L-1 Visas for Intracompany Transfers
The L-1 lets a multinational company move an executive, manager or specialised employee into a U.S. office. There is no annual cap and no degree requirement, and for managers and executives it leads more directly to a green card than almost any other work category.
What the L-1 visa is
The L-1 is a nonimmigrant category for employees of multinational companies who are transferred to a U.S. office in an executive, managerial or specialised knowledge capacity. It allows a foreign business to send key personnel to its U.S. subsidiary, branch or affiliate for a temporary period. It is also the route companies use when they want to open a new U.S. office and move someone across to run it.
The two L-1 categories
There are two, and the difference matters for how long you can stay and what comes next.
L-1A — managers and executives
For senior employees who oversee company operations. Requires at least one continuous year with the company abroad within the last three years. Maximum stay of seven years with extensions, and a direct path to a green card through the EB-1C category.
L-1B — specialised knowledge
For professionals with deep expertise in the company’s processes, products or technology. Maximum stay of five years with extensions. Specialised knowledge is the harder of the two to document.
L-1 requirements
Both sides have to qualify — the company and the employee.
The employer must
- Have a qualifying relationship with the U.S. office — parent, subsidiary, affiliate or branch.
- Be doing business in the United States and in at least one other country.
- If opening a new office, show physical premises in the U.S. and a viable business plan.
The employee must
- Have worked for the company outside the United States for at least one year in the last three.
- Be coming to work in a managerial, executive or specialised knowledge role.
- Work only for the U.S. office of the same employer.
The qualifying relationship is the foundation
If the two companies are not related in one of the four recognised ways, there is no L-1 — however senior the employee or however real the job. Ownership and control have to be documented, not asserted. This is where new-office and small-group cases most often fail.
Key definitions
Parent, subsidiary, branch or affiliate
- A parent company controls one or more subsidiaries.
- A subsidiary is a company in which the parent owns at least 50% and has control over operations.
- A branch is an office operating under the main company but not as a separate entity.
- An affiliate is a business owned and controlled by the same parent as another related business.
What qualifies as an executive position
Under U.S. immigration law, an executive is someone who:
- Directs the management of the company or a major component of it.
- Sets organisational goals and policies.
- Exercises significant decision-making authority.
- Receives only general supervision from higher-level executives or company stakeholders.
What defines a managerial role
A manager is someone who:
- Manages an entire organisation, a department, or a key function of the company.
- Supervises and controls the work of other employees, or manages an essential company function.
- Has the authority to hire, fire and make personnel decisions.
- Exercises discretion over daily operations and company strategy.
Duration and extensions
| Initial period | Extensions | Maximum | |
|---|---|---|---|
| L-1A | Up to one year for a new office; three years for an established office | Two-year increments | Seven years |
| L-1B | Three years | Two-year increments | Five years |
Opening a new U.S. office
Companies that want to establish a new U.S. office can use the L-1, but they must:
- Secure physical office space in the United States.
- Present a business plan with projected growth.
- Show the ability to support U.S. operations financially.
New office L-1s are granted for one year initially, with extensions available once the office is running. That first extension is a real checkpoint — the company is expected to show it has done roughly what the business plan said it would.
L-1 blanket petitions
Larger companies that transfer employees frequently can apply for a blanket petition. This pre-approves the company, so employees can apply for visas directly without an individual petition each time. To qualify, the company must generally:
- Have at least three offices in the United States and abroad.
- Have transferred at least ten L-1 employees in the last twelve months.
- Meet minimum revenue and workforce requirements.
Documents required
L-1 petitions are evidence-heavy. The list below is what we typically assemble; not every case needs every item, and new-office cases need more on the business plan side.
