driven by a rapidly aging population and a strong preference for in-home care, creating ongoing opportunities for foreign nationals seeking employment. While securing visa sponsorship for these roles can be challenging due to their classification as “unskilled” labor under U.S. immigration law, specific pathways exist, primarily through broader employment-based immigration categories.

It’s crucial to understand the nuances of these pathways and to approach the process with realistic expectations, as general caregiving roles may not always align with direct, dedicated visa types.

The Surging Demand for Elderly Care in the USA (2025/2026)

The United States is experiencing a profound demographic transformation, with its elderly population expanding at an unprecedented rate. This demographic shift is the primary catalyst for the sustained and increasing demand for elderly care services.

Aging Population: By 2025, approximately one in six Americans will be aged 65 and over, with the population aged 75 and older projected to grow by 49% between 2023 and 2033. This translates into a significant and growing portion of the population requiring assistance with daily living and specialized care.
Preference for In-Home Care: A substantial majority of seniors (over 90%) express a strong desire to “age in place,” meaning they prefer to receive care in the comfort of their own homes rather than in institutional settings. This cultural shift significantly fuels the demand for home health aides (HHAs) and personal care aides (PCAs). The U.S. home healthcare market size is projected to hit around USD 222.61 billion by 2025, expanding at a CAGR of 12.74% from 2025 to 2034.
Persistent Workforce Shortages: Despite the robust projected job growth (employment of home health and personal care aides is projected to grow 21% from 2023 to 2033), the U.S. faces a severe and chronic shortage of caregivers. In 2024, the annual caregiver turnover rate reached 79.2%, indicating extraordinarily high churn. Many agencies struggle to maintain stable staffing, impacting service availability. This acute and persistent shortage underscores the critical need for more caregivers, including those from overseas, to fill these vital roles.
Impact on the Broader Healthcare System: The overall U.S. healthcare sector continues to grapple with projected shortages across various professions, with over 100,000 physicians and 200,000 nurses annually through 2031. While licensed roles like nurses are a major focus, the ripple effect of this strain increases the burden on, and demand for, direct care workers.

This dire and growing need for care professionals creates a window of opportunity for foreign caregivers, although navigating the U.S. immigration system to secure sponsorship remains a complex endeavor.

Understanding Common Elderly Care Roles and Compensation

Elderly care jobs in the U.S. primarily fall under titles such as:

Home Health Aide (HHA): These professionals provide basic health-related services, such as checking vital signs, assisting with medications, and helping with medical equipment, typically under the supervision of a nurse or therapist, and usually in a client’s private home.
Personal Care Aide (PCA): PCAs focus on assisting clients with activities of daily living (ADLs) like bathing, dressing, grooming, eating, and mobility, primarily in private homes. They also offer crucial companionship and provide light housekeeping services.
Certified Nursing Assistant (CNA): CNAs work under the direct supervision of licensed nurses in institutional settings such as nursing homes, assisted living facilities, and hospitals. They provide more direct patient care, including monitoring vital signs, assisting with patient transfers, and documenting care provided. Becoming a CNA typically requires completing a state-approved training program and passing a state certification exam.

These roles are generally considered entry-level, often requiring minimal formal education or prior experience, with comprehensive on-the-job training being common. As of July 2025, the average hourly pay for caregivers (including HHAs and PCAs) ranges from $14 to $20 per hour, depending on location, experience, and specific duties. This translates to an average annual salary of approximately $29,000 to $42,000 for full-time positions. While certain regions (e.g., California, New York) or specialized roles (e.g., dementia care, live-in care) may offer higher compensation (some live-in caregivers earning $250-$350 per day), it’s important to note that these salaries are often at or below the living wage threshold in many areas and can present challenges for employer sponsorship due to prevailing wage requirements in immigration processes.

Visa Sponsorship Pathways for Elderly Care Jobs (2025/2026)

The U.S. does not have a specific, dedicated “caregiver visa” category. Instead, foreign caregivers typically pursue employment through broader temporary or permanent immigration categories. It’s crucial to manage expectations, as these pathways are often highly competitive or have specific requirements that can be difficult for entry-level roles.

1. EB-3 Visa: “Other Workers” (Permanent Green Card)

The EB-3 (Employment-Based Third Preference) visa is the most direct and desirable pathway for caregivers seeking permanent residency (a Green Card) in the U.S. This category includes a sub-section for “Other Workers” (also referred to as unskilled workers) for positions requiring less than two years of training or experience.

