L-1 Visa Application and Benefits Guide

Do you work for a multinational company and receive the opportunity to transfer to the United States temporarily? Or perhaps you’re an executive tasked with opening a new U.S. branch for your foreign company? The L-1 visa program is what you and your employer need to consider.

This guide will be your one-stop shop for understanding the intricacies of the L-1 visa. We’ll delve into the different L1 visa eligibility requirements (for the U.S. employer and the foreign employee), L-1 categories, benefits, and the application process. You’ll learn about the all-important Form I-129 and the typical processing times for L-1 visas.

Whether you’re a manager getting a promotion that involves an exciting U.S. transfer or a specialized worker with knowledge crucial to setting up a new American branch, this L1 visa guide will equip you with the knowledge you need to understand the L1 visa process, so let’s begin!

What Is L1 Visa?

The L-1 visa is a visa designed explicitly for intracompany transfers. It is a bridge for multinational companies to move critical employees between their international offices. This allows them to leverage the expertise and experience of their existing staff in the United States.

L-1 Visa Categories

Employees deemed worthy of transfers to the United States can obtain one of the two L1 visa types:

  • L-1A: This visa is for executives and managers who are vital in overseeing U.S. operations, managing projects, or making strategic decisions.
  • L-1B: This visa is for employees with specialized knowledge. They are individuals whose unique skills and expertise are essential to the company’s U.S. branch, and this knowledge cannot be obtained from someone already in the U.S. workforce.

Who Qualifies for an L-1A Visa: Managers and Executives

The L-1A visa is a pathway for multinational companies to bring their high-level leadership to the United States. There are two fundamental categories within the L-1A: managers and executives. Let’s break down the L1 requirements for each:

Managers Qualified for L-1A Visa

  • An L-1A manager needs to be more than just a supervisor. They must have the power to make significant decisions that impact the U.S. operation. This might include hiring and firing employees (without needing approval from another supervisor), setting budgets, or overseeing major projects.
  • They typically manage a department, team, or a specific function within the U.S. company. They could be the Head of Marketing, the Operations Manager, or a Regional Sales Director.
  • They oversee and direct the work of other employees, including lower-level supervisors. They do not simply handle day-to-day tasks and report to another supervisor.

Executives Qualified for an L-1A Visa

  • Executives occupy the highest leadership positions within a company. They report directly to a board of directors or stakeholders with little supervision.
  • They have the authority to set the overall direction and strategy for the U.S. company. Think of CEOs, COOs, or Presidents who make critical decisions about the company’s future.
  • Unlike managers, executives have a much smaller group of people they answer to. Their decisions typically carry a lot of weight within the organization.

In short, the L-1A visa is for those who hold the reins within a company, shaping its U.S. operations and driving its success.

Who Qualifies for an L-1B Visa: Experts Bringing Specialized Knowledge

The L-1B visa is designed for a different kind of crucial employee: the specialist. These are individuals who possess unique and advanced knowledge that is critical to the company’s U.S. operations. Here’s what makes an L-1B candidate:

  • Specialized knowledge that goes beyond what someone could learn in a short amount of time. It’s built on years of experience and a deep understanding of the company’s products, processes, or technology.
  • Challenging to replace: The knowledge isn’t easily transferred to someone else. Finding a replacement in the U.S. workforce would be challenging and time-consuming. The company relies heavily on this individual’s expertise.
  • Essential for quality: This specialized knowledge keeps the company’s products or services at a high standard. Without this individual, the quality could suffer.

Examples of L-1B Specialists

Across many industries, we find L-1B candidates whose expertise is vital in:

  • Engineering: Specialists who design and develop new products or implement complex technical solutions.
  • Information Technology: Experts in unique software systems or maintaining critical IT infrastructure.
  • Finance: Individuals with in-depth knowledge of the company’s specific financial instruments or complex global financial operations.
  • Biotechnology: Scientists with specialized knowledge in research and development for cutting-edge products.

The L-1B visa recognizes that certain individuals bring irreplaceable expertise that benefits the U.S. company’s operation. It allows U.S. businesses to leverage this expertise and maintain their competitive edge.

L1 Visa Employment Conditions

In L1 A and L1 B cases, the employee must have worked for the foreign company for at least one continuous year within the past three years before transferring to the U.S. The U.S. company applying for the visa must also be a qualified affiliate of the foreign company, such as a branch, parent company, subsidiary, or a company with shared ownership.

