Visto n' Visa
Frequently asked questions
Straight answers to the most common questions about the L-1 visa.
If your country does not issue a birth certificate, L-1 authorities may accept substitute documents, such as hospital records, notarized parental statements, and school records, to establish identity and date of birth. Each case is assessed individually.
Read full answer →No. The L-1A does not require a college degree as a formal criterion: the category evaluates experience and performance in executive or managerial roles. A degree can strengthen the profile, but what counts is a proven leadership track record.
Read full answer →In general, no. Canadian citizens are typically exempt from an L-1 visa stamp: they can request admission at the port of entry with the petition approval notice and employment evidence. Confirm the documents with the official source.
Read full answer →Yes. The L-1 does not restrict property purchases: foreign nationals can buy a house in the US regardless of their visa. Just keep in mind that owning property does not grant additional immigration rights or affect visa renewal.
Read full answer →Not necessarily. Each work visa has its own fee structure, and the L-1 may differ from categories such as the H-1B. Amounts also change over time, so confirm the current figures with USCIS before filing.
Read full answer →There is no fixed list: renewing the L-1 centers on proving that the employment relationship and the conditions of the original approval remain valid. U.S. pay stubs often help demonstrate this, but the exact documents vary by case and USCIS review.
Read full answer →Holding a minority stake in the U.S. company generally does not prevent L-1 eligibility, as long as the qualifying link between the two companies is established. What matters is that corporate relationship, not the ownership percentage.
Read full answer →The L-1 is granted for a specific role, and your activities must follow the terms of the petition. Consulting work may be compatible if it extends already-authorized duties; if it goes beyond them, a formal amendment may be required.
Read full answer →No. The L-1 visa authorizes you to work only for the company that sponsored your transfer. Acting as a contractor for another company falls outside the visa terms and can cost you your status; changing employers requires a formal visa process.
Read full answer →The interview generally follows the consulate's language, which is usually English, and cannot simply be refused. If you have a genuine difficulty with the language, you may formally request that the post allow an interpreter.
Read full answer →Generally, yes. Driver's license renewal typically requires proof of valid immigration status, not work authorization (EAD). Rules vary by state, so confirm the required documents with your local DMV.
Read full answer →As a general rule, the Premium Processing fee covers expedited adjudication and is not refunded upon withdrawal. Refund conditions are set by USCIS: confirm the current rules through the official source.
Read full answer →The I-129S is the form tied to the blanket L petition (Blanket L): it allows an employer with an approved blanket petition to name a specific employee for the L-1 visa. The endorsed I-129S is presented at the consulate or port of entry.
Read full answer →Not every internal role change requires notifying immigration: if the new position keeps the essential duties of the original L-1 transfer, no notification is needed. Significant changes in responsibilities or hierarchy may require updating the petition with USCIS.
Read full answer →Generally yes, when the passport is nearing expiration: renewing the L-2 visa requires a valid passport, and consulates typically require validity extending beyond the intended stay. If yours is close to expiring, renew it first.
Read full answer →It depends on the path. A status extension inside the U.S. generally does not require an interview, unless USCIS requests clarification; reissuing the L-2 visa at a consulate may include one, depending on the post. Confirm before proceeding.
Read full answer →They can be. Shared or coworking spaces are accepted in L-1 'New Office' petitions when documentation proves a dedicated company area and genuine operations. USCIS evaluates each case individually.
Read full answer →It depends. The L-1 requires dedication to the functions for which you were transferred to the U.S. Keeping an activity in your home country may be possible if it does not conflict with that commitment or violate the visa conditions. Assess case by case.
Read full answer →No. The L-2 spouse does not need a job offer to work in the U.S. Work authorization is documented through the EAD, when required, and allows working for any employer while L-2 status is valid.
Read full answer →Generally, no. An ID badge is usually not a key document in the L visa review and typically does not require certified translation. Priority goes to contracts, reference letters, and documents describing your role and reporting structure.
Read full answer →Partly: the Blanket L waives the individual petition for each employee, because the company's eligibility has already been recognized. However, it does not replace the full process, as each beneficiary still goes through the visa application and consular steps.
Read full answer →Yes. Like all nonimmigrants, L-1 visa holders must report every address change to USCIS using Form AR-11, within the official deadline. Keeping your address current ensures you receive official notices and maintain status compliance.
Read full answer →The company proves your managerial role abroad with documents: official letters on letterhead describing your title, responsibilities, and tenure; an org chart showing your place in the hierarchy; and records such as performance reviews and promotions.
Read full answer →In general, yes. Adopted children may accompany an L-1 visa holder as L-2 dependents, as long as the adoption is legally recognized and the documentation is in order, with certified translations when needed.
Read full answer →Even when paid by a parent company abroad, L visa holders living in the U.S. are typically treated as tax residents and must report worldwide income to the IRS. A tax professional familiar with both systems helps avoid double taxation.
