Business Immigration—clarity on the right path.
Navigating U.S. work visa options is genuinely complex. This page breaks down the four visas most relevant to businesses and their employees—B-1, H-1B, L-1, and TN—so you can understand your options before we talk.
So you want to work in the U.S.—which visa do you need?
The answer depends on why you’re coming, who you work for, where you’re from, and how long you need to stay. The four most common business immigration paths are below. Scan the comparison, find your scenario, then book a session to confirm the right approach for your specific situation.
Which visa fits your scenario?
These are the most common situations we see. Find yours below—then book a session to confirm the right path.
Each visa, explained
Key requirements, common issues, and what the firm handles for each category.
The B-1 is for temporary business visitors who are paid by a foreign employer and are not performing productive work in the U.S. Permitted activities include attending meetings, conferences, or trade shows; negotiating contracts; consulting with associates; and scoping a potential U.S. investment.
Citizens of Visa Waiver Program countries can use ESTA instead of applying for a B-1 visa—valid for up to 90 days per visit. B-1 holders must maintain a foreign residence and cannot accept U.S.-source salary.
- Misclassifying productive work as a “business visit”
- Overstaying authorized period of admission
- Failing to document the purpose of travel
- Attempting to use B-1 status to start a U.S. company
The H-1B is the primary work visa for professionals in specialty occupations—roles that typically require at least a bachelor’s degree in a specific field. The employer must file a Labor Condition Application (LCA) with the Department of Labor and a petition with USCIS.
Most H-1B petitions are subject to an annual cap of 65,000 (plus 20,000 for U.S. master’s degree holders), with selection by lottery. Cap-exempt employers include universities, affiliated nonprofits, and certain research organizations. H-1B allows dual intent—meaning you can pursue a green card while on H-1B status.
- LCA preparation and compliance
- I-129 petition drafting and filing
- RFE responses (Request for Evidence)
- Cap-exempt eligibility analysis
- H-1B extensions and amendments
- Employer compliance counseling
Losing your job on H-1B is one of the most stressful immigration situations a worker can face. Your H-1B status is tied directly to your sponsoring employer—the moment that employment ends, your authorized status is in jeopardy. But you are not without options, and the clock does not start at zero immediately.
The 60-day clock begins the day your employment ends, not the day you are notified or the day your severance runs out. Acting quickly is essential. Here are your main options during the grace period:
- Work for any employer—including your former employer in a freelance or consulting capacity
- Assume the grace period is automatic—it applies only once per authorized validity period and is subject to USCIS discretion
- Wait indefinitely: if the 60 days expire without action, you begin accruing unlawful presence, which can trigger a 3- or 10-year bar on re-entry
- Rely on severance pay or PTO to extend the clock—the grace period is based on the termination date, not your last paycheck
If a green card process was underway—for example, if a Form I-140 had been approved—job loss does not automatically invalidate it, but portability rules and timing matter significantly. The specific facts of your case determine what is preserved and what is not.
- Assess your grace period timeline and immediate options
- Coordinate an H-1B transfer with a new employer
- Prepare and file a change of status application
- Advise on I-140 portability and green card preservation
- Structure a self-sponsorship petition if you are starting a business
- Analyze the impact on any pending or approved immigration petitions
The L-1 allows multinational companies to transfer qualifying employees from a foreign affiliate, subsidiary, or parent to a U.S. entity. The employee must have worked for the related foreign company for at least one continuous year within the last three years.
L-1A covers managers and executives and offers up to 7 years of authorized stay with a favorable path to an EB-1C green card. L-1B covers employees with specialized knowledge of the company’s products, systems, or procedures, with a maximum stay of 5 years. L-1 is also commonly used to establish a new U.S. office when the foreign parent is sending a manager to open the operation.
- Qualifying relationship analysis
- New office L-1 petitions
- I-129 petition preparation
- Blanket L petition support
- RFE responses
- L-1A to EB-1C green card planning
Created under USMCA (formerly NAFTA), the TN visa allows Canadian and Mexican citizens in listed professions to work in the U.S. for a qualifying U.S. employer. Over 60 professions are listed, including engineers, accountants, scientists, computer systems analysts, lawyers, and management consultants.
Canadian citizens can typically apply at the port of entry with a job offer letter and relevant credentials—no prior approval from USCIS required. Mexican citizens must apply at a U.S. consulate. TN status is granted in 3-year increments and can be renewed indefinitely, but does not allow dual intent—meaning it is not a pathway to a green card.
- TN eligibility analysis
- Job offer letter drafting
- Credential and qualification documentation
- Consular appointment preparation (Mexican nationals)
- TN renewals and amendments
- Alternative visa planning if TN doesn’t fit
Not sure which path is right?
Immigration decisions have real consequences. A Strategy Session will clarify your options, identify risks, and define the right next steps—before any filing begins.
This page provides general information only and does not constitute legal advice. Immigration law is fact-specific—always consult an attorney before taking action.