Employer Sponsorship is Crucial: A U.S. employer (e.g., a home care agency, nursing home, or, in very specific and rare circumstances, an individual family that can meet stringent requirements) must sponsor the foreign national for a permanent, full-time position.
PERM Labor Certification: The employer must first obtain a Program Electronic Review Management (PERM) labor certification from the U.S. Department of Labor (DOL). This is a rigorous process where the employer must prove that there are no qualified U.S. citizens or permanent residents “able, willing, qualified, and available” for the job at the prevailing wage. This involves extensive recruitment efforts (e.g., job advertisements, interviews) and documenting all steps. For common roles like caregivers, demonstrating this “unavailability” can be challenging.
Annual Quota and Backlog: The EB-3 “Other Workers” category is subject to an annual numerical limitation. Due to high demand, particularly from certain countries, this often leads to significant backlogs. This means even after the PERM and I-140 petition are approved, there can be a wait of several years (depending on the applicant’s country of origin, notably for countries like the Philippines, India, and China) for a visa number to become available according to the monthly Visa Bulletin.
Pathway to Citizenship: If successful, this visa grants permanent residency, leading to a Green Card and a path to U.S. citizenship after five years. It also allows eligible family members (spouse and unmarried children under 21) to be included in the same petition.

Finding an employer willing to undertake the lengthy, costly, and complex EB-3 “Other Workers” process for a general caregiver role is the biggest hurdle. However, some specialized immigration agencies and programs (often referred to as “EB-3 Unskilled Visa programs” or “Caregiver Sponsorship Programs”) exist that partner with healthcare facilities or home care agencies experiencing chronic labor shortages and facilitate this entire process. These programs often come with significant fees, typically paid by the applicant, and involve long timelines (often 2-4 years from initiation to Green Card in hand, depending on the applicant’s country of chargeability).

2. H-2B Visa: Temporary Non-Agricultural Worker (Seasonal/Temporary Work Permit)

The H-2B visa permits U.S. employers to hire foreign workers to fill temporary non-agricultural positions. This visa could potentially apply to elderly care roles if the employer can demonstrate a temporary need, such as:

Seasonal Need: For care homes or assisted living facilities that experience a significant, recurring increase in demand during specific seasons (e.g., winter months in popular retirement states like Florida).
Peakload Need: When a care provider has a temporary surge in business that exceeds its normal staffing capacity.
One-Time Occurrence: A unique, non-recurring situation requiring additional caregivers for a limited, defined period (e.g., caring for a patient during a specific, time-limited recovery period after surgery).

Key Considerations for H-2B (2025/2026):
- Temporary Nature: The job offer must be strictly temporary, typically for less than one year, though extensions are possible for a maximum total stay of three years. After this, the worker is generally required to return to their home country for a period before being eligible for another H-2B visa.
- Annual Cap: The H-2B visa is subject to an annual numerical cap (66,000 visas per fiscal year, split into two halves). Due to high demand, it’s highly competitive and often leads to a lottery system for selection.
- Labor Certification: Employers must obtain a temporary labor certification from the DOL, proving that there are not enough qualified U.S. workers available to perform the temporary work.
- Employer Costs: H-2B regulations often require the employer to cover many of the costs associated with the process, including most government filing fees and, in some cases, transportation to and from the U.S., and/or housing.

While some large hospitality groups or specific home care agencies might utilize H-2B visas for temporary staffing needs, it’s less common for long-term, ongoing elderly care positions. This visa does not directly lead to permanent residency.

3. B-1 Visa for Domestic Employees

The B-1 visa allows domestic employees (including caregivers) to accompany or join their U.S. citizen employer who is temporarily assigned to the U.S., or an employer who is a non-immigrant visa holder (e.g., on a B, E, F, H, I, J, L, M, O, P, Q, or TN visa). This is typically for household employees of diplomats, international organization employees, or U.S. citizens returning from abroad.

Limitations: The caregiver must have been employed by the employer outside the U.S. for a certain period (e.g., at least one year prior for U.S. citizen employers). A written contract guaranteeing fair wages (at least the higher of federal, state, or local minimum or prevailing wage) and working conditions is required. It is a highly restrictive visa and is not for independent job seekers in the U.S.
Temporary: This is a temporary visa and does not lead to permanent residency.

