The L1 visa is a nonimmigrant work visa that allows U.S. companies to transfer employees from their foreign offices to the United States. Often referred to as an intracompany transferee visa, the L1 visa is available for executives, managers, or employees with specialized knowledge who have worked for the company for at least one year within the last three years.
To qualify for an L1 visa, the following L1 visa requirements must be met:
Employer Eligibility: The U.S. company must have a qualifying relationship with the foreign business, such as an affiliate, subsidiary, or parent company.
Employee Qualifications: The applicant must be an executive, manager, or specialized knowledge employee with at least one year of experience at the foreign company.
New Business Option: The U.S. company does not need to be an existing business—a new business can be established, and employees can be transferred under an L1 visa.
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No Annual Limits: Unlike other visa categories, there is no cap on the number of L1 visas issued each year.
Fast Processing: Standard L1 visa processing times are relatively quick, and Premium Processing ensures a decision within 15 business days.
Family Benefits: L1 visa holders can bring spouses and dependent children (under 21 years old) to the U.S.
Spousal Work Authorization: L1 visa spouses can work for any employer in the U.S.
Path to a Green Card: The L1 visa allows holders to apply for U.S. permanent residency, often through the EB-1C Green Card for multinational managers and executives.
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Navigating your corporate transfer can be a complex process. For advice on your corporate transfer and filing strategy, speak with an L-1 visa lawyer. Our specialists are ready to provide L-1 legal guidance tailored to your unique situation.
An L-1A visa allows a U.S. company to transfer an executive or manager from a related overseas company to the United States. The employee must normally have worked for the overseas company for at least one continuous year during the three years before the transfer.
The U.S. role for L-1A must be mainly executive or managerial. A senior title alone is not enough; the application must show the employee’s actual duties, decision-making authority, and position within the business. L-1A classification can also cover a function manager who oversees an essential function of the company without directly supervising a large team.
L-1A status can be extended for up to a maximum of seven years, provided the requirements continue to be met. Some L-1A managers and executives may later qualify for an EB-1C green card, though this is a separate application with its own requirements. Our team can review the company structure, the employee’s duties, and the available evidence, and advise whether the L-1A route is suitable.
Executives who may later qualify for permanent residence can explore the L-1A to EB-1C green card route. This pathway provides a strategic option for L-1A visa holders aiming to transition to a permanent residency status. The EB-1C option for L-1A executives offers an avenue for continued growth and stability in the U.S.
An L-1B visa allows a U.S. company to transfer an employee who has specialized knowledge of the related overseas business. The employee must normally have worked for the overseas company for at least one continuous year during the three years before the transfer, and the L-1B status can be extended up to a maximum of five years.
Specialized knowledge may relate to the company’s products, services, systems, methods, or internal processes. Because this requirement is assessed case by case, our team can review the employee’s experience and proposed U.S. duties and explain whether the knowledge is likely to meet the L-1B standard.
If your company does not yet have a related US entity, it is possible to establish a new office and transfer staff there to manage and grow that business. This is called a “new office” L1 visa and is an option used by businesses of all sizes. Often small businesses and single proprietorships will use this new office L1 visa USA option to expand to the United States – and the owner of the business can be the transferee. It is crucial to ensure the new US entity is set up correctly so that there is a qualifying relationship that meets the rules. We can assist with this. New Office L1 visas are initially granted for a validity period of just one year before a renewal – this is because the US authorities want to check on the progress of a new business sooner than with an already operational business. Book a free consultation
Yes, qualifying family members can accompany the L1 visa applicant to the United States. This includes a spouse and any children under the age of 21. Family members are issued with L2 visas. Once children pass their twenty-first birthday they must transfer to another visa or leave the United States. Often these children switch to other visas like the student visa and the H-1B visa. Book a free consultation
Yes. A qualifying L-2 spouse in valid L-2S status is generally allowed to work in the United States without first applying for a separate Employment Authorization Document (EAD).
The spouse’s Form I-94 should reflect the L-2S classification. Some spouses still choose to apply for an EAD as additional proof of work authorization. Our team can review the I-94 and advise which documents may be used for the employer’s Form I-9 process. This rule applies specifically to spouses, not to L-2 children.
