PERM Labor Certification in California | Regev Law
If your company plans to sponsor a foreign worker for a permanent position, PERM Labor Certification in California may be an important part of the employment-based immigration process. Employers need to coordinate job requirements, wage information, recruitment, documentation, and filing steps carefully before moving forward.
We help employers understand their responsibilities and organize each stage around the actual position being offered. You can also get to know the attorneys who would guide you through the process before deciding how to proceed.
Our physical office is at 2908 Emmons Ave, Suite 2908B, Brooklyn, NY 11235, and we serve California employers remotely. Whether your company is in Silicon Valley, Los Angeles, Orange County, San Diego, Sacramento, or another part of the state, you can work with our team without traveling to New York.
Call (212) 380-6123 to discuss your circumstances and next steps.
Planning Around the Position
Every case starts with the actual job opportunity. We consider the position, minimum requirements, worksite, offered wage, and other details that can shape the filing.
Employer-Focused Preparation
The employer plays a central role throughout the process. We help you understand what information and documentation may be needed at each stage.
Remote Guidance Across California
You can coordinate case preparation remotely whether your business operates in the Bay Area, Southern California, the Central Valley, Sacramento, or another California region.
ABOUT THE PROCESS
What Is PERM Labor Certification?
PERM labor certification is a Department of Labor process used in connection with many employer-sponsored permanent immigration cases. It focuses on a specific permanent job opportunity offered by a U.S. employer to a foreign worker.
The process is employer-driven. The position, job duties, minimum qualifications, area of intended employment, offered wage, and recruitment must be considered carefully because those details can affect later stages of the case.
A typical PERM process can involve requesting a prevailing wage determination, conducting the required recruitment, reviewing applicants, maintaining appropriate documentation, and submitting a labor certification application. Employers should approach these stages as parts of one connected process rather than unrelated administrative tasks.
Planning also matters because each stage can affect what comes next. If you are trying to understand the sequence before committing resources to the case, reviewing how the major stages fit into the overall timeline can give you a clearer picture of the process ahead.
The individual circumstances of the employer, position, worksite, and sponsored worker should guide how the case is prepared.
LOCAL CONTEXT
How California’s Employment Landscape Can Shape the PERM Process
California employers operate across very different labor markets. A technology company in Santa Clara may be hiring for a highly specialized software or semiconductor position, while an employer in Los Angeles may need workers in engineering, healthcare, manufacturing, professional services, or another field. Employers in San Diego, Sacramento, Orange County, and the Central Valley may face different hiring conditions again.
These differences matter because a PERM case is tied to a specific job opportunity and area of intended employment. The worksite and position can affect considerations involving the prevailing wage determination and recruitment.
In the Bay Area, employers may recruit around San Jose, Santa Clara, Sunnyvale, Mountain View, Palo Alto, Fremont, and San Francisco. Southern California employers may be hiring around Los Angeles, Irvine, Anaheim, Long Beach, or San Diego. Companies in Sacramento or inland communities can operate in labor markets that look different from those along the coast.
Remote and hybrid work arrangements can also create questions about where work will actually be performed. Those details should be evaluated carefully rather than assuming that a California mailing address alone determines how a position should be handled.
California’s size makes accurate worksite information particularly important. A position based near US 101 in Silicon Valley is not automatically interchangeable with a position based near Interstate 5 in San Diego or Interstate 80 in Sacramento.
The goal is to prepare the case around the real job opportunity rather than treating California as one uniform employment market.
OUR PROCESS
How We Help Employers Navigate the PERM Process
Employer sponsorship involves several connected stages. We help you organize those stages around the position you actually intend to fill instead of relying on a generic checklist.
- Review the Position and Sponsorship Plan
We begin by understanding the employer, job opportunity, proposed worksite, duties, minimum qualifications, and the foreign worker being considered for permanent employment.
This initial review helps identify questions that may need attention before later steps begin.
- Evaluate the Job Requirements
Job requirements should reflect the actual position. Education, experience, skills, training, and other minimum qualifications need to be considered carefully as part of the overall filing strategy.
We work with you to understand how the requirements relate to the role and what information may need to be documented.
- Address the Prevailing Wage Stage
The prevailing wage determination is an important part of the process because it connects the position and area of intended employment with the wage requirements applicable to the job opportunity.
For California employers, the worksite matters. A position in San Francisco may present different wage considerations from a comparable role in Sacramento, Fresno, Irvine, or San Diego.
- Prepare for Recruitment
Recruitment is not simply about posting an opening and waiting for applications. Employers need to understand the applicable recruitment requirements, timing, documentation, and applicant review responsibilities.
Before this stage begins, it can be useful to understand the recruitment steps employers may need to complete so the company can prepare for the responsibilities involved.
- Organize Recruitment and Case Documentation
Documentation matters throughout the process. Employers may need to preserve records relating to recruitment activities, applicants, job requirements, wage information, and other aspects of the case.
