Yes. Include the offer and intended timing, while keeping the spouse's own status and evidence distinct from the principal's assignment.
Use separate records for separate work permissions
A qualifying L-2 spouse is employment-authorized incident to status, but an anticipated transfer does not itself establish that the spouse has that status. Check the actual documents before relying on a start date. Children do not share the spouse's employment rule.
Review the spouse’s offer alongside the move, but place it in a separate work-authorization file. Confirm marriage evidence, passports, the principal’s L-1B petition and admission plan, and the spouse’s anticipated start. Incident to valid L-2 status, a spouse has employment authorization; the offer neither grants classification nor proves the admission record needed for verification. Keep children’s identity, relationship, travel, and school records outside the spouse’s work plan. The usual error is letting the recruiter set a start date before the spouse has the appropriate status documentation. Meanwhile, the principal must still meet the qualifying-relationship, foreign-year, and specialized-knowledge rules, with L-1B generally limited to five years, subject to regulatory exceptions and recapture rules.
Hypothetical example: A London packaging-automation calibration specialist will transfer to a related U.S. company, and the specialist’s spouse, a graphic designer, receives a separate offer. The couple sequences the petition, admissions, and spouse’s onboarding. After entry, the spouse checks that the admission classification properly reflects L-2S and presents acceptable employment-verification evidence. The design firm’s offer can be evaluated early, but it is not used as a substitute for status. School timing is tracked independently.