Yes, if hours, location or travel change. Obtain the schedule before deciding housing or childcare arrangements. Separately review any immigration consequences for the principal and dependents; an internal transfer announcement does not establish that their status arrangements remain unchanged.
Keep family work assumptions separate
A spouse holding TD can study but cannot rely on that status for employment to offset a difficult rotation schedule. If another work route is contemplated, assess it independently. Build the household plan around confirmed permissions and the actual assignment.
The spouse and unmarried children under 21 of a TN professional may be admitted in TD status regardless of their own nationality, so a Canadian permanent resident spouse is eligible even though that spouse could never hold TN. A dependent in TD status who wants to volunteer, take an unpaid internship, or help at a family business often assumes that no paycheque means no permission is needed. TD dependants may study but cannot work, so invoicing through a Canadian account, serving the principal’s client, working remotely, or declining wages does not by itself make the activity permissible. Separately confirm that the principal is a Canadian or Mexican citizen, has prearranged USMCA-listed professional work, satisfies the profession’s own credential requirement, and will not be self-employed in the United States.