The construction industry’s workforce shortage has persisted for more than a decade, and the gap between labor demand and available workers continues to widen. Associated Builders and Contractors estimates the industry must add roughly 300,000 workers just to keep up with current demand — a benchmark that remains increasingly difficult to reach as projects multiply and retirements accelerate.
Traditional responses such as wage increases, signing bonuses and expanded training programs have helped but failed to keep pace with the scale of the problem. Even as contractors raise compensation and invest in workforce development, the number of workers needed to deliver ongoing and future projects simply exceeds what the domestic labor pool can supply.
One potential solution, according to immigration consultant John Dorer, lies within an existing federal program. The EB-3 visa program allows U.S. employers to sponsor foreign nationals for permanent employment when qualified American workers are unavailable. For construction firms, that includes roles such as concrete laborers, carpenters, drywall installers and heavy equipment operators, many of which fall under the program’s “Other Workers” category.
Despite its potential, the program is constrained by outdated rules and severe backlogs. Of the 10,000 green cards allocated annually to EB-3 “Other Workers,” only about 3,000 are issued to actual workers. The remaining 7,000 are counted against the cap for spouses and children of visa holders — dependents who are not filling open jobs but still reduce the number of available worker visas.
That accounting issue is exactly what the Dignity Act of 2025 aims to address. The bipartisan bill, introduced last summer and now before Congress, proposes a straightforward change: count only the principal EB-3 worker against the annual visa cap, rather than including dependents.
If enacted, the adjustment would effectively free up approximately 7,000 additional worker visas each year. While modest on paper, the change could potentially triple the number of EB-3 workers admitted annually without increasing overall immigration limits. For construction employers, that could mean more predictable access to labor and fewer delays caused by visa backlogs.
The legislation also includes nearly $4 billion in funding to modernize and improve processing across federal agencies involved in the EB-3 system, including the Department of Labor, U.S. Citizenship and Immigration Services and the State Department. Faster approvals, reduced red tape and better interagency coordination could significantly shorten timelines for employers staffing multi-year projects.
Momentum behind the bill continues to grow, with endorsements from organizations such as the U.S. Chamber of Commerce, the National Association of Home Builders and the National Roofing Contractors Association — groups that represent industries facing acute labor constraints.
While the Dignity Act would not resolve every challenge tied to construction’s labor shortage, it offers a rare opportunity for long-term workforce planning. EB-3 workers arrive vetted and authorized to remain permanently, distinguishing them from participants in temporary guest worker programs.
For construction companies, permanent work authorization translates into greater workforce stability, reduced turnover and more confidence when pursuing large-scale projects. Even if the legislation does not pass in its current form, industry leaders may benefit from evaluating EB-3 sponsorship as part of a broader labor strategy.
If the bill advances as expected, contractors prepared to navigate the EB-3 process could be positioned to secure a meaningful competitive advantage in an increasingly tight labor market.
Originally reported by John Dorer in Constructon Dive.
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