A qualifying L spouse’s work authorization is based on the spouse’s own qualifying status, not on possessing the principal applicant’s specialized knowledge.
Keep the two employment questions separate
Confirm the spouse’s status and appropriate documentation before employment. Children do not gain work authorization solely through L dependent status. Any professional licensing requirements for the intended work remain a separate consideration.
Review the actual activity and the spouse’s own status and work permission. An accompanying L-2 spouse is employment-authorized incident to status, but the spouse should first obtain the correct classification and retain evidence of it. Company-specific training is a business decision made by the employer's own managers and supervisors, independent of whatever the immigration file currently says about the spouse's own current actual status. Confirm authorization before scheduling any hands-on training session, because unpaid observation and active hands-on participation are not always treated the same way by the employer, and starting training too early can blur that important distinction. Ask the employer whether the training itself is described as paid work anywhere in its own internal records, since that classification matters even if nobody actually intends the session to count as employment. Keep training scheduling and status confirmation on two entirely separate tracks, but sequence them so the second step confirms readiness for the first rather than the other way around.