L-1 visas are for intracompany transferees, and L-2 visas are for their dependents, which means spouses and unmarried children under 21. L-2 spouses can work if their I-94 is issued with the L-2S annotation, while L-2 children may study but cannot work. L-1 status requires at least one year of qualifying employment abroad in the past three years with a related organization. L-1A managers and executives can stay up to seven years, and L-1B specialized knowledge workers can stay up to five years. L-2 status follows the L-1 principle. L-1 petitions do not require a prevailing wage or Labor Condition Application like H-1B filings. This is a common option for transferees working in Dallas–Fort Worth and South Florida.
L-1 classification is designed for intracompany transferees who work for a qualifying organization abroad and are coming to the United States to work for a related entity. It allows a multinational group to move key people between parent companies, branches, subsidiaries, and affiliates. L-1 helps companies keep leadership, management, and specialized expertise aligned across borders.
L-2 classification is derivative. It exists so that the spouse and unmarried children under 21 of an L-1 principal can accompany or join the principal. L-2 status does not stand alone. It rises and falls with the underlying L-1 status, so any change in the L-1 principal’s status can affect the family.
To qualify for L-1, you must have worked abroad for the qualifying organization for at least one continuous year within the three years before admission or change of status. That employment must be full-time and in a qualifying role. In practical terms, you need a real, sustained track record with the overseas company before you can transfer.
A typical example in Dallas or Fort Lauderdale is a technology or logistics company that has a headquarters or major office in the United States and a development or operations center abroad. The company may transfer executives, managers, or specialized knowledge staff from that foreign office to a Dallas–Fort Worth hub or a South Florida regional office using L-1, and then support spouses and children through L-2.
To qualify for L-1, you usually need to show that:
Executives and managers often supervise other professionals, direct essential functions, and make significant decisions. Specialized knowledge workers bring advanced knowledge of the company’s products, services, processes, or procedures that is not easily found in the general labor market.
L-2 status is limited to:
L-2 spouses may be able to work in the United States if the I-94 is issued with an L-2S annotation. L-2 children can attend school but cannot work. Their ability to stay and study depends on the L-1 principal maintaining valid status.
Quick note for search clarity. L1 and L2 are also terms in machine learning regularization, but that concept is unrelated to L-1 and L-2 nonimmigrant visa categories.
Within L-1, there are two main subcategories. L-1A covers executives and managers. L-1B covers specialized knowledge workers. Both require a qualifying relationship between the foreign and U.S. entities, but the duties, evidence, and long-term strategy can look very different in each case.
L-1A status is for executives and managers who direct the management of the organization, supervise other supervisors or professionals, or manage an essential function with significant authority. L-1B status is for workers who have specialized knowledge of the company’s products, services, research, systems, or procedures that is advanced and closely tied to the company’s operations.
In Dallas–Fort Worth, this might involve a multinational technology company transferring a director who oversees a product line. In South Florida, it might involve a logistics company transferring a specialist who understands proprietary tracking systems used across the group.
L-1A has a maximum stay of seven years, and L-1B has a maximum stay of five years. Time spent in L-1 status usually counts toward those limits, but some days spent outside the United States may be recaptured. L-1 also allows dual intent, which means you can pursue permanent residence, such as EB-1C for multinational managers and executives, without harming your L-1 status.
|
Aspect |
L-1A Managers And Executives |
L-1B Specialized Knowledge Workers |
|
Primary Role Focus |
Executive or managerial duties, supervising people or essential functions |
Advanced, company-specific knowledge about products, services, or processes |
|
Typical Evidence |
Organizational charts, detailed management duties, authority over decisions |
Technical descriptions, training records, documentation of unique contributions |
|
Maximum Stay |
Up to 7 years |
Up to 5 years |
|
Green Card Pathway |
Often aligns with EB-1C multinational manager or executive |
Often aligns with EB-2 or EB-3, depending on education and job requirements |
|
Daily Work Pattern |
High-level planning, supervision, strategic decision-making |
Hands-on work with specialized systems, products, or methods |
When you work with an L-1 Visa lawyer or a broader business immigration services team, you should consider not only whether the role fits L-1A or L-1B today, but also how that choice supports your long-term permanent residence plans.
You must also show that the foreign and U.S. entities are related in a way that meets the L-1 rules. The evidence often includes corporate and financial documents.
|
Document Type |
What It Shows |
Typical Source |
|
Articles of incorporation or formation |
Legal existence of each entity |
Corporate records |
|
Shareholder ledgers and stock certificates |
Ownership structure and control |
Corporate and shareholder records |
|
Intercompany agreements or board resolutions |
How entities are related and how control is exercised |
Board minutes, signed agreements |
|
Organizational charts |
Placement of each entity in the global group |
Human resources or management |
|
Consolidated financial statements |
Practical evidence of integrated operations |
Finance and accounting departments |
This documentation should show that one entity owns, controls, or is commonly owned with the other in a way that meets the regulatory standards.