Unlike some other work visas, the L-1 cannot be self-petitioned. The U.S. company is the sponsor and files the petition on the employee’s behalf. This employee is then referred to as the “beneficiary” of the visa.

The L-1 visa offers a significant advantage: it allows you to live and work in the U.S. for a long time. Additionally, it can pave the way for immigration benefits for your spouse and children.

The L-1 Visa for Business Owners and Other Entrepreneurs

Foreign entrepreneurs wanting to expand their businesses into the U.S. have two main visa options: the E-2 Treaty Investor visa and the L-1 Intracompany Transfer visa. 

The L-1 visa can be a valuable option for entrepreneurs who:

  • Own a company abroad: The entrepreneur must be the owner or a major shareholder in a foreign company with a branch or affiliate in the U.S.
  • Hold a managerial or executive role: The entrepreneur’s role in the U.S. branch must be managerial or executive. It could involve overseeing daily operations, making strategic decisions, or managing personnel.

Unlike the EB-5 investor visa, which requires a significant investment, the L-1 doesn’t have a minimum investment threshold. Moreover, obtaining an L-1 visa is generally quicker than obtaining an EB-5 visa, which can involve a lengthy wait time.

IMPORTANT! The L-1 visa is a non-immigrant visa intended for temporary stays. The entrepreneur’s petition must demonstrate that their services are needed for a specific period in the U.S. branch, with the expectation of returning to their role abroad eventually.

The L1 application process for business owners involves submitting evidence of the entrepreneur’s ownership stake in the foreign company, their managerial/executive role, and the legitimacy of the transfer to the U.S. branch. Consider these factors and work with immigration specialists to determine if the L-1 visa is the most suitable option for establishing a presence and growing your business in the U.S. market.

The Benefits of the L-1 Visa for the Transferred Employee

The L-1 visa offers a compelling package of benefits for multinational companies and the employees they transfer to the United States. Let’s see the key advantages:

The L1 Allows You to Live and Work in the U.S.

The L-1 visa grants legal authorization to reside and work in the United States for your sponsoring company. This opens the door to professional opportunities and a new chapter in your life.

You Can Work Part-Time with an L1 Visa

While full-time work is generally expected, L-1 visa holders can work a slightly reduced schedule if they dedicate a substantial portion of their time to the job regularly. This can offer some flexibility in your work-life balance.

The L1 Program Allows Extended Stays

The L-1A visa allows managers and executives to stay for an initial period of 3 years, with the possibility of extension for up to 7 years. The L-1B visa for specialized knowledge workers offers an initial 3-year stay, with extensions reaching 5 years. This provides stability and time to make meaningful contributions in your U.S. role.

The L1 Visa Has Dual Intent Flexibility

Unlike some visas restricting your immigration goals, the L-1 is a dual intent visa. This means you can hold the intent to live and work in the U.S. temporarily while also exploring the possibility of permanent residency. Moreover, if your L-1 visa is based on an executive or managerial position, you can pursue a U.S. green card with sponsorship from your current employer or another U.S. company.

L1 Visas Allow Multiple Entries and Exits

The L-1 visa allows you to travel freely in and out of the United States if your L-1 visa status remains valid. This provides flexibility for business trips or personal travel.

U.S. Employers Don't Have a Set Wage Requirement for L-1 Employees

The L-1 doesn’t impose a specific wage threshold like some other visas. The transferred employee’s compensation is determined by your employer based on your experience and qualifications. However, your employer must still comply with minimum wage laws.

L1 Offers Immigration Benefits for Your Family and Work Authorization for Your Spouse

Qualifying for an L1 visa allows your family (spouse and minor children) to join you in the United States. They would hold L-2 status as your dependents. 

A significant L-1 visa benefit is that your spouse can obtain employment authorization in the United States without needing a separate work permit (Employment Authorization Document).

Their status as your dependent (L-2) allows them to work “incident to status.” This authorization will be reflected on their Form I-94 received upon entering the U.S. This form (considered a List C document) can be used to complete Form I-9, which employers require new hires to fill out to verify their legal right to work in the U.S.

The L1 Visa Program Allows Premium Processing

The L-1 visa is eligible for premium processing. By paying the extra fee (not small!), you can accelerate the petition processing with USCIS, which can be a valuable option if you need a faster decision.

L-1 Visas Have No Annual Limits

There’s no yearly cap on the number of L-1 visas issued. This stands in contrast to certain other visas, where competition for a limited number of spots can be fierce.

