L-1A Visa for Multinational
Executives & Managers
Empower Your Global Leadership Transfer
The L-1A visa allows multinational companies to transfer executives or managers to establish or oversee U.S. operations. It supports rapid market entry, corporate growth, and long-term immigration planning—often serving as a foundation for an EB-1 C multinational manager green card. To qualify, there must be a qualifying corporate relationship between the foreign and U.S. entities, at least one year of qualifying employment abroad within the preceding three years, and clearly documented executive or managerial duties as defined under the Immigration and Nationality Act (INA) and USCIS regulations.
Why choose the L-1A Visa?
The L-1A enables both established and emerging global companies to position senior leadership in the U.S. without a labor-market test or visa lottery.
It is ideal for:
- Launching or scaling a U.S. subsidiary or affiliate
- Integrating global management structures
- Building an EB-1 C permanent-residency pathway
Strategic advantages: speed, flexibility, broad managerial scope, and dual-intent compatibility (permitting pursuit of permanent residence while in L-1 status).
What the L-1A Covers
- Initial stay: up to 3 years (1 year for new offices)
- Maximum stay: 7 years, including extensions
Who Qualifies
Core Requirements
- Qualifying relationship: parent, branch, subsidiary, or affiliate
- One continuous year of full-time employment abroad within the prior three years
- Coming to the U.S. to serve primarily in an executive or managerial role
- U.S. entity capable of supporting that level of responsibility
Executive vs. Manager—Key Differences
- Executive Capacity: directs management or major components, sets policies, exercises wide discretionary authority.
- Managerial Capacity: supervises professional staff or manages an essential function, controls budgets or processes, and operates at a strategic—not routine—level.
Qualifying Corporate Relationships
Acceptable structures include parent-subsidiary, branch, or affiliate relationships proven through share ledgers, incorporation records, board minutes, or ownership certificates. Consistency between foreign and U.S. filings is critical.
New-Office
L-1A Petitions
For companies establishing a U.S. presence, evidence must include:
Initial approval is one year, with extensions granted upon proof of genuine growth and hiring progress.
Evidence & Documentation Checklist
Corporate
articles, share certificates, organizational charts, intercompany agreements
audited statements, payroll, client contracts
Financial/Operational
Position
detailed job description emphasizing strategic functions, budget authority, subordinate structure
multi-year business plan, headcount model, market entry analysis
Strategic Growth
New-Office Add-Ons
lease, U.S. bank setup, timeline of milestones
Process Overview
- Eligibility audit & strategy
- Evidence compilation & role calibration
- Form I-129 + L-supplement preparation (plus dependents if needed)
- Filing with optional Premium Processing (15-day decision window)
- USCIS adjudication and, if abroad, consular interview (DS-160 / I-129S)
- Admission and I-94 issuance
- Post-approval compliance + EB-1 C readiness planning
L-1A vs. H-1 B vs. EB-1 C
| category | Type | Max Stay | Core Feature |
|---|---|---|---|
| L-1A | Nonimmigrant | 7 yrs | Intra-company transfer; managerial/executive scope |
| H-1 B | Nonimmigrant | 6 yrs | Specialty occupation; lottery-based; wage rules |
| EB-1 C | Immigrant | Permanent | Green-card track for multinational executives/managers |
Validity, Extensions, and Maximum Stay
- Initial approval: up to 3 years (1 year for new offices)
- Extensions: 2-year increments
- Maximum: 7 years total (time abroad can be recaptured)
Dependents (L-2 Spouse & Children)
Spouses and unmarried children under 21 may accompany under L-2 status.
- Spouse work authorization: incident to status (not employer-restricted)
- Children: may study but cannot work
Strategic Advantages of L-1A
- No annual cap or lottery
- Dual intent—green-card pursuit allowed
- Direct path to EB-1 C
- Enables new-office establishment
- Spousal employment eligibility
- Greater managerial flexibility than H-1 B
Common RFE / Denial Triggers & Mitigation
| USCIS Concern | Kameli Law Solution |
|---|---|
| Role looks operational, not managerial | Refine job description, add % allocation, org layering |
| Weak proof of qualifying relationship | Provide tax, ownership, and intercompany contracts |
| New-office under-staffed | Strengthen business plan + funding evidence |
| Functional manager claim unsubstantiated | Show discretionary control + indirect reporting lines |
Frequently Asked Questions
Can a business owner qualify?
Yes, if the position is genuinely executive or managerial.
Is there a revenue or employee minimum?
No fixed threshold; focus is on the strategic nature of duties.
When can we file for EB-1 C?
After showing sustained executive/managerial performance and operational growth—typically after one year in L-1 A.
Does travel abroad stop the 7-year clock?
Yes, if properly documented with I-94s and travel records.
Are functional managers eligible without direct reports?
Yes, when managing an essential business function with decision-making authority.
Begin Your L-1A Strategy
Kameli Law has nearly 30 years of experience helping global organizations relocate leadership and establish lasting U.S. operations. Our attorneys guide you from initial eligibility through long-term EB-1 C planning.