L-1B Visa Series (Part 3): Extensions, Green Card Options, and Common Pitfalls — Planning for the Long Game

An approved L-1B petition is just the beginning. Employers and employees should plan ahead to maximize the benefit and ensure long-term compliance.

Extensions and Maximum Stays

• L-1B status is generally limited to 5 years total (initial stay plus extensions).
• An initial L-1B petition can be granted for up to a three-year period. An L-1B extension can only be granted for up to a two-year period.
• Time physically spent outside the U.S. during the beneficiary’s validity period can potentially be “recaptured”to extend L-1B time.

Tip: Keep accurate travel records to support recapture requests.

Converting to L-1A

In some cases, an employee who initially enters the U.S. in L-1B specialized knowledge status may advance into a managerial or executive role and become eligible for L-1A classification.

Converting to L-1A can offer several advantages:

• Maximum period of stay:
• • L-1B employees may remain in the U.S. for a maximum of 5 years (initial stay plus extensions in up to two-year increments).

• • L-1A employees may stay for up to 7 years total (also in increments of up to two years).

• Promotion to L-1A managerial or executive capacity:
• • If an L-1B employee is promoted to a managerial or executive role, they may become eligible for the 7-year limit, but only if:

• • • The employee has served in the managerial or executive role for at least 6 months. This means that the beneficiary must be approved for L-1A status at least six months prior to their 5-year max out date.

• • • The change in role is approved by USCIS through an amended, new, or extended petition at the time of the change.

If these steps are not followed, for example, if the promotion is not documented through an approved petition, the employee will remain subject to the 5-year limit applicable to specialized knowledge workers, even if their duties have changed.

Best practice: Employers should plan ahead by filing an amended or new petition promptly when an L-1B employee is promoted to a managerial or executive position. This ensures eligibility for the extended L-1A time.

Green Card Options

L-1B status supports dual intent, so pursuing a green card does not conflict with maintaining L-1B status. The following employment-based green cards may be a viable option:

• EB-2 / EB-3 categories, depending on their education and the offered position.
• EB-1C eligibility considerations:
• • Simply converting from L-1B to L-1A status in the U.S. is not enough to qualify for an EB-1C green card. To be eligible for EB-1C Multinational Manager or Executive classification, the beneficiary must have:

• • • At least one year of managerial or executive experience abroad with the same qualifying organization within the 3 years preceding entry to the U.S.

• • • A qualifying L-1A managerial or executive position in the United States at the time of the green card petition.

• Note: EB-1C eligibility requires prior qualifying employment abroad in a managerial or executive role. Time spent in a specialized knowledge position abroad cannot be used to satisfy this requirement, even if the beneficiary later transitions into a managerial role in the U.S.

Common Pitfalls and How to Avoid Them

Pitfall: Assigning the employee to a third-party site without proper control and supervision.

How to Avoid: Ensure control remains with the petitioning company, with clear documentation.

Pitfall: Submitting generic or vague job descriptions.

How to Avoid: Provide detailed, specific duties that highlight how the specialized knowledge is applied.

Pitfall: Failing to plan for extensions and green card strategy early.

How to Avoid: Map out immigration options at the outset to avoid last-minute hurdles.

Final Thoughts

The L-1B visa offers companies a powerful way to leverage global talent with specialized knowledge. Success depends on careful planning, strong documentation, and ongoing compliance. With the right approach, employers can support critical U.S. operations while helping valued employees advance their careers.

Do you need help assessing L-1B eligibility or preparing a petition? Contact our firm for a consultation today.