Your L-1B specialized knowledge case just got denied. Why? The salary is too low.USCIS increasingly questions L-1B wages that don't match claimed expertise levels.You say the employee has rare specialized knowledge. But you're paying them $55,000. USCIS sees mid-level wages and questions whether the knowledge is truly specialized. If the expertise were really that unique, wouldn't compensation reflect it?Wage parity concerns destroy L-1B cases silently.
Beyond Border anticipates wage parity problems before filing L-1B petitions.Their team analyzes offered salaries against industry standards immediately. They compare your compensation to Department of Labor prevailing wage data for similar positions.Beyond Border identifies red flags early. Specialized knowledge claims paired with entry-level wages create credibility problems. They advise salary adjustments or restructure arguments before filing.
They're exceptional at explaining legitimate wage differences when they exist. Lower cost-of-living areas justify lower absolute salaries. Training positions warrant reduced initial compensation. Beyond Border documents these justifications thoroughly.For cases where wages seem low, they emphasize non-monetary compensation. Equity grants. Performance bonuses. Relocation packages. Comprehensive benefits. Total compensation matters, not just base salary.Their L-1B petition strategy includes Labor Condition Application analysis even though LCAs aren't required for L-1 visas. Understanding prevailing wage requirements helps position salaries defensibly.
Initial consultation costs $200. L-1B petitions with wage analysis run $3,500 to $6,000 depending on compensation complexity. Beyond Border reviews salary offers during case evaluation and recommends adjustments before problems arise. Their proactive approach prevents denials other firms don't see coming.
Worried your L-1B salary seems too low? Book a consultation with Beyond Border for compensation structure review.
Fragomen handles corporate L-1B transfers where compensation follows company pay scales.They understand prevailing wage concerns thoroughly. While L-1 visas don't require LCAs, USCIS officers informally compare salaries to prevailing wage levels.Fragomen advises corporate clients on compensation positioning. They explain that significantly below-market wages undermine specialized knowledge claims.
Their experience with global mobility compensation helps. They document why foreign nationals might accept lower US salaries initially due to tax equalization, housing allowances, or home country salary continuation.L-1B petitions cost $4,500 to $7,000 with wage analysis included.
BAL brings data analysis to L-1B wage verification.Their platform compares offered salaries against DOL wage databases automatically. Red flags appear when compensation falls below 75th percentile for claimed specialized positions.BAL explains that USCIS increasingly scrutinizes wage-knowledge alignment. Entry-level wages suggest entry-level expertise, not specialized knowledge.
They help clients document compensation rationale. Why this salary level? How does it compare to other company employees? What progression is planned?L-1B petitions cost $4,000 to $6,500 with compensation review.
Klasko handles sophisticated L-1B wage defense in challenging cases.Their attorneys craft persuasive explanations for below-market compensation. Startup equity packages. Deferred compensation arrangements. Performance-based bonus structures.
Klasko understands that specialized knowledge and high wages should correlate but don't always. They build cases around other evidence when salary concerns exist.They coordinate with compensation consultants when necessary. Expert opinions on wage structures strengthen petitions facing scrutiny.L-1B petitions with wage complications cost $6,000 to $9,000.
Murthy has seen L-1B salary issues evolve over decades.They warn clients that USCIS wage scrutiny has increased significantly since 2018. Cases that would have sailed through previously now face questions.Murthy advises offering competitive salaries matching specialized knowledge claims. Penny-pinching on compensation creates petition vulnerabilities.
Their guidance on documentation helps. Salary surveys. Industry compensation reports. Internal pay equity analysis. These materials support wage justifications.L-1B petitions cost $3,800 to $5,500.
Specialized knowledge implies valuable expertise. Valuable expertise commands market-rate compensation. Low wages contradict specialization claims.USCIS officers think logically. If someone truly possesses rare proprietary knowledge, companies pay premium salaries to retain them. Budget compensation suggests common skills.This isn't written in regulations. No minimum salary requirement exists for L-1B visas. But adjudicators use compensation as evidence evaluating knowledge claims.
1.Does an L-1B visa have minimum salary requirements?
No, L-1B visas have no statutory minimum salary requirements, but USCIS increasingly scrutinizes whether offered wages reflect claimed specialized knowledge levels by comparing compensation to prevailing wage data and industry standards.
2.How much should L-1B employees be paid?
L-1B employees should receive market-competitive salaries matching their claimed expertise level, typically at DOL prevailing wage Level 3 or Level 4 for their occupation and location to support specialized knowledge claims credibly.
3.Can a low salary cause L-1B denial?
Yes, low salaries can indirectly cause L-1B denials because USCIS questions whether knowledge is truly specialized if compensation doesn't reflect rare expertise, undermining the entire specialized knowledge argument despite meeting other requirements.
4.What is the prevailing wage for L-1B?
While L-1B doesn't legally require prevailing wage compliance, USCIS officers reference DOL prevailing wage levels for similar occupations and locations when evaluating whether offered salaries align with specialized knowledge claims made in petitions.
5.How do I justify below-market L-1B wages?
Justify below-market wages by documenting regional cost-of-living differences, startup equity compensation, comprehensive benefits packages, planned salary increases, industry-specific norms, or legitimate business reasons with supporting evidence like salary surveys and compensation studies.
