The L-1 Visa Explained

If you're a multinational company employee with managerial, executive, or specialized knowledge responsibilities, the L-1 visa might be your pathway to working in the United States. This guide walks you through what it is, how it works, and what it means for you and your family.

What is the L-1 Visa?

The L-1 visa is a non-immigrant work visa that allows multinational companies to transfer qualified employees from their foreign offices to related U.S. entities. This visa category serves intracompany transferees who work in executive, managerial, or specialized knowledge roles.

What makes this visa particularly valuable: it enables companies to use their existing talent pool while establishing or expanding U.S. operations. For employees, it provides a direct path to work in America without the competitive lottery systems that affect other visa categories.

The L-1 visa comes in two subcategories:

L-1A visa: For executives and managers being transferred to oversee U.S. operations, make strategic decisions, or manage key organizational functions.

L-1B visa: For employees with specialized knowledge of the company's products, processes, technology, or management systems that isn't commonly available in the industry.

Both categories require a qualifying relationship between the foreign company and the U.S. employer, along with documented employment history abroad.

The basics

Duration: Initial stay of up to three years for established offices, one year for new U.S. office setups. L-1A holders can extend up to seven years total; L-1B holders can extend up to five years total.

Who's eligible: Employees who have worked for a qualifying foreign company for at least one continuous year within the three years before applying, and who will work in executive, managerial, or specialized knowledge capacity in the U.S.

Company requirements: U.S. and foreign entities must have a qualifying relationship (parent company, branch, subsidiary, or affiliate) and be actively doing business in both countries.

How many are available: No annual cap or lottery system. Applications are processed based on merit and eligibility criteria alone.

Your employer's role: The U.S. employer files Form I-129 (Petition for a Nonimmigrant Worker) with USCIS (U.S. Citizenship and Immigration Services) and pays all required filing fees. They must demonstrate the qualifying corporate relationship and your eligibility.

Cost: Your employer pays the base filing fee ($460), fraud prevention fee ($500 when applicable), and any premium processing fees. For larger companies, additional Public Law fees may apply.

Your family: Your spouse and unmarried children under 21 can join you on L-2 dependent visas. Spouses receive employment authorization incident to status and can work for any U.S. employer without restrictions.

What you can do on an L-1 Visa

Once your petition is approved, you gain several important rights and opportunities:

Work legally: You're authorized to work for your sponsoring U.S. employer in the specific capacity described in your petition. This authorization lasts for your approved period of stay.

Live in the United States: You can establish residence in the U.S. for the duration of your L-1 status, including renting or purchasing property, opening bank accounts, and obtaining a driver's license.

Travel internationally: You can travel in and out of the U.S. with a valid L-1 visa stamp in your passport, allowing you to maintain business or personal connections abroad.

Bring your family: Your spouse and children can live with you throughout your stay. Your spouse receives employment authorization, making this one of the most family-friendly work visa options.

Pursue permanent residence: The L-1 allows dual intent, meaning you can apply for a green card while maintaining your temporary status. L-1A executives and managers have a particularly direct path through the EB-1C category.

Transfer within the organization: You can move between different U.S. locations of your employer or related qualifying organizations, provided the role remains consistent with your petition.

L-1 Visa eligibility criteria

Qualifying corporate relationship

The foundation of any L-1 petition is demonstrating a valid relationship between your foreign employer and the U.S. company. These qualifying relationships include:

Parent company: One entity owns or controls the other, typically through majority ownership or voting control.

Branch office: The U.S. office is an operating division of the same legal entity as the foreign company.

Subsidiary: One company is owned or controlled by another, usually through stock ownership or operational control.

Affiliate: Both entities are owned or controlled by the same parent company or individual, creating a sister company relationship.

Both organizations must be actively doing business, meaning regular, systematic, and continuous provision of goods or services. Simply maintaining an office presence isn't sufficient—there must be genuine operational activity.

Employment abroad requirements

Your work history forms the cornerstone of L-1 eligibility:

One continuous year: You must have worked for the foreign company for at least one continuous year within the three years immediately before your L-1 application. This employment must have been outside the United States.

Qualifying capacity: Your foreign employment must have been in an executive, managerial, or specialized knowledge role. The specific duties and responsibilities matter more than job titles.

Same employer or qualifying organization: The foreign employment must have been with the same employer sponsoring your L-1 petition or with a qualifying related organization.

