Herman Legal Group · Immigration services
L-1 Visa Lawyer for Intracompany Transfers and New U.S. Offices
A U.S. expansion starts with more than forming a company. The immigration plan must connect the foreign business, the U.S. operation and the employee’s actual work. Herman Legal Group helps employers and transferring employees assess the L-1 route and prepare evidence that explains how the proposed transfer fits the business.
Already operating in the United States? Bring the existing company structure and the proposed role. Opening your first U.S. office? Bring your launch plan, funding information and staffing assumptions. We can identify the questions to resolve before you commit to a filing strategy.
Richard Herman and your business immigration plan
Richard T. Herman, Esq., has more than 30 years of immigration law experience. Your consultation can address the company relationship, the employee’s background and the proposed U.S. duties together. Ask who will handle the matter, what preparation is included and how the firm will coordinate with your company’s decision makers.
Which transfer are you planning
| Your situation | Useful starting point |
|---|---|
| Transfer to an operating U.S. company | Identify the position, reporting structure and supporting business records. |
| Establish a new U.S. office | Explain the launch, premises, financing and who will perform operational work. |
| Extend an existing L-1 assignment | Compare the approved plan with the actual work and business activity. |
| Respond to a request for evidence | Bring the complete notice, petition and deadline before deciding how to respond. |
The basic eligibility questions
Generally, L-1 requires one continuous year of qualifying employment abroad within the relevant preceding three years, a qualifying relationship between the foreign and U.S. organizations, and qualifying U.S. duties. L-1A covers managers and executives; L-1B covers specialized knowledge. Travel and prior U.S. employment can affect the foreign-employment calculation.
Federal L1 requirements in 8 CFR 214 2 l
Tell us the full work and travel history rather than counting only calendar dates. A title such as CEO, director or specialist is a starting point for questions, not the conclusion of the review.
Show how the companies are related
Prepare a clear ownership diagram with the legal names of each entity and the documents behind each connection. Identify direct and indirect owners, percentages, voting arrangements and changes under consideration. Flag any difference between the diagram and the corporate records before it becomes part of a petition.
- Bring formation documents, ownership records and relevant agreements for both entities.
- Explain who can appoint management, approve major decisions and exercise control.
- Provide evidence of actual foreign business activity and current U.S. activity or the planned launch.
A familiar trading name or cooperation agreement does not explain the entire corporate relationship. Have counsel review the underlying records. If an acquisition or investment changes the structure, discuss it before relying on an earlier assessment.
Explain the work in concrete terms
For a managerial or executive proposal, describe the decisions the employee makes, the people or function managed, and who carries out the operational work. Include a truthful duties breakdown and reporting chart. Resolve inconsistent descriptions across the résumé, employer letters and organizational records.
For a specialized knowledge proposal, explain the company-specific knowledge, how it was acquired and why the U.S. assignment needs it. Useful preparation may include training history, project examples, system documentation and comparisons with other roles. Avoid vague statements that the employee is indispensable without evidence explaining the work.
Opening a new US office
For a new office, secured premises and financial evidence matter. A new-office L-1A filing must show qualifying managerial or executive employment abroad and that the U.S. operation will support a managerial or executive role within one year of approval. L-1B new-office evidence has a different focus, including ability to pay the employee and begin business.
USCIS documentation and evidence guidance
Build a launch plan you can carry out
- Describe the product or service, customers, intended revenue and assumptions behind the forecast.
- Match funding and expected expenses to the proposed hiring and operating schedule.
- Identify who will handle sales, delivery, administration and other routine tasks.
- Explain the premises and why they fit the business. Bring the relevant signed documents.
Treat the plan as a working business document. Unsupported hiring promises and copied projections can leave the central questions unanswered. Keep the evidence accurate even when the proposed business is small or developing.
How HLG can help prepare the matter
We begin by comparing the business objective with the available facts. A preparation plan can identify missing records, inconsistent dates, unclear responsibilities and questions about the proposed classification. Confirm the engagement scope before expecting petition preparation, a response to a notice or later extension work.
- Eligibility assessment: review the entities, employee history and proposed assignment.
- Evidence planning: organize corporate, employment and operating records around the issues that need proof.
- Petition preparation: develop a consistent description of the real business and role within the agreed scope.
- Follow-up planning: discuss notices, travel and extension preparation as separate needs arise.
Prepare for the first consultation
Bring the employee’s résumé and dated employment history, passport and immigration records, prior petition decisions, company ownership diagram, role descriptions and current organizational charts. For a new office, add the business plan, premises documents and funding records. For an extension, add records showing what actually happened after approval.
Tell us the intended start date, current location, travel plans, preferred language and any pending deadline. An initial inquiry does not establish representation or extend a government deadline. Arrange a secure way to share confidential corporate and personal records with the team.
Questions employers often ask
Can a founder use the L-1 route? Ownership alone does not resolve eligibility. Review the foreign work history, company relationship, proposed duties and owner-specific evidence with counsel.
Does incorporation establish a new office case? No. The petition needs evidence addressing the business and assignment, not simply a formation certificate.
Will a business plan guarantee approval? No. The plan must be supported by credible records and fit the requested classification. Approval depends on the individual petition.
Can we promise a start date? Obtain advice about the filing process, visa or admission steps and any current status before committing to a work date. Petition approval and permission to begin work require attention to the employee’s circumstances.
Does an L-1 approval automatically produce a green card? No. Permanent residence requires a separate eligibility analysis and process. Ask about long-term planning without assuming that the temporary classification settles it.
Discuss your transfer or US expansion
Tell Herman Legal Group which company will employ the transferee, where the employee works now and whether the U.S. operation already exists. Request a consultation to assess the evidence and next steps. If you need Chinese-language coordination, ask about availability with Ruijie Zhang and confirm the team assigned to your matter.
General information only. Eligibility, representation, fees and results depend on the facts and the engagement agreement.