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Frequently asked questions
Straight answers to the most common questions about the L-1 visa.
No. The SEVIS fee applies to student and exchange visitor visas (F, M, and J categories). The L-1 is an intracompany transfer work visa and is not part of that system, so no SEVIS payment is required. Confirm the L-1's own fees through the official sources.
Read full answer →Generally yes, as long as the functions remain tied to the approved position (executive, manager, or specialist). What the petition described must reflect what you actually do, or you risk jeopardizing your status.
Read full answer →The typical L-1 corporate documents prove the qualifying relationship between the companies and that both are genuinely operating: formation records, corporate chart, financial statements, and agreements linking the parent to the subsidiary.
Read full answer →Yes, the L-1A can cover presidents of family-owned businesses, provided the role is genuinely executive or managerial at a senior level, with real authority over operations or strategy, and the corporate tie between the foreign and U.S. entities is established.
Read full answer →No. You may only begin working in the U.S. under L-1 status after the petition is approved by USCIS and, when required, the visa is issued. Starting before that violates immigration rules and creates risk for you and your company.
Read full answer →Yes. The L-1 can be pursued even when the parent company is in the U.S. and the branch is abroad, as long as there is a legitimate corporate tie, the employee fulfills the qualifying period abroad, and the role is executive, managerial, or specialized.
Read full answer →It may be possible, but it depends. The J-1's 2-year rule requires a period of residence in the home country; until fulfilled or waived, it can be an obstacle for visas like the L-1. Confirm your case with official sources.
Read full answer →Yes. What qualifies for the L-1A is not the ownership stake, but the role: a minority shareholder can petition if they show they genuinely served as an executive or manager, with real decision-making authority, during the required qualifying period.
Read full answer →The foreign company's clients can help show that it genuinely operates, but they are not the central factor for the L-1. What truly matters is proving the corporate link between the overseas and U.S. entities and the intracompany nature of the transfer.
Read full answer →Yes, provided the consulting firm is part of a qualifying multinational structure with a documented corporate link between the foreign and U.S. entities, and the employee holds an executive, managerial, or specialized knowledge role.
Read full answer →Yes, but it is not automatic: an L-1B can transition to L-1A when the professional moves beyond specialized knowledge into management or executive functions, supported by a new company petition.
Read full answer →No. The L-1 does not legally require health insurance, and visa issuance does not depend on it. Even so, given the high cost of medical care in the United States, having coverage, through your employer or a private plan, is strongly recommended.
Read full answer →Yes, it is generally possible to change from L-1 to another visa, provided you meet the new category's requirements. Each visa has its own criteria and documentation; the L-1 does not block the transition, but the case must be well supported.
Read full answer →To determine whether a position calls for H-1B or L-1B, look at the candidate's relationship with the company: a new external hire for a specialized role points to the H-1B; an internal transfer of someone already working within the corporate group abroad points to the L-1B.
Read full answer →No. There is no formal requirement for a college degree to qualify for the L-1. What counts is the profile: for L-1A, managerial experience and position; for L-1B, mastery of company-specific specialized knowledge.
Read full answer →There is no universally easier option: the L-1 tends to be more direct for those transferred within a multinational, since it does not go through a lottery, while the H-1B is more competitive due to high demand and the lottery process.
Read full answer →No. The L-1 visa has no annual cap and is not subject to a lottery, unlike the H-1B. The U.S. government does not set a maximum number of approvals per year, which is an advantage for companies that need frequent transfers.
Read full answer →No. The L-1A is not limited to supervising managers: it covers executives and managers in meaningful leadership roles, which can include overseeing other supervisors, operational teams, or strategic processes and decisions.
Read full answer →Travel is possible, but caution is required: even though the L-1 is dual-intent, departing the US with a pending extension can complicate reentry. Assess whether the trip is essential, carry proof of your pending case, and wait for approval if you can.
Read full answer →L-1 visa renewal is generally done at the U.S. consulate with jurisdiction over where you legally reside. Being in Canada without legal residency there usually complicates the process, as the application normally must be filed in your country of residence.
Read full answer →For the L-1, documents not in English must include a complete English translation certified by the translator as accurate. This is not a 'sworn translation' in the Brazilian sense: what matters is the translator's fidelity certification.
Read full answer →If you are in the U.S. on B-1, you can request a change of status to L-1 without leaving the country, through a petition filed by your sponsoring employer with USCIS. Do not start performing L-1 duties before approval, and keep your current status valid.
Read full answer →In general, the L-1 does not require proof of foreign tax returns. The focus is on proving the employment relationship with the multinational company and the qualifying experience in an executive, managerial, or specialized knowledge role gained outside the U.S.
Read full answer →There are no industry restrictions for the L-1: companies in any sector can use it. What matters is the relationship between the foreign and U.S. entities and the professional's role, not the company's industry.
Read full answer →There is no fixed annual cap on L-1 visas per company: the law sets no numerical ceiling on petitions. What decides each case is the quality of the individual petition, evaluated on the applicant's eligibility and the qualifying corporate relationship.
