L-1A Visa: Transfer to the US as a Manager or Executive

The companies: the US employer and the foreign employer must have a qualifying relationship. That means they are the same company, or one is a parent, branch, subsidiary, or affiliate of the other. The company must be doing business in the United States and at least one other country for the whole time you hold L-1 status.

You: you must:

• Have worked for the related company outside the United States for at least one continuous year in the three years before the petition is filed
• Have worked there in a managerial, executive, or specialized knowledge role
• Be coming to the United States to work in a managerial or executive role

What counts as managerial or executive?

• Managers direct the organization, a department, or a key function. They supervise other managers or professionals, or manage an essential function, and have authority over hiring, firing, or personnel decisions.
• Executives direct the management of the organization or a major part of it, set goals and policies, and have wide decision-making authority.

Supervising workers who are not professionals, or spending most of your time doing hands-on tasks, usually does not qualify. If your role depends on specialized company knowledge rather than management, see the L-1B visa.

A foreign company can use the L-1A to send a manager or executive to open a US office. The petition must show:

• The company has secured physical premises for the new office
• You meet the one-year foreign employment rule
• The US office will support a managerial or executive position within one year, with a realistic business plan, funding, and hiring plan

New office L-1A approvals are limited to 1 year. To extend, the company must show the office is operating, has staff, and that your role has become truly managerial or executive. Extensions can be denied if the US business is still too small to need a full-time manager or executive. For investors from treaty countries, the E-2 visa is another option.

Time spent outside the United States during those years can be recaptured. After reaching 7 years, you must live outside the United States for at least one year before you can return in L or H status.

You can work only for the petitioning company and its related entities, in the role described. L-1 status is not portable to an unrelated employer. If your job ends, you generally have a grace period of up to 60 days (or until your I-94 ends, if sooner) to change status or leave. L-1A allows dual intent, so you can apply for a green card without breaking your status.

Blanket L: large multinationals can get a "blanket" approval from USCIS. Their employees then apply directly at a US consulate with Form I-129S, without a separate USCIS petition each time.

Canadian citizens can usually present an L-1 petition at a US port of entry or preclearance station rather than applying at a consulate.

Your spouse and unmarried children under 21 can come on L-2 visas. L-2 spouses are authorized to work incident to status, so they can work for any employer without a separate application. Since January 2023, CBP and USCIS mark spouses' I-94 records to show this. L-2 children can study but cannot work, and they lose L-2 status at 21, so they may need their own status, such as F-1, before then.

USCIS amounts are from the USCIS fee schedule as of September 2026. Employers can read our L-1 employer guide and employer cost overview.

Check the USCIS processing times tool for Form I-129. With premium processing, USCIS acts within 15 business days. After approval, you book a visa interview; check the State Department's wait times.

Travel ban: since January 1, 2026, Proclamation 10998 blocks all visas, including L-1, for nationals of the 19 fully restricted countries. L-1 is not among the categories restricted for the 20 partially restricted countries.

Many L-1A managers and executives qualify for the EB-1C green card for multinational managers and executives. EB-1C does not require a PERM labor certification, and the EB-1 category is often faster than EB-2 or EB-3, though waits depend on your country of birth. Check the visa bulletin. You then usually file for adjustment of status inside the United States.

Common reasons for denials and requests for evidence:

• The US role looks like a first-line supervisor or a hands-on job, not a true manager or executive
• The organization chart does not show enough staff to support the role
• The qualifying relationship between the companies is not clearly documented
• The one year of employment abroad is not continuous, or not in a qualifying role
• For new offices: no secured premises, weak business plan, or too little funding

If your case received a request for evidence, see our guide on RFEs and NOIDs.