4. Family-Based Sponsorship (Indirect Pathway)

While not a direct elderly care job visa, if an immigrant caregiver has a close family member (spouse, parent, or adult child) who is a U.S. citizen or lawful permanent resident (Green Card holder), they may be able to be sponsored through a family-based Green Card petition. This process’s eligibility and waiting times depend entirely on the specific family relationship and the family member’s immigration status.

Finding Opportunities and Avoiding Scams

Given the complexities and competition for these roles, finding an elderly care job in the U.S. with visa sponsorship requires extreme caution and a targeted approach:

Target Home Care Agencies and Nursing Facilities: Large home care agencies, assisted living facilities, and nursing homes are the most likely (though still rare) candidates for sponsorship. They often experience the most significant labor shortages. Look for organizations that explicitly mention “international recruitment” or “sponsorship.”
Research EB-3 “Unskilled” Programs: Explore the services of legitimate, well-established immigration agencies or consultants specializing in the EB-3 “Other Workers” visa category. Be extremely cautious and verify their credentials, check reviews, and understand their transparent fee structures upfront. Some prominent names exist in this space (e.g., BDV Solutions, Mercan Group), but thorough due diligence is paramount. These programs typically require a significant financial investment from the applicant.
Beware of “Guaranteed Visa” Scams: Never pay large upfront sums to individuals or unverified agencies promising guaranteed jobs or visas without a clear, step-by-step legal process. Legitimate processes involve government fees paid directly to USCIS or the Department of State, and certain employer-paid fees for petitions/labor certifications. Always cross-reference any information with official U.S. government websites (USCIS.gov, Travel.State.Gov).
Focus on Specialized Roles (if qualified): If you have certifications like CNA (Certified Nursing Assistant) or are a licensed nurse (RN, LPN), your chances of sponsorship for higher-level roles increase significantly. Licensed nurses are often “Schedule A” occupations under EB-2/EB-3, exempting them from some labor certification steps and often having a faster path.
Networking: While challenging for this role, connecting with people already working in the U.S. healthcare or home care sectors might offer insights into companies that have sponsored in the past.

The General Application Process (Focus on EB-3 “Other Workers”)

If you identify a potential employer willing to sponsor an EB-3 “Other Workers” visa, the process generally involves these key stages:

Secure a Job Offer: This is the crucial first step. You need a legitimate, full-time, permanent job offer from a U.S. employer.
PERM Labor Certification: The U.S. employer files an application with the U.S. Department of Labor to obtain PERM labor certification. This stage involves extensive recruitment to prove no qualified U.S. workers are available and can take 6-18 months.
Form I-140 Petition: Once the PERM application is certified by the DOL, the employer files Form I-140, Immigrant Petition for Alien Worker, with USCIS on your behalf. This stage can take 6-12 months, though premium processing is available for an additional fee for this step.
Visa Availability (Priority Date Becomes Current): For the EB-3 “Other Workers” category, there is often a long wait for your priority date (the date your PERM application was filed) to become current according to the monthly Visa Bulletin issued by the Department of State. This backlog can range from a few years to over a decade, depending heavily on your country of birth.
Visa Application (Consular Processing or Adjustment of Status):
- Consular Processing: If you are outside the U.S., once your priority date is current, you will apply for an immigrant visa at a U.S. embassy or consulate in your home country. This involves an interview, medical examination, and background checks.
- Adjustment of Status: If you are already in the U.S. on a different valid visa (and your priority date is current), you may be able to apply to adjust your status to that of a lawful permanent resident without leaving the country.
Entry to U.S. / Green Card Issuance: Upon successful completion of consular processing, you will receive an immigrant visa to enter the U.S. If adjusting status, you will receive your Green Card.

Conclusion

While challenging, securing an elderly care job in the U.S. with visa sponsorship is a tangible goal for immigrants, particularly through the EB-3 “Other Workers” visa for permanent residency or, less commonly, the H-2B visa for temporary work. Success largely depends on finding a U.S. employer genuinely committed to sponsoring such a role and navigating the intricate and often lengthy immigration process. Due to the nature of the job and the costs involved, potential applicants must exercise extreme caution against fraudulent schemes, conduct thorough research on any agency or employer, and maintain realistic expectations regarding timelines and requirements. For those who persevere, such an opportunity can indeed lead to a new and fulfilling life in the United States, contributing to a critically needed sector.