Read full answer →Premium Processing is an optional, fee-based USCIS service that expedites the review of certain petitions, including L visa cases. It provides a response within a reduced timeframe, but does not change eligibility or guarantee a favorable outcome.
Read full answer →No. The L-1 visa does not require the foreign company to operate in the same sector as the U.S. entity. What matters is a qualifying corporate relationship between them, with both companies operating on a continuous basis.
Read full answer →Not automatically. If the company sponsoring your L closes, that affects your status, but switching to B-2 requires a formal change-of-status petition with USCIS, proof of a temporary stay, and no intent to immigrate.
Read full answer →For the L-1 visa, the USCIS I-129 petition fee is typically paid by the employer sponsoring the transfer, not the employee. Since rules on who covers each fee can vary, confirm the details at the official source (USCIS).
Read full answer →The number of employees alone does not determine eligibility for L-1 Blanket. It serves large, established multinationals with a transfer track record, and eligibility is assessed on a combination of company criteria, not a single data point.
Read full answer →Specific questions about your L-1 visa case should be answered by a qualified immigration attorney with current knowledge of U.S. law, who can evaluate your situation individually. General content helps but does not replace that guidance.
Read full answer →Not exactly 'right away'. The L-2 is a derivative status tied to the marriage with the L-1 holder, so divorce causes that link to stop supporting the visa. The loss follows an officially recognized divorce, and in some cases a change of status may be an option.
Read full answer →Yes, generally. You can extend L-2 status without leaving the U.S. by filing Form I-539 with USCIS before your current status expires, as long as the L-1 holder maintains valid status. File early.
Read full answer →As a general rule, no. Fees paid to USCIS cover the administrative review of the petition, so they are typically non-refundable even when the L-1 petition is denied. Confirm the current rules on the official USCIS website.
Read full answer →You can try another consulate, but switching locations rarely resolves things on its own. Consular decisions are shared across posts, so if the reasons for the denial remain unchanged, the result is likely to repeat.
Read full answer →There is no age limit based on the L-2 visa for attending public school in the United States. Enrollment follows the school or local district rules, which consider age range and residency, not the dependent's immigration status.
Read full answer →Generally, no. Changing your children's school does not require notifying USCIS, which is concerned with address, status, and employment changes. The obligation arises only if the school change is accompanied by a change of address.
Read full answer →Yes. The L-1 does not restrict where you can rent a home in the U.S.; you are free to live in any region, just like anyone lawfully residing in the country. Local laws and landlord criteria (income, references) apply.
Read full answer →Generally, no: public K-12 education in the U.S. is free for all resident children regardless of their parents' immigration status. Children accompanying an L-2 visa holder can typically enroll in public school without paying tuition.
Read full answer →Yes. Children with L-2 status can attend public schools in the United States at no cost, just like citizens and permanent residents, as long as they meet the local school district's enrollment and proof-of-residence requirements.
Read full answer →Yes, an L-2 spouse may engage in genuine, unpaid volunteer work, typically with nonprofit organizations. If the activity becomes paid employment, work authorization may be required.
Read full answer →Yes. An L-2 spouse may open and run a business in the United States when authorized to work. When required, that authorization is evidenced by an EAD issued by USCIS. The business must comply with immigration and commercial laws; confirm current rules with USCIS.
Read full answer →Not under immigration rules. U.S. law does not set a minimum age for an L-2 dependent to travel alone; what may apply are airline policies for unaccompanied minors, which vary from carrier to carrier.
Read full answer →There is no universal rule, but bringing a printed copy of the I-797 to the L visa interview is the safest practice. Many consulates require the physical document, so always confirm the instructions with the consulate handling your case.
Read full answer →No. The L-1 visa does not require the foreign company to keep your previous position. What matters is the qualifying relationship between the foreign entity and the U.S. affiliate and the executive, managerial, or specialized nature of the role.
Read full answer →Yes. For the L-1, you must show that the foreign company is a legitimate and active operation, with records that demonstrate continuity. An indefinite guarantee is not required, but evidence of real operations is.
Read full answer →It depends. Most accidents are covered by workers' compensation, which typically limits the right to sue the company. Gross negligence or intentional employer misconduct may allow a lawsuit, always with attention to your L status.
Read full answer →An executive position for the L visa is proven through documents showing real authority: organizational charts, job descriptions, company letters, and records demonstrating oversight of business areas and strategic decision-making.
Read full answer →No. Immigration rules do not require family health insurance for the L-2. Even so, obtaining good coverage is prudent, since the American healthcare system can be costly in medical emergencies.
Read full answer →In general, yes. The L visa transfers an employee from an overseas branch to the U.S. parent company, provided there is a qualifying corporate relationship between the entities and the required role and qualifying period are demonstrated.
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