What is required before filing an LCA?

Complete job, wage, and worksite details accurately and obtain required internal approvals. Certify the LCA prior to submitting any immigration petition that depends on it.

Can an LCA be signed electronically?

Yes. Electronic signatures are accepted under ESIGN (15 U.S.C. ch. 96) and UETA where applicable; maintain intent, attribution, and retention to preserve validity.

Who should sign the LCA?

An authorized employer representative (officer or HR designee) should sign. Maintain documentation that the signer had authority to bind the employer.

How do I correct errors after certification?

Follow agency guidance for corrections or withdrawals; maintain a correction record and consult immigration counsel if the error affects petition filings.

What records must be retained?

Retain the certified LCA and supporting documents for at least 3 years and follow any longer industry-specific or state retention rules noted elsewhere in this guide.

How to verify an eSignature platform meets requirements?

Confirm the provider offers secure audit trails, retention capabilities, appropriate authentication, and compliance certifications relevant to your industry and jurisdiction.

Electronic Signature
Templates
HR
LCA Compliance Form

LCA Compliance Form

This template is fully customizable. Edit the text, fill out the fields, and send it for signature. Give it a try!

LCA COMPLIANCE FORM

Personal Information

Full Legal Name Home Address

Phone:

Email:

Position and LCA Information

Job Title Department / Business Unit

Reporting Manager:

Primary Worksite Address

Anticipated Start Date:

Employment Type: Full-time Part-time

Wage / Salary

Wage Basis:

LCA Case Number (if assigned)

LCA Filing Date:

Attestation of LCA Compliance (Employer to complete)

The employer certifies and attests under penalty of law that the following statements are true and accurate with respect to the position named above:

The offered wage equals or exceeds the required prevailing wage and will be paid in accordance with the Labor Condition Application requirements.

Notice of the filing was posted at the primary worksite and all required internal worksite locations for the period required by regulation.

The employer has not displaced and will not displace a U.S. worker in the position described, except as permitted under applicable rules.

The employer will not reduce the working conditions or benefits of similarly employed workers as a result of the employment of the visa beneficiary.

Prevailing Wage Determination / Source

Posting Start Date:

Posting End Date:

Worksite Posting Locations (list physical and electronic locations where notice was posted)

Employment History (Most Recent)

Employer 1 — Company Name

Title:

Dates Employed:

Primary Responsibilities Reason for Leaving

Employment History (Prior)

Employer 2 — Company Name

Title:

Dates Employed:

Primary Responsibilities Reason for Leaving

Education

Highest Degree Institution

Graduation Date:

References

Reference 1 — Name

Phone:

Email:

Relationship Reference 2 — Name

Phone:

Email:

Relationship Reference 3 — Name

Phone:

Email:

Relationship

Legal Disclosures and Company Policies

At-Will Employment Statement: Employment with the employer is at-will, unless otherwise expressly provided in a separate written agreement signed by an authorized representative of the employer. Nothing in this form modifies the at-will relationship.

Equal Employment Opportunity: The employer is an equal opportunity employer and does not unlawfully discriminate on the basis of race, color, religion, sex, national origin, age, disability, veteran status, or any other protected characteristic. All employment decisions are made in accordance with applicable law.

Authorization and Applicant Certification

I certify that all information provided on this form and any attachments is true, complete, and accurate to the best of my knowledge. I understand that false statements or material omissions may result in adverse action, including denial of employment or termination.

I authorize the employer and its agents to verify my education, previous employment, and other information provided, to obtain background reports as permitted by law, and to contact the references listed. I further consent to the use and disclosure of information necessary to support the employer's LCA filing and compliance obligations.

I certify that the information contained herein is true and complete.

I authorize the employer to conduct background and reference checks in connection with my application and LCA compliance.

Applicant Additional Remarks (optional)

For HR / Compliance Use Only

HR Reviewer Name HR Notes

Applicant Name:

By (Signature):

Date:

Employer Representative (Name):

Title:

HR Review Date:

What the LCA Compliance Form Is and when it applies

The LCA Compliance Form documents employer attestations about wages, working conditions, and recruitment for nonimmigrant employment. It is typically used to certify that hiring terms meet Department of Labor requirements before submitting related immigration petitions or onboarding sponsored workers. The form records employer, job, wage, and worksite details and becomes part of the compliance record employers must retain and produce for audits and inspections.

Why completing an accurate LCA Compliance Form matters

Accurate LCA documentation reduces audit risk, demonstrates regulatory compliance, and supports timely processing of immigration petitions and related HR processes.

Typical users and their roles for the LCA Compliance Form

Teams that commonly prepare or sign LCAs include HR, immigration counsel, hiring managers, and payroll administrators.

HR and Talent Acquisition — prepare job description, salary, and worksite data for filing.
Immigration Counsel — review attestations, ensure regulatory language, and advise on filing timing.
Payroll / Compensation — validate wage calculations and fringe benefit treatment for prevailing wage compliance.

Each role has specific responsibilities: HR gathers facts, counsel reviews compliance, managers confirm job terms, and payroll verifies wage rates.

Core parts of a professional LCA Compliance Form

A complete LCA Compliance Form organizes identifying details, job terms, wage calculations, recruitment attestations, employer declarations, and administrative tracking. Each section supports auditability and legal compliance.

Employer Info

Official employer name, FEIN, business address, and contact details to tie the LCA to the legal entity responsible for the attestations.

