Navigating H-2A Visas with Harvust: A Comprehensive Guide for Agricultural Employers

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Understanding the H-2A Visa

The H-2A visa, often called the “Green Card for Harvest,” might sound complex, but its core is simple: a legal avenue for U.S. farms to bring in foreign workers for temporary, seasonal agricultural jobs. Think of it as a bridge spanning labor needs and worker aspirations, ensuring vibrant fields meet skilled hands.

An H-2A visa grants legal temporary residence to foreign nationals to perform specific agricultural tasks during peak seasons. Think planting, harvesting, or tending livestock—activities crucial for our vibrant food system.

This program isn't a quick fix; it's a strategic solution. When the domestic labor pool falls short, the H-2A visa steps in, ensuring farms aren't left scrambling during critical periods. Think of it as a safety net, guaranteeing farms stay productive and crops reach their full potential.

The H-2A program is a significant force fueling America's agricultural engine. In 2022 alone, it facilitated almost 300,000 H-2A visa workers contributing to diverse crops across the nation. Since the program’s origin in 1986, it has served as a nationwide network, connecting farms in need with willing hands, from apples in Washington to strawberries in Florida.

Navigating the H-2A Labyrinth: A Step-by-Step Guide with Harvust & wafla by Your Side

Navigating the H-2A application process can feel like trekking through a bureaucratic jungle. But fear not, agricultural champions! Harvust, your one-stop farm labor management solution, is here to guide you through every step with seamless integration and expert support. 

Step 1: Assess Your Needs & Eligibility

Before venturing into the application jungle, ask yourself:

  • Do I truly need H-2A workers? Have I exhausted domestic labor options?
  • What type of work needs to be done? Does it fall under the H-2A program's allowed activities?
  • Can I meet the program's requirements? These include wage guarantees, housing standards, and transportation provisions.

Harvust and wafla can help you analyze your labor needs and ensure compliance with program guidelines.

Step 2: File the Form ETA-9142A

This crucial document, the H-2A Temporary Labor Certification Application, tells the U.S. Department of Labor (DOL) why you need H-2A workers. Harvust and wafla will use the results from the previous analysisand automatically file this with the government on your behlf.

Step 3: State Workforce Agency (SWA) Processing

Once submitted, the ETA-9142A undergoes a rigorous review by the SWA. Harvust keeps you updated on every step with a customized dashboard, including potential requests for additional information. 

Step 4: DOL Review & Job Order

If approved by the SWA, your application moves to the DOL for final review. Meanwhile, Harvust and wafla will post a job order, on your behalf, with the SWA to recruit U.S. workers. We will help you craft a compliant job posting so you can fulfill your domestic recruitment obligations. 

Step 5: File Form I-129

Once DOL approval is granted, it's time to file Form I-129, the Petition for a Nonimmigrant Worker. Wafla and Harvust will file and monitor this for you. You'll receive updates on your Harvust dashboard.

Step 6: Housing & Transportation Arrangements

H-2A workers require safe and proper housing. Wafla will help you make sure your housing is up to the Temporary Labor Certification for H-2A Workers housing standards, while Harvust provides you with a housing management tool to assign and track each emloyee's housing.

Step 7: Welcome Your Workers!

With all approvals and arrangements in place, welcome your H-2A workers with open arms! Harvust helps you manage onboarding, training, and communication, ensuring a smooth transition and a positive experience for everyone.

Learn how Harvust can help you with your H-2A program

You'll hear from us soon!

This is Hannah, she runs HR at Milbrandt Management in Washington. When you start using Harvust you'll be dancing too!
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Your Roadmap to H-2A Compliance: Managing Responsibilities with Confidence

Navigating the H-2A program as an employer involves a symphony of responsibilities. From intricate regulations to labor contractor guidelines, ensuring compliance can feel like juggling a complex array of tasks.

1. Unveiling the Regulatory Landscape

H-2A compliance rests on a foundation of federal and state regulations. Familiarize yourself with these governing bodies:

  • U.S. Department of Labor (DOL): Sets wage rates, housing standards, and worker protections.
  • U.S. Citizenship and Immigration Services (USCIS): Manages visa petitions and worker entry approvals.
  • State Workforce Agencies (SWAs): Process initial applications and conduct recruitment efforts.

