L-1 visas help global companies transfer executives, managers, or staff with specialized knowledge into the United States—but the path is full of rules, deadlines, and paperwork. One recent report shows that in Fiscal Year 2023, over 60,000 L-1 visas were issued by U.S. embassies and consulates abroad. Understanding the basics, knowing the required steps, and following local immigration laws are all important for success.
In this blog, we’ll walk you through what L-1 visas are, go over the key L-1 visa requirements, map out the full L-1 visa process, and cover how to stay compliant under U.S. laws.
Understanding the Basics of L-1 Visa
The L-1 visas make it possible for international companies to send executives or managers to U.S. branches. They are a type of non-immigrant visa that grants temporary L-1 status to the employee. This category was created under the Immigration Act of 1990 to support intracompany transfers. Both regular L-1 applications and blanket petitions are possible, with the latter allowing multiple employees listed on the blanket to transfer more quickly. Because of their focus on intracompany expansion, L-1 visas are often seen as a bridge between global strategy and U.S. expansion.
Meeting the Key L-1 Visa Requirements
To qualify, both the company and the employee must meet certain L-1 visa requirements. These standards ensure that only eligible intracompany transferee workers benefit from the program. They also help U.S. Citizenship and Immigration Services verify that the position is truly managerial, executive, or requires specialized knowledge. These include:
- Qualifying Organization – The business abroad and the U.S. branch must have a qualifying relationship, such as parent, subsidiary, affiliate, or branch office of the U.S.
- Employment History – The L-1 employee must have worked for the foreign company for at least one year within the past three years. Time spent outside the United States may count toward eligibility.
- Job Role – The transfer must be for an executive, managerial, or specialized knowledge role. L-1A is for those in a managerial or executive capacity, while L-1B specialized knowledge means the employee has advanced expertise.
- Valid U.S. Office – The office in the United States must be operational or, if a new office, show plans for active business within one year. A new office in the United States often requires additional evidence.
- Compliance – All applications must meet the legal standards outlined by U.S. Citizenship and Immigration Services (USCIS).
Meeting these L-1 visa requirements shows the company and employee are fully eligible to begin the L-1 visa process.
The Step-by-Step Guide to the L-1 Visa Process
The L-1 visa process is the structured path that companies and employees must follow to transfer talent into the United States. It begins with a petition and ends with approval and entry, with several important steps in between. Understanding how the process works makes it easier to prepare documents, meet deadlines, and respond to requests from USCIS or consular officers.
Here’s a step-by-step guide to help you understand what this process looks like in practice.
Step 1: Petition Filing
The employer files Form I-129 as an L-1 petition with the USCIS service center. If using a blanket L-1, companies may apply for a blanket L-1 petition that covers multiple employees.
Step 2: Gather Supporting Documents
The petition is approved only if it includes proof of the qualifying relationship, managerial or executive capacity, or specialized knowledge. Supporting documents are critical to the application process.
Step 3: USCIS Review
The agency reviews the case against all L-1 visa requirements. If USCIS approves the petition, the employee can move to the next step.
Step 4: Consular Processing (if outside the United States)
If the employee is outside the United States, they attend an interview at a U.S. embassy or consulate. A consular officer will review eligibility, and Canadian citizens may apply directly at a port of entry without filing at a USCIS service center.
Step 5: Approval and Entry
Once approved, the employee may enter the United States and begin work under L-1 status. Intracompany transferee employees may bring a spouse and children under the age of 21. The L-2 spouse is permitted to work while the family lives in the U.S.
Because every company and employee has unique circumstances, we create a personalized roadmap so businesses know exactly what documents to gather and what timeline to expect.
At Aga Asbury Immigration Law, you won’t be left guessing — we walk you through each milestone with clear checklists and direct communication.
Staying Compliant with Immigration Laws in Boston
For companies in the Boston area, compliance with U.S. immigration laws is essential. It protects the business, supports employees, and keeps every L-1 petition on track.
Here’s why compliance matters:
✅ Ensures petitions and filings meet USCIS standards.
✅ Builds trust with employees and U.S. authorities.
✅ Protects the company from costly mistakes and delays.
✅ Keeps future opportunities, such as green card applications, secure.
How We Help
At Aga Asbury Immigration Law, we make compliance manageable. Our team provides:
- Clear checklists so you know exactly what documents are required.
- Structured timelines to keep the process moving.
- Proactive guidance on intracompany transfers and long-term strategies.
- Support for employees’ families, including spouses and children.
The Result
With our hands-on guidance, Boston-area businesses gain peace of mind knowing both their operations and their people are protected.
Ready to Strengthen Your L-1 Visa Strategy?
We understand that navigating L-1 visas can feel overwhelming for companies and employees alike. At Aga Asbury Immigration Law, we help businesses in Boston and across the U.S. succeed with L-1 visas by providing clear roadmaps, tailored strategies, and step-by-step support.
When you work with us, you’ll speak directly with an experienced attorney who has navigated the U.S. immigration system herself. Call us now to speak with an experienced attorney and begin building a strong L-1 strategy.
Disclaimer: The information provided in this blog is for general informational purposes only and does not constitute legal advice. Reading this blog does not create an attorney–client relationship with Asbury Immigration Law or Aga Asbury. Every immigration case is unique, and you should consult directly with a qualified immigration attorney regarding your specific circumstances before making decisions.