Shareholding does not supply status or employment authorization. The spouse needs the appropriate status and required evidence.
Keep roles separate
Qualifying L spouses may work incident to status, but a pending application or family ownership record is not itself that permission.
Confirm the spouse's current status evidence rather than assuming a document is automatically issued, and track a child's school plans and any age-related deadlines separately from the principal applicant's own timeline. Dependent children may enrol in school and appear among the classes permitted to study, but they hold no work authorisation and their status ends at twenty-one. If the family expects to rely on the business rather than employment income during the transition, say so, because that expectation shapes both the budgeting and the questions counsel will ask about the role. Preserve passports, admission records, relationship documents, and status evidence; a prospective employer may also require licensing or onboarding documents. Family permissions depend on the applicable individual immigration status and documentation, not the company’s internal grading system. Build a separate family timeline showing passports, relationships, intended travel, and each person's planned activity. Dependent status generally runs with the principal's, so the calendar built around the worker's approval is also the calendar for every dependant, including any later extension. A spouse’s work authorization questions should be checked against the classification and current rules; children need independent planning as they approach the age limit.