The Dignity Act of 2025: A Potential Lifeline for Supply Chain Employers

The Dignity Act of 2025 is gaining bipartisan momentum in Congress after its introduction earlier this year. If enacted and signed by the President, the bill could provide significant relief to employers grappling with ongoing labor shortages across the supply chain.

Redefining Immigration Reforms

Most discussions surrounding immigration focus heavily on border policies. However, the Dignity Act proposes a fresh perspective by targeting reforms within legal immigration systems, particularly the EB-3 Other Workers category. This visa category is crucial for supporting foreign workers engaged in essential, non-professional roles that are vital for the functionality of warehouses, trucking fleets, and logistics networks.

Challenges Facing Employers

While the bill is not a magical solution, it could represent a significant turning point for supply chain employers facing challenges in staffing their operations. Instead of merely increasing visa caps, the legislation aims to change how current EB-3 visas are allocated, which could free up space for real workers and alleviate bureaucratic bottlenecks that have made the program challenging to navigate.

The EB-3 category allows U.S. employers to sponsor foreign nationals for permanent positions that do not require advanced degrees or specialized training, including roles such as warehouse associates, forklift operators, and long-haul drivers. Historically, this program has faced severe “retrogression,” where processing delays occur due to high demand outstripping the available visas. This uncertainty complicates employers’ ability to implement effective staffing plans centered on EB-3 labor.

A Simple Fix with Grand Potential

The Dignity Act proposes a straightforward yet impactful change: only the principal worker will count against the visa quota. Dependents will still receive visas and undergo a full screening process, but they will no longer occupy limited slots. This adjustment could potentially double or triple the number of EB-3 workers allowed each year without altering the overall cap, thus ensuring faster visa processing and more reliable planning for supply chain employers.

Improving Processing Efficiency

The bill also allocates over $3 billion to enhance immigration processing efficiency:

• A fourfold increase in funding for the Department of Labor’s Office of Foreign Labor Certification.
• $2.56 billion designated for U.S. Citizenship and Immigration Services to address I-140 and adjustment-of-status backlogs.
• $852 million for the State Department to reduce visa interview wait times.
• The legislation calls for a new interagency coordinator to streamline interactions across the Department of Labor, USCIS, and the State Department.

Implications for Warehousing and Logistics

Labor shortages have particularly impacted warehouses and third-party logistics providers, exacerbated by pandemic-induced demand surges, high turnover rates, and absenteeism. As the workforce landscape evolves, smaller warehouses find it increasingly challenging to compete with larger employers who can offer better recruitment resources.

If enacted, the proposed reforms could transform EB-3 into a dependable and legitimate labor pipeline for roles in high demand but low domestic applicant availability.

Steps Employers Can Take Now

As the bill continues to advance through Congress, supply chain employers can begin preparations by taking the following actions:

• Workforce Planning: Identify positions that may qualify for EB-3 sponsorship, such as warehouse associates, dock workers, and truck drivers.
• Partner Evaluation: Consult with immigration attorneys or workforce agencies experienced in EB-3 programs.
• Data Tracking: Keep an eye on visa bulletins and any legislative updates related to the Dignity Act.
• Budget Forecasting: Plan for recruitment and onboarding expenses as part of long-term hiring strategies.

A Policy to Watch

The Dignity Act has garnered genuine bipartisan support, a rarity among immigration proposals often stalled by political gridlock. By aligning legal immigration pathways with the realities of the labor market, it offers a practical solution for both employers and policymakers.

While the legislation will not resolve all workforce challenges in supply chains, it has the potential to transform EB-3 sponsorship from a bureaucratic gamble into a realistic staffing strategy, allowing warehouses and logistics providers to access a legal and vetted labor pool when it’s needed most.

John Dorer is CEO of EB3.Work, a workforce solutions company dedicated to helping U.S. employers navigate labor shortages through lawful and compliant staffing strategies.