We help organize the available information so the filing can be prepared around a consistent record.
- Prepare the Labor Certification Application
Once the necessary stages have been completed, the labor certification application can be prepared using information developed throughout the case.
ETA Form 9089 includes detailed information about the employer, foreign worker, job opportunity, wage, area of intended employment, recruitment, and other relevant matters. Careful preparation helps keep those details consistent with the underlying case documentation.
WHY CHOOSE US
Why California Employers Work With Regev Law
Guidance Built Around the Actual Position
Your job opportunity should drive the case. We take time to understand the duties, requirements, worksite, employer circumstances, and proposed sponsorship rather than treating every position the same way.
Attention to Employer Responsibilities
PERM places significant responsibilities on the sponsoring employer. We help you understand the information and documentation that may be needed as the case moves from planning to wage determination, recruitment, and filing.
Organized Case Preparation
A labor certification application involves information developed across multiple stages. We focus on keeping the process organized so you know what information is needed and what comes next.
Remote Representation for California Employers
You do not need a physical law office in California to work with our team. Employers in San Francisco, San Jose, Santa Clara, Los Angeles, Irvine, San Diego, Sacramento, Fresno, and other California communities can communicate with us remotely.
Our physical office is located at 2908 Emmons Ave, Suite 2908B, Brooklyn, NY 11235.
Frequently Asked Questions About PERM Labor Certification in California
The PERM program is a federal process administered through the Department of Labor, but the location of the job still matters.
For example, an employer sponsoring a worker for a position in San Jose may have different wage and labor-market considerations from an employer filling a position in Sacramento, Fresno, Los Angeles, or San Diego. The job opportunity and area where the work will be performed should therefore be evaluated based on the actual facts of the position.
The worksite can be relevant because the prevailing wage determination considers the job opportunity and area of intended employment, along with other information about the position.
A role based around Silicon Valley may not involve the same wage considerations as a position located in Sacramento or another part of California. Employers should provide accurate information about where the sponsored employee will perform the work rather than assuming the same approach applies statewide.
Remote, hybrid, and multi-location positions can require careful review because the actual work arrangement may affect how the area of intended employment and related requirements are addressed.
A company headquartered in San Francisco might have an employee working from San Diego, while another employer may expect an employee to divide time between offices in Los Angeles and Orange County. Those arrangements should be evaluated according to the facts rather than treated as interchangeable.
Yes. California employers can work with our team remotely. You can communicate and coordinate case preparation without traveling from California to our physical office in Brooklyn.
Whether your company is near San Jose, San Francisco, Los Angeles, Irvine, San Diego, Sacramento, or elsewhere in the state, remote communication can be used to manage appropriate aspects of the case.
If you are ready to discuss the position and your sponsorship plans, you can send your questions and case information directly to our team.
The appropriate time depends on the employer’s circumstances, the position, the proposed worksite, and the broader immigration strategy.
Starting early can give you time to evaluate the position, job requirements, work location, prevailing wage stage, recruitment responsibilities, and documentation before later deadlines become important.
For example, a growing technology company in Santa Clara may have different hiring plans from a healthcare employer in San Diego or a business expanding operations in Sacramento. Planning should reflect the actual job opportunity rather than a generic schedule.
TAKE THE NEXT STEP
Ready to Move Your Employer Sponsorship Plan Forward?
A PERM case involves more than submitting a form. The position, job requirements, prevailing wage, recruitment, documentation, worksite, and filing information need to fit together.
If your company is preparing to sponsor a foreign worker for permanent employment, you can explore guidance for your PERM case from planning through filing and discuss what the next steps may look like for your circumstances.
Call: (212) 380-6123
Physical Office:
2908 Emmons Ave, Suite 2908B
Brooklyn, NY 11235
Business Hours:
Monday: 10:00 AM – 7:00 PM
Tuesday: 10:00 AM – 7:00 PM
Wednesday: 10:00 AM – 7:00 PM
Thursday: 10:00 AM – 7:00 PM
Friday: 10:00 AM – 7:00 PM
Saturday: Closed
Sunday: Closed
California employers can work with our team remotely. Your case strategy will depend on the employer, position, worksite, job requirements, recruitment, documentation, and other circumstances involved in the proposed sponsorship.
Disclaimer
The information on this page is provided for general informational purposes only and does not constitute legal advice. PERM requirements, employment-based immigration options, and case strategy depend on the specific employer, job opportunity, worksite, foreign worker, recruitment, documentation, and other circumstances involved in each matter.
No particular labor certification, petition approval, green card, or other immigration outcome is guaranteed. Past results, if discussed elsewhere, do not guarantee a similar outcome in another matter. Contacting the firm, submitting information through the website, or requesting a consultation does not, by itself, create an attorney-client relationship.