The G-5 visa is a nonimmigrant visa for attendants, servants or personal employees of G-4 visa holders. The immediate family members of principal G-5 visa holders also qualify for G-5 visa.
The G-5 visa program
The G-5 visa program is available as a special privilege for full-time Fund staff who are G-4 visa holders. The G-5 employee and his/her employer, the G-4 staff member, must comply with the requirements specified in the IMF’s G-5 Employer Code of Conduct and related policies, as well as with the legal requirements of the federal, state and local authorities in the U.S. Please note that under the Code of Conduct, G-4 employers and their G-5 employees are required to attend an orientation. Orientations are held year-round at the World Bank; check the IMF Calendar for dates of available orientations. Both parties are also required to attend a review seminar every three years of the G-5s employment.
G-4 staff members must obtain a G-5 visa through the Fund, which acts as the sponsoring organization. If you plan to bring a domestic employee with you, please coordinate with your recruitment contact in the Human Resources Department.
Once you have identified a prospective G-5 employee, you will need to follow the procedures for hiring a G-5 employee. The Fund’s immigration law firm coordinates this process and may be contacted through the HR Center.
Examples of G-5 domestic employees
G-5 occupations include cook, butler, valet, maid, housekeeper, governess, janitor, laundress, caretaker, handyman, gardener, chauffeur, babysitter/nanny, and companion for the aged or infirmed. G-5 domestics may work only in the home of the sponsoring G-4 employer.
Forms & Sample Contracts for G-5 Employee Administration
The G-5 contract must address all aspects of employment and must be signed by both the G-4 employer and the G-5 employee. The Fund provides the required format that incorporates the mandatory language. Employers of G-5 employees are to use these standard formats in preparing a contract of employment. If the G-5 employee does not understand English, the contract must also be made available in a second language; however, the English version will be the binding document. However, please note that many embassies are now requiring the contract in both English and the employee’s native language, regardless of English language proficiency.
Household Employer Obligations
Household Employer Obligations are the legal requirements for employers of household employees in the DC Metro region, including required registration, taxes, Social Security, overtime, worker’s compensation, etc. These are detailed in the Code of Conduct for G-5 employment.
G-5 Domestic Employee Medical Insurance
The Fund does not offer medical insurance coverage to G-5 domestic employees of G-4 staff members. However, G-4 employers are strongly encouraged to arrange medical insurance for their employees through other health care organizations. G-5 Employees are eligible to obtain health insurance through the Affordable Healthcare Act local exchanges or through a private company.
G-5 Visa Renewal and I-94 Extension
The I-94 Admission Record, and not the G-5 visa, governs the validity of the domestic employee’s stay in the United States. The I-94 record is indicated in a stamp in the G-5 visa passport and should be verified online. The staff member is obligated to ensure that the G-5 domestic employee’s I-94 is submitted to the Department of State for extension sixty (60) days prior to expiration. If the domestic employee’s I-94 expires prior to submission to the Department of State, the domestic employee will be out of legal status. For G-5 visa renewal and I-94 extension, please contact the HR Center.
Although the G-5 visa is allowed to expire, it is highly recommended your G-5 have a valid visa at all times. A valid visa is also required for driver license applications and renewals. The G-5 will be required to renew his/her visa abroad, most likely in the home country.