The same L-2 analysis as any other L-1A case: eligible spouse and unmarried children under 21 may seek L-2 status, and a qualifying spouse is employment-authorized incident to status. The ownership stake does not change the dependents' own status requirements.
Review each dependent's status on its own terms
Record citizenship, relationship evidence, and ages for every family member intending to accompany the principal. Confirm the spouse's own work-authorization documentation separately from the principal's shareholder disclosures, since the two are unrelated questions. The spouse needs the actual valid L status and appropriate evidence, such as the applicable spouse-designated I-94; the principal’s approval does not confer it. Dependent children do not receive the spouse’s employment authorization.
Chart passports, relationship records, travel dates, and each person’s planned work or study. The principal’s L-1A case still depends on a qualifying corporate relationship, the required continuous foreign-employment year, and managerial or executive American duties; share ownership does not alter the derivative test. L-2 spouses are employment-authorized incident to status. Children do not receive that spousal authorization, so any proposed job needs a separate lawful basis. Do not assume the principal’s approval establishes every dependent’s status or proves spousal employment eligibility without appropriate status evidence.
Hypothetical example: A LaSalle manager for an industrial-coatings manufacturer plans to transfer while the spouse, an occupational therapist, wants to accept work soon after arrival and a nineteen-year-old child wants a paid internship. The family should verify each admission record, separate the spouse’s status evidence from licensing, and assess the child’s internship independently. They should also track the child’s age and marital status. None of those family questions is resolved by the manager’s minority stake in the Canadian company.