L-1 Visa Guide: Requirements, Process, and Path to Green Card

Expanding your business to the U.S. or transferring key talent from an overseas office? The L-1 visa could be your solution. The L-1 is a nonimmigrant work visa that enables multinational companies to transfer employees from foreign offices to the United States. It’s especially popular for international companies, startups expanding to the U.S., and entrepreneurs. This guide will break down L-1 visa eligibility (including differences between L-1A and L-1B), the application process, and strategies to transition from an L-1 visa to a green card. By understanding the L-1, you can leverage your global presence to bring essential personnel stateside efficiently.

Why L-1? Unlike the H-1B, the L-1 visa has no annual cap or lottery - a huge relief if you’ve been shut out of the H-1B due to quota. It’s also a dual-intent visa category, meaning L-1 holders can pursue permanent residency without issue. However, L-1 is limited to those who’ve worked abroad for a qualifying company. If you fit that profile, the L-1 can be one of the fastest ways to establish yourself (or your employees) in the U.S.

L-1 Visa Overview: Intracompany Transfers (L-1A vs L-1B)

The L-1 visa actually comes in two flavors:

• L-1A - for executives and managers.
• L-1B - for employees with specialized knowledge.

Both require a qualifying relationship between a foreign company and a U.S. company (more on that below). Let’s distinguish the two subcategories:

L-1A (Executive/Manager): This is for higher-level employees who will be working in the U.S. in a managerial or executive capacity. “Executive” generally means the person has a high degree of authority - making major decisions, directing the organization or a large part of it, with little oversight (e.g., CEO, President, General Manager). “Manager” means they supervise and control the work of other professional employees or manage an essential function of the business at a senior level. The L-1A is often used for transferring corporate leaders or founding executives. Duration: L-1A visas can be granted for up to 3 years initially, and can be extended in 2-year increments for a total max of 7 years.

L-1B (Specialized Knowledge): This is for key employees who have deep, proprietary knowledge of the company’s products, services, processes, or procedures. “Specialized knowledge” implies the employee has expertise not readily found in the U.S. labor market or within the company’s other workers. It could be knowledge of the company’s unique product technicalities, research methodologies, proprietary software, or even organizational know-how. For example, a software engineer who helped develop an internal platform at the foreign office might be an L-1B candidate to transfer that expertise to the U.S. team. Duration: L-1B visas are valid up to 3 years initially, extendable to a maximum of 5 years.

It’s crucial to classify correctly because the green card path differs: L-1A can lead to EB-1C (Multinational Manager) green card relatively smoothly, whereas L-1B holders may need to go through PERM labor certification (more on this later).

Both L-1A and L-1B workers can bring their families under L-2 status (spouse and children under 21). Excitingly, L-2 spouses are allowed to work in the U.S. incident to status (no separate EAD needed)​. This is a big advantage over some other visas. In late 2021, USCIS clarified that L-2 spouses automatically have work authorization—so once you’re in L-2 status, you can work for any employer or start a business without additional paperwork​. This makes the L-1/L-2 route very attractive for families where a spouse also wants a U.S. career.

L-1 Visa Requirements: Who Qualifies?

To get an L-1 visa, both the employee and the company(ies) must meet specific requirements. Here’s the breakdown:

Qualifying Corporate Relationship: The foreign company and the U.S. company must have a qualifying relationship. Acceptable relationships are parent-subsidiary, branch-office, or affiliates. Essentially, they must be part of the same “company family.” For example, a software firm in India that set up a U.S. subsidiary in Delaware can transfer employees between the two under L-1. An affiliate could mean two subsidiaries owned by the same parent. The key is common ownership or control. If the U.S. entity is a brand-new office, that’s okay (you can send an L-1A manager to open a new office, but you’ll get only a 1-year initial approval to start, with extensions after you prove the new office is active and viable).