Here's a handy tip: Stay updated on regulatory changes! Subscribe to DOL and USCIS newsletters to ensure your practices remain compliant.

2. Choosing the Right Path: Labor Contractors and Recruitment Agencies

While navigating the H-2A process solo is possible, many employers choose to partner with:

  • Labor Contractors: These licensed entities facilitate the entire H-2A process, from recruiting and transportation to housing and payroll. Think of them as your experienced guides through the application jungle.
  • Recruitment Agencies: These agencies assist with finding and vetting qualified H-2A workers. Imagine them as skilled talent scouts, uncovering the perfect workforce for your specific needs.

Choosing the right partner is crucial. Conduct thorough research, check licenses and references, and ensure their practices align with your values and compliance goals.

3. Building a Compliant Workforce: Recruitment and Onboarding Practices

Hiring H-2A workers involves ethical and legal considerations. Ensure you:

  • Exhaust Domestic Labor Options: Before seeking H-2A workers, actively recruit U.S. citizens and lawful permanent residents. Remember, the program is meant to fill gaps, not replace domestic workers.
  • Advertise Fair Wages and Working Conditions: Your job postings should be clear, accurate, and transparent about work tasks, pay rates, and living conditions. Transparency fosters trust and attracts responsible workers.
  • Conduct Proper Worker Selection: Ensure all candidates meet eligibility requirements and possess the necessary skills for the job. Thorough interviews and background checks are crucial.
  • Provide Onboarding Training: Once your H-2A workers arrive, offer comprehensive training on their rights, responsibilities, safety protocols, and workplace expectations.

4. Nurturing Compliance: Records, Payroll, and Housing Standards

H-2A compliance extends beyond the initial hiring process. Remember:

  • Maintain Detailed Records: Keep meticulous records of employee work hours, wages, deductions, and housing arrangements. These documents are essential for audits and inspections.
  • Pay Correct Wages: H-2A workers must receive at least the prevailing wage for the same type of work in the area. Accurate and timely payroll is vital for worker satisfaction and regulatory compliance.
  • Uphold Housing Standards: Provide safe and sanitary housing that meets DOL requirements. Regularly inspect accommodations and address any maintenance issues promptly.

5. Embracing a Proactive Approach

Compliance isn't just about checking boxes; it's about creating a positive and responsible work environment. Foster open communication with your H-2A workers, address concerns promptly, and ensure they feel valued and respected.

Remember, Harvust is here to partner with you every step of the way. Our all-in-one platform streamlines compliance tasks, offers expert guidance, and empowers you to manage your H-2A workforce with confidence.

By navigating these responsibilities with dedication and a proactive approach, you can cultivate a thriving farm that benefits both your business and your H-2A workers. Let's work together to make H-2A a program that fuels success and fosters ethical, transparent agricultural practices.

Additional Resources:

Cultivating a Safe and Respectful Harvest: H-2A Worker Rights and Protections with Harvust

The H-2A visa program isn't just about filling fields; it's about ensuring hardworking individuals have the rights and protections they deserve. As agricultural champions, we must cultivate a harvest rooted in both productivity and ethical treatment. This section delves into the key rights and protections for H-2A workers, and how Harvust empowers you to prioritize their well-being.

Respecting the Foundation: Core Worker Rights

H-2A workers, just like their domestic counterparts, are entitled to fundamental rights under federal law. These include:

  • Minimum Wage and Overtime: H-2A workers must receive at least the prevailing wage for their specific job and location, plus overtime pay for exceeding 40 hours per week. Ensuring fair compensation fosters trust and motivates productivity.
  • Safe Working Conditions: Employers must provide a safe and healthy work environment, free from hazardous conditions and with proper safety equipment. Prioritizing worker safety reduces accidents and fosters a positive work experience.
  • Rest and Meal Breaks: Workers are entitled to reasonable breaks throughout the day for meals and rest. Respecting these breaks promotes worker well-being and prevents fatigue-related injuries.
  • Freedom of Association: H-2A workers have the right to join unions and engage in collective bargaining activities. Open communication and worker voice contribute to a positive work environment.
  • Housing Standards: Employers must provide safe and sanitary housing that meets specific DOL requirements. Decent living conditions promote physical and mental health for workers.

