Spring Planning for Winter Staffing: The H-2B Visa Solution for Hospitality

‍

As spring unfolds, winter may seem like a distant concern—but for hospitality businesses that rely on seasonal staff, now is the time to plan ahead. Resorts, ski lodges, and winter tourism destinations experience a sharp rise in guest volume during peak months and the holiday season, yet finding enough workers to meet demand for these highly seasonal roles remains a persistent challenge. Ski resorts, for example, saw record-breaking visitor numbers in the 2022 to 2023 winter season, but over 60% reported issues with understaffing during the same timeframe.

And it’s not just cold-weather destinations that see a surge during the winter months—states with warmer climates like Florida, Arizona, and California can also experience a significant influx of winter travelers and “snowbirds” looking to escape colder temperatures, driving up demand for hospitality services.

Many domestic workers seek year-round employment, leaving essential seasonal roles in housekeeping, food service, maintenance, and guest services unfilled just when businesses need them most. The H-2B visa program offers a structured, legal solution by allowing U.S. employers to hire foreign workers for temporary, non-agricultural jobs.

Given the strict cap on available visas and the structured timelines involved, it's essential for businesses to plan ahead. By initiating the H-2B process in the spring, hospitality employers can position themselves to have a qualified, reliable workforce in place well before the busy season begins.

‍

Understanding the H-2B Visa & How It Supports Hospitality Businesses

The H-2B visa is a nonimmigrant work program that enables U.S. employers to legally hire foreign nationals for seasonal, non-agricultural roles, making it especially valuable to hospitality businesses. Winter tourism destinations, resorts, ski lodges, and hotels often experience a staffing crunch during peak winter travel months, when guest expectations are high but domestic talent shortages are common – especially in more rural locations. According to a 2023 survey of retail and hospitality employees, less than 30% felt that their employer was adequately staffed for the winter holiday season.

The H-2B program helps bridge that gap by providing access to a motivated, experienced seasonal workforce. H-2B workers can fill key frontline roles for hospitality employers, including working as housekeepers, line cooks, servers, bartenders, custodians, snow removal crews, front desk staff, and ski lift operators. According to the U.S. Department of Labor, the hospitality industry has consistently been among the top employers of H-2B workers since 2022.

When operations are fully staffed, businesses can serve more guests, reduce wait times, and maintain high service standards—leading to better reviews, return visits, and ultimately, increased revenue.

For a more in-depth look at the H-2B program and how it supports the hospitality industry, check out our full article here.

‍

Addressing Misconceptions About Hiring H-2B Workers

Despite the proven benefits of hiring seasonal workers through the H-2B visa program, misconceptions can create hesitation for some hospitality employers.

Let's clear up a few common myths.

‍

MYTH 1: "H-2B Workers Take Jobs from Americans"

Reality: The H-2B program is designed to supplement the domestic workforce, not replace it. Before employers are approved to hire foreign workers, they must prove through a rigorous recruitment process that there are not enough willing, qualified U.S. workers available to fill their roles. The purpose of the program is also reinforced by public opinion: a 2024 Pew Research study found that the majority of American voters agree immigrants often fill roles that are less desirable to native-born citizens.

‍

MYTH 2: “The Process Is Too Complicated”

Reality: While the H-2B process involves multiple steps, it becomes manageable—and repeatable—with careful planning and the right partner. Employers who plan ahead and integrate the visa process into their annual staffing strategy often find it becomes a seamless part of operations over time.

‍

MYTH 3: “Immigration Changes Will Disrupt Hiring”

Reality: Though immigration policy can shift, the H-2B program continues to receive bipartisan support. Congress has authorized supplemental visa allocations in recent years to meet high demand, and the Department of Homeland Security recognizes the program’s critical role in supporting seasonal industries like winter hospitality.

‍

Best Practices for H-2B Employers & Winter Filing

With a clear understanding of the H-2B program and its role in meeting seasonal hospitality needs, success now hinges on effective implementation. Hiring and retaining H-2B workers for the winter season involves more than just filing paperwork—it requires strategic planning and thoughtful execution.

Here are four key best practices winter hospitality employers should follow.

‍

1. Start the Process Early

Due to the annual visa cap (66,000 visas split between two seasons) and consistently high demand, timing is everything—especially since any supplemental visa allocations are discretionary and not guaranteed year to year. Filing too late can mean missing out entirely. Immigration experts recommend beginning the H-2B process at least 6–9 months in advance of the desired start date to ensure enough time for recruitment, certification, and visa or visa extension approvals.