One Year of Employment Abroad: The employee must have worked for the foreign company for at least 1 continuous year within the last 3 years before the transfer​. Importantly, that year must be in an executive, managerial, or specialized knowledge capacity (depending on whether you’re coming on L-1A or L-1B)​. Time spent in the U.S. on, say, an H-1B or student visa doesn’t count toward that one year - the rule specifically says the one year must be outside the U.S. in the foreign entity​. For example, if you’ve been working in your company’s Mexico office for 2 years, you likely meet this requirement. If you moved to the U.S. a year ago on an H-1B, you’d have to go back and work abroad to accumulate the one year (there are some exceptions for brief trips to the U.S., but the safest interpretation is 365 days abroad).

Appropriate Position Abroad and in U.S.: The role you held abroad and the role you will hold in the U.S. must be qualifying:

• If you seek L-1A, you must have been a manager/executive abroad and be taking a manager/executive job in the U.S.​.
• If you seek L-1B, you must have been employed in a position involving specialized knowledge abroad and will work in a specialized knowledge capacity in the U.S.​.
• It’s okay if you were, say, a specialized knowledge engineer abroad and now will be a manager in the U.S. - USCIS allows “promotion” scenarios as long as the one year abroad was in a qualifying capacity and the U.S. job is qualifying in either category​. But you’d likely apply as L-1A in that case.

Continued Business Operations: The company must be doing business in both countries for the duration of the L-1 visa. The U.S. entity cannot be just a shelf corporation; it needs to be actively operating (or in the case of a new office L-1, intend to be operating). The foreign company must also continue operating abroad while you’re in the U.S.​. If the foreign entity shuts down, you might lose L-1 eligibility.

Intent to Return (for L-1B): While L-1 is dual-intent (meaning green card pursuit is allowed), technically L-1B (and new L-1A office) applicants may be asked about their intent. It’s usually not an issue; having an L-1 petition approved by USCIS means immigrant intent is not scrutinized at the visa interview. Still, be truthful: the L-1 is meant for a temporary assignment, even if it can evolve into permanent residence.

If these criteria sound strict, they are. USCIS does scrutinize L-1 applications closely, especially L-1B specialized knowledge claims, which can be somewhat subjective. During the late 2010s, L-1 denial rates climbed due to stricter interpretations (for example, questioning if knowledge was truly “special” and not commonplace). As of 2025, adjudications have eased a bit compared to the peak Trump years, but expect to provide solid evidence.

Evidence to include:

• Documents proving the corporate relationship (articles of incorporation of both entities, an organizational chart of the whole company group, stock certificates or an affidavit from the corporate secretary detailing ownership).
• Proof of the one year abroad: pay slips, HR letter, performance reviews.
• Detailed job descriptions for the foreign role and U.S. role, highlighting managerial duties or specific proprietary knowledge, as applicable.
• If L-1A: number of direct reports, their job titles, and a hierarchy chart to show your managerial level. If you managed a function, describe the importance of that function.
• If L-1B: describe the specialized knowledge in detail - what is the product or process? How did the employee gain this knowledge (training programs, years of experience)? Why is it hard to hire someone with this knowledge in the U.S.? Provide examples of tasks only this person or few people can do.

L-1 Visa Application Process

The L-1 is an employer-sponsored petition, much like the H-1B in process (though with different criteria). Here’s how to go about securing an L-1:

Establish the U.S. Company: If not already existing, the employer must set up the U.S. entity (subsidiary, affiliate, etc.) before filing the L-1. This could involve registering a corporation or LLC, getting a tax ID, maybe a lease for office space. For a new office L-1, you’ll need to show you have secured premises for the new operation and have a realistic business plan.

File Form I-129 (L-1 Petition): The U.S. employer files the petition with USCIS. There’s a specific L Supplement to the I-129 form for L-1 petitions. The petition will indicate whether it’s L-1A or L-1B, and if it’s a new office.

Blanket L Petition (if applicable): Large companies that frequently transfer employees may have an approved L-1 Blanket which streamlines the process. Under a blanket approval, individual employees can apply for L-1 visas directly at consulates with just a company-issued certificate, avoiding separate USCIS petitions each time. To qualify for a blanket, the company must meet certain size and revenue thresholds. If your company has one, it simplifies things: you skip USCIS and go straight to step 5 (visa at consulate) using the blanket L procedure.

