The L-1 visa allows multinational companies to transfer employees from foreign offices to U.S. operations. Unlike H-1B, there's no annual cap or lottery—making L-1 an attractive option for qualified transferees. L-1 serves two categories: executives and managers (L-1A) and specialized knowledge workers (L-1B).
Understanding L-1 requirements helps companies and employees plan international transfers to the United States.
Who Qualifies for L-1
L-1 requires a qualifying relationship between the foreign company and U.S. entity—parent, subsidiary, affiliate, or branch. The employee must have worked for the foreign employer for at least one continuous year within the three years preceding the transfer.
The employee must be coming to work in a managerial, executive, or specialized knowledge capacity. The position abroad and the U.S. position must fit these categories, though they don't need to be identical.
L-1A: Managers and Executives
L-1A covers employees transferring to managerial or executive positions. Managers supervise professional employees or manage an essential function. Executives direct the organization, major component, or function, with wide latitude for decision-making.
L-1A holders can stay up to seven years. They're also eligible for EB-1C immigrant visas (green cards) without labor certification, providing a potentially faster path to permanent residence than other categories.
"Manager" requires more than supervising lower-level employees—the managed employees must be professional or supervisory themselves, or the manager must oversee an essential function with significant authority.
L-1B: Specialized Knowledge
L-1B covers employees with specialized knowledge—special knowledge of the company's products, services, research, equipment, techniques, or management, or advanced knowledge of the company's processes and procedures.
L-1B has a maximum stay of five years. The specialized knowledge standard has been subject to increased scrutiny, requiring clear demonstration of knowledge that's truly special within the company context.
Knowledge must be special relative to the company—knowledge that's common in the industry but special to how this particular company operates can qualify.
New Office L-1 Petitions
Companies can use L-1 to transfer employees to establish new U.S. offices. New office petitions have additional requirements: the U.S. entity must be doing business, must have premises, and must have financial capability to support the executive or specialized knowledge position.
New office L-1 visas are initially granted for one year. Extension requires showing the office has grown and continues to need the employee in the qualifying capacity. These petitions receive heightened scrutiny.
Blanket L Petitions
Large multinational organizations can file blanket L petitions, pre-approved authorizations allowing them to transfer qualifying employees without individual USCIS petitions for each person. Employees apply directly at consulates using the blanket approval.
Blanket L-1 is available to organizations meeting certain criteria: engaged in commercial trade or services, having a U.S. office for at least one year, having three or more branches/subsidiaries/affiliates, and meeting other volume or revenue requirements.
Blanket approval speeds transfers but still requires each employee to demonstrate they meet L-1 qualifications at the consular interview.
L-1 Advantages
L-1 has several advantages over H-1B. No annual cap or lottery means petitions can be filed year-round without numerical limits. No prevailing wage requirement (though employers must pay reasonable wages).
L-1A provides a path to EB-1C green cards without labor certification—potentially years faster than employment-based green cards requiring PERM certification.
L-2 dependent spouses can obtain work authorization simply by applying, without the restrictions affecting H-4 work authorization.
L-2 Dependent Status
Spouses and unmarried children under 21 of L-1 holders can accompany them on L-2 visas. L-2 spouses can apply for Employment Authorization Documents (EADs) allowing them to work for any employer.
L-2 status is dependent on the L-1 holder's status. If the L-1 holder loses status, L-2 family members lose status as well.
Getting Legal Help
L-1 petitions require demonstrating complex corporate relationships, qualifying positions, and employee qualifications. Immigration attorneys help structure qualifying relationships, document specialized knowledge or managerial duties, and prepare strong petitions. For companies, attorneys help establish blanket L programs and plan transfer strategies. L-1's advantages make it worth pursuing correctly, and professional guidance helps maximize approval chances.