A foreign executive or specialist may secure a 9G pre-arranged employment visa, but the family’s immigration status needs separate attention. An approved principal visa does not, by itself, make a spouse or child a lawful long-term resident. Employers arranging relocation should plan dependent documents alongside the principal’s employment and immigration filings.

Identify eligible dependents

The Bureau of Immigration’s official 9G guidance recognizes a dependent spouse and unmarried children below 21, subject to requirements. The principal’s status and each family relationship must be documented. Nationality, current admission, and the timing of the principal’s approval can affect the filing sequence.

The BI publishes a separate dependent checklist. Marriage and birth records from abroad may need formal authentication, and names and dates should match passports and immigration records. Check the current form before ordering documents or making travel plans.

Maintain lawful stay during processing

A pending dependent application should not be treated as permission to overstay. Track each family member’s existing visa or admission period and arrange any lawful extension needed while documents are assembled. The BI may require an appearance, payment, and ACR I-Card procedures. Dependent status should not be mistaken for independent authority to work.

Our immigration practice can review the principal’s status, family records, and proposed travel dates. Contact Cedeño Law Office with each dependent’s nationality, age, and current status. This is general information; the BI decides each application under current rules and individual facts.