IN THIS GUIDE · Evaluating a U.S. affiliate offer
Start with the TN eligibility and application overview
Start with the proposed professional work
TN requires Canadian or Mexican citizenship, a listed profession, the credentials required for that profession, prearranged employment, and a temporary purpose. A Canadian employee should test the proposed U.S. assignment against those requirements before relying on an internal transfer label. Ask the receiving manager to describe actual outputs, recurring responsibilities, and professional knowledge required. The work previously performed in Canada may be relevant background, but it does not establish what the employee will do after the move. Map recurring outputs to the claimed category. The signed support letter should settle duties, pay, duration, and supervision before credentials are gathered.
Identify the receiving entity
An internal brand name may cover several separate companies. Establish the legal name of the entity offering the U.S. work, who will supervise it, and the compensation arrangements. A short organization chart can help explain the relationship without becoming the entire application. If the Canadian contract continues alongside a U.S. assignment letter, identify which document governs each term. Unresolved differences about the employer or assignment should be addressed before the support letter is signed. Decide whether the work is for a separate employer or an enterprise the applicant operates. TN cannot be used for independently operated U.S. work, so ownership interests should be disclosed early.
Explain continuity and change honestly
For a hypothetical employee whose Canadian work is technical but whose affiliate offer adds commercial leadership, the relevant question is how the U.S. duties fit a listed profession. Do not simply reuse the Canadian position description or remove management responsibilities from the evidence. Compare the two jobs and identify what changes. If the proposed role does not fit TN, obtain a separate assessment of other options rather than stretching the professional category to accommodate the company move. Hypothetical example: A petroleum geologist is asked to leave reservoir modelling and lead sales calls. The degree may be relevant, but the letter must describe professional geological work; otherwise, another route needs assessment.
Make the move contingent on authorization
Build the internal transition around the immigration route actually selected. A transfer effective date, payroll conversion, or relocation approval does not itself authorize U.S. work. Ask HR to identify an alternative start date if the application requires more evidence. Keep responsibility for Canadian handover tasks clear, and obtain advice about any proposed U.S. activity before authorization. These coordination steps are planning tools, not additional government eligibility criteria or a prediction that the application will succeed. Choose procedure only after the role is settled. A Canadian can request classification from CBP when seeking admission, or the employer may use an I-129 petition through USCIS.
Sources reviewed 2026-09-07. This guide covers a preparation focus; it is not an individual eligibility assessment.