No. A spouse and unmarried children under 21 may hold TD status and study, but TD does not authorize employment. A company’s benefits classification does not establish dependent immigration permission.
Keep the source of the benefit clear
Review the spouse’s actual status and intended activity separately.
Relationship evidence is what supports a spouse's or an unmarried child under twenty-one's TD eligibility, so those documents need the same care: full translation, original preserved, names spelled consistently across every record. Avoid encouraging a spouse to resign from current work or committing to a school year abroad based on this offer alone until independent supervision is documented and the arrangement looks presentable as qualifying employment rather than self-employment. If a spouse expects to work, discuss that as a separate authorization question, since TD status alone does not provide it, and coordinate school or childcare timing around the same two-checkpoint sequence as the principal case. Separately confirm that the principal is a Canadian or Mexican citizen, has prearranged USMCA-listed professional work, satisfies the profession’s own credential requirement, and will not be self-employed in the United States. Adding a second employer does not usually change dependent status directly, but any disruption to the first employer's authorization while arranging the second could indirectly affect dependents, so keep both employer relationships clearly documented and stable.