Green Card Guide for Foreign Workers: Understanding PERM Processing Times

(UNITED STATES) The bottleneck at the heart of employment-based green card cases in the United States 🇺🇸 is not letting up. As of August 26, 2025, the Department of Labor (DOL) continues to report lengthy PERM processing times, with analysts still reviewing applications filed in April 2024. Employers and foreign workers face a long wait even before a case reaches that desk, because the Prevailing Wage Determination and recruitment steps happen first and now add many months at the front of the process.

There is no fast-track option for PERM, and no new DOL plan has been announced this year to shorten the line. Monthly updates posted by the DOL show slow, steady movement, but backlogs remain a defining feature of the system. For families trying to plan their lives, and for companies trying to hold on to high-skilled staff, this delay means careful planning, strong documentation, and realistic timelines.

Current timelines (mid‑2025 snapshot)

The latest figures from mid‑2025 frame the current picture. For cases without audits, the DOL reports that the analyst review stage for PERM—formally Program Electronic Review Management (PERM)—takes about 15–17 months on average. That clock starts after the employer files the PERM application and does not include the lead-up steps.

Before filing, employers must:
– Request a wage from the DOL through the Prevailing Wage Determination (PWD), which currently takes about 5–8 months.
– The DOL is processing OEWS wage requests filed in April 2025 and non‑OEWS requests filed in February 2025.
– OEWS = Occupational Employment and Wage Statistics; non‑OEWS = alternative wage source.
– Run recruitment—typically 2–3 months—to test the U.S. labor market and document every step.

Only after those steps can the employer file the PERM application. In short, the line to file is long, and the line after filing is even longer.

The DOL confirms it’s now reviewing PERM applications received in April 2024. While there are currently no active audit reviews reported, a DOL audit—if triggered—can add 6 or more months. Reconsideration requests filed in June 2025 are also under review.

Immigration lawyers and employers summarize the advice simply: plan early and document everything with care.

Policy status and projected pace

The DOL has not announced any policy change in 2025 to shorten the PERM queue or create an expedited track. The agency continues monthly processing updates on its site, showing gradual movement across PWD, analyst review, and other tracks.

VisaVerge.com analysis confirms heavy volumes and resource pressure inside the Office of Foreign Labor Certification (OFLC). Expect the current pace to hold through late 2025 unless the DOL adds staff or changes internal processes.

Key timeframes now in effect:
– PERM analyst review: about 15–17 months (non‑audited cases)
– Prevailing Wage Determination (PWD): about 5–8 months; DOL processing OEWS from April 2025 and non‑OEWS from February 2025
– Recruitment: usually 2–3 months
– Audits: typically add 6+ months if issued
– Reconsideration: requests filed in June 2025 are being reviewed

These figures come amid higher case volumes, more complex recruitment records (notably in tech, life sciences, and health care), and staffing/funding limits at the DOL. Simple, complete cases move faster; files with errors, missing proof, or unusual duties attract scrutiny.

How PERM delays affect the green card path

PERM is often the first of three major steps for employer‑sponsored green cards. Delays here push everything else back. Typical sequence after PERM certification:
1. Employer files Form I‑140, Immigrant Petition for Alien Worker with USCIS.
2. Worker applies for permanent residence either by consular processing abroad or by adjustment of status (Form I‑485) in the U.S., if eligible.
3. Visa number availability (by category and country) can add further wait time after I‑140.

OFLC’s public dashboard remains the reference for DOL timelines and performance: OFLC processing times page

Impact on workers and employers — practical implications

Long PERM processing times have tangible impacts:

• For individuals (example: an H‑1B software engineer with a family): each extra month influences decisions about home purchases, promotions that change job duties, and international travel risks.
• For employers (example: hospital systems): a two‑year path to certification strains staffing plans for hard‑to‑fill roles.

Practical realities:
– PWD sets the wage floor. With DOL processing OEWS from April 2025 and non‑OEWS from February 2025, the wage step can consume much of a year.
– Recruitment is document‑heavy. Employers must post, advertise, screen, and retain proof—usually 2–3 months. Small mistakes can trigger audits.
– Analyst review is the longest step—15–17 months for non‑audited filings currently under analysis.
– Reconsideration follows denial; those filed in June 2025 are under review.