L-1 has strict time limits. Understanding these limits early helps you plan leadership rotations and move specialists strategically.
|
Category |
Maximum Stay In The U.S. |
Recapture Of Time Abroad |
Key Planning Point |
|
L-1A |
Up to 7 years |
Often allowed if well documented |
Track every trip out of the United States for recapture requests |
|
L-1B |
Up to 5 years |
Often allowed if well documented |
Plan specialized assignments with the shorter cap in mind |
To recapture time, you usually document trips abroad with travel records, entry and exit stamps, and itineraries. You then ask USCIS to add that time back when filing an extension. This is especially important for frequent travelers in and out of Dallas–Fort Worth International Airport or airports in Miami and Fort Lauderdale.
L-2 classification exists so that spouses and unmarried children under 21 can accompany L-1 principals. It is derivative, so it depends on the principal’s status. L-2 dependents can live in the United States, attend school, and travel while the L-1 principal remains in valid status.
L-2 spouses can qualify for work authorization incident to status if their I-94 is issued with an L-2S annotation. L-2 children can attend school at the primary, secondary, or higher education level but are not authorized to work.
For families traveling through hubs like Dallas–Fort Worth, Miami, or Fort Lauderdale, it is very important to review each I-94 record after entry. You want to confirm the status class, expiration date, and any annotations, especially for L-2 spouses who need the L-2S notation to work.
L-2 status is linked to the L-1 principal in key ways:
If the L-1 principal falls out of status, L-2 dependents risk falling out of status as well. Families should coordinate extension timing and future plans together rather than treating each family member’s status separately.
L-2 dependents who travel abroad must keep their passports and L-2 visas valid. After each return to the United States, they should check their I-94 records to confirm that the classification and expiration dates are correct.
If an L-2 child turns 21, that child usually ages out of L-2 classification and needs to explore another status to stay in the United States. If the L-1 principal changes employers, relocates, or moves to permanent residence, the family may need to adjust their immigration strategy.
Under current policy, L-2 spouses are authorized to work incident to status when their I-94 records properly reflect spousal classification. That means the status itself provides work authorization without requiring a separate employment authorization document, as long as the I-94 includes the correct annotation.
For this to function in practice, the I-94 should include an L-2S label for spouses. This label indicates that the person is an L-2 spouse and therefore employment authorized. L-2 children usually receive an L-2 or L-2Y label, which does not confer work authorization.
When an L-2 spouse enters through ports of entry like Dallas–Fort Worth International Airport or Miami International Airport, it is important to check the I-94 soon after arrival. You should confirm the class, the L-2S annotation, and the expiration date. If the annotation is missing or the date is incorrect, you may need to address it promptly with the appropriate agency or with legal guidance.
From an employer’s perspective, I-9 verification relies on the documents that the L-2 spouse presents. Employers should understand that certain combinations of passports, visas, and annotated I-94 records can show work authorization for L-2S spouses, while similar documents for L-2 children do not.
On the electronic I-94, the class of admission field may show L-2S or L-2 with a notation that indicates spousal status. The exact display can vary, but the essential point is that the record clearly reflects that the person is a spouse, not a child. The expiration date should match or follow the L-1 principal’s status end date.
Employers generally review:
The purpose is to verify that the person is authorized to work based on status. Employers should not assume that all L-2 holders are work authorized. Only L-2 spouses with proper L-2S classification qualify.
The distinction between spouses and children is clearer in chart form.
|
Dependent Type |
Work Authorization |
Study Authorization |
|
L-2 Spouse (L-2S) |
May work incident to status with proper I-94 |
May study at any level |
|
L-2 Child |
May not work |
May attend primary, secondary, or higher education |
Families often ask whether L-1 visa dependents can work. The answer is that L-2 spouses with proper annotations can work, but L-2 children cannot. If a child needs work authorization, you may need to explore a different classification or a separate employment-based path.
