For officials of international organizations—like the United Nations or the International Monetary Fund—who are working in the US, bringing trusted domestic staff is often necessary for managing their households and professional lives. The G-5 visa is a specific US non-immigrant visa that makes this possible.
At Remitly, we aim to simplify complexities for people living and working internationally, including navigating financial matters across borders. This guide will provide a clear outline of the G-5 visa: what it is, who qualifies, the application process, common challenges, and the rights and benefits it affords. With this knowledge, both employers and employees can approach the G-5 visa process with greater confidence.
What is a G-5 visa?
A G-5 visa is a type of work visa designed for the personal employees or domestic workers of individuals who hold a G-1, G-2, G-3, or G-4 non-immigrant visa as officials or employees of designated international organizations.
Defining the G-5 visa: purpose and primary holders
The G-5 visa allows domestic workers—such as nannies, cooks, butlers, chauffeurs, maids, or gardeners—to enter the US to work for an employer who is an official or employee of an international organization like the United Nations, World Bank, IMF, and Organization of American States. Its purpose is to enable these G-visa holders to maintain their necessary personal staff while carrying out their official duties in the United States.
Key differences: G-5 visa vs. tourist and business visas
- Tourist visa (B-2): For pleasure, tourism, or medical treatment. It strictly prohibits employment in the US.
- Business visa (B-1): For legitimate business activities like consulting with associates, attending conferences, or negotiating contracts. It does not permit domestic service work for an employer.
- G-5 visa: Specifically authorizes employment as a domestic worker for a qualifying G-1 to G-4 visa holder. The work and employer are specified, and the visa holder’s status is tied to their employer’s status.
Who is eligible for a G-5 visa?
Eligibility for the G-5 visa hinges on both the domestic worker’s qualifications and the employer’s status. Domestic workers—those employed to perform personal or household duties—must be hired by an employer who holds a valid G-1, G-2, G-3, or G-4 visa, which are issued to representatives, officers, or employees of designated international organizations, and their immediate family members.
Key eligibility criteria for the domestic worker
According to the US Department of State, the domestic worker must:
- Be coming to the US to work exclusively as a domestic employee for their G-1 to G-4 visa-holding employer.
- Have experience as a domestic worker. Often, there’s an expectation of a pre-existing employer-employee relationship where the applicant has already worked for the employer for a certain period (for instance, at least one year) prior to the employer’s assignment in the US, or the employer must demonstrate they have regularly employed domestic help over several years.
- Have a written employment contract that meets US legal requirements.
- Intend to depart the US at the end of their employer’s tour of duty.
Employer’s obligations regarding US labor laws and contracts
The G-1 to G-4 employer must demonstrate their intent and ability to comply with US labor laws. This includes:
- Providing a fair employment contract written in English and, if necessary, a language understood by the employee.
- Agreeing to pay the prevailing or minimum wage (whichever is greater) as required by US federal, state, or local law.
- Ensuring fair working conditions.
Required documentation for the G-5 visa application
A thorough application package is essential to be awarded the G-5 visa.
For the domestic worker
- Valid passport: With at least six months validity beyond the intended period of stay.
- Form DS-160 confirmation page: The online non-immigrant visa application.
- Passport-sized photographs: Meeting US visa photo requirements.
- Signed employment contract: Meeting all US Department of State requirements.
- Evidence of prior domestic work experience.
- Evidence of ties to their home country (to show intent to depart the US eventually).
For the employer (G-1 to G-4 visa holder)
- Copy of their G-1, G-2, G-3, or G-4 visa and I-94 record.
- Note verbale or official letter from their international organization confirming their employment and assignment in the US.
- Proof of ability to pay the domestic worker’s salary and provide for their living expenses.
- The original signed employment contract.
Essential elements of the employment contract
The US Department of State requires the employment contract to include, at a minimum:
- A description of duties.
- Regular hours of work and days off.
- The hourly wage, which must be the greater of the US federal, state, or local minimum wage or prevailing wage.
- Details about overtime pay.
- Assurances that the employer will not withhold the employee’s passport or personal property.
- A statement that the employee will not be required to remain on the premises after working hours without compensation.
- Agreement to abide by all US labor laws. It is highly recommended that employers consult the Department of State’s specific requirements for G-5 contracts.
The G-5 visa application process: A step-by-step guide
The G-5 visa must be applied for outside of the United States. The process involves steps for both the employer and the domestic worker.
Step 1: Employer prepares own documentation and employee contract
The G-1 to G-4 employer gathers their proof of status and financial ability and drafts an employment contract compliant with US requirements.
Step 2: Domestic worker completes Form DS-160
The domestic worker fills out Form DS-160 online. This form collects biographical information and details about their intended stay.
Step 3: Schedule and attend the visa interview
After submitting the DS-160, the domestic worker must pay the visa application fee and schedule an interview at the nearest US embassy or consulate in their country of residence. They will need to bring all required documents, including the signed contract and their employer’s supporting documentation.
Step 4: Biometrics and consular officer interview
At the embassy or consulate, fingerprints (biometrics) will be taken. A consular officer will then interview the applicant to determine their eligibility for the G-5 visa and assess their understanding of the contract and their intent.
Understanding processing times, fees, and post-approval steps
- Processing times: Can vary significantly by embassy/consulate and time of year. It’s advisable to apply as early as possible.