USCIS Processing: If not under a blanket, USCIS will process the L-1 petition. Premium processing is available for L-1, so you can get a decision in 15 days if you pay the extra fee (currently $2,500). It’s often worth it because it cuts down uncertainty, especially if you need to travel. Regular processing can take a few months depending on backlogs.

Visa Stamping (Consular): If the beneficiary is outside the U.S., once the petition is approved, they must apply for an L-1 visa at a U.S. consulate. This is similar to any work visa stamping - fill DS-160, schedule interview, bring the approval notice and supporting docs. L-1 visa interviews tend to focus on verifying the company relationship and one-year employment. It’s typically easier than an H-1B interview, but expect questions like “What will your role be in the U.S.? How many people will you manage? What is your specialized knowledge?” If the beneficiary is already in the U.S. on another status, the petition can request a change of status to L-1 without needing immediate consular processing.

Arrive and Start Work: Once holding the L-1 status or visa, the employee can work for the U.S. company in the sponsored role. There is no EAD; the status itself is the work authorization. On entry to the U.S., the L-1A or L-1B should be admitted for the duration of the petition validity (typically 3 years, or 1 year if new office). They’ll get an I-94 record noting L-1A or L-1B and an expiration date.

Compliance tip: L-1 workers should only work for the petitioning company (or its affiliates in some limited cases of rotation, but generally not outside work). If the job role or location significantly changes, an amendment may be needed. Keep records of your continued employment and any travel (maintain that foreign entity if you plan to possibly extend or need to prove continuing eligibility).

For new offices, at the end of the first year, the company should be prepared to file an extension showing the U.S. operation is active - typically by demonstrating revenue, hiring of staff, or other growth to prove the venture is off the ground​.

One great feature: no labor condition application (LCA) is required for L-1, unlike H-1B. There’s also no prevailing wage mandate (though paying a fair wage is advisable for many reasons). This makes paperwork lighter. However, L-1 filings often need very detailed supporting letters to explain the qualifying nature of the job.

Alt: Infographic illustrating key L-1 visa requirements: (1) Qualifying company relationship (parent, subsidiary, affiliate), (2) One year abroad in managerial, executive, or specialized role, (3) Offered U.S. role as manager/executive or specialized knowledge worker, (4) Special cases like new office limitations and blanket petitions.

L-1 vs H-1B: Which to Choose?

Companies and foreign employees often compare the L-1 and H-1B. They serve different situations:

• No Quota vs Lottery: L-1 has no cap, so it’s available year-round. H-1B has the annual lottery. If you qualify for L-1, it can be a quicker path (no waiting for next April’s filing season).
• Foreign Work Requirement: L-1 demands one year at a related company abroad. H-1B has no such requirement - a fresh grad with a job offer can get H-1B if selected. So H-1B is better for hiring talent externally, while L-1 is for internal transfers.
• Job Roles: H-1B is for specialty occupations (could be any professional position). L-1 is strictly exec/manager or specialized knowledge within your org. For example, a mid-level engineer with no supervisory duties might not qualify for L-1A, but could for H-1B if a company sponsors them directly. An entrepreneur who started a company abroad and now wants to run the new U.S. branch might use L-1A, whereas H-1B typically can’t be used by self-founded startups without tricky ownership structuring.
• Duration: H-1B maxes at 6 years (extensions beyond require a green card in process). L-1A max 7 years, L-1B max 5 years. So H-1B and L-1B are similar, L-1A gives an extra year.
• Family work authorization: L-2 spouses can work freely (big plus)​. H-4 spouses can only work after certain conditions (usually waiting for the H-1B holder’s I-140 approval, which can take years).
• Green Card path: L-1A has a direct path to EB-1C (no labor certification, potentially faster green card in categories where EB-1 is current). H-1B (and L-1B) often require PERM labor certification for green card, which is a lengthier process. We’ll detail L-1 to green card next.
• Volume of applicants: Only those already within a company can use L-1, so it’s a narrower pool. H-1B is the common route for new hires. Some individuals might actually qualify for both - say you’ve been working abroad for Company X and Company X also wants to hire you directly to their U.S. office. In that case, you could do either. Many will choose L-1 to avoid the lottery uncertainty, but an immigration lawyer can assess which is more advantageous (sometimes H-1B might be preferred if, for instance, the foreign employment was slightly under 1 year but the person has a U.S. master’s and could go through the H-1B master’s cap).