Looking at L-1 and L-2 next to each other helps clarify how the categories interact.
|
Category |
L-1 Visa |
L-2 Visa |
|
Purpose |
For intracompany transferees in executive, managerial, or specialized knowledge roles. |
For dependents of L-1 principals (spouses and unmarried children under 21). |
|
Eligibility |
Requires one year of qualifying employment abroad in the last three years and a qualifying U.S. role. |
Requires a qualifying family relationship to an L-1 principal. |
|
Forms |
Form I-129 with the L supplement. |
Form I-539 for changes or extensions; L-2 visa applications through consulates abroad. |
|
Fees |
Base filing fee, Asylum Program Fee, and employer-specific fees. |
I-539 filing fee and biometrics fee when required. |
|
Premium Processing |
Available with Form I-907. |
Not available for I-539; timing may align with L-1 processing but is not guaranteed. |
|
Validity Periods |
L-1A up to 7 years; L-1B up to 5 years. |
Follows the L-1 principal’s validity period. |
|
Work Authorization |
Work only for the petitioning employer or qualifying related entities. |
L-2 spouses with L-2S annotation may work; L-2 children may study but not work. |
|
Dual Intent |
Dual intent allowed. |
Derivative; follows the L-1 principal’s dual-intent approach. |
|
Green Card Pathways |
L-1A often aligns with EB-1C; L-1B often uses EB-2 or EB-3. |
Usually derivative permanent residence when the L-1 principal obtains a green card. |
When you explore an H-1B vs L-1 Comparison with counsel, it can help you decide whether L-1, H-1B, or a combination of routes best fits your long-term business and career plans.
L-1 principals usually rely on:
L-2 dependents in the United States use:
Families outside the United States apply for L-2 visas at consulates using the underlying L-1 approval as the basis.
L-1 principals have clear work authorization with the petitioning employer and qualifying related entities. L-2 spouses with L-2S annotations have flexible work options with authorization incident to status. L-2 children cannot work but may study freely.
L-1A and L-1B have defined maximum stay periods, while L-2 durations track the L-1 principal’s status. Dual intent is strongest for L-1 principals and indirectly supports L-2 planning for permanent residence.
L-1A executives and managers may be strong candidates for EB-1C multinational manager or executive green cards. L-1B specialized knowledge workers may pursue EB-2 or EB-3 categories depending on education, experience, and the job offer.
L-2 dependents usually follow as derivative beneficiaries when the principal’s long-term Business Immigration Services plan includes permanent residence.
L-1 and L-2 filings involve multiple forms, fees, and timelines. For companies moving executives and specialists into Dallas–Fort Worth or South Florida, planning around projects, school calendars, and fiscal years is important.
L-1 petitions are filed on Form I-129 with the L supplement. They involve a base fee, the Asylum Program Fee, and sometimes other employer-specific fees under current rules. Employers may choose premium processing with Form I-907 for faster decisions.
L-2 dependents inside the United States often use Form I-539 to change or extend status. The timing of I-539 adjudication can differ from the timing of the principal’s I-129, so families can see situations where the L-1 extension is approved before the L-2 extension. That requires careful planning around travel and work.
In practice, companies in Dallas or Fort Lauderdale often schedule moves around internal project timelines, school schedules, and year-end planning. Factoring in consular appointment timing, I-129 decisions, and I-539 processing helps reduce the risk of gaps in status or rushed departures.
The core L-1 filing steps include:
Premium processing can be helpful when you need a fast decision to coordinate start dates, client projects, or consular interviews.
L-2 dependents use Form I-539 when they are in the United States and need to:
Processing times for I-539 can vary based on caseloads, biometrics scheduling, and whether the case is bundled with the L-1 principal’s filing. Families should plan for the possibility that L-2 approvals may arrive later than L-1 approvals and should manage travel and work plans accordingly.
The Asylum Program Fee is an additional fee that applies to many Form I-129 filings, including L-1 petitions, under the current fee rule. It supports system-wide costs and is separate from the base filing fee and any premium processing fee. Employers should budget for it as part of each new L-1 or L-1 extension filing.
Blanket L approvals are designed for larger multinationals that transfer employees on a regular basis. Instead of filing a separate, full I-129 for each transferee inside the United States, the company obtains a Blanket L approval and then has employees apply abroad using Form I-129S.
This approach can streamline the process for companies with steady transfer needs into hubs like Dallas–Fort Worth or Miami–Fort Lauderdale. It is especially useful when you have multiple managers or specialists rotating through U.S. roles.
Common criteria for Blanket L eligibility include:
The exact thresholds are defined in the regulations, but the overall focus is on companies that can benefit from a standardized, repeatable L-1 process.
Once a Blanket L is approved, individual transferees usually complete Form I-129S and take it, along with the blanket approval and supporting documents, to a consular interview. The consular officer reviews the blanket approval, the I-129S, and the employee’s qualifications and then decides whether to issue the L-1 visa.
This can be faster than traditional petition-based routes in certain scenarios, particularly for companies that often move staff between regions.
L-2 spouses and children usually attend consular interviews either with the L-1 principal or soon after. They should bring marriage and birth certificates and be prepared to show their relationship to the principal.
After consular issuance, families entering through Dallas–Fort Worth or South Florida should again check their I-94 records to confirm correct classifications and annotations, especially for L-2 spouses who need L-2S status for work authorization.
