Clarify whether the professional scope includes the later duties or only the defined initial proposal. Identify official charges and company training costs separately.
Do not assume an undefined future role is included
Ask how a material change would be handled and which evidence might need review. The cost of training a successor does not establish immigration eligibility or guarantee a later extension.
Separate professional assessment, any relevant document preparation and current official charges. Put the scope question in writing before the handover begins, rather than after work is already underway: ask the professional preparing the estimate to state plainly whether duties performed once the successor takes over still center on specialized knowledge or shift toward broader supervisory responsibility. A role that moves from applying specialized knowledge toward primarily managing others raises a different classification question entirely, one that job title or seniority alone cannot answer, so settle that question before any post-handover pricing is finalized. Confirm, in the same conversation, whether the estimate assumes the handover finishes on schedule, since a delayed or partial handover can leave duties mixed between the two roles for longer than planned. Ask for a written note explaining which specific tasks justify continuing specialized-knowledge work after the transition, distinct from ordinary mentoring or knowledge transfer to the successor. Keep the professional estimate, employer-provided training and official charges in separate categories from the start.