NonimmigrantEmployment-basedDual intentNo annual capForm I-129

L-1A Intracompany Transferee — Executive or Manager

For managers and executives of a multinational company who are transferring to its U.S. parent, branch, subsidiary or affiliate, or who are opening a new U.S. office.

Last reviewed Oct 1, 2026Sources: USCIS · eCFR · Federal RegisterReport an error

At a glance

Initial period of stay: Up to 3 years (1 year for a new office)
Extensions: Up to 2 years at a time
Maximum stay: 7 years
Prior employment abroad: 1 continuous year within the last 3
Annual cap: None
USCIS filing fee: $1,385 ($695 small employer or nonprofit)

New fee rule for extensions. Since Sept. 9, 2026, employers with 50 or more U.S. employees, more than half of them in H-1B or L status, must pay the $4,500 9-11 Biometric Fee on every L-1 extension petition, not just initial petitions. Petitions filed on or after Nov. 9, 2026 must use the 09/09/26 edition of Form I-129.

Overview

The L-1A classification lets a company with operations abroad transfer an executive or manager to a related U.S. company: its parent, branch, subsidiary or affiliate. The employee must have worked for the related company abroad for one continuous year within the three years before admission, and must come to fill an executive or managerial role.

Most L-1A workers come through an individual petition (Form I-129) filed by the U.S. employer. Large multinationals with an approved blanket L petition can skip the individual USCIS petition and have the employee apply for a visa at a consulate with Form I-129S. L-1A also covers executives or managers sent to open a new U.S. office, with a shorter first approval.

L-1 is a dual-intent classification. Under the regulations, an L-1 worker may seek permanent residence, for example through an EB-1C multinational manager petition, without that being a reason to deny the L-1 petition, extension or admission (8 CFR 214.2(l)(16)).

Who qualifies

The employer must

Have a qualifying relationship with the foreign company: parent, branch, subsidiary or affiliate.
Be doing business, meaning the regular, systematic and continuous provision of goods or services, both in the U.S. and in at least one other country (directly or through a qualifying organization) for the whole L-1 stay.
Not be a sole proprietorship petitioning for its own owner, because a sole proprietorship is not a legal entity separate from its owner (USCIS Policy Manual).

The employee must

Have worked for the qualifying organization abroad for one continuous year within the three years immediately before admission (or before filing, for a new office).
Be coming to work in an executive capacity (directing the organization or a major part of it, with wide discretion) or a managerial capacity (managing the organization, a department or an essential function, including supervising professional staff).

For a new U.S. office, the employer must also show

It has secured enough physical premises to house the new office.
The employee was an executive or manager abroad for one continuous year in the three years before filing.
The U.S. operation will support an executive or managerial position within one year of approval, based on its planned size, financing and structure.

Duration & extensions

Initial period	Up to 3 years; up to 1 year for an employee coming to open or work in a new office.
Extensions	In increments of up to 2 years.
Maximum total	7 years in L-1A (time in H status also counts). After that, the worker must spend one year physically outside the U.S. before returning in H or L status.
If promoted from L-1B	The 7-year limit applies only after at least 6 months in the approved managerial or executive role.
Grace periods	Up to 10 days before and after the petition validity period, plus one grace period of up to 60 days if employment ends early (8 CFR 214.1(l)).
Exception	The limit does not apply to seasonal or intermittent work, work totaling 6 months or less a year, or part-time commuters who live abroad.

Fees

The U.S. employer pays the USCIS petition fees. Visa fees are paid by each applicant at the consulate. Amounts below are from the USCIS fee schedule (Form G-1055, edition 10/01/26) and the State Department fee schedule.

Fee	Amount	Who pays	Notes
Form I-129 filing fee (L petition)	$1,385	Employer	$695 for small employers (25 or fewer full-time-equivalent U.S. employees) and nonprofits. The same fee applies to blanket L petitions.
Asylum Program Fee	$600	Petitioner	$300 for small employers (25 or fewer full-time-equivalent U.S. employees); $0 for nonprofits.
Fraud Prevention and Detection Fee	$500	Employer	Due on an initial L petition or a change of employer. Under a blanket petition, it is paid at the consulate with Form I-129S (22 CFR 22.1, item 25). Cannot be waived.
9-11 Response and Biometric Entry-Exit Fee (Pub. L. 114-113)	$4,500	Employer	Only for employers with 50 or more U.S. employees, more than half of them in H-1B or L status. It now applies to extensions as well (rule effective Sept. 9, 2026). Applies through Sept. 30, 2027. For blanket L visa applicants, the consulate collects it from the principal applicant (State Department fee page).
Premium processing (Form I-907, optional)	$2,965	Petitioner	Optional. USCIS acts within 15 business days. The fee has applied since March 1, 2026.
Visa application (MRV) fee	$205	Applicant	Per person, for H, L, O, P, Q and R visas, including each L-2 family member applying abroad. Not needed for visa-exempt Canadians.
Visa issuance (reciprocity) fee	Varies	Applicant	Charged only to some nationalities, based on reciprocity; many pay nothing.