IMPORTANT! The L-1 visa offers a pathway to live, work, and potentially build a future in the United States. It provides flexibility, stability, and the chance for your family to share the American experience.

The L1 Visa Requirements and Eligibility Criteria for U.S. Employers and Beneficiaries

The L-1 visa streamlines the transfer of essential employees from multinational companies to their U.S. branches. The sponsoring U.S. company and the employee being transferred (beneficiary) must meet specific criteria to qualify. 

If you want to better understand the eligibility criteria for L1 visas, here is a summary table that provides a quick overview of employer and employee requirements. We will discuss the criteria for sponsors and beneficiaries below in this L-1 visa guide.

L-1 Requirement

Qualifying relationship

Business operations

Employment offer

Employee position


Employer (L-1 Sponsor)

Must have a qualifying relationship with the foreign entity employing the visa holder (parent, subsidiary, affiliate, branch office).

Actively conducting business in the U.S. with a physical office (or plan for a new office).

Offer valid employment and sponsor the L-1 visa petition with USCIS.



Employee (L-1 Beneficiary)

Employed by a qualifying organization with a relationship to the U.S. employer (parent, subsidiary, affiliate, branch office).

* L-1A: Managerial/Executive role overseeing a significant portion of operations or a critical function.
* L-1B: Possess specialized knowledge of the company's products, services, technology, or procedures.

One year of continuous employment with the foreign company within the past three years (outside the U.S.).

L1 Visa Requirements for the Employer (L-1 Sponsor)

First, you must know that the U.S. company must have a demonstrably qualifying relationship with the foreign company employing the visa applicant. It can take several forms:

  • Parent company/subsidiary: This is the most common structure, where one company owns a majority stake in the other.
  • Branch office: A branch office is an extension of the same company operating in a different location. It must be registered as a foreign corporation in the U.S. to qualify.
  • Affiliate: Two companies can be considered affiliates if they share a common parent company, are owned and controlled by the same group, or belong to certain multinational accounting firms.

IMPORTANT! The L-1 visa program is designed for genuine intra-company transfers. USCIS will look for evidence of a clear link between the foreign and U.S. companies, demonstrating a legitimate transfer of knowledge and expertise within the multinational organization.

Moreover, the U.S. company must be a bona fide business entity, actively conducting operations within the U.S. This typically means having a physical office with the resources to support the L-1 employee’s position.

For new U.S. entities (L-1 New Office petitions), a detailed plan demonstrating viability and support for the employee’s role is required.

IMPORTANT! The L-1 visa program has a special provision for new U.S. offices of foreign companies. To qualify, the company must prove they have a physical space for the office, the employee has held a manager or executive role for at least a year in the past three years, and the new U.S. office will be able to support a manager or executive within a year of the visa being approved.

Lastly, the U.S. company must formally extend a job offer to the employee and be willing to sponsor their L-1 visa petition. This sponsorship signifies the company’s commitment to the employee and their role within the U.S. operations.

IMPORTANT! The L-1 visa is bound to a specific employer-employee relationship. The U.S. company applies for the employee, who can generally only work for that sponsoring company (with limited exceptions for “off-site placement” under specific conditions).

Eligibility Criteria for Blanket Petitions for U.S. Employers

The L-1 visa allows companies to transfer employees between their branches worldwide. For frequent transfers, companies can utilize a blanket petition. This pre-approves the company’s eligibility to bring in L-1 employees, saving time on individual petitions for each transfer.

Qualification Criteria for a Blanket Petition

  • Companies in trade or services: The company (petitioner) and its qualifying affiliates must be engaged in commercial trade or services.
  • Established U.S. presence: The company must have a U.S. office that’s been operational for at least one year.
  • Global network: The company must have a minimum of three branches, subsidiaries, or affiliates spread across the U.S. and other countries.

In addition to the above, the company (along with its qualifying affiliates) must meet at least one of these benchmarks:

  • Proven track record of transfers: Having obtained at least 10 L-1 approvals in the past year demonstrates experience with the process.
  • Strong U.S. presence: U.S. subsidiaries or affiliates with a combined annual revenue of at least $25 million signify a substantial U.S. investment.
  • Large U.S. workforce: Having at least 1,000 employees in the U.S. indicates a significant U.S. operation.