Harvust: Championing Ethical Recruitment Practices

Going beyond the bare minimum, Harvust guides you toward ethical recruitment practices that ensure transparency and respect for H-2A workers. We support you in:

  • Clear Job Postings: Providing accurate and detailed information about the work, pay rates, and living conditions helps workers make informed decisions.
  • Fair and Transparent Contracts: Contracts should be translated into the workers' native language and explain all terms and conditions clearly. Transparency avoids confusion and protects workers' rights.
  • No Fees or Deception: Never charge workers recruitment fees or engage in unethical practices like passport confiscation. Ethical recruitment builds trust and fosters positive long-term relationships.

Tax Preparation and Financial Security

Harvust understands the complexity of navigating US tax systems for H-2A workers. We offer resources and guidance to ensure they:

  • Understand Tax Withholding: Explain how taxes are deducted from their wages and provide them with access to their earnings statements.
  • File Tax Returns: Assist them in filing tax returns accurately and efficiently, helping them maximize their refunds and claim any applicable deductions.
  • Access Financial Services: Connect them with reliable banks and financial institutions to manage their earnings and send money home securely.

Safety Training: Prioritizing Well-being

Harvust recognizes that safety is paramount. We support you in providing comprehensive safety training for H-2A workers, covering:

  • Hazard Identification and Prevention: Train workers to identify potential hazards in the workplace and how to avoid them.
  • Proper Equipment Usage: Ensure workers receive training on the safe use of machinery, tools, and personal protective equipment.
  • Emergency Procedures: Equip workers with the knowledge and skills to respond to emergencies effectively.

By prioritizing worker rights, safety, and ethical recruitment, you cultivate a thriving farm environment where everyone feels valued and respected. Harvust stands beside you every step of the way, empowering you to make the H-2A program a beacon of responsible and ethical agricultural practices. Remember: Cultivating a successful harvest begins with cultivating a positive and respectful work environment for all.

Housing, Recruitment, and Management with Harvust

Ensuring a successful H-2A program goes beyond securing visas and filling fields. It's about building a well-managed ecosystem where worker needs are met, compliance is assured, and productivity thrives. This section digs into crucial aspects of housing, recruitment, and management, highlighting how Harvust's new features empower you to navigate them with ease and confidence.

Building a Secure Foundation: H-2A Housing Requirements

Providing safe and sanitary housing is a cornerstone of the H-2A program. Harvust and wafla guides you through the complexities of these requirements, including:

  • Space and Amenities: Each worker must have a clean, well-ventilated bedroom with at least 12 square feet of floor space. Shared toilets and bathing facilities must be adequate for the number of residents.
  • Maintenance and Sanitation: Regularly inspect and maintain living quarters to ensure they remain safe and hygienic. Provide adequate facilities for garbage disposal and refuse removal.
  • Inspections and Records: Be prepared for potential DOL inspections and maintain detailed records of housing arrangements, occupancy levels, and maintenance activities.

Introducing Harvust's Housing Management Feature

 We're excited to announce our new housing management feature! This intuitive tool simplifies housing compliance by:

  • Managing Occupancy: Track your H-2A worker housing capacity and room assignments in real-time.

Cultivating a Skilled Workforce: H-2A Recruitment Processes

Finding the right H-2A workers is crucial for your farm's success. Harvust and wafla provides invaluable support throughout the recruitment process by assisting with the following:

  • Compliant Job Posting: Craft clear and accurate job postings that attract qualified candidates and meet regulatory requirements.
  • Candidate Screening and Selection: Compliantly screen out previous employees who you don't want to return, while bringing in fresh faces.

