For many DACA recipients, adulthood has been measured in two-year permits. They work, pay taxes, build careers, and renew again. The legal status that helped them enter the workforce never afforded them the permanence that careers, families, and long-term plans require.
Hillary Walsh, founder and CEO of New Frontier Immigration Law, has been pushing a more specific question: whether some DACA recipients have been told too narrow a story about their options. Walsh has taught immigration law to attorneys through the State Bar of Arizona, has handled appellate immigration matters, and has built part of her practice around helping immigrants move from temporary protection to lawful stability. And recently, she has turned her focus to helping DACA recipients get their green card through their professional experience.
Why Marriage Became the Default Answer
DACA began in 2012 as deferred action for certain people brought to the United States as children. It offered protection from deportation and work authorization. It did not create a direct path to a green card, citizenship, or permanent residence.
Because of that gap, many DACA recipients have been told that marriage to a U.S. citizen is their most realistic option. For some, family-based immigration may work. For others, it may not fit their lives, immigration histories, or personal circumstances.
That narrow framing has left many professionals stuck. Hundreds of thousands of people have lived under DACA. Many are now doctors, lawyers, engineers, researchers, journalists, founders, teachers, and managers. Their careers have grown, while their status has stayed temporary.
“DACA gave people permission to work, but it never gave them permission to stay,” Walsh has said.
That distinction matters. A two-year work permit may allow employment, but it can make long-term planning difficult. Promotions, licensing, travel, mortgages, and family planning can all be affected by uncertainty.
The Employment-Based Paths Some People Miss
DACA itself does not bar someone from examining employment-based green card options. The harder questions involve eligibility, lawful entry, unlawful presence, travel history, prior filings, and whether the person can complete the process inside or outside the United States.
PERM is one possible route. It involves employer sponsorship and labor certification through the Department of Labor. The employer must test the labor market and demonstrate that no qualified, willing, and available U.S. worker meets the role’s requirements under the required standard. For a DACA recipient in a specialized position with a committed employer, PERM may be worth reviewing.
The National Interest Waiver, often called NIW, may apply to people whose work has substantial merit and national importance. Doctors serving underserved areas, researchers, engineers, public health workers, AI professionals, and some entrepreneurs may have evidence that supports this kind of case.
EB-1 is narrower but important. It may fit people with extraordinary ability, major awards, original contributions, published work, press recognition, judging roles, or leadership in a field. Some DACA recipients may assume they could never qualify. Walsh’s argument is that the evidence should be reviewed before that conclusion is reached.
Why Employers Matter
Employers often treat DACA as a private matter for the worker. That can be a mistake. If a DACA recipient is essential to a company, hospital, newsroom, lab, or school, the employer may have a role in creating a permanent solution.
Walsh’s broader legal work has included policy advocacy and complex immigration litigation, including matters before federal appellate courts and the Board of Immigration Appeals. That background shapes how she evaluates these cases. She is not simply asking whether someone has DACA. She is asking what the person has built while living under DACA.
The first step is a careful screening. A lawyer must review immigration history, entries, parole, education, achievements, employer support, possible waivers, and risks of consular processing. Some people will not qualify. Others may discover that their work record has created options they never heard about.
The marriage-only narrative is incomplete. For high-achieving DACA recipients, the more useful question is whether their professional lives have become strong enough to support a green card strategy of their own.
To learn more, Walsh’s book, From DACA to Green Card: No Marriage Required, is available now.
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