The Benefits of a Blanket Petition

Once approved, the company can quickly transfer qualified employees by filing a more straightforward form (Form I-129S) instead of a complete L-1 petition for each employee. This eliminates the need for individual USCIS processing for each transfer, saving time and potentially speeding up the employee’s arrival.

IMPORTANT! After the blanket petition is approved, employees of most nationalities can apply for the L-1 visa at a U.S. consulate with Form I-129S and supporting documents. Canadians exempt from the L-1 visa requirement can present Form I-129S and documents to U.S. Customs and Border Protection for admission to L-1 status. For visa-exempt L-1 Canadian employees, the company can optionally file Form I-129S with USCIS instead of directly with CBP.

L1 Visa Requirements for the Employee (L-1 Beneficiary)

The employee must have been continuously employed by a company with a qualifying affiliation to the U.S. employer for at least one year within the past three years. This qualifying employment must have occurred outside the U.S. Brief trips for business or pleasure won’t disrupt this requirement but won’t count towards the one-year threshold.

IMPORTANT! If you apply for an L-1A visa, you must head to the U.S. to assume a managerial or executive role. If you apply for an L-1B visa, you must possess advanced, unique, company-specific, and essential knowledge for the U.S. company’s operations.

The L-1 Visa Application Process: A Step-by-Step Guide

Obtaining an L-1 visa involves a collaborative effort between the U.S. employer sponsoring the transfer and the L-1 employee. This table clearly summarizes the application process, outlining the steps involved and who is responsible for each action. In the next section of this L-1 visa guide, we will explain who needs to do what for a smooth L1 application.


Transfer offer

Form I-129

Employer pays fees

Form DS-160 completion

L-1 visa application fee

Interview scheduling

Document submission

Interview attendance


The U.S. employer initiates the process by offering a transfer to the employee in their foreign branch.

The U.S. employer files Form I-129 with USCIS.

The U.S. employer covers all government filing fees associated with Form I-129.

Once the petition is approved, the employee electronically completes Form DS-160.

The employee pays the required L-1 visa application fee to the U.S. embassy or consulate.

The employee schedules and attends a visa interview at their home country's designated U.S. embassy or consulate.

The employee submits the required documents for the application before the interview.

The employee attends a visa interview at the U.S. embassy or consulate.

Performed by

U.S. Employer

U.S. Employer

U.S. Employer

L-1 Applicant (Employee)

L-1 Applicant (Employee)

L-1 Applicant (Employee)

L-1 Applicant (Employee)

L-1 Applicant (Employee)

The Employer's Role in Filing the L-1 Visa Petition for the Transferred Employee

The U.S. employer initiates the process by filing Form I-129 with USCIS. This petition details the job offer, establishes the qualifying relationship between the foreign and U.S. companies, and demonstrates the employee’s eligibility (including qualifications and experience).

The employer is also responsible for all associated government filing fees, including the base fee for Form I-129 and any potential additional charges like anti-fraud or premium processing fees.

The Employee's Role in Obtaining the L-1 Visa to Work for the U.S. Employer

The employee can proceed with their application once USCIS approves the employer’s petition (Form I-129). It involves electronically completing Form DS-160.

The employee must also pay the required L-1 visa application fee to the U.S. embassy or consulate where they will interview for the visa.

The employee schedules and attends a visa interview at their home country’s designated U.S. embassy or consulate. This interview may require specific documents such as a valid passport, proof of the job offer, and evidence supporting their qualifications.

What Documents Must the Employer and Employee Submit for the L-1 Visa Application?

Securing an L-1 visa hinges on comprehensive documentation from the sponsoring U.S. employer and the L-1 beneficiary (employee). This section provides a clear breakdown of the required documents, categorized by who submits them:

L1 Document category

Employer-submitted documents (form i-129)

Employee-submitted documents (L1 visa application)

Additional Documents (Based on Petition Type)

Document description

Detailed job description for the L-1 position

Evidence of qualifying relationship between companies

Proof of employee's qualifications and eligibility

Valid passport

Completed form ds-160 confirmation page and code

Receipts for visa application fees

Visa interview appointment letter

Individual petition

Blanket petition

Submitted by

U.S. Employer

This document outlines the specific duties, responsibilities, and minimum qualifications for the L-1 position in the U.S. It should demonstrate the managerial/executive nature of the role (L-1A) or the requirement for specialized knowledge (L-1B).

This section establishes a legitimate relationship between the foreign company and the U.S. employer. It may include documents like articles of incorporation, ownership structures, and any relevant agreements demonstrating affiliation.

