United States Domestic Employee Visas
A domestic or personal employee coming temporarily to work in the United States may require a B-1, A-3 or G-5 visa, depending on the immigration or official status of the employer and the facts of the employment relationship.
May be available in limited circumstances to a personal or domestic employee accompanying or joining an eligible foreign-national employer, or certain U.S.-citizen employers who normally reside abroad and are temporarily in the United States.
For qualifying personal employees, attendants, domestic workers or servants of individuals holding valid A-1 or A-2 diplomatic or foreign-government-official status.
For qualifying personal employees, attendants, domestic workers or servants of individuals holding valid G-1, G-2, G-3 or G-4 status.
The exact document list can vary by visa category and U.S. embassy or consulate. Applicants should follow the instructions of the post where they apply. Commonly required or relevant documentation includes:
A compliant written employment contract is central to a domestic employee visa application. Department of State worker-protection guidance requires the contract to protect the employee's wage and working conditions and to be provided in a language the employee understands.
| Contract item | What should be addressed |
|---|---|
| Language and signatures | The contract should be signed by both employer and employee. Where the employee does not understand English, an understandable translation should be provided as required for the applicable visa category. |
| Job duties | A clear description of the domestic or personal services to be performed, such as housekeeping, child care, gardening or other agreed duties. |
| Employer exclusivity | For A-3 and G-5 cases, the contract must state that the employee will work only for the employer who signed the contract. |
| Hours and time off | Normal working hours, weekly hours, holidays, sick days, vacation days and required rest periods should be stated. |
| Hourly wage | The wage must meet the applicable U.S. legal standard, including the highest applicable federal, state or local minimum wage. |
| Room and board | If the employee lives in the employer's residence, the contract should address free room and board as required by current worker-protection rules. |
| Transportation | The contract should address the employer's obligation to provide round-trip airfare where required. |
| Termination notice | The agreement should state the notice periods that apply if either the employer or employee ends the employment relationship. |
| Possession of documents | For A-3 and G-5 workers, the contract must recognize that the employer will not retain the employee's passport, employment contract or personal property. |
| Compliance with U.S. law | A-3 and G-5 contracts must include an agreement by the employer to comply with applicable U.S. laws. |
The applicant may be asked to present evidence that the employer can pay the promised wage and provide the working conditions stated in the contract.
For A-3 and G-5 cases, this financial-capacity issue is particularly important when the employer is not the principal officer or deputy principal officer and does not hold the diplomatic rank of minister or higher. The Department of State may require evidence sufficient to establish that the employer has the financial resources to comply with the contract and applicable minimum-wage requirements.
Depending on the case, useful evidence may include proof of the employer's official position, income, salary, financial resources, housing arrangements and other documentation relevant to the ability to perform the employment contract.
A B-1 visa may be available to a domestic employee only in limited situations. Department of State guidance recognizes qualifying cases where the employer is:
In addition to the basic documents, a B-1 domestic employee should be prepared to document the employer's immigration status and travel circumstances, the prior or continuing employment relationship where required, the employment contract, wage arrangements and facts establishing that both employer and employee satisfy the requirements for the category.
Personal employees, attendants, domestic workers and servants of qualifying A-1 or A-2 visa holders may apply for A-3 visas. A-3 applicants must apply outside the United States and must attend a visa interview.
A G-5 visa may be issued to a qualifying personal employee, attendant, domestic worker or servant of a person holding valid G-1 through G-4 status.
G-5 applicants must apply outside the United States and attend a visa interview. The consular officer makes the final determination of visa eligibility.
A-3 and G-5 applicants are specifically required to attend a visa interview. Under the Department of State's interview-waiver policy effective October 1, 2025, most nonimmigrant visa applicants generally require an in-person interview unless they qualify for a listed exception.
The ordinary interview-waiver exceptions for A-1, A-2, G-1 through G-4 and certain other official categories do not extend to attendants, servants or personal employees who require A-3 or G-5 classification.
For B-1 applicants, a limited interview-waiver possibility may exist for certain qualifying B-1/B-2 renewals within 12 months of the prior full-validity visa's expiration, provided all current eligibility requirements are satisfied. A consular officer may nevertheless require an interview in any case.
Under Department of State instructions updated July 15, 2026, nonimmigrant visa applicants should generally schedule their interview at a U.S. embassy or consulate in their country of nationality or residence. Applicants relying on residence should be prepared to demonstrate that residence.
| Visa category | Application fee |
|---|---|
| B-1 domestic employee | US$185 nonimmigrant visa application processing fee. |
| A-3 personal employee | No nonimmigrant visa application processing fee for A visa applicants under the Department of State fee schedule. |
| G-5 personal employee | No nonimmigrant visa application processing fee for G visa applicants under the Department of State fee schedule. |
A visa issuance or reciprocity fee, where applicable, is separate from the visa application processing fee and depends on nationality and visa classification.
B-1 domestic workers and A-3 and G-5 personal employees are covered by special worker-protection information provided by the Department of State. Before visa issuance, applicants should receive and understand the Department's information concerning their rights in the United States.
Domestic employee visa eligibility and required documents depend on the employer's status, the nature of the employment relationship, the contract, wage and working conditions, nationality and individual circumstances. Applicants should verify the current requirements of the U.S. Department of State and the U.S. embassy or consulate handling the application before filing or making travel arrangements.