Job Details

Job title, SOC code, duties summary, and full worksite address; these define the position used for prevailing wage and recruitment analysis.

Wage Calculation

Offered wage, prevailing wage source and level, wage basis (hourly/salary), and any applicable fringe benefit descriptions and calculations.

Recruitment Attestations

Statements confirming recruitment steps, internal posting dates, and whether any U.S. worker was displaced or any strike activity occurred.

Declarant Signature

Authorized signer's printed name, title, signature and date certifying the accuracy of the attestations under penalty of law.

Internal Tracking

Fields for tracking LCA case ID, certification date, expiration, and links to supporting documents used in the prevailing wage determination.

Step-by-step: filling and filing an LCA Compliance Form

Follow these sequential steps to prepare, validate, and retain an LCA for a sponsored hire.

01

Gather facts: Collect job description, wage data, and worksite details.
02

Determine prevailing wage: Use authorized sources and document the wage level selection.
03

Complete form: Populate employer, job, wage, and recruitment sections accurately.
04

Sign and retain: Authorized signer executes and employer retains certified copy.

Configuring an online LCA workflow

Design digital workflows to collect data, route for review, and capture signatures with an audit trail.

Field	Configuration
Require ID fields	Mark employer name, EIN, wage, and worksite as mandatory.
Reviewer step	Insert legal review approval before signature routing.
Signature order	Set signer sequence: HR → Hiring Manager → Immigration Counsel.
Audit capture	Enable timestamps, IP logging, and signed PDF export.

Where to file or send the completed LCA

An LCA must be completed and retained per agency rules and, where required, filed through the appropriate government portal before associated petitions are submitted.

Internal retention: Keep certified LCA in employer records for prescribed retention period.
Attach to petition: Submit certified LCA with any immigration petition that requires it.
Provide on request: Produce LCA to inspectors or auditors within required timeframes.
Electronic filing: Use the Department of Labor or authorized e-filing portal when available.

Digital signing and eSubmission considerations

Ensure your eSignature platform supports legal validity, audit trails, and secure storage when e-submitting LCAs.

Authentication: Email, SMS, or stronger MFA
Audit Trail: Detailed timestamps and IP logging
File formats: PDF/A export and signed certificate

Key timelines and related regulatory deadlines

LCAs relate to other statutory deadlines and retention rules; coordinate form completion with hiring and tax reporting timelines.

Before petition filing:

Certify LCA before submitting related immigration petition.

I-9 retention:

Retain I-9 for 3 years after hire or 1 year after termination (8 CFR §274a.2).

W-2 deadline:

Employee W-2 to recipient by Jan 31 each year.

1099-NEC deadline:

Issue 1099-NEC to payees and IRS by Jan 31.

Tax return:

Individual income tax due April 15 (Form 1040).

Common mistakes to avoid when preparing the LCA

Entering inconsistent employer names across filings, which can trigger audits and delay petitions.
Using incorrect wage basis or failing to cite the prevailing wage source and level explicitly.
Skipping internal approvals or legal review before signing, increasing risk of noncompliance findings.
Failing to retain the certified LCA and supporting documents for the legally required retention period.

Penalties and enforcement risks from incorrect LCAs

I-9 fines: $281–$2,789 per violation

Tax penalties: Failure to supply accurate info triggers IRS penalties (IRC §6721)

Civil penalties: DOL may assess monetary sanctions for willful violations

Debarment risk: Serious violations can affect future petition privileges

Reputational harm: Public enforcement can impact hiring and contracts

Record requests: Failure to produce records can escalate penalties

eSignature vendor comparison for completing and storing LCAs

This comparison highlights common pricing and compliance features relevant when selecting an eSignature provider for LCA workflows. Verify plan details with each vendor before purchase.

	signNow	DocuSign	Adobe Sign	PandaDoc	HelloSign
Starting Price	$8/user/mo	$15/user/mo	$14/user/mo	$19/user/mo	$15/user/mo
Free Trial	Yes, 7-day trial	Varies by plan	Varies by plan	Varies by plan	Varies by plan
Bulk Send	Yes	Yes	Yes	Yes	No
Audit Trail	Yes	Yes	Yes	Yes	Yes
HIPAA Compliant	Yes	Yes	Yes	No	No

Frequently asked questions about the LCA Compliance Form

Answers to common questions about completing, signing, and retaining LCAs, with practical next steps and references to electronic signature considerations.

Need help? Contact support

What is required before filing an LCA?
Complete job, wage, and worksite details accurately and obtain required internal approvals. Certify the LCA prior to submitting any immigration petition that depends on it.
Can an LCA be signed electronically?
Yes. Electronic signatures are accepted under ESIGN (15 U.S.C. ch. 96) and UETA where applicable; maintain intent, attribution, and retention to preserve validity.
Who should sign the LCA?
An authorized employer representative (officer or HR designee) should sign. Maintain documentation that the signer had authority to bind the employer.
How do I correct errors after certification?
Follow agency guidance for corrections or withdrawals; maintain a correction record and consult immigration counsel if the error affects petition filings.
What records must be retained?
Retain the certified LCA and supporting documents for at least 3 years and follow any longer industry-specific or state retention rules noted elsewhere in this guide.
How to verify an eSignature platform meets requirements?
Confirm the provider offers secure audit trails, retention capabilities, appropriate authentication, and compliance certifications relevant to your industry and jurisdiction.

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