The U.S. Department of State has released the February 2026 Visa Bulletin, and it brings several important updates for healthcare employers and international nurses navigating the EB-3 immigrant visa process. At VisaMadeEZ, an immigration law firm focused on helping hospitals, long-term care facilities, and healthcare organizations hire foreign-trained nurses, we’ve broken down what this month’s bulletin means for your staffing plans and green card strategy.
Key Takeaways from the February 2026 Visa Bulletin for Nurses
For registered nurses (RNs) and other healthcare professionals applying under the EB-3 (Skilled Worker/Professional) category, the Visa Bulletin is the document that controls when a pending immigrant visa or green card case can move forward. The most important element is the priority date, which is usually:
- The date the I-140 immigrant petition was filed (for Schedule A nurses, where PERM is waived), or
- The date a PERM labor certification was filed (for other EB-3 roles).
The “Final Action Dates” and “Dates for Filing” charts in the bulletin tell you whether visa numbers are available based on that priority date and country of birth.
In recent years, EB-3 for nurses has faced retrogression, especially for applicants born in India and China, and at times worldwide categories have also experienced backlogs. The February 2026 Visa Bulletin continues this pattern of tight visa availability, making strategic planning more important than ever for both employers and international nurses.
What the February 2026 Visa Bulletin Means for EB-3 Nurses
While exact cut-off dates change month to month, there are a few consistent themes in the February 2026 Visa Bulletin that impact nurse green card cases:
1. Ongoing Retrogression in EB-3
EB-3 remains backlogged for several high-demand countries. This means:
- Many nurses cannot move to the green card approval stage until their priority date becomes current.
- Even after an I-140 is approved, nurses outside the U.S. may be forced to wait for their consular interview at a U.S. Embassy or Consulate.
- For nurses already in the U.S., adjustment of status (Form I-485) may not be immediately available unless their priority date is earlier than the bulletin’s cut-off.
2. Worldwide Demand Remains Strong
Demand in the EB-3 category worldwide continues to be high, largely due to:
- Persistent nursing shortages in hospitals and long-term care facilities.
- Healthcare employers increasingly relying on international recruitment to cover critical staffing gaps.
Even if the “All Chargeability” category is better positioned than heavily backlogged countries, employers should expect that processing times and visa availability will remain tight throughout 2026.
3. Nurses Remain a Priority, but the System Is Limited
Although registered nurses are Schedule A shortage occupations, which removes the PERM step, they are still bound by:
- Annual immigrant visa quotas
- Per-country limits
- Shifts in demand across EB categories
In practice, this means a nurse may be “ready” to immigrate, but still forced to wait for a current visa number based on the Visa Bulletin.
How Healthcare Employers Should Respond
For hospitals, nursing homes, and healthcare systems trying to fill critical nurse vacancies, the February 2026 Visa Bulletin underscores a key reality: success in recruiting international nurses depends on early planning and smart visa strategy.
Here are four practical steps your organization should consider:
1. Start the EB-3 Process as Early as Possible
Because priority dates control when nurses can move forward, filing I-140 petitions early is essential. Even if you anticipate a future opening, starting the immigration process now can help your nurses reach the visa stage sooner when dates advance.
VisaMadeEZ can help your organization:
- Prepare Schedule A nurse petitions
- Structure multi-year recruitment pipelines
- Coordinate licensing, credential evaluation, and VisaScreen alongside immigration filings
2. Build a Mixed Workforce Strategy (Short-Term + Long-Term)
Given persistent EB-3 retrogression, nursing leaders should avoid relying on a single immigration pathway. Consider a blended approach:
- EB-3 immigrant visas for a stable, long-term nursing workforce
- Nonimmigrant visas (where applicable) for interim coverage
- Partnerships with international recruitment agencies that understand retrogression and visa timing
A multi-pronged plan can help your facility avoid sudden staffing crises when Visa Bulletin movement slows.
3. Monitor Monthly Visa Bulletin Movement
The February 2026 bulletin is just one snapshot. Visa numbers can:
- Advance, allowing more nurses to proceed
- Retrogress, pushing cases back
- Remain stagnant for several months
VisaMadeEZ tracks the Visa Bulletin for nurses every month and advises employers and nurses when:
- It’s time to file adjustment of status (I-485)
- A case is eligible for consular processing
- Strategic moves like interfiling or porting might be available, depending on case type
4. Communicate Realistic Timelines to International Nurses
One of the most common pain points in nurse recruitment is misaligned expectations. Due to visa backlogs and processing delays:
- A nurse may pass the NCLEX and secure a job offer, but still face months or years of waiting.
- Families may need to delay relocation until the principal applicant’s priority date becomes current.
By explaining the implications of the Visa Bulletin from the start, you build trust with candidates and reduce disappointment or attrition later in the process. As your immigration partner, VisaMadeEZ helps your HR and recruitment teams translate Visa Bulletin updates into clear, honest timelines.
How VisaMadeEZ Supports International Nurse Hiring
At VisaMadeEZ, we focus exclusively on immigration solutions for healthcare employers and international nurses. Our services include:
- Strategy sessions for nurse immigration programs
- Preparation and filing of EB-3 (Schedule A) I-140 petitions
- Guidance on VisaScreen, NCLEX, and licensing from an immigration standpoint
- Coordination with recruitment agencies, HR departments, and credentialing bodies
- Ongoing Visa Bulletin monitoring and case updates for both employers and nurses
Because we concentrate on this niche immigration for healthcare organizations hiring international nurses we understand the unique pressures of staffing ratios, accreditation standards, and patient care commitments.
Planning Ahead in Light of the February 2026 Visa Bulletin
The February 2026 Visa Bulletin confirms that EB-3 nurse green cards remain constrained by high demand and numerical limits. For healthcare organizations, the message is clear:
- Don’t wait to start the immigration process.
- Don’t assume Visa Bulletin movement will dramatically improve overnight.
- Do build a long-range, data-informed immigration strategy that accounts for retrogression and shifting cut-off dates.
If your hospital or healthcare facility is looking to hire international nurses and needs to understand how the February 2026 Visa Bulletin affects your recruitment pipeline, VisaMadeEZ is here to help.
Talk to VisaMadeEZ About Your Nurse Immigration Strategy
To discuss how the latest Visa Bulletin trends will impact your EB-3 nurse cases, or to design a comprehensive immigration plan for your organization, contact VisaMadeEZ today.
We’ll help you:
- Map out realistic timelines for nurse arrivals
- Protect your investment in international nurse recruitment
So your team can stay focused on what matters most: delivering safe, high-quality patient care.
