The spouse needs their own valid status and applicable work permission. The principal’s technical approval does not authorize another person’s work.
Check the spouse’s individual position
A qualifying L spouse may work incident to valid status with appropriate evidence, but that classification must actually apply. Record the spouse’s intended tasks, physical location and status documents. Dependent children do not share the spousal work benefit. Do not assume family participation in a company project creates an exception.
Hypothetical example: the spouse of a knowledge-transfer employee is offered paid work as a community-college librarian after the family relocates. Before accepting, confirm the principal’s approval, each family member’s admission classification, and the documentary evidence the spouse will use with the employer. A qualifying L-2 spouse may have employment authorization incident to status with appropriate evidence; children may attend school but do not receive the same work permission. A school’s willingness to hire or a professional licence does not replace immigration authorization. Keep a separate record of any child’s paid internship, freelancing, or business proposal, because household sponsorship is not a universal employment benefit. If the spouse’s work is essential to the family budget, set the move date and employer start date with a buffer for the actual admission process. The first review should identify each person’s intended activity and status rather than treating “L-2” as a complete answer for everyone.