No single corporate fact establishes the family’s permissions. Review the principal’s actual proposal and each accompanying person’s status and activities.
Keep individual status under review
Qualifying L spouses are employment authorized incident to status with appropriate documentation. Children do not gain work permission solely through L dependent status. Business changes should be raised for assessment rather than assuming the household’s plan is unaffected.
Build a separate record for each person before any date is booked. For the principal, the classification and its documents; for a qualifying spouse, employment authorization incident to status with the appropriate I-94 evidence; for children, dependent status without work permission. Hypothetical example: the transferring manager's spouse works in research grants administration and expects to keep working for the Canadian employer remotely after the move, which is a question to put to counsel specifically rather than one to assume is either permitted or forbidden.
Corporate restructuring can also change the principal's own position mid-move, so every household commitment that depends on it should be marked conditional from the outset. School enrolment, a housing lease and a resignation date are three different exposures, and they are rarely all reversible on the same terms. Ask each family member what they would need to know in order to say yes to the move, then answer those questions in writing.
The exercise usually surfaces a dependency nobody had recorded, such as a professional registration that does not transfer or a course that cannot be completed remotely.