- Fees: A non-refundable visa application fee (MRV fee) is required.
- Post-approval: If the visa is approved, the passport with the G-5 visa stamp will be returned to the applicant. Upon arrival in the US, they will receive an I-94 record reflecting their G-5 status.
Common challenges and tips for a smooth application
Being aware of potential issues can help avoid delays.
Potential pitfalls
- Non-compliant employment contracts: Contracts that don’t meet US Department of State requirements regarding wages, hours, or worker protections are a common reason for denial.
- Insufficient proof of prior employment relationship: If required, failing to adequately document a pre-existing employment relationship can be problematic.
- Incomplete or incorrect applications: Errors or omissions on Form DS-160 or missing documents can cause significant delays or denial.
- Employer’s inability to demonstrate financial capacity: The employer must show they can afford to pay the promised wage.
Expert tips for applicants and sponsors
- Contract review: Employers should ensure the employment contract is thoroughly reviewed for full compliance with all US federal, state, and Department of State requirements before submission.
- Thorough documentation: Maintain clear records of any prior employment relationship (e.g., previous pay stubs, letters of employment).
- Apply early: Factor in potential processing times and apply well in advance of the employer’s US assignment start date.
- Honesty and clarity: Both employer and employee should be honest and clear in all application materials and during any interviews.
G-5 visa validity, renewal, and key benefits
Here’s what you need to know about the term, renewal, and benefits of the G-5 visa:
Duration of the G-5 visa and its link to the employer’s status
The validity of a G-5 visa is tied to the employer, who must hold a G-1, G-2, G-3, or G-4 visa. While the G-5 visa will be issued for a maximum period, the employee’s authorized stay (as per the I-94 arrival/departure record) cannot exceed the employer’s stay. If the employer’s assignment ends or their G visa status terminates, the G-5 worker’s legal status also ends.
Process and conditions for renewal
G-5 visas can be renewed. The renewal process is similar to the initial application and is contingent upon:
- The employer maintaining their valid G-1 to G-4 status.
- The continued employment of the domestic worker under a contract compliant with US labor laws.
- The domestic worker continuing to meet all G-5 eligibility requirements.
Applications for renewal are made through the US Department of State.
Benefits for domestic workers
- Legal route to work: The G-5 visa provides a lawful way for domestic workers to accompany their G-official employers to the US and perform their duties.
- Labor law protections: The requirement of a compliant employment contract helps ensure adherence to US labor laws concerning fair wages, working hours, and conditions. This is a key protection.
- Ability to reside with employer: Facilitates the domestic service arrangement.
Rights and protections for G-5 visa holders in the US
G-5 visa holders need to be aware of their rights regarding their stay and employment.
Understanding your employment rights
As a G-5 visa holder working in the US, you are entitled to certain rights and protections under US federal—and often state—labor laws. These include:
- Fair wages: Payment of the agreed-upon wage, which must meet or exceed the applicable US minimum or prevailing wage.
- Payment for all hours worked: Including overtime pay, if applicable, under the law and the employment contract.
- Reasonable working conditions: A safe and healthy work environment.
- Freedom from abuse: You cannot be mistreated, exploited, or forced to work against your will.
- Possession of your passport and personal belongings: Your employer cannot legally confiscate your passport or other important documents.
The US government provides information on these rights, often in multiple languages, through pamphlets like the Wilberforce Act pamphlet, which should be provided during the visa process.
Resources for assistance if rights are violated
If you believe your rights are being violated or you are in a situation of exploitation:
- National human trafficking hotline: Call 1-888-373-7888 (This is a key resource).
- Legal aid societies or non-profit organizations: Many organizations provide free or low-cost legal services to immigrants and workers.
- US Department of Labor: Can investigate wage and hour violations.
You can also seek help by contacting the US Department of State or your home country’s embassy or consulate.
You’re almost there!
Now that you have all the information on the G-5 visa, you can move forward with confidence.
When you’re ready to start earning, Remitly has information on opening a bank account as a new immigrant and general resources for immigrants in the US.
Wishing you a smooth visa application experience and a fantastic stay in the United States!
FAQs
Who qualifies for a G-5 visa?
Domestic workers (such as nannies, cooks, maids, chauffeurs) who are employed by an official or employee of an international organization holding a G-1, G-2, G-3, or G-4 visa in the US. The domestic worker must have relevant experience and a compliant employment contract.
What documents are required for the G-5 visa application?
Key documents include a valid passport, the completed DS-160 online application form, photos, a signed employment contract meeting US requirements, proof of the employer’s G-visa status, and evidence of the employer’s ability to pay the stated wage.
How long does the G-5 visa last, and can it be renewed?
The G-5 visa’s validity is tied to the employer’s G-visa status and authorized stay. It can typically be renewed as long as the employer maintains valid G-visa status and the employment relationship continues under a contract compliant with US labor laws.
Can G-5 visa holders bring dependents to the US?
Generally, G-5 visas are for the domestic worker only. The G-5 visa does not typically provide derivative visa status for the domestic worker’s own spouse or children. They would need to qualify for a US visa in their own right.
What should an employment contract for the G-5 visa include?
At a minimum, it must detail duties, work hours, days off, the hourly wage (meeting US minimum/prevailing wage standards), overtime provisions, and statements affirming the employee’s rights, such as retaining their passport and freedom from abuse, and that the employer will abide by US labor laws.