Nurturing Stability: Managing Visa Extensions and Costs

H-2A visas are temporary, and managing extensions can be complex. Harvust and wafla helps you navigate the process with:

  • Extension Filing Reminders: Stay on top of visa expiration dates and receive timely reminders about filing extension petitions.
  • Compliance Checks: Ensure all documentation for visa extensions is complete and meets regulatory requirements.

Our comprehensive platform integrates contract status tracking, employee onboarding, training, housing management, and communication tools seamlessly, giving you complete control over your H-2A program. With Harvust, you can:

  • Reduce Administrative Burden: Automate repetitive tasks and streamline compliance processes.
  • Boost Efficiency: Optimize recruitment, manage housing with ease, and stay on top of visa extensions.
  • Make Informed Decisions: Access real-time data on your contracts to make strategic choices for your farm.

Cultivating success extends beyond the fields. By prioritizing safe housing, ethical recruitment, and efficient management, you create a thriving environment where both your farm and your H-2A workers can prosper. Partner with Harvust and wafla and let our innovative tools empower you to cultivate harmony within your H-2A program. Remember, we're constantly working to improve Harvust and add new features that meet your needs. If you have any questions or suggestions, please don't hesitate to reach out. Together, let's cultivate a brighter future for agriculture and the dedicated individuals who keep it flourishing.

Harvust and : Where H-2A Complexity Dissolves into Effortless Workflow

Tired of the paper mountain associated with H-2A compliance? Harvust is your digital oasis, transforming complex HR tasks into streamlined workflows. Imagine saying goodbye to endless paperwork and hello to:

An icon for onboarding farmworker hires

Paperless Hiring

Streamline recruitment with online applications, digital contracts, and secure document storage. No more filing cabinets overflowing with forms!

An icon for keeping farmworkers safe

Automated Compliance

Stay ahead of regulations with automatic reminders for visa extensions, housing inspections, and payroll deadlines. Let Harvust an wafla handle the administrative heavy lifting.

An icon for communicating better with farmworkers

Interactive Safety Training

Deliver engaging safety training modules electronically, ensuring your workers are prepared and protected. Reduce paper handouts and boost training accessibility.

With Harvust, managing H-2A workers isn't just efficient, it's empowering. You can focus on nurturing your crops and fostering a positive work environment, knowing your HR ducks are all in a row. Check out the video below to learn more.

H-2A Success Stories with Harvust

H-2A Program Glossary: Cultivating Clarity for Agricultural Champions

Understanding the H-2A program's terminology is crucial for navigating its complexities with confidence. Let's demystify some key terms for you.

H-2A Visa

Allows foreign nationals to fill temporary agricultural jobs in the US. Think of it as a passport to opportunity for both farms and workers.

H-2B Visa

Permits temporary non-agricultural seasonal workers in skilled or unskilled jobs. Imagine it as a bridge for specific seasonal needs beyond agriculture.


The official application form for the H-2A program, filed with the US Department of Labor (DOL). It's like your agricultural job posting for foreign workers.

ETA 790

Electronic version of the ETA-9142A form, offering a paperless application option. Think of it as a digital upgrade for streamlined processing.

I-129 Form

Petition for a Nonimmigrant Worker, filed with US Citizenship and Immigration Services (USCIS) for H-2A worker visas. It's like a formal invitation for your chosen candidates.


Arrival/Departure Record documenting a foreign national's stay in the US. Consider it their temporary visa stamp.

I-9 Form

Employment Eligibility Verification form ensuring hired workers are authorized to work in the US. It's like a legal handshake confirming their work eligibility.


Temporary Labor Certification for H-2A Workers form, outlining housing standards and living conditions for H-2A workers. Think of it as a blueprint for their safe and comfortable stay.

Labor Certification

Government approval needed to employ H-2A workers, ensuring the program fills genuine labor needs. It's like a green light for your H-2A program.


US Citizenship and Immigration Services, handles visa applications and worker entry approvals. Imagine them as the gatekeepers for foreign worker entry.


US Department of Labor, sets wage rates, housing standards, and worker protections for the H-2A program. They're like the rulebook for ethical and responsible H-2A practices.