Is the L1 Visa an Immigrant Visa?
No, L1 is not an immigrant visa. L1 is a non-immigrant visa. Immigrant visas offer permanent residency (Green Card) whereas non-immigrant visas offer temporary residency. However, the L1 visa is a “dual intent” visa, which means you are permitted to actively seek permanent residency during your time in the United States and do not need to prove that you intend to depart after your visa expires. L1 visa to green card is an option. We can also discuss L1 Visa vs h1b.
An eligible employee can generally remain in L-1A status for up to seven years, or in L-1B status for up to five years. The full period is not granted all at once. An established U.S. office is typically approved for an initial period of up to three years, while a qualifying new office is typically approved for one year.
Extensions are normally requested in increments of up to two years, provided the employer, the employee, and the qualifying relationship between the companies continue to meet the requirements. Time spent outside the United States may in some cases be added back when calculating the remaining period, which is why accurate travel records can be important.
It is also worth distinguishing between the visa stamp and the employee’s authorized stay, as these are not the same thing. The visa is used to request entry, while the Form I-94 typically shows how long the employee may remain in the United States. Our team can review the approval notice, the I-94, and the travel history to provide a clear timeline for the case.
Are there limits on L1 Visas availability?
There are no limits to the number of L1 visas available in any given year. There is also no lottery associated with the availability of the visa. You can apply for an L1 visa from any country provided there are no general immigration restrictions on your country, such as those that do not hold diplomatic relations with the United States. The only limitations on availability are caused by the availability of appointments at your local US embassy or consulate or backlogs to waiting lists at United States Citizenship and Immigration Services (USCIS).
Yes, it is possible for individuals on an L1 visa to apply for US permanent residency (also called a Green Card). Most visas require applicants to demonstrate that they intend to depart the US, but the L1 visa is a “dual intent” visa where applicants can actively seek to stay and become permanent residents. L-1A visa holders can obtain a Green Card through the EB-1C visa route and L-1B visa holders can apply through the EB-3 visa category. There are also several other options, so it is best to discuss your situation with us directly. Book a free consultation
The L-1 process generally involves two stages. First, the U.S. employer files the petition with USCIS. If the employee is applying from abroad, the second stage typically involves a visa application and interview at a U.S. embassy or consulate. Overall timing depends on the USCIS service center handling the case, whether additional evidence is requested, appointment availability, and passport delivery following the interview.
Premium processing is available for eligible Form I-129 petitions. As of March 1, 2026, the premium processing fee for most eligible Form I-129 cases is $2,965, and USCIS must generally take action within 15 business days. That action may be an approval, a denial, or a request for additional evidence; premium processing does not guarantee approval. Premium processing also does not speed up the embassy appointment or passport return. Our team can confirm the current filing route and consular post, provide a practical working estimate, and help the company plan the proposed transfer date accordingly.
No. Birth certificate is not required. Book a free consultation
A marriage certificate would be required for the spouse to apply as a dependent on the L2 visa.
The L1 visa holder and their dependants on L2 visas are not expected to travel in and out of the United States together. Spouses and children are free to travel without the principal L1 visa holder accompanying them.
Yes, it is possible to apply for an L1 visa while already in the United States on another visa. However, employees must have worked in a related overseas company for at least one year in the preceding three, which can pose challenges to applying for an L1 visa from inside the United States. If you meet the requirements, you would need to file a change of status application along with your L1 visa petition. The procedure entails filing Form I-129, Request for Nonimmigrant Worker, with the United States Citizenship and Immigration Services (USCIS). If your request is sanctioned, you will receive L1 status and be eligible to work for a suitable US employer.
The L1 visa is an intracompany transfer visa between a US company and a related overseas entity. The transferring employee must have worked at the overseas entity for one of the previous three years before entering the United States. Consequently, it would be challenging to change jobs unless it was either within the same company or to another US entity related to the same overseas company or to another company the transferee worked at in the preceding three years.
