Immigration Counsel for Employers
Keep business top of mind and leave immigration to expert counsel
Immigration Counsel for Employers
Employing noncitizens comes with significant responsibilities—whether or not your company is acting as a visa sponsor. Gray Whale Law provides trusted legal guidance to businesses navigating the complexities of immigration, including individual case assessments, sponsorship preparation, and compliance with employment verification requirements such as I-9 documentation and record retention. With so much already on your plate, let us handle your immigration needs—so you can stay focused on your business while ensuring peace of mind for your leadership and your team.
Gray Whale Law assists with
- I-140
- I-129
- I-9 compliance
- Internal audits
- Staff training
- It is estimated that roughly 15 million non-citizens are legally employed in the United States. Some industries rely heavily on immigrant workforces, including hospitality and service, health-care, construction, agriculture, and many more.
- Most nonimmigrant visas require an employer as the petitioner and the noncitizen the beneficiary, with notable exceptions being the E-1, E-2, and TN visa categories. For immigrant visas, EB-1 and EB-2 NIW offer the ability to self-petition, while other preference categories require an employer. As a petitioner, employers must navigate a complex process and ensure compliance with a number of immigration rules and policies.
- In addition to ensuring compliance, businesses can ensure employee retention and satisfaction by proactively engaging with immigration counsel and facilitating counsel for noncitizen employees, especially in a rapidly changing regulatory environment.
Frequently Asked Questions
On Corporate Immigration Compliance
When the employer is not the sponsor, they are responsible for verifying employment eligibility through the I-9 and E-verify process. When the employer is a sponsor, they assume grater responsibility, including accurate representation of all filing information, PERM certification. Failure to comply with any of these responsibilities can trigger costly fines and even criminal enforcement actions.
Employers can increase staff knowledge on immigration by facilitating training by expert counsel. Such counsel can also assist with internal audits that allow for full review of company policies, records, and practices to ensure compliance and proper recordkeeping.