State Workforce Agencies, process initial H-2A applications and conduct recruitment efforts within their state. Think of them as your local H-2A program guides.

Seasonal Work

Temporary agricultural jobs lasting up to ten months during peak harvest seasons. Imagine it as a short-term but vital boost for your farm's productivity.

Agricultural Employer

Farm owner or manager responsible for sponsoring H-2A workers and ensuring their well-being and compliance with program regulations. They're the captains of the H-2A ship.

Farm Labor Contractor

Licensed entity that assists employers with the entire H-2A process, from recruitment and transportation to housing and payroll. Think of them as your experienced advisors in navigating the H-2A maze.

With this glossary in hand, you can navigate the H-2A program with confidence, ensuring a smooth and successful journey for both your farm and your H-2A workers. Remember, Harvust is here to be your guide and partner every step of the way, simplifying complex processes and empowering you to cultivate a thriving harvest. Feel free to ask if you have any further questions about these terms or any aspect of the H-2A program. We're happy to help!

Frequently Asked Questions

What’s the difference between an H-2A Visa and an H-2B Visa?

These visas both allow temporary worker entry, but their focus differs:

  • H-2A: Dedicated to temporary agricultural jobs like planting, harvesting, and livestock care. Imagine it as hiring seasonal help for your fields.
  • H-2B: Covers non-agricultural seasonal work in skilled or unskilled roles like landscaping, resort maintenance, or seafood processing. Think of it as bringing in temporary support for various tasks beyond the farm.
How Does the H-2A Program Impact Local Labor Markets?

The H-2A program aims to fill temporary gaps when qualified domestic workers aren't readily available. It shouldn't adversely impact local workers seeking permanent agricultural jobs. However, careful recruitment efforts are crucial to ensure fairness and compliance.

What Are the Transportation Requirements for H-2A Employers?

As an employer, you're responsible for providing safe and reliable transportation for H-2A workers between their housing and the work site. This includes:

  • Vehicles: Ensuring all vehicles are roadworthy and properly maintained.
  • Drivers: Verifying drivers are licensed and trained in safe passenger transport.
  • Route Planning: Choosing safe and efficient routes with designated pick-up and drop-off points.
How Are Wages Determined for H-2A Workers?

Wages for H-2A workers are set at the prevailing wage rate for the specific job and location, determined by the US Department of Labor.

What Types of Agricultural Work Qualify for H-2A Visas?

Eligible activities must be temporary, seasonal, and involve:

  • Plant cultivation: Growing crops like fruits, vegetables, and grains.
  • Livestock operations: Raising animals for meat, dairy, or other products.
  • Aquacultural production: Farming fish, shellfish, or other aquatic organisms.
What wage rates must an H-2A employer pay?

H-2A employers are required to pay the highest of the Adverse Effect Wage Rate (AEWR), prevailing wage, federal or state minimum wage, or collectively bargained wage.

What are the H-2A employer's obligations for contacting former U.S. workers?

H-2A employers must actively attempt to contact former U.S. workers who were employed within the last year.

What recruitment activities are required of H-2A employers?

H-2A employers must engage in recruitment efforts, including advertising job opportunities and offering positions to eligible U.S. workers.

What are the interview requirements for H-2A employers?

H-2A employers must conduct interviews for all eligible and available U.S. applicants who express interest in the job.

When can an H-2A employer be barred from the program for laying off U.S. workers?

An H-2A employer can be barred if they lay off U.S. workers 120 days before the H-2A workers' first date of need.

In what situations can an H-2A employer be required to conduct additional recruitment?

Additional recruitment may be required if U.S. workers are not referred or if qualified U.S. workers express interest but are not hired.

What are the requirements for H-2A employers maintaining recruitment reports?

H-2A employers must keep detailed records of recruitment efforts, including the number of U.S. workers hired and their reasons for separation.

How long must H-2A employers retain the required records?

Records related to the H-2A program must be retained for at least three years.

What information must be included on H-2A worker pay stubs?

Pay stubs must include itemized details such as hours worked, piece rates, and deductions.

What are the meal obligations for H-2A employers?

H-2A employers must provide or pay for meals when workers are not able to prepare them.