Short business trips to the U.S. during this period don't break the continuity requirement, but extended U.S. assignments could affect eligibility.

Job role requirements

For L-1A (Executives): You must have the authority to make decisions with wide latitude, direct the organization or major components, and establish goals and policies. Executive capacity involves strategic oversight rather than day-to-day operational tasks.

For L-1A (Managers): You must supervise and control the work of professional employees or manage essential organizational functions. Managerial capacity can involve either personnel management or functional management at a senior level.

For L-1B (Specialized Knowledge): You must possess advanced knowledge of the organization's products, processes, technology, or management that isn't commonly available in the industry. This knowledge must be truly specialized, not general industry expertise.

New office considerations

If the U.S. entity is establishing a new office, additional requirements apply:

Physical premises: The company must have secured adequate physical space for operations.

Business viability: A comprehensive business plan demonstrating market potential and financial sustainability.

Executive/managerial support: Evidence that, within one year of petition approval, the U.S. office will support a genuine executive or managerial position.

Sufficient funding: Documentation showing adequate capital to establish and maintain operations.

New office petitions receive initial approval for one year, after which the company must demonstrate it has met the projected business milestones.

The L-1 filing process: Step by step

Step 1: Employer preparation and documentation

Your U.S. employer begins by gathering comprehensive documentation to support the petition:

• Corporate relationship evidence: Stock certificates, annual reports, organizational charts, or ownership documents proving the qualifying relationship between the foreign and U.S. entities
• Business operation proof: Tax returns, financial statements, contracts, and evidence of ongoing business activities in both countries
• Your employment documentation: Employment contracts, pay statements, organizational charts showing your position, and detailed job descriptions from your foreign employment
• U.S. position details: Comprehensive description of your intended U.S. role, reporting structure, and how it fits within the organization

Step 2: Form I-129 filing

Your employer completes and files Form I-129 with the appropriate USCIS service center. This form includes:

• Basic petition information: Details about your employer, the foreign company, and your background
• L classification supplement: Specific section covering L-1 requirements, corporate relationships, and position details
• Supporting documentation: All evidence gathered in Step 1, organized according to USCIS guidelines
• Filing fees: Your employer pays all required fees, which cannot be passed to you by law

Step 3: USCIS adjudication

USCIS reviews your petition for completeness and eligibility. This process involves:

• Initial review: USCIS examines the petition for proper filing, fee payment, and basic eligibility
• Evidence evaluation: USCIS officers assess the corporate relationship, your qualifications, and position requirements
• Request for Evidence (RFE): If additional information is needed, USCIS will issue an RFE specifying what documents or clarifications they require
• Decision: USCIS approves, denies, or requests additional evidence. Approval results in Form I-797 Approval Notice

Standard processing time varies by service center, typically ranging from two to six months. Premium processing guarantees a decision within 15 calendar days for an additional fee.

Step 4: Visa application or status change

If you're outside the U.S.: You'll apply for an L-1 visa at a U.S. consulate using your I-797 approval notice. This involves completing Form DS-160, paying consular fees, and attending a visa interview.

If you're already in the U.S.: You may be eligible for a change of status without leaving the country, depending on your current immigration status and petition timing.

Canadian citizens: You may apply for L-1 status directly at certain U.S. ports of entry without consular processing, using your approved petition documentation.

Step 5: Entry and employment

Once you receive your L-1 visa or change of status approval, you can enter the U.S. and begin working. Key points:

• Entry timing: You may enter the U.S. up to 10 days before your employment start date listed in your approval notice
• Work authorization: You're authorized to work only for your petitioning employer in the approved capacity
• I-94 record: Upon entry, you'll receive an I-94 arrival/departure record documenting your authorized stay period

Blanket petition option

Large multinational organizations may qualify for blanket petition status, streamlining the L-1 process for multiple transferees.

Blanket petition eligibility

Your employer can apply for blanket petition approval if they meet these criteria:

• Business operations: The petitioner and related qualifying organizations must be engaged in commercial trade or services
• U.S. presence: The petitioner must have maintained a U.S. office doing business for at least one year
• Organizational structure: At least three domestic and foreign branches, subsidiaries, or affiliates
• Volume criteria: The organization must meet one of these thresholds:
  
  • At least 10 L-1 approvals in the previous 12 months
  • Combined annual sales of $25 million or more
  • U.S. workforce of at least 1,000 employees

Blanket petition benefits

Once approved, blanket petitions offer several advantages:

• Faster processing: Individual transferees can proceed directly to consular processing or port of entry application without a separate USCIS petition filing
• Flexibility: Companies can transfer eligible employees with shorter notice
• Streamlined documentation: Form I-129S replaces the full I-129 petition for individual cases
• Reduced paperwork: Less detailed documentation is required for each individual transfer, though supporting evidence is still necessary

Blanket petitions remain valid for three years and may be extended, providing long-term efficiency for qualifying organizations.