The employer must provide documentation that proves the employee meets the admissibility requirements for an L-1 category. It could include diplomas, certifications, work experience letters, or evidence of specialized knowledge relevant to the L-1B category.

L-1 Beneficiary (Employee)

A valid passport is essential for any visa application. Ensure the passport has sufficient validity beyond the intended stay in the U.S.

Form DS-160 is an online non-immigrant visa application. The applicant must electronically complete and submit this form and provide the confirmation page and code during the visa application process.

Receipts for all visa application fees paid by the employee must be included.

The U.S. embassy or consulate will issue an interview appointment letter after applying. This letter should be included in the visa application documents.

For individual petitions, no additional documents are typically required beyond the core documents listed above.

If the L-1 visa application falls under a blanket petition established by the employer, a copy of the approved Form I-129S will be required.

As you can easily understand, this is just a quick overview of the documents USCIS requires from the employer and the employee for a successful L-1 visa application. However, USCIS can require supporting evidence and extra paperwork. If it is your case, it’s best to hire an immigration advisor or lawyer to help you with the documentation, the L1 application process, the preparation of other forms if necessary, and so on.

The Employee's Interview: The Next Step in the L1 Visa Application Process

The L-1 visa interview is a critical step in your application journey. At the U.S. embassy/consulate at home, an officer will evaluate your eligibility and the legitimacy of your transfer to the U.S.

What to Expect During the L-1 Visa Interview

The consular officer will be evaluating your motivations for seeking the L-1 visa. Be prepared to clearly articulate your career goals within the U.S. branch and how your transfer benefits you and the company.

You should also expect questions about your experience and qualifications for the L-1 position. Bring documentation supporting your expertise, such as diplomas, certifications, or work experience letters. For L-1B applicants, be ready to demonstrate your specialized knowledge and its importance to the company’s operations.

Lastly, the consular officer may inquire about the specifics of your job offer in the U.S. Having a clear understanding of your responsibilities, duties, and reporting structure will be helpful.

L1 Visas Processing Times and Timeline

Unlike H-1B applicants who require a prevailing wage certification from the U.S. DOL, L-1 applicants are exempt from this step. This eliminates the need to demonstrate the lack of qualified U.S. workers for the specific position. Overall, this shortens the L-1 processing time. 

The processing times for L-1 visas can vary depending on several factors:

  • The workload at the specific USCIS service center handling the petition.
  • Your case’s complexity, as straightforward cases are generally processed faster than complex ones with additional scrutiny.

Despite these variations, L-1 visas typically boast faster processing times than many other work visa categories. You can find current processing times for L-1 visas on the USCIS website, categorized by service center.

EXAMPLES! The processing time for the petition for a non-immigrant worker (I-129) at the California service center is 2 months (for 80% of the cases they receive). In contrast, the processing time for the I-129 Form at the Texas Service Center is 4 weeks (for 80% of the cases they receive).

IMPORTANT! L1 applicants can opt for premium processing of Form I-129 for an additional fee. If approved, USCIS will expedite petition processing within 15-45 calendar days. It can be a valuable option for situations requiring quicker visa issuance.

Since the L-1 visa requires seamless coordination between the U.S. company and the employee, the L1 visa processing time also needs to factor in the wait times for the DS-160 interview.

The average wait time for petition-based temporary workers (H, L, O, P, Q visas) – who must go through the interview process – is 57 days.

Sometimes, you get lucky. The interview-required petition-based L visas wait times are 8 calendar days if you’re from Paris, France, or 25 days if you’re from Madrid, Spain.

Overall, the entire L-1 visa application processing time can go up to 100 days (the wait times for the I-129 plus the visa interview wait times).

How Much Does the L-1 Visa Cost?

The price tag associated with securing an L-1 visa isn’t a one-size-fits-all situation. Here’s a closer look at some fees involved in the L-1 visa application process:

  • Form I-129 filing fee: The U.S. employer pays the standard fee of $1385, or $695 for small employers when filing the petition for the employee with USCIS. 
  • Anti-fraud fee (optional): In specific scenarios, an additional $500 anti-fraud fee may be required, determined by USCIS based on the employer and case details.
  • Premium processing fee (optional): If the employer wants to expedite the processing of Form I-129, a premium processing fee of $2805 must be paid.

