An eligible spouse with qualifying L-2 status may work incident to that status, with appropriate documentation. L-2 children cannot work, so family relocation should not be treated as an automatic staffing solution.
Document an actual staffing arrangement
If the spouse will manage or perform services in the franchise, describe the genuine role and planned start date after authorization. Keep their dependent documents separate from franchise ownership materials. Unmarried children under 21 may seek L-2 and attend school, but cannot fill operational roles in that status.
The principal must still perform a supported, primarily managerial or executive assignment. Verify the spouse authorization before the staffing roster is built around it. Households opening a business frequently plan on the assumption that everyone can work, and the check is straightforward: an eligible spouse with qualifying L-2 status may work incident to that status with appropriate documentation, and L-2 children cannot work at all.
Where the spouse will genuinely manage or perform services, describe the real role and set the start date after authorization exists rather than at opening. Keep the dependent documents separate from the franchise ownership materials, since they answer different questions. The principal must still perform a supported, primarily managerial or executive assignment.
Confirm the spouse evidence exists before any shift is scheduled for them.