Period of stay and extensions

Initial authorization periods

Established offices: Both L-1A and L-1B holders typically receive three years of initial authorized stay.

New offices: Initial approval is limited to one year, allowing time to establish operations and demonstrate business viability.

Extension possibilities

L-1A extensions: Available in increments of up to two years each, with a maximum total stay of seven years.

L-1B extensions: Available in increments of up to two years each, with a maximum total stay of five years.

New office extensions: After the initial one-year period, extensions follow the standard L-1A or L-1B patterns if the business has successfully established operations.

Extension requirements

To qualify for extensions, your employer must demonstrate:

• Continued eligibility: You still meet the executive, managerial, or specialized knowledge requirements
• Ongoing business operations: Both the U.S. and foreign entities remain active and maintain their qualifying relationship
• Position necessity: Your role continues to serve legitimate business purposes
• Compliance history: You've maintained valid L-1 status throughout your initial period

Maximum stay limitations

After reaching the seven-year (L-1A) or five-year (L-1B) limit, you must either:

• Depart the United States: Leave and remain outside the U.S. for at least one year before becoming eligible for another L-1 petition
• Change status: Transition to another visa category if eligible
• Apply for permanent residence: Pursue a green card if qualified and timing allows

Important note: L-1 holders receive up to a 60-day grace period after employment ends to either find new sponsorship, change status, or depart.

L-1 Visa fees and associated costs

Mandatory filing fees

Your employer must pay these fees and cannot pass them to you:

• Base I-129 filing fee: $460 for most petitions
• Fraud prevention and detection fee: $500, required for new petitions and certain employer changes
• Public Law 114-113 fee: $4,500 for employers with 50 or more U.S. employees where more than 50% hold L-1 or H-1B status (applies to new petitions and initial employment)

Optional fees

• Premium processing: $2,805 for guaranteed 15-day USCIS decision. This can be paid by either employer or employee, depending on your arrangement

Additional costs

• Consular visa fees: Approximately $205 for visa issuance, paid by the applicant at the U.S. consulate
• Visa integrity fee: $250, effective fiscal year 2025, paid by the applicant at visa issuance
• Attorney fees: If using legal representation, costs vary but are typically handled by the employer for business purposes
• Supporting documentation: Costs for obtaining required documents, translations, and credential evaluations

Fee responsibility

Immigration law requires employers to bear all mandatory government filing fees. Personal costs like travel, consular fees, and individual documentation remain the applicant's responsibility unless otherwise negotiated with your employer.

Dependents under the L-2 Visa category

Who qualifies

L-2 status is available to:

• Spouses: Legally married partners of L-1 visa holders, including same-sex spouses legally married in jurisdictions that recognize such marriages
• Children: Unmarried children under 21 years of age. Stepchildren and legally adopted children also qualify if the family relationship was established before the child's 18th birthday

L-2 work authorization

Since January 30, 2022, spouses of L-1 workers receive employment authorization incident to status:

• Employment authorization without separate application: L-2 spouses can work for any U.S. employer, in any field, without restrictions
• Documentation for employers: L-2 spouses can use their I-94 arrival record with L-2S designation as proof of work authorization for Form I-9 purposes, or an unexpired I-94 with L-2 status together with a USCIS notice regarding the new admission code
• EAD option: While not required, L-2 spouses can still apply for an Employment Authorization Document (Form I-765) if they prefer a card-format work authorization proof
• Duration: Work authorization lasts as long as the L-2 spouse maintains valid status, tied to the principal L-1 holder's authorized stay

L-2 education rights

• Full educational access: L-2 dependents can attend any level of education in the U.S., from elementary school through graduate programs
• In-state tuition: Eligibility varies by state. Some states consider L-2 dependents as residents for tuition purposes, while others require physical presence periods
• Student status considerations: L-2 children attending college may also apply for F-1 student status if they prefer the flexibility and work authorization options that student status provides