The maximum fees incurred by a U.S. employer petitioning for an L-1 visa for a transferred employee can go up to $4,700  (anti-fraud and premium processing included).

Let’s not forget about the employee, either! A petition-based visa (including L1 intercompany transferees) costs $205.

L-1 Visa Validity and Extension: What Employees Need to Know

The initial validity period of your L-1 visa is the same as the length of your employment contract included in your employer’s Form I-129 petition. This timeframe will also be reflected on your Form I-94 arrival/departure record issued upon entry to the U.S.

L1 Extensions

Your employer can file for extensions before your current L-1 visa expires. If approved, these extensions allow you to stay in the U.S. longer. The maximum duration of stay on an L-1 visa varies by category: 

  • L-1A (Managers/Executives): up to 7 years total (initial period + extensions)
  • L-1B (Specialized Knowledge Workers): up to 5 years total (initial period + extension)

What Happens When Your L1 Visa Expires

Once you reach the maximum allowable stay for your L-1 visa category, you’ll need to explore other options for remaining in the U.S. This may involve pursuing a different visa category or permanent residency.

The L-1 Visa to Green Card Pathway

As we said, the L-1 visa, similar to the H-1B visa, is considered a “dual intent” visa. This means that holding an L-1 visa does not give you a direct line to getting a Green Card, but it doesn’t automatically disqualify you from seeking permanent residency in the U.S. Here’s what you need to know:

  • Unlike some visa categories, L-1 applicants don’t need to demonstrate a solid intention to return to their home country after their visa expires.
  • L-1 visa holders can pursue Green Cards through various avenues, including employment-based applications through Form I-140.
  • Individuals with specialized knowledge under the L-1B category may be eligible for Green Card processing within a year under the EB-1 priority worker program.

Having an L-1 visa and expressing your desire to stay in the U.S. won’t negatively impact your initial visa application or future green card pursuit.

L-1 Visa Frequently Asked Questions

If you still need clarifications on petitioning for an employee’s transfer or obtaining an L-1 visa to work in America, here are other key takeaways for you to consider. Check the answers we provided our clients in the past:

Can USCIS deny my L1 visa? What happens next?

L-1 visa interview outcomes are typically communicated on the interview day itself. However, in some instances, applicants may receive a refusal letter later without a specific explanation. The reasons for denial can vary depending on the visa category and could include suspected immigration intent, potential unauthorized employment, or inadequate documentation. While there’s technically no waiting period to reapply, a new application is generally not advisable without significantly improving the visa requirements. 

If your employer’s I-129 petition for your work visa is denied, there are a few steps to consider. First, carefully review the reasons for the denial with your employer and an immigration lawyer to determine if a new I-129 petition can address the issues, such as missing paperwork or qualifications not meeting the visa requirements.

Another option is appealing the denial within 30 days. This involves filing other forms with additional evidence to strengthen your case. Appeals can take months, and success rates vary, so consulting immigration experts is crucial.

While L-1 visas are typically for transferring employees between affiliated companies, sole owners can potentially qualify under specific circumstances. However, you’ll need to establish yourself as a bona fide company employee, even though you own it.

To meet L-1 visa requirements, you’ll need to demonstrate “employee status.” This means having a clear distinction between your role as owner and your role as an employee with defined duties and responsibilities.

One recommended strategy involves setting up a board of directors for your company. This board then creates formal employment agreements outlining your position, duties, and compensation. The agreement should also clarify that the board can dismiss you from your employed role within the company.

As you can imagine, this is a very complex process that requires legal help. Consult with immigration experts to understand how a company owner can petition for an L-1 visa via a board of directors.

It depends on the specific situation. Here’s a quick guideline:

  • Choose L-1 if you’re an executive or manager transferring within the same multinational company. The L-1 visa offers a potentially faster and more straightforward path due to the exemption from labor certification and the potentially shorter processing times.
  • Choose H-1B if you’re a highly skilled professional in a specialty occupation and your employer can demonstrate the lack of qualified U.S. workers.

Are You Ready to Apply for an L1 Visa? Consult Our Experts Today!

The L-1 visa application process can involve challenges with forms like I-129 and DS-160, as well as eligibility requirements and potential family considerations. Don’t go through this journey alone! Our experienced immigration specialists at ImmigrationDirect can provide comprehensive assistance to answer your questions, streamline paperwork, and ensure the application is strong from start to finish. Contact our team today for a stress-free L-1 visa journey, whether you are the employer or the employee!

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