Read the general business expansion overview
North Saanich companies should establish the applicant’s actual foreign employment and duties alongside the proposed US operation. A new-office case begins with a completed foreign-employment analysis, then tests whether the proposed US entity can become a functioning business that supports the requested role. The first review should produce a single dated file containing the foreign payroll and duties, entity-relationship proof, premises record, budget, and first-year staffing plan. The company must decide whether those documents show an operational launch rather than incorporation plus an aspirational chart.
Read the service period accurately
A continuous qualifying foreign employment year within the relevant three-year period is required. Review material travel and role changes under the actual counting rules instead of assuming a résumé anniversary answers every question. Calculate the relevant three-year window from the actual filing or admission plan and match it to full-time foreign employment records. The beneficiary needs one continuous qualifying year abroad within that period. Travel, leaves, and role changes should be listed and explained from payroll, travel, and job records; a résumé date alone cannot settle the count. If the launch date moves, recalculate before relying on the earlier result.
Explain the qualifying role
L-1A needs primarily managerial or executive duties and real operating support. First-line nonprofessional supervision does not qualify by title alone. L-1B needs the relevant special or advanced company knowledge and an accurate assignment account. Describe the proposed US role in terms of what the person will actually do in the first year. For L-1A, the role must be primarily managerial or executive and be supported by the planned operating structure. For L-1B, the company must explain the relevant specialized knowledge and why the new operation needs it. Hypothetical example: a rail-signal-maintenance company plans a US service office and proposes its foreign maintenance manager as L-1A. The company must decide whether the first-year plan gives her authority over technicians, schedules, budgets, and contractor performance, or instead places her on the tools for most calls. The staffing plan, service contracts, duty breakdown, lease, and reporting structure answer that distinction.
Meet organizational and first-year conditions
Establish the relationship and continuing US and foreign business. New offices need sufficient premises; L-1A must support the qualifying role within one year, and L-1B must show financial ability to pay and commence business. Initial approval is limited to one year. The US and foreign entities must continue doing business, and the new office needs sufficient physical premises. The initial approval is limited to one year. At the extension stage, the evidence must show what actually happened against the launch plan, including revenue, staffing, contracts, and the role performed. L-1A stay is generally capped at seven years and L-1B at five, so the company should assess the intended deployment period before treating the new-office approval as an open-ended staffing solution. L-1B is generally limited to five years.
What else is on your mind?
Does being a business owner or director qualify me for L-1A?What employment history should an L-1 transfer review cover?What makes a new-office L-1A case different?Why does an L-2 spouse’s admission record matter for work?Editorial source review: 2026-09-07. General preparation guidance, not an individual assessment.