Read full answer →On the L-1, your status is tied to the company that sponsored the transfer. If it closes in the U.S., the basis for your visa is compromised, and you will typically need to seek a change of status, find new sponsorship, or prepare to leave the country.
Read full answer →The L-1 was not designed for isolated short-term projects: it serves the transfer of someone in a managerial, supervisory, or specialized knowledge role with continuity in the group. For one-off work, other categories may be a better fit.
Read full answer →Generally, yes: L-1 holders can usually travel to Canada or Mexico briefly and reenter the U.S. without a new visa through automatic visa revalidation. Conditions vary by case; confirm with the official source before traveling.
Read full answer →For the L-1 itself, no. The visa concerns transfer eligibility, not your belongings. At entry, U.S. customs rules (CBP) apply: personal-use items generally do not require declaration, but large amounts of currency do.
Read full answer →Yes. Senior roles such as CEO or CFO can qualify under the L-1A, as long as the function is genuinely executive and the candidate has the required corporate affiliation and managerial experience abroad, within the same transferring company.
Read full answer →Yes, you can apply for a bank loan in the U.S. on an L-1. Approval does not depend on the visa but on the bank's assessment: credit history, income, and employment stability. An L-1 may signal stability, but does not waive those criteria.
Read full answer →An additional fee may apply to companies that rely heavily on H-1B and L-1 employees. The size and proportion criteria and the fee amount are defined by law and subject to change, so confirm with USCIS what applies to your situation.
Read full answer →Technically yes, but with caution. The L-1 assumes you are actively performing your role for the company in the U.S.; extended absences may lead immigration to question that purpose upon reentry. Keep documents proving your ties and role.
Read full answer →As a general rule, yes. The L-1 does not prevent you from investing in the U.S. stock market, passively or actively, as long as it remains a personal activity and does not replace your role at the company. Fulfill your tax obligations and comply with visa rules.
Read full answer →There is no fixed timeline: L-1 petition processing times vary by case type, USCIS workload, and any requests for additional evidence. Check current timelines using the official USCIS processing times tool.
Read full answer →For the L-1A, personnel management means directing people and decisions with strategic authority, while project management focuses on the tactical execution of tasks. The category values managerial or executive command, not just coordinating activities.
Read full answer →Yes. You can apply for the L-1 only for yourself and leave your family in your home country; dependents can join later through the L-2 visa, which has its own process and requirements. Plan ahead, as this affects future family reunification.
Read full answer →The L-1 itself neither prohibits nor requires profit sharing: it authorizes employment but does not regulate compensation. Bonuses and profit sharing depend on company policy and the contract, within U.S. labor and immigration laws.
Read full answer →Marrying a U.S. citizen does not, by itself, change the L-1 requirements: the visa is based on the employer-employee relationship and the intracompany transfer. To maintain status, continue in the role that justified the transfer and keep the employment tie active.
Read full answer →The form is the I-129 (Petition for a Nonimmigrant Worker), filed by the employer, who acts as the petitioner. It is through this form that the company demonstrates the relationship between its entities and the nature of the L-1 transfer.
Read full answer →The L-1 requires consistency between the role held abroad and the U.S. position. For L-1A, the U.S. role must maintain a managerial or executive level; for L-1B, it must use the specialized knowledge. A significantly lower role can weaken the petition.
Read full answer →Only if that role is formally part of the position defined in your transfer, which is uncommon. The L-1 is bound to the sponsoring company's authorized activities, and most cases involve management or specialized knowledge, not a truck driver role.
Read full answer →The B-2 is a tourist visa with no work authorization and no dual intent, unlike the L-1. You can wait for the L-1 inside the U.S., but you must enter in good faith as a visitor and comply with all B-2 conditions.
Read full answer →There is no fixed global approval rate for the L-1: outcomes vary with time, policy, and the quality of each petition. What improves your chances is meeting requirements thoroughly; for data, consult USCIS.
Read full answer →Not necessarily. The L-1 visa alone does not end your tax obligation in Brazil: what matters is your tax residency status. As long as you remain a tax resident, you may still need to report income, including foreign earnings. Consult an accountant.
Read full answer →For the L-1B, specialized knowledge is established with evidence of skills uncommon in the labor market: internal company documentation, manager letters, certificates, publications, and patents, all weighed individually by USCIS.
Read full answer →Not necessarily. The L-1B requires specialized knowledge of the company's products, processes, or methods, which can be technical but also administrative or operational. The focus is how specific and important that knowledge is to the organization.
Read full answer →No. U.S. immigration law does not set a minimum number of weekly hours for the L-1. What matters is actually fulfilling the executive, managerial, or specialized knowledge duties described in the petition.
Read full answer →Yes, in principle. The L-1 is a temporary work visa and does not grant asylum on its own, but those legally in the U.S. who face persecution on protected grounds may, as a rule, seek asylum separately, provided they meet the applicable requirements.
Read full answer →With the L-1 visa, attorney fees can be paid by the company, the employee, or split between the two: there is no single formula, it depends on the agreement and internal policies. It is common for the sponsoring company to cover these costs.
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