The L-1 visa lets multinational companies move managers, executives and specialized staff to a U.S. office without a lottery. In 2026, it got more expensive and more closely reviewed. Some employers now pay a $4,500 fee on L-1 extensions, and U.S. Citizenship and Immigration Services (USCIS) has proposed ending deference to prior approvals. L-1A managers can still go straight to an EB-1C green card without PERM. A Skokie, IL L-1A visa lawyer can help employers and multinational companies navigate extension requirements, respond to increased USCIS scrutiny, and explore green card options for qualifying executives and managers.

Key Takeaways

No lottery and no cap. The L-1 is still the cleanest way to move existing staff to the U.S.
Since September 9, 2026, employers whose U.S. workforce is mostly H-1B and L-1 pay $4,500 on L-1 extensions.
Two proposals would make extensions and job changes harder: no deference on extensions, and no 60-day grace period.
L-1A managers and executives can apply for an EB-1C green card, which skips PERM entirely.

While the H-1B gets the headlines, the L-1 quietly changed too. If your company moves people between a foreign office and a U.S. office, here’s what’s new and what to do about it.

What Is the L-1 Visa?

The L-1 lets a company transfer an employee from a related office abroad to its U.S. office. It comes in two types:

L-1A is for managers and executives. Total stay: up to 7 years.
L-1B is for employees with specialized knowledge of the company. Total stay: up to 5 years.

To qualify, the employee must have worked for the related company abroad for at least 1 continuous year within the last 3 years. Large companies that file often can apply for a blanket L approval, which lets employees apply directly at a U.S. consulate.

L-1A vs L-1B: What’s the Difference?

	L-1A	L-1B
Who it’s for	Managers and executives	Employees with specialized company knowledge
Maximum stay	7 years	5 years
Prior work abroad	1 continuous year in the last 3	1 continuous year in the last 3
Green card path	EB-1C, no PERM	Usually PERM-based EB-2 or EB-3
Extension fee for H-1B/L-1-heavy employers	$4,500	$4,500

What Counts as “Specialized Knowledge”?

Specialized knowledge is knowledge of the company’s own products, tools, processes or systems that isn’t common in the industry. It’s the reason many L-1B petitions get requests for evidence (RFEs).

General skill isn’t enough. “She’s a great software engineer” won’t carry an L-1B. “She’s one of six engineers who built and maintain our internal billing platform, and a new hire would need a year of training to do her job” might.

Evidence that helps:

Internal training records and how long the training took.
Proprietary tools, systems or methods the employee works with.
Project history showing the employee’s role.
A clear explanation of why a U.S. hire couldn’t learn the role quickly.

The strongest specialized knowledge cases put a number on it: how long it would take someone new to do the job. Training time, project history and how few people in the company can do the work all help prove it.

What Changed for L-1 in 2026?

Three changes, one in effect and two proposed.

The 9-11 fee now applies to extensions (in effect since September 9, 2026). Employers with 50 or more U.S. employees, where more than half of their U.S. workforce holds H-1B or L-1 status, now pay $4,500 on every L-1 petition. That includes extensions with the same employer, which used to be exempt. The fee is set to expire September 30, 2027, unless Congress extends it.
A proposal to end deference on extensions (published October 14, 2026). Today, USCIS generally defers to its prior approval when an extension involves the same employer, employee and facts. DHS has proposed ending that rule. DHS pointed to site visit data: it said it found more fraud and noncompliance in L-1A extensions when deference applied. Comments are due November 13, 2026. It isn’t in effect yet.
A proposal to end the 60-day grace period (published September 11, 2026). Today, L-1 workers whose job ends can usually stay up to 60 days to find a new option. The proposal would end that, so status would end the day after the job does. Comments are due November 10, 2026. It isn’t in effect yet.

What Should Companies Expect From a Site Visit?

USCIS’s Fraud Detection and National Security (FDNS) unit can visit a U.S. worksite to confirm that the job matches what the petition says. Visits are often unannounced.

Be ready with:

A current org chart that shows the employee’s place and who reports to them.
A job description that matches what the employee actually does each day.
A person on site who knows the petition and can answer questions.
Records of the employee’s real work, such as reports, projects and approvals.

The biggest risk isn’t the visit. It’s a gap between the petition and reality.

How Does the L-1A Lead to a Green Card?

Through the EB-1C category for multinational managers and executives. It’s one of the fastest employer-sponsored green card routes because it skips PERM, the Department of Labor’s labor market test.

Key points:

The employer files Form I-140 with USCIS. No PERM.
Premium processing is available, with a decision within 45 business days.
In the November 2026 Visa Bulletin, EB-1 is current for most countries. India’s cutoff date is February 1, 2023, and China’s is August 1, 2023.

The role in the U.S. must be managerial or executive, and the employee must have held that kind of role abroad. Plan this early. It’s much easier to document a managerial role you’ve built into the case from day one.

What About L-1B Holders?

L-1B holders can’t use EB-1C. Their usual path is a PERM-based EB-2 or EB-3 green card. That process currently takes about 18 to 24 months for the PERM step alone. Read our guide to PERM changes in 2026 for current timelines.

L-1 Checklist for Multinationals

Check whether more than half of your U.S. workforce holds H-1B or L-1 status. If you have 50 or more U.S. employees, you owe the $4,500 fee on extensions.
Budget for extension fees through September 2027.
Treat every extension as a full filing, with fresh evidence.
Document specialized knowledge before you need it.
Start planning EB-1C cases for L-1A managers early.
Prepare a site visit plan and name a point person.

Frequently Asked Questions

How long can you stay on an L-1 visa?

Up to 7 years for L-1A managers and executives, and up to 5 years for L-1B specialized knowledge employees.

What is the L-1 extension fee in 2026?

Employers with 50 or more U.S. employees, where more than half hold H-1B or L-1 status, pay a $4,500 fee on L-1 extensions since September 9, 2026. Other employers don’t.

Can an L-1 visa holder get a green card?

Yes. L-1A managers and executives often qualify for an EB-1C green card. L-1B holders usually go through PERM-based EB-2 or EB-3.

Does the L-1 visa require PERM?

The L-1 visa itself doesn’t. The EB-1C green card for L-1A managers also skips PERM. Most other employer-sponsored green cards require it.

What counts as specialized knowledge for L-1B?

Advanced knowledge of the company’s own products, tools or processes that isn’t common in the industry and would take significant time for a new hire to learn.

What happens during a USCIS site visit?

An officer may visit the worksite, ask to speak with the employee and a manager, and check that the job matches the petition. Visits are often unannounced.

Does the H-1B layoff executive order apply to L-1?

The September 18, 2026 executive order targets the H-1B program. It doesn’t directly cover L-1, but layoffs can still come up in USCIS review of any petition.

Need Help With an L-1 or EB-1C?

Dworsky Law Firm in Northbrook helps Chicago-area and multinational companies with L-1 transfers, extensions and EB-1C green cards.

Book a free 15-minute consultation to review your upcoming L-1 filings.

Sources

This article is general information, not legal advice. Immigration rules change often. Talk to an attorney about your situation.

L-1 Visas in 2026: New Fees, New Scrutiny, Same Path to a Green Card