No. Have the effect on the principal’s matter and the spouse’s actual status reviewed. The company announcement itself does not determine individual immigration rights.
Check actual documents and intended work
Qualifying L spouses are employment authorized incident to status with appropriate documentation. Children receive no work permission solely through L dependent status. Review any affected status or travel plans rather than assuming the business change answers them.
Decide first whether the change touches the principal's position at all, because everything for the household follows from that answer rather than from the announcement. If the principal's position is unaffected, dependants generally have nothing new to do, and the useful step is confirming each person's own records are current rather than starting a process. If the principal's position is affected, the dependants' position may follow it, and the order of work matters: the principal's question is resolved first and household plans are made against the answer rather than in parallel with it.
A spouse working under employment authorization incident to status should be told which of the two situations applies, because that spouse's own employer may ask about a company change it hears of independently. Children gain no work permission through L dependent status, so their exposure is limited to status and dates rather than to employment.