A qualifying spouse in appropriate L status may work incident to status with the required evidence; that permission is not limited merely by the principal’s corporate chart.
Check status before choosing the work arrangement
Review the spouse’s actual admission classification, validity and intended activity. An EAD is not universally required for qualifying L spouses. Eligible unmarried dependent children under 21 do not receive this employment permission. The spouse’s possible job cannot substitute for evidence that the principal has a qualifying managerial or executive role.
Passports for every travelling family member, the marriage certificate, birth certificates for each child, the principal's petition and approval evidence, and any previous US immigration records. Record each person's citizenship and current status at the first meeting as well, since routes differ by nationality and a family member's own history can create steps that do not follow from the principal's case.
A larger role does not widen a dependant's permissions, and a household that plans around the promotion rather than around each person's status tends to discover the gap only after arrival. Keep future changes on the household checklist: a child ageing out, a passport renewal, a school transfer, or a spouse’s new professional requirement may need action before travel.