No. Each relative’s actual status and admission records require their own review. Qualifying L spouses have a distinct work benefit with appropriate evidence.
Do not merge timelines
An employment period is not a family member’s authorized-stay period.
The L-2 spouse's position is comparatively favourable: since USCIS policy recognized spousal employment incident to status, an L-2 spouse admitted with the spouse annotation on the I-94 may work for any US employer without a separate employment-authorization document, although some employers still ask for one. Once an L-1A petition is approved despite the five-month layoff, because a genuine continuous qualifying year was identified and documented, the executive's spouse and unmarried children under 21 can generally obtain L-2 status derivative of that approval. Employment authorization incident to status removes a separate application step, but it can create a practical difficulty at hiring: not every employer's onboarding process is familiar with it, and a spouse may need to explain what the Form I-94 notation means. Record who would travel, each person's nationality and current status, and whether a spouse expects to work for the same company or elsewhere, since a spouse working in a closely held family business raises questions worth putting to counsel early.