Overview

Who qualifies for L-1?

The L-1 visa allows multinational companies to transfer employees from their foreign offices to U.S. affiliates, subsidiaries, parent companies, or branches. It is one of the few work visa categories that requires no labor market test and no prevailing wage compliance — the employer's qualifying relationship with both entities is what matters, not whether a U.S. worker could fill the role.

The visa divides into two subcategories. L-1A covers managers and executives — individuals who direct the organization or a major function within it, manage other professionals, and exercise wide latitude in decision-making. L-1B covers employees with specialized knowledge — those with an advanced level of proprietary knowledge about the company's products, services, processes, or internal operations that is not readily available in the U.S. labor market.

L-1A holders have a significant advantage beyond the visa itself: they are the natural candidates for the EB-1C green card, which also requires no PERM labor certification and is available only to multinational managers and executives. Filing L-1A now and EB-1C later — or simultaneously — is one of the most efficient paths to permanent residence available to corporate transferees.

Requirements

What USCIS looks for.

All L-1 petitions must satisfy two threshold requirements that apply regardless of subcategory. Once those are met, the petition must demonstrate that the employee fits the L-1A or L-1B definition.

ALL L-1 · 01

Qualifying organizational relationship

The U.S. and foreign entities must have a qualifying relationship — parent/subsidiary, affiliate, or branch. Control is key: USCIS will look at ownership percentages and who effectively controls both organizations.

ALL L-1 · 02

One year of qualifying employment

The employee must have worked for the foreign entity for at least one continuous year within the three years preceding the petition. Ownership stakes and time on a prior L-1 do not count toward this requirement.

L-1A · 03

Managerial or executive capacity

The employee must have served as a manager or executive abroad and will serve in the same capacity in the U.S. This means directing the organization or a key function, managing professionals or essential functions, and exercising significant authority without close supervision.

L-1B · 04

Specialized knowledge

The employee must possess an advanced, proprietary level of knowledge about the company's products, services, research, equipment, techniques, management, or procedures — knowledge that is not widely available in the U.S. workforce and that the U.S. entity needs to function effectively.

L-1A vs L-1B

Understanding the two subcategories.

Choosing the right subcategory matters beyond the visa itself — it determines green card eligibility, duration limits, and the evidentiary strategy for the petition.

L-1A — Manager / Executive L-1B — Specialized Knowledge
Initial period 3 years (1 year for new offices) 3 years (1 year for new offices)
Maximum stay 7 years total 5 years total
Green card path EB-1C — no PERM required EB-2 or EB-3 — typically requires PERM
Key evidence Org charts, reporting structure, decision-making authority Technical documentation, proprietary knowledge scope, training records
USCIS scrutiny Moderate — focus on whether role is truly managerial High — "specialized knowledge" is frequently challenged
Blanket L available Yes Yes
Pricing

Transparent fees.

Fixed fees quoted upfront. Government filing fees are separate and vary by processing speed. Premium processing is available for faster adjudication.

L-1 petition
$5,500
Attorney fees only
Subcategory strategy
Organizational analysis
Petition drafting & filing
Support letter drafting
RFE response included
L-1A + EB-1C path
$11,000
Visa + green card strategy
Everything in L-1 petition
EB-1C eligibility assessment
Green card timeline planning
Coordinated evidence strategy
Priority case management
New office L-1
$6,500
For newly established U.S. entities
Business plan review
New office documentation
Petition drafting & filing
Extension strategy at 1 year
RFE response included
What to expect

Timeline from evaluation to transfer.

L-1 petitions are employer-filed, so the process depends on how quickly the company can provide organizational documentation. Premium processing is available and strongly recommended for time-sensitive transfers.

1

Evaluation

We assess the qualifying relationship between entities, the employee's role history, and whether L-1A or L-1B is the appropriate subcategory — and flag any structural issues before filing.

1–2 business days
2

Documentation gathering

We coordinate with the employer to collect organizational charts, corporate ownership records, the employee's employment history, and role-specific evidence tailored to the subcategory.

2–4 weeks
3

Petition preparation

Your attorney drafts the I-129 petition, support letter, and all exhibits. For new offices, a detailed business plan demonstrating viability is also prepared.

2–3 weeks
4

USCIS adjudication

We file the I-129 petition. Premium processing delivers a decision in 15 business days. Regular processing takes 3–6 months. Most L-1 petitions benefit from premium processing given the time-sensitivity of transfers.

15 days – 6 months
5

Visa stamp & entry

After approval, employees outside the U.S. obtain an L-1 visa stamp at a consulate. Those already in the U.S. in valid status may begin work upon I-129 approval. The employee enters the U.S. and begins the transfer.

2–6 weeks (consular)
FAQ

Common questions.

L-1A is for managers and executives — individuals who direct the organization or a major function, manage professionals, and have wide decision-making authority. L-1B is for employees with specialized knowledge — advanced, proprietary understanding of the company's products, processes, or procedures. The distinction matters enormously: L-1A opens the door to the EB-1C green card without PERM, while L-1B holders typically need PERM to transition to a green card. Maximum stay also differs: 7 years for L-1A, 5 for L-1B.
The U.S. and foreign entities must be related as parent and subsidiary (one owns more than 50% of the other), affiliates (both owned by a common parent or individual at 50%+), or branches of the same organization. Joint ventures may qualify if ownership and control criteria are met. USCIS scrutinizes the actual control structure, not just nominal ownership — corporate documents, shareholder agreements, and operational evidence are all reviewed.
Yes. Spouses and unmarried children under 21 may accompany or follow the L-1 holder on L-2 visas. Since 2021, USCIS has recognized that L-2 spouses have automatic work authorization incident to their L-2 status — they no longer need to file a separate Employment Authorization Document. L-2 children may not work. Both L-2 spouses and children may attend school without a separate visa.
Not automatically, but L-1A holders are strong candidates for the EB-1C green card — which requires the same managerial or executive capacity and the same qualifying organizational relationship. EB-1C requires no PERM labor certification, sits in the first preference category, and for most nationalities has current or near-current priority dates. We often advise L-1A clients to begin EB-1C planning during their first L-1A period to keep the green card path on track.
When a company is establishing a new U.S. office — one that has been in operation for less than one year — the L-1 is granted for only one year initially, rather than three. At the end of that year, the employer must demonstrate that the office has grown sufficiently to support a full managerial or executive role. This requires evidence of actual business activity, staff, revenue, and physical premises. New office L-1 renewals are frequently scrutinized; planning for the extension from day one is essential.
L-1 status is employer- and petition-specific. If you change employers, a new L-1 petition must be filed by the new employer — and the new employer must also have a qualifying relationship with the foreign entity where you worked. Changing roles within the same employer generally requires an amended petition if the new role is materially different from what was approved. Unlike H-1B, there is no L-1 portability provision; the visa is tied to the specific employer and petition.