Future plans should not be presented as existing operations or employment.
Keep the evidence and permissions accurate
Review the actual activity and status involved. Qualifying L spouses may work incident to appropriate US status with required evidence, but a pending family plan does not establish that a business is currently operating.
The permission comes from the status itself, so the spouse is not tied to the transferring company, to a particular employer or to a particular occupation, and does not depend on anyone's goodwill to keep working. Even once work permission exists, the company must truthfully document the principal’s duties rather than assuming that hiring a spouse automatically makes the principal a qualifying manager. If the spouse already has an independent immigration status, assess that situation separately rather than assuming everyone must use the principal’s dependent route. A pending case confers nothing, so a spouse who is present as a visitor while USCIS holds the petition remains a visitor, and a visitor’s permitted activities are narrow. The principal’s transfer and the spouse’s admission may not occur on the same day, so build the household budget around the actual dates rather than a shared assumption. Where a spouse intends to work, confirm what documentation an employer will expect to see before a start date is accepted, since the practical obstacle is usually proving the status rather than holding it.