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Most implementation partners prefer to send employees on L-1B visa vs H-1B visa. L-1B visa does not have an annual quota. L-1B visa also does not have minimum salary requirements unlike H-1B. Most implementation partners pay very low wages to L-1B employees.
It is very difficult for an L-1B employee to transfer to another employer. Usually, the new employer must be an affiliate or subsidiary of the current employer to meet the pre-requisite for the L-1B transfer. This pre-requisite makes it very difficult for L-1B employees to transfer to a new employer and employees are stuck with low wages and the same employer for five years.
L-1B visa can be granted for a maximum of five years including renewals. Unless the L-1B employee switches to H-1B visa the L-1B employee must depart USA in most cases. The L-1B employee’s only option in most cases is to transfer from L-1B to H-1B status with their current implementation partner employer. However, the implementation partner employer does not want to convert their employees to H-1B as they must pay higher H-1B wages.
The L-1B employee must find a smaller IT consulting employer to file the H-1B. It is better to start the process immediately as L-1B employee has only four chances usually to win the H-1B lottery before the L-1B five years are completed and the L-1B employee is forced to depart USA.
H-1B employees' earning potential has skyrocketed with remote work post- covid. H-1B employees can find work remotely from any location in the USA, do two or more H-1B projects, and earn extra income.
H-1B employees doing multiple projects can earn up to a quarter million dollars annually. This income potential is four to five times the income of an IT worker in Canada, the UK, and Australia, where return-to-office mandates are more common. The L-1B employee cannot avail any of these benefits of H-1B visa and usually must work from office due to implementation partner’s strict return to office mandates.
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