Short answer: A Taiwan-born software engineer working in the U.S. on H-1B was sponsored by the employer in the EB-3 professional category through recruitment, PERM and I-140. When the priority date met the Visa Bulletin, Form I-485 was filed in the U.S. with work authorisation for the principal and spouse; both were approved for permanent residence. The case shows how Taiwanese in the U.S. can stabilise long-term status through employer sponsorship.
Background and when the case started
The applicant held a bachelor’s degree in an IT-related field and had worked for years in U.S. tech on H-1B, seeking less dependence on lottery and extensions. The employer offered a permanent full-time engineering role that clearly required a bachelor’s degree, fitting EB-3 professional. The spouse was planned as a derivative. See US EB-3 Employment-Based Immigration.
Key points from PERM to I-485
The employer completed the prevailing wage and required recruitment; PERM was approved and the priority date set. I-140 included degree and experience evidence aligned with the ads. The case then tracked the monthly worldwide-quota cutoffs; when filing was allowed, I-485 was submitted and EADs requested for principal and spouse. H-1B status was maintained throughout to avoid gaps.
Outcome and lessons for Taiwanese in the U.S.
After I-485 approval the family held green cards and was no longer limited by H-1B duration or a single employer (subject to normal residence rules). The replicable approach is: match job to degree, keep PERM records traceable, and maintain lawful status and employer communication during the backlog. Taiwan is in the worldwide quota; the bulletin must be checked every month—Current status cannot be assumed forever.
Case highlights
| Item | Detail |
|---|---|
| Place of birth | Taiwan |
| Prior status | H-1B |
| Category | EB-3 professional |
| Path | PERM → I-140 → I-485 |
| Family | Spouse approved together |
| Success factors | Job match, consistent documents, status maintained |
Global Immigrate’s recommendation
Taiwanese professionals already in the U.S. whose employers have long-term hiring plans should assess the PERM timeline early, not when H-1B time is almost exhausted. Recruitment ads, job descriptions and résumés must align to reduce PERM audits and I-140 RFEs. Keep written communication with the employer during the backlog. A lawyer familiar with PERM should schedule the process jointly with employer HR.
Data current as of October 2026.
This article is general information only and does not constitute legal or tax advice. Individual results vary.