Expand Your Global Workforce in the U.S. I L-1 visa USA
L-1 Visa: Complete Guide to L1A, L1B & New Office Applications
Transfer executives, managers, and specialised employees from the UK to the United States with a clear, compliant L-1 visa strategy.
Pay only after approval. Competitive pricing. Clear deliverables.
L-1 Visa at a Glance
- Visa type: Intra-company transfer visa
- Who is it for: Executives, managers & specialised knowledge employees
- Main categories: L-1A (Managers & Executives) / L-1B (Specialised Knowledge)
- Validity: Up to 7 years (L-1A) / 5 years (L-1B)
- Processing time: From a few weeks (Premium Processing available)
- New office applications: Yes
- Path to Green Card: Yes (EB-1C)
- UK-market focused support
- Fixed-fee options
- Clear document checklists
- Secure handling
- Pay after approval (terms apply)
Overview: What Is the L-1 Visa USA?
The L-1 visa allows companies to transfer key employees from an overseas office to the United States when there is a qualifying corporate relationship between the entities. It is designed specifically for intracompany transfers, making it a common solution for UK businesses that already operate in the US or are actively expanding there.
The visa supports two types of transfers. L-1A is for executives and managers who will lead people, teams, or essential business functions in the US. L-1B is for employees with specialised, company-specific knowledge that is critical to operations and not easily replicated in the US labour market.
If your UK business has a US subsidiary, branch, affiliate, or parent, or you are setting one up, the L-1 route may be a strong and flexible option, provided the role and evidence are structured correctly.
Fast next step: Get a fixed quote in 24 hours
Pay After Approval: How the L-1 Visa Fee Structure Works
Choosing an immigration adviser across borders requires trust. Our commercial model is designed to reduce risk for UK businesses making US expansion decisions.
Under our pay-after-approval structure, you do not pay our professional fee until an approval decision is issued on your case. This allows you to move forward knowing that our incentives are aligned with delivering a properly structured, well-prepared application.
You receive a clear, fixed-fee quote upfront, with defined deliverables, scope, and timelines set out in writing. There are no hidden stages or surprise costs later in the process.
Our process begins with a thorough eligibility assessment to ensure that each case meets our internal feasibility standards. While final decisions are made solely by U.S. immigration authorities, we focus exclusively on cases with strong merits and a solid likelihood of success.
Who the L-1 Visa Is For (Intra-Company Transfers Explained)
This service is built for UK-based companies that need to transfer trusted staff to the United States as part of ongoing operations or business expansion.
Typical scenarios include UK companies with an existing US entity, businesses transferring a senior leader to oversee US operations, and companies launching a US office that requires leadership or specialist expertise on the ground from the outset.
The L-1 works best when the transferee already plays a meaningful role within the organisation and when there is a clear commercial rationale for why that individual, and not a local hire, needs to be in the US.
If you are looking for a structured, evidence-led approach rather than guesswork, the L-1 may be the right route.
L-1A vs L-1B: Differences, Requirements & Which One to Choose
While both visas fall under the L-1 category, L-1A and L-1B are assessed very differently and require distinct strategies.
L-1A focuses on leadership. USCIS examines whether the employee will function in an executive or managerial capacity, including people management or senior-level control over an essential business function. Decision-making authority, reporting lines, and organisational structure are central to these cases.
L-1B, by contrast, focuses on knowledge. The question is whether the employee possesses advanced, company-specific expertise that is uncommon in the market and difficult to replace. Titles matter far less than the substance of the knowledge and why it is needed in the US at that time.
Choosing the wrong category or trying to force a profile into the wrong box is a common source of RFEs and denials.