Family members already in the U.S. who extend or change to L-2 status file Form I-539 ($470 on paper, $420 online). The Visa Integrity Fee (at least $250) created by Public Law 119-21 is not listed in the State Department fee regulation or on its visa fees page as of Oct. 1, 2026; DHS said on July 22, 2025 that it “will be implemented in a future publication.”

Processing time

Premium processing: 15 business days; Optional, for an extra $2,965. Available for individual and blanket L filings. The clock restarts if USCIS issues a request for evidence.
Standard processing: Varies; Check current USCIS processing times for Form I-129 at the relevant service center.
Blanket L visa: Decided at the consulate; Under an approved blanket petition, the consular officer reviews Form I-129S directly, with no separate USCIS petition for the employee.

L petitions are not capped, so they can be filed at any time of year. After approval, applicants outside the U.S. need a visa appointment; wait times vary by embassy. Visa-exempt Canadian citizens may present an L petition at certain land ports of entry and pre-flight inspection stations.

Application steps

1
Confirm the corporate relationship
The employer documents ownership and control linking the U.S. and foreign entities, and the employee’s qualifying year abroad.
2
File Form I-129 (or use the blanket petition)
The U.S. employer files Form I-129 with the L Classification Supplement and fees. Under an approved blanket petition, it instead completes Form I-129S for the employee.
3
Optional: request premium processing
File Form I-907 with the petition, or later, for a decision within 15 business days.
4
Apply for the visa
After approval, the employee (and any L-2 family members) completes Form DS-160 online, pays the visa fee and attends a consular interview. Blanket L applicants bring Form I-129S and the blanket approval notice and pay the $500 fraud fee at the consulate.
5
Enter the United States
CBP admits the worker for up to the petition validity, plus up to 10 days before and after. Check the I-94 record after entry.
6
Extend in time
Before the current approval expires, the employer files an extension on Form I-129. Covered employers include the $4,500 9-11 fee.

Required documents

From the employer

Evidence of the qualifying relationship, such as ownership records, annual reports or articles of incorporation.
Evidence that both entities are doing business, such as financial statements, invoices and tax returns.
A letter describing the U.S. executive or managerial role and the employee’s duties abroad, with organizational charts.
For a new office: the lease or deed for the premises, a business plan, and evidence of financing and of the size of the investment.

From the employee

Valid passport and a confirmation page for Form DS-160.
Evidence of one continuous year of qualifying employment abroad, such as pay records and an employer letter.
Copy of the Form I-797 approval notice, or Form I-129S plus the blanket approval for blanket L.

Dependents & family

The spouse and unmarried children under 21 may receive L-2 status and stay for the same period as the L-1 worker.

Spouses can work. Since Nov. 12, 2021, USCIS treats L-2 spouses as employment-authorized incident to status. Since Jan. 30, 2022, USCIS and CBP have issued spouses a Form I-94 with the class of admission L-2S. An unexpired L-2S I-94 is an acceptable List C document for Form I-9. Spouses with an older I-94 marked “L-2” can show it together with the USCIS notice that identifies them as an employment-authorized spouse. An EAD is optional (Form I-765, $520 on paper or $470 online).

Children in L-2 status are not employment-authorized incident to status; only spouses receive the L-2S designation.

Path to a green card

Because L-1 is dual intent, an L-1A worker can pursue a green card while keeping L-1 status. The most direct route for executives and managers is EB-1C (multinational manager or executive), which needs no labor certification.

Step 1

EB-1C petition

The U.S. employer files Form I-140. The worker must have been employed abroad by a related entity for at least 1 year in the 3 years before the petition (or before the most recent nonimmigrant admission), and the U.S. employer must have been doing business for at least 1 year.

Step 2

Wait for a visa number

Priority dates for EB-1 can be current or backlogged depending on country of birth; check the State Department Visa Bulletin.

Step 3

Adjust status or process abroad

File Form I-485 in the U.S. when a visa number is available, or complete immigrant visa processing at a consulate.

Other paths, such as EB-2 or EB-3 through PERM labor certification, are also possible. The I-140 filing fee is $715 on paper or $665 online, plus the Asylum Program Fee ($600, $300 for small employers, $0 for nonprofits), per the USCIS fee schedule.

L-1B

Intracompany transferee — specialized knowledge

Same company-transfer route for employees with specialized knowledge; up to 5 years.

E-2

Treaty investor

For nationals of treaty countries investing in and directing a U.S. business.

