For roofing contractors already managing tight labor pools, compressed schedules and rising installation demands, workforce instability tied to immigration enforcement is no longer theoretical—it’s operational.

During a recent episode of “Best of Success,” Michelle Meier, general manager of Clear Choice Restoration and active member of the Contractors Association of Minnesota, described a situation that will sound familiar to many contractors. Crews have stopped reporting to jobsites. Repairs are delayed. Builders are calling, asking whether subcontractors can supply fully documented labor.

Now Is the Time to Speak Up on the Dignity Act

Workforce instability tied to immigration enforcement is already disrupting specialty contractors, causing jobsite delays, labor shortages and increased scrutiny over employment documentation. The proposed Dignity Act seeks to stabilize the labor pipeline through a structured legal status process, but contractors must proactively manage compliance, scheduling risk and workforce planning amid ongoing uncertainty.

“We’ve had repairs that needed to be completed over the past two months,” Meier said. “We have nobody. They won’t come out of their house.”

While her firm operates in roofing, the labor dynamics mirror conditions across drywall, plaster and ceiling trades. Interior finishes remain labor-intensive. From hanging and finishing gypsum board to installing suspended ceiling systems, there is no immediate automation substitute for skilled craft labor. When crews disappear, production halts.

At the center of the discussion is the proposed Dignity Act, a bipartisan immigration reform bill designed to strengthen border enforcement while creating a structured legal pathway for certain undocumented individuals already working in the United States.

Trent Cotney, partner at Adams and Reese LLP and long-time construction attorney, outlined the bill’s key components. The proposal includes enhanced border security measures and expedited asylum processing. For contractors, however, the most consequential provisions involve workforce authorization.

The legislation would establish a multi-step legal status process requiring background checks, employment verification, fines and continued lawful employment. It does not grant immediate amnesty. Instead, it creates a renewable legal status intended to bring workers into compliance while allowing them to remain employed.

For specialty contractors, that distinction matters.

Today’s visa programs—particularly H-2B for non-agricultural temporary workers—are widely viewed by contractors as bureaucratic and limited in scope. Processing timelines and caps often fail to align with construction demand cycles. The result is uncertainty in labor planning and bid strategy.

“We depend on foreign labor,” Cotney said. “These jobs aren’t being replaced domestically. It’s labor-intensive work.”

Labor shortages directly affect installation quality and compliance.  

Beyond production, workforce uncertainty introduces compliance exposure. Contractors must ensure proper employment verification procedures and documentation practices. As enforcement attention increases, firms without rigorous onboarding processes face potential audits, penalties or reputational risk.

Meier reports that national builders are already asking subcontractors whether they can provide fully documented crews. That pressure will extend to roofing contractors bidding multifamily, healthcare and commercial projects where schedule adherence is critical.

The Dignity Act remains in committee, and its final language is subject to change. However, the broader issue—legal workforce stabilization—has moved to the forefront of contractor advocacy efforts.

Industry groups are encouraging contractors to engage directly with lawmakers, particularly during organized advocacy events in Washington, D.C. The message is straightforward: interior finishes demand is strong, but labor pipeline constraints threaten productivity, backlog execution and pricing stability.

For roofing professionals, the takeaway is practical. Monitor federal developments. Audit employment documentation procedures. Engage with trade associations. And factor workforce risk into scheduling, manpower forecasting and contract negotiations.

The industry’s ability to meet production targets may depend as much on immigration policy as on material lead times or code updates.