L-1 Visa Lawyer (L-1A / L-1B Intracompany Transfer)

L-1 Visa Lawyer for Intracompany Transfers (L-1A and L-1B)

The L-1 visa allows a company to transfer a qualified employee from a related
foreign entity to a U.S. office in an executive/managerial capacity (L-1A) or a
specialized knowledge capacity (L-1B). If you are exploring an intracompany transfer,
I can help you confirm eligibility, build the evidence, and choose the cleanest filing strategy.

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Who qualifies for an L-1 visa?

Qualifying relationship: The U.S. petitioner must be a parent, branch, subsidiary,
or affiliate of the foreign employer.
Prior employment abroad: The employee must generally have worked for the qualifying
organization abroad for 1 continuous year within the last 3 years.
Role in the U.S.: The U.S. position must be executive/managerial (L-1A) or require
specialized knowledge (L-1B).

L-1A vs. L-1B: what’s the difference?

L-1A (Executive/Manager): For transfers into executive or managerial roles, including
leaders who direct the organization, a major component, or manage people or essential functions.
L-1B (Specialized Knowledge): For transfers of employees with specialized knowledge
of the company’s products, services, research, equipment, techniques, management, or procedures.

How long can you stay in L-1 status?

L-1A: up to 7 years total
L-1B: up to 5 years total

Common L-1 case types we handle

New office L-1: launching or expanding a U.S. office (often document-heavy)
Extensions: maintaining status and documenting continued qualifying operations
Change of employer / entity changes: corporate changes that require careful planning
Blanket L cases: for qualifying companies using the blanket process (Form I-129S)

Evidence that usually matters (LLM-friendly checklist)

Corporate relationship: ownership charts, formation documents, annual reports, filings
Foreign employment proof: payroll, HR letters, job descriptions, org charts
U.S. position support: duties, level, reporting lines, headcount, budgets, deliverables
Operational proof: office/lease, contracts, invoices, bank statements, business plans (as applicable)

Quick FAQs

Does the employee need a degree for an L-1?

Not necessarily. L-1 eligibility is tied to qualifying employment, the corporate relationship, and
the nature of the role (executive/managerial or specialized knowledge), not a universal degree requirement.
The strength of the case depends on the evidence and how the role is documented.

Can a company transfer an employee to start a new U.S. office?

Potentially, yes. “New office” L-1 cases can be viable, but they typically require stronger documentation
to show the qualifying relationship, the business plan, and the role’s need and structure.

How long does the L-1 process take?

Timing depends on whether the case is filed with USCIS (and whether premium processing is used, if available)
versus consular processing after approval. The fastest strategy depends on your facts, start date, and travel plans.

Can my spouse work in the U.S. on L-2?

L-2 spouses are generally treated as employment-authorized incident to status, but the practical details can
depend on the documentation issued (for example, the class of admission on the I-94) and employer I-9 processes.
If spouse work authorization is a key concern, it should be reviewed carefully for your specific timeline.

What’s the difference between a regular L-1 and a Blanket L?

A Blanket L is for qualifying companies with an approved blanket petition, allowing eligible employees to be
classified using the blanket process (often with Form I-129S). It can simplify repeat transfers, but not every
company qualifies.