L-1 petitions do not require a prevailing wage determination or a Labor Condition Application. Those requirements apply to H-1B, H-1B1, and E-3 classifications, not L-1.
For L-1, there is no LCA posting requirement and no prevailing wage floor set by the Department of Labor. Still, employers should maintain appropriate compensation practices, pay attention to internal wage structures, and comply with other labor and tax laws. L-1 is not a low-wage shortcut. It simply follows a different regulatory framework.
H-1B rules build in specific labor protections, including prevailing wage and LCA attestations, to protect U.S. workers. L-1 rules focus on intracompany transfers within multinational groups and follow different statutory standards.
Because of this difference, confusion is common. Managers familiar with H-1B may ask whether they need to post an LCA or meet a specific prevailing wage for an L-1 role. In a careful H-1B vs L-1 Comparison, it becomes clear that only certain categories trigger LCA requirements.
Common questions include:
The answer is that L-1 does not require an LCA or prevailing wage determination. However, employers should still align pay with internal bands and market expectations to manage risk and support retention.
L-1 has strict time limits and specific extension rules. L-1A executives and managers can remain for up to seven years. L-1B specialized knowledge workers can remain for up to five years. L-2 dependents usually follow the L-1 principal’s timing.
Extensions must be filed before current status expires. Frequent travel, complex roles, and changing job duties can all create challenges if not managed proactively. Common pitfalls include job duty drift, recapture miscalculations, and overlooked I-94 expirations for L-2S spouses.
|
Category |
Maximum Duration |
Recapture Available |
Planning Focus |
|
L-1A |
7 years |
Often, if well documented |
Plan long-term leadership roles and rotations carefully |
|
L-1B |
5 years |
Often, if well documented |
Plan specialized assignments around the shorter total window |
Once you hit the limit, you generally must leave the United States and spend a required period abroad before starting a new period of L status. Recapture can extend your timeline, but only if you track and document time spent outside the United States.
Job duty drift occurs when a manager or executive gradually takes on more routine or technical tasks, reducing the percentage of time spent on high-level duties. Over time, this can undermine L-1A eligibility and raise questions at extension or consular stages.
To avoid this, employers should periodically review job descriptions and actual duties. If the role evolves into a more technical position, you may need a new strategy or category, and you should consult Business Immigration Services before the next filing.
L-2 spouses depend on current I-94 records and correct L-2S annotations for work authorization. If an I-94 expires or the annotation is missing, the spouse’s ability to work may be at risk.
Families should check I-94 records after each entry, after L-1 extensions, and before major changes like employer transfers. Addressing mistakes early is much easier than resolving them after a problem arises during onboarding or a compliance review.
To make key points easy to scan, here is a short FAQ chart.
|
Question |
Short Answer |
|
What is the basic difference between L-1 and L-2? |
L-1 is for intracompany transferees; L-2 is for their spouses and unmarried children under 21. |
|
Can L-2 spouses work? |
Yes, if their I-94 shows L-2S classification, they are employment authorized incident to status. |
|
Can L-2 children work? |
No. They may study but are not authorized to work in L-2 status. |
|
What are the maximum stay periods for L-1? |
L-1A has a seven-year maximum; L-1B has a five-year maximum. L-2 follows the principal’s status. |
|
Which forms are used for L-1 and L-2? |
L-1 uses Form I-129 with the L supplement; L-2 often uses Form I-539 for changes or extensions. |
|
What is a Blanket L? |
A Blanket L is a pre-approved framework for certain multinationals that use Form I-129S at consulates. |
At Pollak PLLC, we help employers and families navigate each stage of the L-1 and L-2 process. Our firm works with companies to confirm qualifying relationships, document executive, managerial, and specialized knowledge roles, and coordinate filings for spouses and children. We regularly support transfers into Dallas–Fort Worth and the Miami–Fort Lauderdale area, where industries like technology, finance, logistics, and healthcare rely on cross-border talent.
We also help families understand L-2 work authorization rules, including the importance of L-2S annotations, and assess the timing of consular processing, extensions, and travel. Our team reviews I-94 records, job descriptions, and long-term plans to help you avoid common pitfalls, such as job duty drift, missed recapture opportunities, or incorrect dependent documentation.
You should consider consulting Pollak PLLC when you:
We work with multinational employers and individuals to build immigration strategies that support both business goals and family needs. That can include L-1 Visa Lawyer consultations, Business Immigration Services planning, evidence preparation, and risk assessments for executives and specialists relocating to Texas or South Florida.
If you are considering an L-1 or L-2 move or want help comparing these options with H-1B and other categories, you can contact Pollak PLLC to discuss your goals and next steps.