Keeping nonimmigrant status (e.g., H‑1B) current matters during these pauses. H‑1B six‑year limits, I‑140 approval timing, and extension rules can influence strategy—attorneys generally advise early starts, thorough calendars, and close coordination among stakeholders.

Risk reduction and recommended employer/HR actions

Lawyers and immigration firms emphasize “audit readiness.” Common audit triggers include:
– Job descriptions that seem tailored to one individual
– Requirements for rare skills without supporting business need
– Thin or incomplete recruitment records

Best practices:
– Start wage requests early; decide on OEWS vs. non‑OEWS quickly (plan for 5–8 months).
– Build a detailed recruitment plan with exact ad dates and retention of all documents.
– Align job duties to real, current roles—anticipate future duties now to avoid restarts.
– Hold regular meetings among workers, HR, and counsel to share PWD, recruitment, and filing status.
– Prepare for audits: maintain digital and paper copies of every recruitment step and respond promptly if audited.
– Consider alternate categories (EB‑1, EB‑2 NIW) when appropriate—these bypass PERM but have higher substantive standards.

Numbered steps for PERM preparedness:
1. File PWD request early (budget 5–8 months).
2. Execute recruitment with clear records (2–3 months).
3. File PERM once recruitment is complete.
4. Maintain immigration status and document retention while PERM is pending.
5. If PERM is certified, file Form I‑140 promptly; then monitor visa bulletin and prepare Form I‑485 if eligible.

Official forms and resources:
– I‑140: https://www.uscis.gov/i-140
– I‑485: https://www.uscis.gov/i-485

Strategic alternatives and considerations

Some workers may qualify for PERM‑skip categories:
– EB‑1: extraordinary ability, outstanding researchers, certain multinational managers.
– EB‑2 NIW: National Interest Waiver where the person’s work serves a broad U.S. interest.

These routes can shorten timelines by removing the PERM front end, but they have strict eligibility standards and are not suitable for every case.

Dual‑track strategies (pursue PERM and an alternate path simultaneously) can reduce overall risk for some candidates.

Operational tips to reduce delays

Employers can take several concrete steps to reduce friction:
– Standardize job titles and career ladders so similar roles share consistent duties.
– Draft job descriptions with manager and counsel input to avoid audit flags.
– Train HR on document retention and PERM calendars.
– Keep employee records—pay stubs, diplomas, offer letters—organized and consistent (names and spellings must match).
– Communicate travel policies and limits during critical filing windows to avoid missed deadlines.

If a worker changes employers, note: PERM is employer‑ and job‑specific. A move generally requires a new PWD, recruitment cycle, and PERM filing.

Wages, life planning, and travel

Because PWD fixes a required wage, market changes and new wage data can affect salary planning over many months. Employers should budget for wage updates if cases move slowly. Workers should coordinate with HR about wage adjustments tied to PWD outcomes.

For families, plan major life milestones (home purchases, school moves, long travel) around predictable PERM steps—PWD filing, recruitment launch, PERM filing—to reduce stress and risk.

Travel and consular backlogs: while outside DOL’s timeline, visa renewals and consular interviews can add time and logistical complexity. Coordinate these steps with counsel and employers.

Compliance checklist for employers (quick reference)

• Build realistic PERM calendars (PWD 5–8 months, recruitment 2–3 months, analyst review 15–17 months).
• Document every recruitment action and align job requirements with genuine business needs.
• Coordinate I‑140 plans so the petition can go out quickly after certification: https://www.uscis.gov/i-140
• Confirm timing for Form I‑485 when adjustment of status is possible: https://www.uscis.gov/i-485

Closing takeaways

PERM processing times show modest progress but no major relief as of late August 2025. The practical reality for employers and foreign workers is to assume:
– Prevailing Wage Determination: 5–8 months
– Recruitment: 2–3 months
– PERM analyst review: 15–17 months
– Audits/reconsiderations: add months if triggered

Strong front‑end planning, clean recruitment files, and timely communication are the best ways to limit additional delays. For official DOL updates, consult the OFLC processing page: https://www.dol.gov/agencies/eta/foreign-labor/performance

VisaVerge.com and immigration counsel recommend early filing, audit readiness, and honest expectations about timing: careful work at the start is the surest way to protect months at the end.