Assess the spouse’s own qualifying status and intended employment separately. The principal applicant’s client assignment does not itself give the spouse permission to work.
Confirm the individual work basis
A qualifying L spouse is employment authorized incident to status with appropriate documentation. Children gain no work permission solely from L dependent status. Keep the principal’s restricted transfer arrangement distinct from the spouse’s individual authorization.
Working for the same client raises questions that have nothing to do with immigration status, including whether the client itself has its own written policy on hiring relatives of a contracted worker. Ask about that specific policy directly, since a client's own internal rules can affect the offer even where the spouse's own authorization is otherwise straightforward to confirm. Keep the spouse's employment relationship formally separate from the principal's own contract with that client, with its own offer letter and its own separate reporting line, so the two arrangements are never read together as a single combined assignment.
Confirm whether the spouse's proposed role involves access to the same confidential information the principal already handles, because that detail belongs in a conversation with the client's own security or compliance team. Treat the spouse's status confirmation and the client's own hiring approval as two genuinely separate steps, and complete both before any paid work for that client actually begins at all.