It may, but the petition must accurately describe the work and support eligibility across the assignment. The number of sites does not replace analysis of duties, control and the specialised knowledge required.
Assess the overall working arrangement
Identify group locations and unaffiliated sites, who supervises each phase and what services the employee performs. If the employee is primarily stationed at unaffiliated worksites, the additional offsite requirements matter. Do not count transit or nominal office time as if it were substantive employer-site work to obscure where the actual services take place.
Build a single table before writing anything: location, site owner, contracting party, supervising manager, and that manager’s employer. Fill it in for every phase, including short ones. Gaps in the last column are the ones to close first, because they usually mean nobody has decided who directs the work.
Hypothetical example: a robotics integrator plans commissioning at a customer’s two facilities and refresher training at a partner’s demonstration site. The partner is outside the qualifying organisation, so the arrangement there needs its own explanation. Hold the underlying conditions in view while mapping.
The employee needs one continuous year of qualifying employment abroad within the three preceding years with a parent, branch, subsidiary or affiliate, and the knowledge claimed must relate to the petitioner’s own product, service or processes.