A blanket L-1 petition allows a qualifying multinational organization to establish L-1 eligibility for its related companies in a single petition, rather than filing a separate individual petition with USCIS for each employee. Once approved, the organization can transfer eligible executives, managers, and specialized knowledge professionals to the United States more efficiently, since qualifying employees can generally apply directly for the L-1 visa at a U.S. embassy or consulate using the blanket approval, without waiting for a case-by-case USCIS adjudication first.
To qualify for blanket L status, the petitioning organization and its qualifying related companies must generally show that they are engaged in commerce and have been doing business for at least one year, and that they meet at least one of the following: combined annual sales of at least $25 million, have a U.S. workforce of at least 1,000 employees, or have at least 10 L-1 petitions approved for the organization and its affiliates in the previous 12 months
It’s worth noting that a blanket petition does not guarantee visa issuance for any individual employee. The employee must still qualify for L-1A or L-1B classification and complete the required employee-level process. Our team can review the company structure, transfer needs, and employee’s role and explain whether a blanket or individual petition is the more practical route.
The L-1A Visa can be extended up to a maximum of seven years and the L-1B Visa up to a maximum of five years. After that time a L1 Visa holder must transfer to another visa, apply for a Green Card, or depart the United States. It is not possible to continue on the L1 visa for more than five or seven years.
There are many reasons why an L1 visa might be rejected, but usually, it is because the applicant does not qualify. The applicant may not be the appropriate type of employee, for example, USCIS might not think the person is at the manager or executive level or the applicant might not have built the case that they hold specialized knowledge. It might also be the case that the US company does not have a qualifying relationship with the overseas company or that the proposed transferee has not worked at the foreign company for long enough (minimum one year) to qualify.
The L1 Visa allows a US employer to relocate an executive, manager, or employee with specialized knowledge from a qualifying foreign organization to a US organization. Staff can be transferred to either an existing US business or a newly formed one. Book a free consultation
It allows you to transfer employees either to an existing US business or to a newly established business. If you do not yet have a business operating in the United States you may set one up and move staff under the “new-office rules”.
The L1 Visa permits foreign employees of multinational firms to work in the United States, serving as a visa for internal company transfers.
The United States government issues L1 and L2 Visas, which are nonimmigrant Visas.
The L1 Visa is a permit for intra-corporate transferees, enabling overseas employees working for a global corporation to operate in the United States. Book a free consultation
Should you presently be in the US under a different Visa category, you might have to submit an application for a change of status in conjunction with your L1 Visa request. This procedure requires the submission of a Form I-129, Request for Nonimmigrant Worker, to the United States Citizenship and Immigration Services (USCIS). If your request is sanctioned, you will be accorded L1 Visa Status and be eligible to work for the qualifying US employer. Book a free consultation
Indeed, the L1 Visa is a category of nonimmigrant employment visa.
Indeed, the L1 Visa is a category of nonimmigrant employment visa.
yes, The L1 visa provides a pathway for employees to obtain a green card and establish permanent residence in the United States.
Not usually. A qualifying spouse in valid L-2S status is generally authorized to work without waiting for a separate Employment Authorization Document. The Form I-94 should show the L-2S classification. L-2 children do not have this automatic right
In order to obtain a new L-1 Visa, both you and the employer you are transferring to or within will need to requalify
L1B Visa for Specialized Knowledge Workers. Book a free consultation
Our team can explain the correct process, required documents and likely timeline based on the employee’s location, nationality, travel plans and immigration history.
A blanket L1 Visa is a unique immigration advantage that permits overseas employees to move from a global office to a U.S. office of the identical employer. Book a free consultation
There is no single federal minimum salary for the L-1 visa, and the category does not follow the H-1B prevailing wage process. Salary alone, therefore, does not determine whether an employee qualifies for L-1A or L-1B status. That said, the pay offered should still be genuine and appropriate for the role, the company, and the location, and the employer must comply with applicable wage laws. Our team can review the proposed salary alongside the employee’s duties and employment documents and advise on what evidence will best support the case.