From the employee
- Passport ID page
- U.S. visa ID page, if applicable
- I-94 arrival/departure record, if applicable
- Employment verification letter
- Payroll summary for the past year
- Payroll stubs or earnings statements for the last year
- Résumé
From the foreign company
- Proof of the employee’s role abroad for at least one year in the past three
- Job description, work product or completed projects
- Statement explaining the need for the employee’s specialised knowledge or executive role
- Letter from a company official explaining the employee’s importance to operations
- Articles of incorporation or equivalent
- Certificate of registration or equivalent
- Board authorisation, for startup organisations
- List of shareholders
- Most recent federal income tax return
- Lease for business premises
- Utility bills and directory listings
- Profit and loss statements
- Balance sheet
- Bank statements for the past year
- Brochures, marketing materials and website printouts
- Colour photographs of the premises, interior and exterior
- Organisational chart with names and job titles
- Employee list with job descriptions
- Evidence of a U.S. subsidiary or parent company, if applicable
From the U.S. company
- Job description and requirements for the position
- Statement explaining specialised knowledge, for L-1B applicants
- Articles of incorporation
- Organisational minutes
- IRS letter issuing the EIN
- Stock ledger and issued stock certificates
- Business licence
- Seller’s permit
- Employee organisational chart
- Lease for business premises, with square footage and floor plan
- Business plan
How to apply
1. The employer files Form I-129
The U.S. employer files the Petition for a Nonimmigrant Worker with USCIS, supported by proof of the qualifying business relationship, organisational charts showing management roles for L-1A cases, evidence of specialised knowledge for L-1B cases, and a business plan and lease if a new office is being established.
2. The employee applies for the visa
Once the petition is approved, the employee completes Form DS-160, schedules an interview at a U.S. consulate, and provides supporting documents including employment verification and company financials.
3. The visa interview
The employee attends an interview at a U.S. embassy or consulate and answers questions about the role and the company. Someone already in the United States in another status may be able to request a change of status instead.
4. Entry and start of work
Once approved, the employee can travel to the United States and begin work.
From L-1 to a green card
The L-1A offers one of the cleanest routes to permanent residence available in the employment categories. Multinational managers and executives can generally be sponsored under the EB-1C category, which does not require a labor certification — removing the slowest step in most employment-based green card cases.
The L-1B does not carry the same advantage. Specialised knowledge employees usually need a different route, most often EB-2 or EB-3 with a labor certification. If permanent residence is the goal, that difference is worth planning around from the beginning rather than discovering in year four.
The L-1 is dual intent
Unlike the TN or the B-1, holding an L-1 while pursuing a green card does not undermine your status. You can begin the permanent residence process without jeopardising extensions or re-entry.
Family members — the L-2
- Spouses and unmarried children under 21 can apply for L-2 status.
- L-2 spouses are authorised to work and may work for any U.S. employer.
- Children in L-2 status can attend school but cannot work.
Why companies choose the L-1
- No annual cap on the number of visas issued, so no lottery and no fixed filing window.
- No degree requirement, which makes it workable for executives and managers whose record is experience rather than education.
- Dual intent, so permanent residence can be pursued in parallel.
- Well suited to foreign companies expanding into the United States and moving their own people across.
Not sure whether it is an L-1A or an L-1B?
That question decides how long the employee can stay and how straightforward the green card will be. Send us the role and the org chart and we will tell you what we actually think.
Frequently asked questions
Is there a cap on L-1 visas?
No. Unlike the H-1B, the L-1 has no annual numerical limit and no lottery, so petitions can be filed at any point in the year.
Do I need a degree for an L-1?
No. There is no degree requirement. What matters is the qualifying year of employment abroad and whether the role is genuinely executive, managerial or specialised knowledge.
Can a startup or small company use the L-1?
Yes, including to open a new U.S. office, but expect closer scrutiny. You will need physical premises, a credible business plan and evidence the company can fund the operation. The one-year new office approval is short precisely because USCIS wants to see progress before extending.
What is the difference between L-1A and L-1B in practice?
Beyond the seven-year versus five-year maximum, the real difference is the green card. L-1A managers and executives can usually go the EB-1C route without a labor certification; L-1B holders generally cannot.
Can my spouse work?
Yes. L-2 spouses are authorised to work for any employer in the United States. Children in L-2 status can study but not work.
What if the company abroad closes?
The L-1 depends on the qualifying relationship continuing to exist. If the foreign entity stops operating, the basis for the L-1 is affected, and that needs advice quickly rather than at the next extension.
The information on this page is general legal information about how L-1 petitions work. It is not legal advice and does not create an attorney-client relationship. Immigration law, filing fees and agency policy change frequently, and outcomes depend on the specific facts of each case. Past results do not guarantee or predict a similar outcome in any future matter. Please speak with a licensed attorney about your own situation.
Planning a transfer? Start with the company structure.
Most L-1 problems trace back to how the two companies are related and how the role is described. A short conversation early is worth far more than fixing an RFE later. Consultations are free and confidential.