How is the three-fourths guarantee calculated for H-2A workers?

The three-fourths guarantee ensures that H-2A workers receive at least 75% of the total work hours specified in the contract.

When can a job order be terminated early for contract impossibility?

A job order can be terminated early in cases of unforeseen events or circumstances beyond the employer's control.

What housing standards apply to rental accommodations for H-2A workers?

H-2A housing must meet federal and state safety and health standards.

What essential health and safety concerns must be addressed in H-2A rental housing?

Housing must address basic health and safety needs, including sanitation, ventilation, and adequate space.

Can productivity standards be required of H-2A workers?

Yes, productivity standards can be established, but they must be reasonable and clearly communicated to workers.

What deductions can an H-2A employer make from workers' wages?

Permitted deductions include those required by law or authorized by the worker, such as taxes and voluntary deductions.

What notice must be provided about worker rights under the H-2A program?

H-2A employers must provide workers with a written statement of their rights under the program.

What records must H-2A employers retain and provide upon request?

Employers must retain records related to wages, hours, and conditions and provide them upon the government's request.

What actions are prohibited under H-2A retaliation rules?

Retaliation against workers for asserting their rights under the H-2A program is strictly prohibited, ensuring a fair and secure working environment.

Getting started with Harvust is easy

Traditionally, implementing a new software system can be a long, and arduous process. Harvust is different, we create a personalized setup plan for each new grower so you can start seeing value as soon as possible. Below is an overview of what a typical Harvust deployment looks like.

Day 1

Fill out our new customer questionnaire, schedule integrations meeting

Our HR specialist, Becca, will send you an email asking in-the-weeds questions about your farm so we can set up your new account just right. She'll also have you send us your hiring packet and any other onboarding documents. Finally you'll schedule a Zoom meeting to go over any integration needs.

Day 2-3

HR integrations meeting

You'll meet with our co-owner, James, to go over how Harvust will work with your existing HR systems like payroll, and timetracking. Together we'll decide on the needed exports and imports for your various vendors. While we have most ag software integrations already working, in our experience you'll need small customizations, those will be identified in this meeting too. Finally, we'll map out the workflow you and your staff will practice to use these integrations effectively. This will take a couple iterations to get right, but we'll be there every step of the way!

Day 4-5

Onboarding documents review

While we were planning your integrations, Becca will have digitized your onboarding documents so they work on Harvust. She will send you a video going over each document; if anything looks off you can get back to her and she'll make the corrections.

Day 7


While Harvust is simple and easy to use, that doesn't mean we'll leave you to fend for yourself. You will get a one-on-one training and coaching session with Becca that will make you the Harvust expert for your company. And of course, if you or your staff ever need more help, we're happy to provide follow-ups.

Day 8

You're ready!

You're trained, your employees have been loaded into your account, and your documents are ready to go. Most new growers immediately start getting value by turning on our automations, testing out with their team, and gradually rolling out Harvust to the entire farm.

FAQs about working with Harvust

What is the process for customer feedback and implementation of requested features?

While we can't promise to build everything you ask for, we do promise to listen to any feedback and feature requests you might have. The more growers who ask for something the more likely it is we'll build it, we don't just listen to our biggest customers.

Are there any new features in development?

Yes, there always are! While we don't share our roadmap publicly, if you're looking for a feature that has to do with ag labor compliance, there's a good chance it is already in the plan. If there is a specific capability you are looking for get in touch with us.

Are there any plans to increase or change the current pricing structure?

No, and you can see our current pricing here. We have found usage-based billing, invoiced at the end of the billing period, to be the fairest way to charge for our services. We don't do contracts, and any pricing changes will be communicated far in advance. Additionally, we only raise prices if we believe we have also raised the value we are bringing to you via new features and capabilities. The only time we've changed our pricing was in 2023. Not a single customer stopped using Harvust because of the price change. We try to be fair.

Learn how Harvust can help you with your H-2A program

You'll hear from us soon!

This is Hannah, she runs HR at Milbrandt Management in Washington. When you start using Harvust you'll be dancing too!
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