L-1 Visas (Intracompany Transferees)

Which L-1 Visa Does Your Employee Need?

To qualify for any L-1 visa, the employee must have worked for a qualifying organization abroad for one continuous year within the three years immediately preceding their admission to the United States.

We analyze your employee's role to determine the correct classification:

1. L-1A (Managers and Executives)

The L-1A classification is for employees who will hold a managerial or executive capacity in the United States.

• The Advantage: L-1A visa holders are granted a maximum stay of up to 7 years. More importantly, L-1A executives and managers have a direct, streamlined pathway to a U.S. Green Card through the EB-1C immigrant visa category, which entirely bypasses the lengthy and costly PERM labor certification process.

2. L-1B (Specialized Knowledge)

The L-1B classification is for professional employees who possess "specialized knowledge" relating to the organization’s interests, products, services, research, or proprietary techniques.

• The Advantage: L-1B visa holders are granted a maximum stay of up to 5 years. It is an excellent tool for transferring proprietary software engineers, specialized product managers, or highly trained technicians.

Special Corporate Provisions

Setting Up a "New Office" If your foreign company is expanding into the U.S. market for the first time, you can use the L-1 visa to send an executive or manager to establish the new U.S. office. For "New Office" L-1s, USCIS initially grants the visa for only 1 year. Before that year expires, we will file an extension proving the U.S. office is actively doing business and has supported the executive's role.

The L-1 Blanket Petition For large, established multinational organizations, filing individual L-1 petitions for every employee is inefficient. We help eligible corporations establish an L-1 Blanket Petition. Once approved, your company can transfer eligible employees to the U.S. rapidly, bypassing USCIS entirely and having the employee apply directly at the U.S. Consulate abroad.

The Step-by-Step Process with IMMI.LAW

We provide a frictionless experience for both the employer and the transferring employee:

Step 1: Corporate & Role Assessment We first conduct a rigorous review of your corporate structure (proving the U.S. and foreign entities share a qualifying parent, branch, affiliate, or subsidiary relationship) and audit the employee's job duties to ensure they meet the strict legal definitions of "managerial," "executive," or "specialized knowledge."

Step 2: Petition Preparation (Form I-129) We compile the extensive documentation required by USCIS. This includes organizational charts, payroll records, commercial leases, and a highly detailed support letter explaining the employee's critical value to the U.S. operation.

Step 3: Filing & Tracking We file Form I-129 with USCIS. If your company requires the employee in the U.S. immediately, we can utilize Premium Processing to guarantee a government response within 15 calendar days.

Step 4: Consular Interview & Relocation Once the petition is approved, we prepare the employee (and their family) for their visa interview at the U.S. Embassy in their home country, ensuring a smooth final entry into the United States.

Official Government Fees (Current as of 2026)

By law, the U.S. employer is responsible for the filing fees associated with an L-1 petition. The following are direct fees paid to the U.S. Government and do not include IMMI.LAW’s corporate legal fees.

• Form I-129 Base Fee: $1,385 (or $695 for small employers with 25 or fewer employees).

• Fraud Prevention & Detection Fee: $500 (Required for initial L-1 petitions).

• Asylum Program Fee: $600 (or $300 for small employers; $0 for nonprofits).

• Public Law 114-113 Fee: $4,500 (Only applies to large employers with 50 or more employees in the U.S., where more than 50% of the U.S. workforce is on H-1B or L-1 visas).

• Premium Processing (Optional): $2,965 (Note: USCIS increased this fee effective March 1, 2026).

Please verify all current fees directly on the Official USCIS Fee Schedule.

Frequently Asked Questions

Can the transferring employee's family come with them? Yes. The employee's spouse and unmarried children under the age of 21 can accompany them on L-2 dependent visas.

Can the L-2 spouse work in the United States? Yes! Under current immigration policy, L-2 spouses (L-2S) are authorized to work in the U.S. incident to their status. They no longer need to apply for a separate Employment Authorization Document (EAD) and can use their I-94 arrival record to prove work authorization to U.S. employers immediately upon entry.

Is there an annual cap or lottery for L-1 visas? No. Unlike the H-1B visa, there is no annual numerical limit or lottery system for L-1 visas. You can apply for an L-1 transfer at any time of the year.

Mobilize Your Global Workforce

Don't let complex corporate immigration laws stall your company's growth. Schedule a Corporate Immigration Consultation with IMMI.LAW today, and let us build a secure, efficient pathway for your international team.

Schedule Your Assessment Consultation

(US $150)