Aspect | L-1A Visa (Executives & Managers) | L-1B Visa (Specialised Knowledge) |
|---|---|---|
Purpose | Transfer senior leaders who manage people, teams, or essential business functions | Transfer employees with advanced, company-specific knowledge |
Typical roles | Executives, senior managers, people managers, functional managers | Technical specialists, product experts, process owners |
Main focus of USCIS review | Decision-making authority, managerial control, organisational structure | Whether the knowledge is genuinely “specialised” and hard to replace |
Management requirement | Must show executive or managerial capacity (including functional manager where applicable) | No management requirement |
Evidence emphasis | Org charts, reporting lines, authority over budgets/strategy, hiring plans | Proprietary knowledge, internal systems, training records, uniqueness of expertise |
New Office suitability | Commonly used for US expansion cases, but closely scrutinised | Possible, but requires very strong justification and evidence |
Maximum stay | Up to 7 years | Up to 5 years |
Green card planning | Often discussed in connection with EB-1C (multinational manager/executive) | No direct equivalent; long-term planning is more limited |
Risk profile | Medium – depends heavily on structure and role clarity | Higher – specialised knowledge must be very clearly evidenced |
Best for | Businesses transferring leadership to run or scale US operations | Businesses that rely on specific know-how that cannot easily be hired in the US |
L-1 Visa Requirements & Eligibility Criteria
L-1 eligibility rests on two pillars: the company relationship and the employee’s role.
On the company side, there must be a qualifying relationship between the UK entity and the US entity, such as a parent-subsidiary, branch, or affiliate structure. This is demonstrated through corporate and ownership documentation.
On the employee side, USCIS looks beyond job titles. We assess employment history, continuity with the overseas entity, the proposed US role, reporting lines, and how the role fits into the wider organisational structure. Evidence must clearly support either an L-1A or L-1B classification.
Strong eligibility analysis at this stage prevents avoidable problems later.
Book a free eligibility call
L-1 New Office Requirements & US Business Expansion
Opening a US office under the L-1 route is possible, but preparation is critical.
“New office” L-1 cases receive closer scrutiny because USCIS needs to see that the US operation will be real, active, and capable of supporting the proposed role within a short timeframe. This applies whether the transfer is under L-1A or L-1B.
We focus on demonstrating a credible operational footprint, realistic hiring plans, and a clear explanation of why this individual is needed in the US at this stage of the business lifecycle. Consistency across business plans, role descriptions, and evidence is essential.
How to Apply for an L-1 Visa: Step-by-Step Process (UK to US)
Our process is structured to give clarity at every stage.
We begin with a free eligibility and risk check, where we assess feasibility, route selection, red flags, and likely timelines. If the case moves forward, you receive a tailored evidence plan and document checklist.
We then support drafting and review of role narratives, organisational charts, and supporting evidence, ensuring consistency across the entire submission. Before filing, we conduct quality control and practical preparation for the next steps, including interview considerations where relevant.
L-1 Visa Costs & Government Fees
L-1 costs fall into distinct categories, and transparency matters.
Our professional fees are offered as fixed-fee packages. Government fees are paid directly to the relevant authorities and are separate from our fees. Additional third-party costs may apply if required, such as translations or couriers.
We explain all cost components clearly before you commit.
L-1 Visa Processing Time & Premium Processing
Processing times vary depending on document readiness, filing route, and current USCIS workload.
Where appropriate, Premium Processing may be available for the petition stage, allowing USCIS to take adjudicative action within a defined timeframe. Premium processing does not replace proper preparation, but it can reduce uncertainty once the case is filed.
We provide realistic timelines based on your specific situation.
L-2 Dependants: Can a Spouse Work on an L-2 Visa?
In many cases, dependants may accompany the main L-1 applicant under L-2 status.
Under current USCIS policy, L-2 spouses are authorised to work in the United States incident to status, meaning they may work for any employer without needing a separate work visa. In practice, many spouses can begin working as soon as they are admitted in L-2 status, using their I-94 record as evidence of work authorisation.
Children in L-2 status are not authorised to work, but they may attend school in the United States for the duration of their L-2 status.
We explain how the dependant process works, how timelines align with the principal application, and what documentation should be prepared in advance.
From L-1 Visa to Green Card: EB-1C & Other Options
Some L-1 holders later explore permanent residence options as their US role and business mature.
For qualifying L-1A profiles, the EB-1C multinational manager or executive category is often discussed. This route has strict requirements and is not automatic, but it can be a strong option when the facts align.
We help clients understand when early planning makes sense, and when it is better to focus on the non-immigrant stage first.
