The H-2B program has become an increasingly popular solution as the federal crackdown on illegal immigration intensifies. While it comes with added costs and regulatory hurdles, it provides a more ethical and legally sound path for both employers and workers, offering stability and peace of mind. It doesn’t erase past immigration violations, but for businesses facing the sudden loss of a significant portion of their workforce, it can be a lifeline. That said, the program is far from perfect. The visa cap, set in the early 1990s (cue millennial nostalgia), is severely outdated and no longer reflects the economic realities of today’s labor market. Bureaucratic delays and uncertainty around supplemental visas only add to the challenges. However, as more employers demand a legal, reliable way to meet their labor needs, there’s growing momentum for change. Whether that change comes through increased visa numbers, process improvements, or broader immigration reform remains to be seen—but one thing is clear: businesses that get ahead of the curve now will be in the best position to thrive.
Beyond H-2B, now is the time for employers to take a hard look at their documentation and compliance practices. Reviewing I-9 procedures, ensuring proper record-keeping, and understanding your rights in case of an audit or enforcement action are critical steps in protecting your business. Immigration compliance isn’t just about securing workers—it’s about safeguarding your company’s future in an increasingly scrutinized landscape.
The enforcement of immigration law will reduce the Spanish workforce. E-Verify would reduce the illegal workforce. An idea would be to have a waiver for employers to register and request work visas for the 10 million illegals currently employed. The landscape industry will suffer [since] many companies do not use E-Verify and do not confirm the identity of applicants.
Immigration, labor, and the landscape industry have been intertwined for decades, and with the federal crackdown on illegal immigration ramping up, it’s a hot topic right now. The truth is, our immigration system is broken, and it needs serious reform. But as business owners, our job isn’t to fix the system—it’s to run our companies the right way, follow the laws in place, and protect our businesses and employees.
The landscape industry constantly battles with legal and non-legal employment practices, and many contractors find themselves caught between staying competitive and staying compliant. It’s not an easy line to walk, but at K&D Landscaping, we’ve made it simple: we hire by the book, period. That means making sure our I-9s are airtight, our records are clean, and our hiring process follows every state and federal law. We also run regular audits—thanks to some great software, we’re able to automate this and check compliance almost daily. If you’re running a business, I’d strongly recommend you take a deep dive into your hiring practices and know exactly where you stand.
Another big piece of this is knowing your rights. Just because an immigration official or ICE agent asks for paperwork doesn’t mean you have to hand it over on the spot. Understanding when a warrant is required and how to handle those situations is key. And just as important—making sure your employees know their rights too. Fear and misinformation are everywhere right now, and I firmly believe education is the best antidote. The more people understand, the less fear and confusion they have.
At the end of the day, there’s a lot of noise around this issue, but not much action— yet. The new administration has made it clear that change is coming, and we’re keeping a close eye on what that means for our industry. What I’d love to see is real immigration reform that actually works for businesses and employees alike.
The landscape industry is built on hard work, and we need a workforce that’s reliable, legal, and treated fairly. We’re committed to being on the right side of this— by following the rules, keeping our team informed, and pushing for policies that actually make sense for the future of our industry.
Labor has ALWAYS been a problem for the green industry. The current government policies are only going to exacerbate the issue.
I think the companies that are going to come out stronger are going to focus on a career ladder, giving their workforce a purpose (beyond a paycheck), great culture, flexibility with work/life balance, intentional onboarding, competitive pay and benefits relative to other physically demanding industries, better marketing to candidates, and a thoughtful experience for those candidates. The companies who do this will win more often and have fewer staffing issues.