United States Visa Guide
A foreign domestic worker, personal employee, attendant or servant may qualify for a U.S. B-1, A-3 or G-5 visa in specific circumstances. The correct classification depends mainly on the employer's U.S. immigration or official status. Applicants must satisfy the requirements for that classification and normally provide a written employment contract that complies with U.S. law.
May be available in limited circumstances to a personal or domestic employee accompanying or following a qualifying U.S. citizen employer who normally lives abroad, or a qualifying foreign national employer in B, E, F, H, I, J, L, M, O, P, Q or TN nonimmigrant status.
Generally applies to a personal employee, attendant, domestic worker or servant of an employer holding valid A-1 or A-2 status, subject to the special requirements for A-3 employees.
Generally applies to a personal employee, attendant, domestic worker or servant of an employer holding valid G-1, G-2, G-3 or G-4 status, subject to the special requirements for G-5 employees.
The exact requirements depend on the employer. A B-1 domestic employee generally must have a residence abroad that the employee does not intend to abandon, appropriate prior domestic-service experience and a qualifying employment relationship with the employer.
For a foreign-national employer in qualifying nonimmigrant status, current State Department guidance generally requires at least one year's experience as a personal or domestic employee and either:
Different rules apply to employees accompanying qualifying U.S. citizens who permanently reside or are stationed abroad but travel temporarily to the United States. Applicants should review the current B-1 domestic-employee rules before submitting an application.
The worker must have a genuine employer-employee relationship with a qualifying A-1/A-2 or G-1 through G-4 employer, be seeking entry to perform the contracted domestic duties, and meet the applicable State Department requirements. The employer's status, position, resources and official registration requirements can affect eligibility.
A domestic employee visa application requires special attention to the written employment contract. The contract should be in a language the employee understands and must be signed by the employer and employee. Applicable requirements differ slightly by classification, but the contract must comply with U.S. law.
| Contract item | Current requirement |
|---|---|
| Language and signatures | The employee must understand the contract; it must be signed by the employer and employee. |
| Wages | The contract must provide the applicable lawful wage. For A-3 and G-5 employees, State Department guidance requires at least the greatest applicable federal, state or local minimum wage. B-1 contracts are subject to the applicable B-1 domestic-worker wage requirements. |
| Working conditions | Terms must comply with U.S. law, including applicable working-condition protections. |
| Room and board | Where required by the applicable domestic-worker rules, free room and board must be provided. |
| Travel costs | Applicable rules require the employer to assume specified travel costs, including return or onward travel in qualifying circumstances. |
| Termination terms | The contract must state any notice requirements applicable to termination by the employer or employee. |
| Passport | The employer may not unlawfully retain the employee's passport or other personal documents. |
Applicants generally complete the DS-160 Online Nonimmigrant Visa Application through the U.S. Department of State's Consular Electronic Application Center. Select the correct visa classification and the embassy or consulate where the application will be processed.
If an error is discovered after submission, follow the current DS-160 instructions or the instructions of the embassy or consulate. A new DS-160 may be required in some circumstances.
A B-1 domestic employee generally follows the fee rules for B nonimmigrant visa applicants. The standard non-petition-based nonimmigrant visa application processing fee for B visas is currently US$185. Local payment procedures and any reciprocity fee depend on nationality and place of application.
Applicants who qualify for official A or G visa classifications are exempt from the nonimmigrant visa application processing fee. Applicants should follow the special instructions for official A-3 or G-5 visa applications at the embassy or consulate.
Application procedures vary by U.S. embassy and consulate. Applicants should use the current instructions published by the post where they will apply rather than assuming that every location uses a separate Visa Application Center appointment.
For nonimmigrant visa applicants generally, State Department instructions updated on 15 July 2026 provide that applicants should schedule their visa interview in their country of nationality or residence, subject to designated processing posts and applicable exceptions. Applicants relying on residence should be prepared to demonstrate residence in that country.
A-3 and G-5 personal employees must apply for the visa outside the United States and attend a consular interview. The employer or recruitment agent does not attend the employee's visa interview.
Required documentation depends on the visa class and embassy or consulate. Applicants should normally be prepared with:
The State Department may require evidence concerning the employer's official status, the authenticity of the employment relationship, the employer's ability to pay the required wage, and compliance with applicable diplomatic or international-organization registration procedures.
At the interview, the consular officer determines whether the applicant qualifies for the requested classification. The officer may review the employment contract, employer's status, proposed duties, wages and working conditions, previous employment, travel plans and other facts relevant to visa eligibility.
Applicants should answer all questions truthfully and consistently with the DS-160 and documentary evidence. The contract should reflect the actual employment arrangement; false information or a sham employment relationship can result in visa refusal and other immigration consequences.
Effective 30 March 2026, the Department of State expanded online-presence review to A-3 and G-5 visa applicants, among other classifications. The Department instructs applicants in these classifications to adjust the privacy settings on all social-media profiles to "public" or "open" to facilitate screening and vetting.
This requirement is part of visa screening and does not replace the applicant's obligation to establish eligibility for the requested visa classification.
B-1 domestic employees and A-3/G-5 personal employees have rights under U.S. law. Before the interview and before traveling, applicants should read the State Department's Rights and Protections information for temporary workers.
Important protections include:
Domestic employee visa cases are highly fact-specific. Requirements, wage levels, appointment procedures, screening policies and official-status requirements can change. Applicants should confirm the current rules with the U.S. Department of State and the U.S. embassy or consulate handling the application before paying fees, signing travel arrangements or attending an interview.