L-2 status maintenance

• Dependency on principal: L-2 status is entirely dependent on the L-1 holder maintaining valid status. If the L-1 worker's status ends, L-2 status ends simultaneously
• Extension requirements: L-2 dependents must file Form I-539 to extend their status when the principal L-1 holder extends
• Travel considerations: L-2 dependents need valid visa stamps for international travel and reentry, just like the principal L-1 holder

Transition to permanent residency

The L-1 offers strong green card options, particularly for executives and managers:

EB-1C for L-1A holders

L-1A executives and managers often qualify for the EB-1C multinational executive/manager green card category. Benefits include:

• No labor certification required
• Faster processing than most employment-based categories
• Same job and relationship requirements as L-1A

Requirements mirror L-1A criteria, but you must have worked abroad for one year within the three years before entering on L-1 status (not before green card filing).

Options for L-1B holders

L-1B specialized knowledge workers typically pursue green cards through:

• EB-2: Requires an advanced degree or exceptional ability
• EB-3: For bachelor's degree holders or skilled workers

Both require labor certification (PERM process) unless qualifying for a national interest waiver.

The dual intent nature of the L-1 means pursuing permanent residence won't jeopardize your nonimmigrant status.

Evaluation criteria for L-1 adjudication

USCIS examines several key factors when reviewing L-1 petitions:

Corporate relationship verification

Clear documentation showing ownership and control ties between foreign and U.S. entities through corporate documents, financial records, and organizational charts.

Employment documentation

Proof of qualifying one-year employment abroad in executive, managerial, or specialized knowledge capacity, including pay records and position descriptions.

Compliance accuracy

All filings must meet evidence standards under 8 CFR §214.2(l), with complete documentation and proper fee payment.

Fee responsibility

Employers must pay all regulatory filing and compliance fees as required by law.

L-1 vs. H-1B vs. O-1: Choosing the right visa

Choosing the right support partner

The L-1 visa process requires coordination across multiple government agencies, extensive documentation, and strict compliance with regulatory standards. Lighthouse helps U.S. employers and foreign professionals navigate this process through eligibility diagnostics to identify the correct employment-based category, expert guidance on PERM recruitment and compliance documentation, and comprehensive legal and operational support, including preparation for Forms I-140 and I-485, as well as coordination of family applications with timeline tracking based on the Visa Bulletin.

Our approach combines experienced case managers with technology built for immigration workflows. This ensures hands-on support from dedicated immigration teams, expert legal review to strengthen petitions, and precise coordination to meet strict filing deadlines.

Currently, L-1 visa support is available to companies enrolled in our Lighthouse Plus plan. Lighthouse Plus is designed as a deep partnership for fast-scaling companies that need transparency into candidate processes, proactive immigration education, and responsive customer support.

Contact us to learn more about Lighthouse Plus.

Frequently asked questions

What is an L‑1 visa and who qualifies as an intracompany transferee?

It is a non-immigrant visa for employees of multinational companies transferring to a U.S. branch, subsidiary, or affiliate in an executive, managerial, or specialized knowledge role.

What is the difference between L‑1A and L‑1B visas?

L‑1A is for executives and managers; L‑1B is for employees with specialized knowledge.

Can a foreign company without a U.S. office apply for an L‑1 visa?

Yes. The company may send an executive or manager to establish a new office, provided it secures premises and demonstrates the ability to support the role within one year.

How long can I stay in the U.S. on an L‑1 visa?

Up to three years initially, with extensions to a maximum of seven years for L‑1A or five years for L‑1B.

Who pays the filing fees?

The employer must pay all mandatory filing fees, including the fraud prevention and public law fees.

Can my spouse work in the U.S.?

Yes. Spouses in L‑2S status are automatically authorized for employment.

Is the L‑1 visa a path to a green card?

Yes. L‑1A holders may apply for permanent residence through the EB‑1C category; L‑1B holders may pursue EB‑2 or EB‑3 options.

How long does USCIS take to process an L‑1 petition?

Standard processing takes two to six months. Premium processing guarantees a decision within 15 calendar days.

Can Canadian citizens apply directly at the border?

Yes. Canadians may present Form I‑129S and supporting documents at designated ports of entry for immediate adjudication.

How can Lighthouse help with the L‑1 process?

Lighthouse prepares compliant petitions, manages documentation, and coordinates with employers to meet USCIS and Department of State requirements efficiently.