Common L-1 RFEs, Denials & How We Reduce Risk
Most RFEs and denials stem from lack of clarity rather than lack of eligibility.
Common issues include vague job descriptions, weak organisational structures, unclear authority, poorly explained specialised knowledge, or new-office plans that appear speculative rather than operational.
We reduce risk by building clear role narratives aligned to legal definitions, standardising evidence presentation, and screening cases before acceptance.
L-1 Visa Services for Companies: How We Can Help
We are set up for UK businesses that value reliability over noise.
Clients work with a single point of contact, receive clear written scopes and deliverables, and benefit from secure document handling and version control.
Our commercial model reflects confidence in our screening process, we only take cases we believe are viable.
Book an L-1 Visa Eligibility Call & Get a Fixed Quote
To get started, we’ll ask about your UK entity, the related US entity, the employee’s current and proposed role, and your target timeline.
Frequently Asked Questions (FAQs)
The L-1 visa is a US intracompany transfer visa that allows a company to move eligible employees from an overseas office (such as the UK) to a related US entity.
There are two main categories:
- L-1A for executives and managers, and
- L-1B for employees with specialised knowledge specific to the company.
To qualify, the company must have a qualifying corporate relationship, and the employee must meet role and experience-based requirements for the chosen category.
Most L-1 cases follow four core steps:
- Eligibility assessment (company structure + employee role)
- Evidence planning and document collection
- Employer petition filing with USCIS (Form I-129)
- Visa issuance and entry steps, where applicable
Success largely depends on building a clear, consistent evidence pack, especially around role descriptions, organisational charts, and corporate ownership.
Processing times vary based on evidence readiness, USCIS workload, and filing strategy.
Where available and appropriate, USCIS Premium Processing allows USCIS to take adjudicative action on eligible L-1 petitions within 15 business days. This can significantly reduce uncertainty at the petition stage, though it does not speed up document preparation or consular steps.
L-1 costs usually fall into three categories:
- Government and consular fees (paid directly to US authorities)
- USCIS petition filing fees
- Professional support fees, plus any third-party costs (translations, couriers, etc.)
The maximum stay depends on the category:
- L-1A: up to 7 years
- L-1B: up to 5 years
Extensions are typically granted in stages. New office L-1 cases often receive a shorter initial approval (commonly one year) before extension.
Yes, depending on the facts of the case.
Many L-1A holders later explore permanent residence through the EB-1C multinational manager or executive category. USCIS requires, among other criteria, qualifying overseas employment and that the US entity has been doing business for at least one year.
This route is not automatic, but it can be a strong option when the profile fits.
Neither visa is universally “better.”
The L-1 works best when there is a qualifying UK–US corporate relationship and the role fits executive, managerial, or specialised knowledge definitions.
The H-1B focuses on specialty occupations and involves different eligibility rules and planning considerations. The right choice depends on speed, evidence strength, and overall risk.
For L-1A new office cases, USCIS typically looks for evidence of physical premises, a credible business plan, and proof the business will support a managerial or executive role within one year.
For L-1B new office cases, the focus is often on premises, financial ability to pay the employee, and evidence the business will begin active operations.
New office cases are evidence-heavy and require careful planning.
Common issues include vague job descriptions, weak organisational structures, unclear managerial authority, or “specialised knowledge” that isn’t clearly demonstrated.
Risk is reduced by aligning the role narrative to legal definitions, showing reporting lines and authority clearly, and presenting a structured, consistent evidence pack.
In many cases, L-2 spouses are work-authorised incident to status under USCIS policy. USCIS and CBP use specific I-94 class codes (such as L-2S) to identify employment-authorised spouses.
Children are not work-authorised.
Strong L-1B cases make specialised knowledge concrete. Useful evidence can include proprietary product or process documentation, proof the knowledge is uncommon in the labour market, internal training records, certifications, and explanations of why the US role needs that expertise now.
L-1A evidence should show real leadership: authority over people or functions, decision-making power, and a structure that supports a senior role.
USCIS recognises functional managers when supported by organisational evidence, senior responsibility, and control over an essential business function.