How long is an employee allowed to stay in the U.S. on an L-1 visa?

The initial period of stay is up to 3 years . For L-1A (executives and managers) : extensions are allowed in 2-year increments , up to a maximum of 7 years . For L-1B (specialized knowledge employees) : one extension is allowed, up to a maximum of 5 years . Once the maximum stay is reached, the employee must either transition to a different visa (such as H-1B or EB-1C) or spend at least 1 year outside the U.S. before reapplying for L-1 status.

When can the employee enter the U.S. under L-1 status?

Employees may enter the U.S. up to 10 days before their employment start date, as listed on the I-797 approval notice . At the port of entry, they can also request an additional 10-day grace period after the end of their authorized stay, providing flexibility for onboarding or relocation logistics.

Can an L-1 employee transfer to another company or job within the U.S.?

Not freely. L-1 status is tied to a specific corporate entity and qualifying relationship: Employees can transfer within the same corporate group (e.g., to a different U.S. branch or affiliate), but USCIS must be notified. Transferring to an unaffiliated company requires the employee to switch to a different visa category (e.g., H-1B or O-1 ) and file a new petition. Any material change in job role, duties, or work location may require an amended L-1 petition to maintain compliance.

L-1 Visa 2025: Everything You Need to Know

Efficiently relocate executives and specialized personnel to your U.S. operations.

What is the L-1 Visa?

The L-1 visa is a non-immigrant visa that enables multinational companies to transfer key employees from their foreign offices to the U.S. for temporary assignments. It is designed for executives, managers, and professionals with specialized knowledge essential to the business.

For HR teams and legal departments, the L-1 visa provides a streamlined pathway to import organizational leadership, preserve institutional knowledge, and scale U.S. operations without relying on the H-1B lottery system.

Two L-1 Visa Categories: Which Applies to Your Talent?

L-1A – For Executives and Managers

Ideal for senior employees who will oversee major divisions, supervise staff, or lead U.S. operations.

Initial Stay: Up to 3 years
Extension: In 2-year increments, up to 7 years total

L-1B – For Employees With Specialized Knowledge

Used to transfer employees with proprietary expertise in the company’s products, systems, services, or methodologies.

Initial Stay: Up to 3 years
Extension: One 2-year extension, up to 5 years total

Note: If a candidate has reached the full 6-year limit on an H-1B visa, they are not eligible to switch to an L-1.

Employer Eligibility Requirements

To sponsor an L-1 visa, your organization must meet both structural and operational criteria:

Corporate Relationship

The U.S. entity must have a qualifying relationship (parent, subsidiary, affiliate, or branch) with the foreign office.
Both entities must be actively conducting business.

U.S. Operations

The company must have a physical office in the U.S.
If establishing a new office, provide a business plan showing operational readiness within one year.

Valid Employment Offer

The U.S. entity must submit an employment offer aligned with L-1A or L-1B criteria.
Sponsorship includes preparing and filing Form I-129 with USCIS.

Employee Qualifications

For L-1A Candidates:

Must be currently employed in a managerial or executive role abroad.
Must be transferring into a comparable position in the U.S.
Must have worked for the foreign entity for at least one continuous year within the past three years.

For L-1B Candidates:

Must possess specialized knowledge not commonly held in the industry.
Must have at least one year of continuous employment with the company abroad.

Step-by-Step Process: Employer and Employee Responsibilities

For the Employer:

File Form I-129 with USCIS Include:

Proof of qualifying corporate relationship
Description of job role and organizational structure
Employee’s credentials and employment history

Pay Required Government Fees

I-129 base fee
Anti-fraud fee
Optional: Premium processing fee for expedited adjudication

For the Employee (Once I-129 is Approved):

Complete Form DS-160 on the U.S. Consular website
Pay the visa application fee
Schedule and attend a visa interview at a U.S. consulate
Bring passport, DS-160 confirmation, I-129/I-797 approvals, photo, and receipts

How much does the L-1 visa cost?

Fee Description	Amount
Filing Fee	$695
Asylum Program Fee	$300
Anti-fraud Fee	$500
Premium Processing Fee (optional, but highly recommended)	$2,805
Estimated Totals (without and with Premium Processing)	$1,495 - $4,300

Compliance Tip: Avoiding Pitfalls

Changes in job duties, title, or location may require amending the petition—consult counsel in advance.
Employees cannot self-petition and must remain on the sponsor’s payroll.
New U.S. offices have stricter requirements—business plans, office leases, and proof of viability are essential.

Why U.S. Companies Choose the L-1 Visa?

No annual cap or lottery Internal global mobility made possible Supports long-term growth strategies Pathway to permanent residency (green card) for L-1A holders Blanket petitions available for companies with high-volume transfers

Need Help Navigating the L-1 Process?

At Ellis , we help corporate clients manage L-1 sponsorships with speed, precision, and full compliance. Whether you're scaling a new U.S. office or transferring top performers from abroad, we’ll ensure the process is smooth and legally sound.

Book a call with our business immigration team today.