Bottom line: If you have a qualifying foreign employer, the L-1 is a fantastic option that sidesteps the H-1B lottery headache. If you don’t, then focus on H-1B or other categories. Some individuals intentionally join a multinational company abroad just to become eligible for L-1 transfer down the line - a strategy that can pay off for those eyeing U.S. opportunities.

(For a deeper comparison and strategy, see our related post or consult Gale’s attorneys - we regularly advise on H-1B vs L-1 decisions, and even sometimes pursue both in parallel to maximize chances of getting a work visa.)

From L-1 Visa to Green Card

One of the biggest questions for L-1 holders is: how can this lead to a green card? The good news is L-1 is dual intent, so even from day one on L-1 status, you can pursue permanent residency (green card) without jeopardizing your visa​. Here are the typical pathways:

EB-1C: Multinational Manager/Executive - This is the most straightforward route for L-1A folks. If you’re in the U.S. as a manager or executive and you were an executive/manager abroad for at least 1 year (the same requirement as L-1A), your company can directly sponsor you for a green card in the EB-1C category. The requirements mirror L-1A, essentially proving the multinational structure and your qualifying role. No PERM labor certification is required (you don’t have to test the U.S. labor market for American workers). The employer files an I-140 immigrant petition. EB-1C is a first preference employment green card - which is current for all countries except sometimes China and India. As of 2025, EB-1 for India and China had some backlogs, but still much faster than typical EB-2/EB-3 queues. This means a qualified L-1A manager could get a green card in perhaps 1-2 years (faster if not from India/China, which might take a bit longer due to quotas). Many startup founders use L-1A to enter the U.S., get their company growing, then self-petition (through the company) for EB-1C status after a year of U.S. operations. Keep in mind the U.S. entity typically should be actively doing business for at least 1 year before filing EB-1C. It’s common to time the I-140 filing around the L-1’s first renewal when you can show how the U.S. business has developed.

EB-2/EB-3 via PERM (Labor Certification) - L-1B holders or even L-1A who don’t qualify for EB-1C might go this route. For example, if you are on L-1B specialized knowledge, there isn’t a special green card category just for that. You’d pursue a standard employment-based green card like EB-2 (advanced degree or exceptional ability) or EB-3 (skilled workers/professionals) depending on your qualifications and job role. This typically requires the employer to go through PERM labor certification - a process of advertising the position to test if qualified U.S. workers are available. If none are, the Department of Labor certifies the application, and then the employer can file an I-140 immigrant petition. It’s a longer process (often 1.5 - 2 years for PERM and I-140), and for some nationalities (India especially), EB-2/EB-3 backlogs can be many years. L-1B is valid for up to 5 years, so a strategy is to start PERM by year 3 or 4 of L-1 to ensure you can extend status if needed via a pending green card (similar to H-1B). Alternatively, some L-1B holders switch to H-1B status if possible to take advantage of H-1B’s longer extensions under AC21 once a green card is in process. Note: It’s legally fine to change from L-1 to H-1B if you can get into the cap (or move to a cap-exempt employer).

Family-based Green Card: An L-1 holder could also become a permanent resident through family (marrying a U.S. citizen, for instance). The L-1 won’t impede that; it’s unrelated to the employment-based path.

One constraint: Max Out Time. L-1A max 7 years, L-1B max 5. If your green card is taking longer, you must either switch to a different visa or depart the U.S. for 1 year before you can reset L status. Unlike H-1B, where you can extend beyond 6 years if a green card is in process (AC21 rule), the L-1 doesn’t have a statutory provision for extensions beyond the max based on pending immigration petitions. USCIS may allow you to recapture time spent abroad, but not exceed the limit unless you’ve filed for adjustment of status. So plan accordingly: for L-1B, definitely start the green card process by year 4 the latest if you need it; for L-1A, by year 5 or 6. If doing EB-1C, file the I-140 well before the 7-year mark so you can file adjustment of status by then and be in a period of authorized stay if needed.

