Corporate restructuring can destroy L-1 visa eligibility overnight. When a US company with L-1 employees gets acquired by a buyer with no foreign affiliates, those L-1 workers lose their qualifying relationship instantly. Their status evaporates.The L-1 visa after the merger landscape is brutal. These visas depend entirely on multinational corporate structures linking foreign and US entities. Break that chain through acquisition and your executives lose work authorization.Smart immigration planning before closing deals saves companies from losing critical managers and specialized knowledge workers. We compared five firms based on their merger and acquisition immigration expertise.
Pre-Close Due Diligence Expertise
Beyond Border conducts comprehensive L-1 visa merger assessments before deals close. They analyze whether the acquiring company maintains foreign affiliates that can preserve qualifying relationships for transferred employees.
Their team maps corporate structures across both acquiring and target companies. They identify which L-1 employees will maintain status, which need amended petitions, and which must transition to alternative visas.
Successor-in-Interest Analysis
Beyond Border determines if the new entity qualifies as successor-in-interest under immigration law. This designation allows certain immigration obligations to transfer without restarting processes entirely.
They prepare documentation proving the successor assumes all rights and obligations for foreign workers. Terms and conditions of employment remain substantially similar. Job duties, work locations, and salary structures continue unchanged.
Alternative Visa Strategies
When mergers destroy L-1 qualifying relationships, Beyond Border pivots employees to H-1B, O-1, or other appropriate categories. Early planning prevents status gaps that force valued employees to leave the US.
Transaction Timing Support
They coordinate amended petition filing with closing timelines. USCIS notifications happen properly. Employees maintain valid work authorization through the transition without interruption.
Pricing
$6,500 per L-1 employee for merger impact assessment and amended petitions. Due diligence reviews for acquiring companies start at $12,000 depending on foreign worker population size.
Planning an acquisition? Beyond Border immediately for L-1 employee impact analysis before finalizing terms.
Enterprise M&A Immigration Practice
Fragomen handles corporate restructuring immigration for Fortune 500 deals. Their dedicated M&A teams assess hundreds of foreign workers across multiple visa categories simultaneously.
Systematic documentation protocols ensure amended petitions get filed correctly after closing. Strong experience with complex multinational structures spanning dozens of countries.
Service Model
Integration with corporate M&A counsel from deal announcement through post-close compliance. Detailed reporting on immigration liabilities and required actions for buyer due diligence.
Investment Level
$15,000 to $50,000 for comprehensive M&A immigration assessments depending on deal size. Per-employee amended petitions cost $2,000 to $3,500 additional. Best for large acquisitions with substantial foreign worker populations.
Technology Platform Integration
BAL's systems track L-1 employees across corporate structures. Their technology identifies which workers lose qualifying relationships when ownership changes occur through mergers affecting L-1 status.
Automated alerts flag employees requiring amended petitions or alternative visa strategies. Good for serial acquirers needing systematic immigration integration processes.
Documentation Standards
Comprehensive evidence packages prove successor-in-interest relationships or establish new qualifying relationships when possible. Financial records demonstrate ability to assume wage obligations.
Cost Structure
$10,000 to $30,000 for M&A immigration due diligence. The technology platform tracks post-close compliance requirements automatically. Volume pricing for companies doing multiple acquisitions annually.
