L-1 Visa Lawyer | L-1A & L-1B for Multinational Companies and Global Talent

Expanding into the U.S. or transferring key staff to your American operation? The L-1 visa is one of the most powerful options for multinational businesses when it’s structured and documented correctly.

At Crightney Immigration, we support U.S. and foreign companies, founders, and global teams with L-1A executive/manager transfers and L-1B specialized knowledge petitions. From corporate eligibility to evidence strategy and post-approval compliance, we help you move the right people to the U.S. with clarity and confidence.

Serving clients across the United States and internationally.

Who We Help

Our L-1 team works with:

• U.S. companies with a qualifying foreign affiliate/parent/subsidiary

• Foreign companies launching or scaling a U.S. branch, subsidiary, or affiliate

• Executives and managers pursuing L-1A

• Specialized knowledge employees pursuing L-1B

• Entrepreneurs and qualifying business owners expanding operations into the U.S.

• Families seeking L-2 support for spouses and children

We provide guidance regardless of nationality what matters is the corporate structure, the employee’s qualifying experience, and a well-supported U.S. role.

Our L-1 Legal Services: Strategy, Filing, and Compliance

1) Strategy and Eligibility (Before You File)

We begin by confirming:

• Whether your case fits L-1A (executive/manager) or L-1B (specialized knowledge)

• Whether the companies meet the required qualifying relationship

• Whether both entities are actively doing business

• Whether the employee meets the one-year foreign employment rule

• Whether this is an existing U.S. office or a new office case

We also plan around common USCIS pressure points to reduce delays and prevent avoidable RFEs.

2) Petition Preparation and Filing

We handle the end-to-end petition build, including:

• Evidence mapping and document checklists

• Role and org structure narrative (what the employee will actually do in the U.S.)

• Corporate documentation (ownership, control, and operational proof)

• Filing the Form I-129 package with supporting exhibits

• Coordination for consular processing where applicable, including interview preparation

3) Post-Approval Support and Compliance

Approval is not the finish line. We assist with:

• L-2 applications for dependents

• Extension planning and amendments for role, location, or corporate changes

• Maintaining compliant records for ongoing eligibility

• New-office “year one” planning to support successful extensions

What Is the L-1 Visa?

The L-1 is a U.S. work visa that allows a company to transfer certain employees from a foreign office to a related U.S. office.

It is commonly used in two situations:

Established U.S. Operations

If the U.S. entity already exists and is operating, it may transfer:

• Executives/Managers (L-1A), or

• Specialized Knowledge staff (L-1B)

New U.S. Office Launch

If the company does not yet have a U.S. office, the L-1 can be used to open a new U.S. entity and send a qualifying employee to build operations. New-office cases can succeed—but they require strong evidence of:

• the U.S. setup,

• the business plan,

• the staffing and revenue roadmap,

• and the ability of the U.S. operation to support the role within the first year.

L-1 Categories: L-1A vs L-1B

L-1A: Executives and Managers

Designed for employees coming to the U.S. to lead at a high level setting direction, managing managers, or overseeing a key function with real authority and accountability.

L-1B: Specialized Knowledge

Designed for employees with advanced, company-specific knowledge that is critical to the U.S. operation often tied to proprietary processes, products, systems, methodologies, or specialized operational expertise.

The success of an L-1B case usually depends on clear proof of:

• what the specialized knowledge is,

• why it’s uncommon,

• and why the U.S. operation needs that person in that role now.

L-1 for Small and Mid-Sized Companies and Business Owners

L-1 isn’t just for giant corporations. Many SMEs and growing companies qualify especially those expanding into the U.S. for the first time.

That said, smaller-company petitions are often reviewed more aggressively. We strengthen SME filings by documenting:

• real operations (not just incorporation paperwork),

• credible staffing and organizational structure,

• realistic financial projections,

• and a role description that matches USCIS expectations for L-1A or L-1B.

Qualifying Corporate Relationship (Parent, Subsidiary, Affiliate, Branch)

To sponsor an L-1 employee, the U.S. company must be properly related to the foreign company typically as a:

• Parent/Subsidiary relationship

• Affiliate relationship (common ownership/control)

• Branch relationship (operating division of the same company)

The structure must show ownership and control that meets L-1 rules not just “business partners” or informal collaboration.

Employee Eligibility: The “One Year Abroad” Rule

To qualify, the employee must generally have:

• worked full-time for the foreign company,

• for at least one continuous year,

• in a qualifying capacity (executive, managerial, or specialized knowledge),

• within the three years before filing.

Short trips to the U.S. usually do not break continuity, but the time abroad must still meet the requirement.

New Office L-1: What USCIS Looks For

New-office petitions are judged heavily on whether the U.S. entity can become operational quickly and support the role.

Strong new-office filings typically include:

• evidence of a real U.S. setup (leases/space, operations planning),

• a well-supported business plan,

• a staffing strategy that fits the role,

• and financial and operational projections that make sense for the industry.

We build new-office cases with extension success in mind from day one.

L-1 Duration and Extensions

L-1 approvals depend on the case type and category. In general:

• New-office approvals are often shorter at first (because the business is just launching)

• Established offices may qualify for longer initial validity

• Extensions are possible if the company and role continue to meet requirements

We also advise on lawful strategies such as recapturing time spent outside the U.S. where applicable.

Key Benefits of the L-1 Visa

Practical Business Advantages

• No PERM labor market test required for the L-1 petition

• Efficient tool for cross-border expansion and leadership transfers

• Allows the company to move proven talent into the U.S. quickly (when planned properly)

Family Benefits (L-2)

• Spouse and unmarried children under 21 can accompany the principal applicant

• Many L-2 spouses can work in the U.S. based on their status, depending on documentation and entry classification

• Dependents can study in the U.S. without needing a separate student visa

Dual-Intent Friendly Planning

The L-1 is often used as part of longer-term planning toward permanent residence (where appropriate), especially for qualifying L-1A executives/managers.

L-1 Visa Process (High Level)

Most cases follow this pathway:

1. Strategy and eligibility review

2. Evidence collection + petition preparation

3. Filing with USCIS (Form I-129 and supporting documentation)

4. If abroad: consular visa processing and entry

5.  After entry: compliance, operations, and extension planning

Premium processing may be available for faster USCIS action in many cases.

Ready to Expand to the U.S. With the L-1?

The L-1 is a high-value visa, but it is also heavily scrutinized especially for new offices and smaller companies. A strong filing is built on structure, evidence, and a role definition that matches the law and USCIS expectations.

Book a consultation with our immigration professionals to review eligibility, plan your corporate and staffing approach, and build a petition designed for approval and long-term success.

U.S. Immigration Disclaimer
Crightney Immigration provides immigration consulting and administrative support services. U.S. immigration matters may involve collaboration with U.S. licensed attorneys where required by law. This website provides general information only and does not constitute legal advice or create an attorney-client relationship.