Persistent labor shortages in the U.S. swine industry have led many producers to use the Trade NAFTA (TN) visa program to hire foreign workers. A new study is one of the first to describe TN-visa workers in the U.S. swine industry to help inform future recruitment, management and workforce development strategies across the industry.
“Between 2023 and 2024, TN Visa approvals dropped 53% from 34,000 to 16,000 respectively,” said Magdiel Lopez-Soriano of the University of Missouri at the 2025 Allen D. Leman Swine Conference. “TN workers have been extremely important in supporting the shortage of workforce.”
The collaborative study, led by the University of Missouri, The Ohio State University, North Carolina State University, and the University of Minnesota, employed a bilingual (Spanish-English) survey instrument to assess seven key areas: (1) general farm information; (2) demographics; (3) academic, professional, and cultural background; (4) personal and professional goals; (5) training opportunities; (6) suggestions for improved working conditions; and (7) retention drivers.
The researchers used convenience sampling to conduct the survey online and in person in 15 states, with a focus on six major pork-producing states (Iowa, Missouri, North Carolina, Minnesota, Ohio, and Illinois). A total of 261 responses were collected—211 from in-person interviews and 50 from online surveys.
“The results offer helpful details about the educational and professional backgrounds of TN-visa holders and highlight the importance of recognizing them as skilled agricultural professionals,” Lopez explains. “These data can inform future industry and extension efforts to improve workforce integration, develop training resources, align job roles with worker experience, and ensure long-term labor sustainability in pork production systems.”
Today’s TN Visa Worker in the Swine Industry
Most respondents were young professionals, with 58.8% of them being in the 26–34 age range.
“It’s interesting that the swine industry has been able to attract the younger generation through the TN visa program,” he says.
All participants have earned a bachelor’s degree, and 10% have a master’s degree.
About 75% of the farm workers were paid on an hourly basis and worked in barns for farrowing (60.9%), breeding (34.1%), and gestation (32.2%). The survey’s participants, who represented various geographic and cultural backgrounds, reported growing up in urban, suburban, and rural settings.
Prior agricultural experience was common, with 68.5% having worked in animal production (dairy, beef, poultry, sheep/goats, etc.). Many individuals also possessed expertise in non-animal farming, including greenhouse operations and crop cultivation. A small percentage reported prior employment in veterinary clinics, academic institutions, or agricultural consulting.
“These findings show how well-trained and flexible this workforce is when they come to work for swine employers,” Lopez says.
Why the U.S.?
The primary motivations for workers seeking employment in the US on TN visas were financial in nature, the study shows. Almost every participant mentioned the potential for higher salaries (96.2%) and the ability to provide for families monetarily in Mexico (90.8%).
Lopez says other significant factors included improving English literacy (88.1%), addressing Mexico’s lack of job opportunities (85.4%), and accumulating professional experience (84.7%).
Strategies to Consider
“TN visa workers are a highly educated population and bring a wealth of experience,” he points out. “The survey shows they have an interest in promotion and career advancement.”
One way to motivate and support TN visa employees’ desire to grow is to design a customized training for employees in English and Spanish to motivate them to develop their skills, Lopez says. Another strategy is to create temporary positions such as “biosecurity captain” or “onboarding training leader” or “animal care supervisor” with some incentive.
“The results of this survey will benefit employers and TN visa workers by improving employee satisfaction and reducing the likelihood of the employee switching employers or resigning,” Lopez says.
This study will be published in an extension journal. Researchers include Lopez and Timothy Safranski of the University of Missouri; Talita Resende, Maria Pieters and Pedro Urriola of the University of Minnesota; Monique Pairis-Garcia of North Carolina State University, and Douglas Jackson-Smith, Andréia G. Arruda and Magnus Campler of The Ohio State University.