Example: Maria is a marketing manager from Brazil working for XYZ Corp. She’s been on L-1A in the U.S. for 2 years. XYZ Corp decides to sponsor her for a green card via EB-1C. They file an I-140 petition which gets approved. Maria files for adjustment of status (I-485). While that’s pending, her L-1 time hits 7 years - normally she’d have to leave, but since she’s now an adjustment applicant, she can stay on a work permit that comes with the I-485 filing. She eventually gets the green card around year 8. This shows how timing the green card process is important to bridge any gaps.

For more, check out our in-depth guide on transitioning from L-1 visa to green card, which covers EB-1C qualification in detail and real-world case studies of successful transitions.

People Also Ask: L-1 Visa FAQs

Q: What are the basic requirements for an L-1 visa? A: The basics are: (1) You must have worked for a related company abroad for at least 1 out of the last 3 years, (2) You’re coming to the U.S. to work for an affiliated company (parent, subsidiary, affiliate, or branch of the foreign company), (3) Your role abroad was executive, managerial, or involved specialized knowledge, and your U.S. role will be in one of those capacities​uscis.gov​uscis.gov. In short, it’s a transfer within the company. Documentation is needed to prove the companies are related and the nature of your jobs. If you meet these criteria, L-1 can be a great option.

Q: Is it hard to get an L-1 visa? A: It can be challenging, but with proper preparation it’s very achievable for qualified cases. There is no quota, so competition isn’t the issue - it’s about satisfying USCIS that you meet the criteria. L-1A (manager/executive) cases are typically easier than L-1B because the definition of manager/executive is a bit clearer (either you manage people or major functions). L-1B (specialized knowledge) can be tougher; denials often happen if USCIS feels the knowledge isn’t unique enough or that a U.S. worker could easily be hired. Under the Trump administration, L-1B denial rates were quite high. They’ve improved somewhat recently, but RFEs are common. It’s crucial to provide a detailed, evidence-backed petition. Also, new office L-1s (setting up a new U.S. company) have a higher bar to prove the business plan and need for an executive after just starting. Working with an experienced attorney and providing thorough documentation (organizational charts, detailed job duties, training materials, patents or products to show specialized knowledge, etc.) greatly increases success. Large multinational companies with blanket L programs get L-1s routinely, showing that when the requirements are clearly met, approvals are the norm. So, “hard” depends on your situation; for a bona fide intracompany transfer, it’s very doable.

Q: How long does it take to get an L-1 visa? A: The timeline can be relatively fast, especially compared to H-1B. If premium processing is used, USCIS can approve the petition in 15 days. So, one could go from starting paperwork to having an approval in a matter of weeks (plus scheduling a consular interview). In practical terms, many employers take 1-2 months to prepare an L-1 petition. Without premium, USCIS might take 2-4 months. Then the consular visa appointment could add a few days to a few weeks depending on wait times in your country. Overall, many L-1 transferees can be in the U.S. working within 2-3 months of initiating the process, which is much quicker than the next H-1B lottery cycle would be. If you are using an L-1 blanket, it can be even faster since you skip the USCIS step and directly get a visa appointment - sometimes within weeks. Always check the U.S. consulate scheduling times as that can be the bottleneck (e.g., in 2022 some consulates had huge backlogs from COVID, but by 2025 many have normalized). Bottom line: L-1 is one of the faster work visas to obtain if you qualify.

Q: Can I get a green card from an L-1 visa? A: Yes, many L-1 visa holders go on to obtain green cards. In fact, the L-1A to EB-1C multinational manager path is one of the smoother transitions to a green card because it skips the labor certification step​. Typically, after about a year in the U.S., the company can file for your permanent residence as a continuing manager/executive. We’ve seen executives transfer on L-1A and get a green card in as little as 1.5-2 years. L-1B specialized knowledge workers can also get green cards, but usually through the EB-2 or EB-3 process which requires a PERM labor test unless they can change to an EB-1 category or qualify via another route. Keep in mind, L-1 is dual intent, so pursuing a green card won’t harm your L-1 status or visa renewals. Planning early is wise - if you’re on L-1B (5-year max), you’ll want to start the green card process by year 3 or 4 to ensure you don’t run out of L-1 time. If you’re L-1A, you have 7 years, and EB-1C could even be filed after 1 year in the U.S. if the company is ready. Many companies transferring employees on L-1 intend to sponsor them for permanent residence eventually, as part of the career path.