H-1B

Specialty occupation

Degree-level roles; subject to the annual cap and lottery for most employers.

EB-1

Priority workers

Green card category that includes EB-1C multinational managers and executives.

O-1A

Extraordinary ability

For individuals with sustained national or international acclaim.

Common questions

Can an L-2 spouse work without an EAD?

Yes. Since Nov. 12, 2021, USCIS treats L-2 spouses as employment-authorized incident to status. An unexpired Form I-94 showing L-2S is acceptable evidence for Form I-9. Children in L-2 status cannot work.

What is a blanket L petition?

It is a one-time approval for a large multinational and its listed affiliates. A company qualifies if it is engaged in commercial trade or services, has had a U.S. office doing business for at least a year, and has three or more domestic and foreign branches, subsidiaries or affiliates. It must also have either 10 or more L approvals in the past 12 months, U.S. affiliates with combined annual sales of at least $25 million, or a U.S. workforce of at least 1,000. Employees then apply at a consulate with Form I-129S.

How long can someone stay in L-1A status?

Up to 7 years in total. The first approval is up to 3 years (1 year for a new office), and extensions are granted up to 2 years at a time. After 7 years, the person must spend one year outside the U.S. before returning in H or L status.

Can a Canadian citizen apply at the border?

Yes. Under 8 CFR 214.2(l)(17), the employer’s L petition for a Canadian citizen can be filed with CBP at a Class A port of entry on the U.S.–Canada land border or at a U.S. pre-flight inspection station in Canada.

Is the $4,500 fee paid on every petition?

Only by covered employers, meaning those with 50 or more U.S. employees, more than half of them in H-1B or L status. From Sept. 9, 2026, those employers pay it on initial and extension petitions, but not on amended petitions that do not seek an extension.

Official sources

Recent changes

Sep 11, 2026
Proposed rule: eliminate the 60-day grace period. DHS proposed removing 8 CFR 214.1(l)(2), the up-to-60-day grace period after employment ends for E-1, E-2, E-3, H-1B, H-1B1, L-1, O-1 and TN workers and their dependents. This is a proposal only (comments close Nov. 10, 2026); the grace period remains in the regulation for now. Source ↗
Sep 9, 2026
New edition of Form I-129 (09/09/26). USCIS published a new Form I-129 edition. Petitions postmarked or electronically submitted on or after Nov. 9, 2026 must use the 09/09/26 edition; the 02/27/26 edition is accepted until then. Source ↗
Aug 10, 2026
9-11 Biometric Fee extended to all L-1 extension petitions. Final rule, effective Sept. 9, 2026: covered employers (50 or more U.S. employees, more than half in H-1B or L-1 status) must pay the $4,500 fee on all L-1 extension petitions, not only initial petitions and changes of employer. Amended petitions that do not seek an extension are excluded. Source ↗
Jan 12, 2026
Premium processing fee rises to $2,965. Inflation adjustment: the Form I-907 fee for I-129 petitions in L, O and P (and most other) classifications increased from $2,805 to $2,965 for requests postmarked on or after March 1, 2026. Source ↗
Dec 16, 2025
Proclamation 10998 expands entry restrictions. Effective Jan. 1, 2026, entry of nationals of additional countries was fully or partially suspended. Full suspensions cover nonimmigrant visas, including employment categories; partial suspensions cover B, F, M and J visas and shorten validity of other nonimmigrant visas. Limited exceptions apply. Source ↗
Jul 22, 2025
Visa Integrity Fee: not yet implemented. Public Law 119-21 (July 4, 2025) created a Visa Integrity Fee of at least $250 payable when a nonimmigrant visa is issued. DHS stated the fee “requires cross-agency coordination before implementing” and “will be implemented in a future publication.” Source ↗
Jun 4, 2025
Proclamation 10949 restricts entry from listed countries. Fully suspended entry of immigrants and nonimmigrants from 12 countries and partially suspended entry from 7 others, effective June 9, 2025. Later amended by Proclamation 10998. Source ↗
Jan 31, 2024
USCIS fee rule sets separate I-129 fees and Asylum Program Fee. Effective April 1, 2024, Form I-129 fees vary by classification, with reduced fees for small employers and nonprofits, plus a new Asylum Program Fee paid by I-129 petitioners. Source ↗
Oct 20, 2023
Sole proprietorships cannot petition for their owners. USCIS Policy Manual update: a sole proprietorship may not file an L-1 petition for its owner, because it is not a legal entity separate from the owner. Source ↗

This page is general reference material compiled from the official sources above and is not legal advice. Eligibility depends on individual facts; rules and fees change, so confirm with the agency before you file. VisaTypes.com is not affiliated with USCIS, the Department of State or any government agency. Spotted an error? Tell us.