The L-1 visa is designed for an employee transferring within a qualifying multinational group. The H-1B visa, by contrast, is for a specialty occupation role and generally focuses on the position’s education requirements and the employee’s individual qualifications. The two categories also differ in their rules around company relationships, salary, annual limits, and length of stay. L-1 applicants must generally have qualifying work experience with the related overseas company, while many H-1B cases are subject to an annual cap and registration process. Our team can compare the company structure, the employee’s background, the intended role, and the timing involved, and advise which option may be more suitable.
No. The L-1 rules do not require every applicant to hold a university degree. Eligibility is based mainly on the relationship between the companies, the employee’s qualifying work abroad and whether the U.S. role meets the L-1A or L-1B requirements.
A degree may still help explain the employee’s expertise or career history, especially in an L-1B case, but it does not replace evidence of qualifying duties or specialized knowledge. Our team can review the employee’s experience and identify the strongest documents for the proposed classification.
L-1 status is connected to qualifying employment, so the employee cannot continue working in L-1 status after that employment ends. USCIS may allow a discretionary grace period of up to 60 days, or until the current authorized stay ends if that is sooner, but the grace period is not automatic.
The person may be able to request another status, pursue a new qualifying filing or arrange to leave the United States. An existing L-1 approval cannot simply be moved to an unrelated employer. Our team can review the I-94, final employment date and any planned filing and explain the available options and deadlines.
A company should be ready to explain the relationship between the overseas and U.S. businesses, the employee’s role abroad, the proposed U.S. role and the intended transfer date. Useful documents may include ownership records, organization charts, the employee’s resume, payroll evidence and job descriptions.
Not every document needs to be final before the consultation. Our team can review what is already available, identify any important gaps and explain whether the case appears better suited to L-1A or L-1B, an individual petition or the blanket process.
Yes. An L-1 lawyer can first confirm whether the company is eligible to use the blanket process and then compare it with an individual petition. Blanket approval may reduce repeated company paperwork, but it does not automatically approve the employee.
The better route depends on the company’s transfer history, the employee’s role, where the person will apply and how the evidence should be presented. Our team can explain the main timing and document differences and recommend the more practical option for the proposed transfer.
An L-1 lawyer can help show the relationship between the U.S. and overseas companies, the employee’s qualifying role and how the new U.S. office will operate. The filing will normally need evidence of premises, funding, business activity, the foreign operation and a realistic plan for the U.S. business.
A new-office approval is usually limited to one year, so it is important to plan for the extension from the start. Our team can prepare the initial petition and help the company keep the staffing, revenue, premises and operating records that may be needed at the extension stage.
An L-1 attorney will review what the employee actually does, not only the job title. L-1A is for qualifying executives and managers, while L-1B is for employees with specialized knowledge of the company’s business.
Our team can compare the employee’s overseas and U.S. duties, decision-making authority, reporting lines, staff responsibilities and company knowledge. We can then explain which classification appears stronger and help prepare job descriptions, organization charts and supporting documents that reflect the real role.
Yes. An L-1 attorney can prepare the employer’s Form I-129 petition and coordinate what happens after USCIS makes a decision.
An employee abroad will normally apply for a visa at the appropriate U.S. embassy or consulate. An eligible employee already in the United States may request a change of status, but that approval does not place a visa stamp in the passport. Our team can coordinate the employer and employee documents and explain the likely timing before travel or a start date is finalized.
It is sensible to review a possible EB-1C strategy early, especially if the company expects the employee to remain in the United States long term. L-1A approval does not automatically lead to an EB-1C green card, but the two cases may rely on similar company relationships and managerial or executive duties.
Our team can review the business structure, the employee’s overseas and U.S. roles and the records being kept. This can help the company identify evidence gaps early and plan the timing of any future EB-1C filing.
No
Businesses setting up or expanding a U.S. entity can also access U.S. business immigration legal support. Our specialized services ensure that your corporate immigration support needs are met efficiently, allowing you to focus on your growth strategies while we handle the legal intricacies. Partner with us to navigate the requirements essential for successful corporate transfers and establishment in the U.S.
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Global Immigration Partners is a specialized immigration law firm. A substantial part of our practice focuses on assisting business owners and investors with E1, E2, L1 and EB-5 visas.Through our international presence we have specialist knowledge of the specific procedures in multiple embassies and consulates around-the-world.
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