Q: What’s the difference between L-1A and L-1B? A: L-1A is for managers and executives; L-1B is for specialized knowledge employees. In practice:

• L-1A examples: CEO, CTO, VP of Marketing, a plant manager overseeing 50 employees, a sales director managing a region’s team, etc. These people direct others or have high-level responsibility. L-1A can also include someone sent to establish a new U.S. office (they are coming as the prospective manager of the new operation).
• L-1B examples: A software developer who knows the ins and outs of the company’s proprietary software; a product engineer with unique knowledge of manufacturing processes; a researcher who developed a proprietary formula at the foreign lab and is needed in the U.S. lab. These folks don’t necessarily manage others, but they have critical know-how.

Key differences: Validity (L-1A up to 7 years, L-1B up to 5), Green card (L-1A qualifies for EB-1C, L-1B does not directly), and role expectations (L-1A likely to supervise or strategize, L-1B is more hands-on technical expert). It’s important the petition accurately reflects which category the job meets. You can’t just choose L-1A for longer duration if the person isn’t actually a manager; USCIS will check the duties.

Q: Does the L-1 visa require a prevailing wage or specific salary? A: No, unlike H-1B, there is no prevailing wage requirement for L-1. There’s no formal minimum salary set by law. However, the salary should be commensurate with the position. If an executive claimed on L-1A is only paid $30,000/year, it will raise red flags about whether they are really an executive. Likewise, paying well below market could imply it’s not a bona fide role or could cause issues at the consular interview (the officer might doubt the legitimacy or whether you can afford U.S. cost of living). Generally, L-1 employees continue to be paid by the U.S. entity (though some split payroll or expat arrangements can exist). It’s wise for companies to pay an L-1 transferee what they’d pay an American in that role. Not only does this avoid any suspicion, but it’s good for the morale of the transferred employee. In summary: no formal wage hoops to jump through, but use common sense - a reasonable salary that fits the job title and location.

Q: Can my spouse work on an L-2 visa? A: Yes! As of a policy change in 2022, L-2 spouses are automatically authorized to work without needing to apply for an EAD (employment authorization document)​. When an L-2 spouse is admitted to the U.S., their I-94 is now notated as “L-2S” to indicate spousal status, and that serves as a list C document for I-9 employment verification​. This means they can immediately work for any employer or even start their own business. This is a huge advantage of L-2 status. L-2 children, however, cannot work (they can attend school). Also note, if you got an L-2 I-94 issued before the change (prior to Jan 2022), you might need a one-time EAD or an I-94 update to get the new code. But all new L-2 admissions now get that class code and have work authorization incident to status. In contrast, on an H-4 (H-1B dependent) only some spouses can work (and only after filing paperwork). So L-1/L-2 is very friendly to two-career families.

Conclusion: Leverage the L-1 for U.S. Expansion

The L-1 visa is a powerful tool for companies and individuals bridging international operations. It allows businesses to seamlessly transfer trusted managers and specialists to U.S. offices, fostering growth and innovation. For the visa holder, L-1 can be a stepping stone to long-term U.S. residence, especially with the straightforward path to a green card for L-1A managers. The process can be complex - requiring corporate documentation and careful presentation of roles - but the reward is worth it. If you believe you or your employee qualifies for an L-1, it’s advisable to consult with an immigration attorney to craft a strong petition.

Gale specializes in helping tech startups and multinational firms navigate L-1 visas, from new office setups for entrepreneurs to blanket L programs for large corporations. As a tech-forward immigration firm, we streamline the process, using our expertise to anticipate challenges (like specialized knowledge RFEs) and leveraging technology for efficient case management. If you’re considering an L-1 transfer, or need guidance on L-1 to green card strategy, book a consultation with Gale. We’ll provide elite, customized guidance to make your U.S. expansion a success.