‍

2. Work with a Reliable Partner

Navigating the H-2B regulatory landscape—from prevailing wage determinations to USCIS filings—can be complex and time-consuming. Working with a knowledgeable, ethical, and compliant legal partner reduces the risk of costly errors and ensures careful adherence to federal labor laws.

‍

3. Provide Housing & Transportation

Winter destinations are often located in areas with limited affordable housing. Providing accommodations and reliable transportation not only helps attract and retain workers but also boosts morale and productivity. A Target Hospitality analysis found that offering supportive living arrangements and quality housing can significantly improve retention among temporary workers. Some legal and talent mobility partners—such as providers like BDV Solutions—can also assist employers with housing and relocation logistics to help set workers up for success.

‍

The H-2B Process: Timelines & Steps for Winter Hiring

As previously mentioned, planning ahead and starting the process early is essential. Here’s a breakdown of the key steps and when to take them to ensure your resort, lodge, or hospitality business is staffed and ready before peak season hits.

‍

Step 1: Planning & Filing (6+ months in advance)

When it comes to hiring H-2B workers for the hospitality industry, spring is the ideal time to assess your winter staffing needs. Determine the number of workers required and which positions (e.g., housekeepers, cooks, lift operators, maintenance staff) are critical. Partnering with an experienced provider can help you navigate the complex requirements of the Department of Labor (DOL) and U.S. Citizenship and Immigration Services (USCIS).

‍

Step 2: Prevailing Wage Determination & Recruitment (4–5 months before start date)

You or your legal partner will submit a prevailing wage request to ensure your pay rates meet the required minimum. Then, you must advertise the roles domestically and demonstrate that no qualified U.S. workers are available—an essential compliance step that must continue until at least 21 days before the job start date.

‍

Step 3: Filing the H-2B Petition & Obtaining Visas (1-3 months before start date)

After receiving DOL certification, you or your legal partner will file the H-2B petition with USCIS. In many cases, USCIS notices of action and final approvals are received just weeks—or even days—before the start date. During this time, workers outside the U.S. begin the consular visa application process, while in-country workers may navigate the H-2B extension process if returning from a previous season.

‍

Step 4: Arrival, Onboarding & Compliance (1–2 months before start date)

Finalize housing and transportation logistics, and prepare onboarding and training programs. Be sure you’re set up to meet wage, hour, and documentation compliance throughout the season. Some workforce partners, including providers like BDV Solutions, also offer arrivals coordination services to support smooth transitions for incoming workers.

‍

Example Timeline: November Start Date

Here’s how a typical H-2B timeline might look for a winter hospitality employer targeting a start date of October 1:

• April – Begin workforce planning, confirm job details and target start dates, engage a legal partner, and start preparing documents.
• May – Submit the Prevailing Wage Determination (PWD) request to the Department of Labor. You will be required to provide accurate job descriptions and wage information. Processing can take 30+ days.
• June – Early July – Receive the prevailing wage determination and initiate domestic recruitment efforts. Recruitment must remain active until at least 21 days before the start date (i.e., through early September).
• Late July – Early August – Submit the H-2B petition to USCIS once DOL certification is approved. USCIS filing must occur no more than 90 days before start date (i.e., by July 3 for an October 1 start date), and it is ideal to submit petitions as close as possible to the 90-day mark to maximize your likelihood of securing workers on time.
• August – Early September – Out-of-country workers will attend visa interviews at U.S. consulates and begin travel preparations. In-country returning H-2B workers may be eligible to receive visa extensions without consulate processing.
• Mid - Late September - Workers begin arriving in the U.S. for onboarding, training, and settling into housing.
• October 1 – Workers begin employment for the season.

Starting early not only helps ensure success—it also gives your business a competitive edge in securing limited visa slots. By planning ahead, you’ll be well-positioned to welcome a reliable, fully prepared seasonal team before the winter holiday decorations hit the shelves.

‍

Conclusion

For resorts, ski lodges, and winter tourism destinations, staffing can make or break the season. The H-2B visa program offers a trusted, legal pathway to secure the seasonal talent needed to meet peak demand and maintain high service standards. But with strict visa caps, complex filing requirements, and overwhelming demand, success depends on two things: early planning, and good partnerships.

Employers who begin preparing for winter H-2B recruitment in the spring position themselves to hire qualified, reliable foreign workers well before the busy season is underway. This proactive approach not only ensures compliance but also gives businesses a competitive edge in securing top talent before the visa cap is reached.

At BDV Solutions, we specialize in guiding hospitality employers through the H-2B process from start to finish. Our experienced team provides personalized, white-glove support across every stage—including recruitment, paperwork, visa processing, and arrivals management—to help you build a successful seasonal workforce and keep your operations running smoothly year-round.

Don’t wait—let’s start planning today!