There is no universal cost figure that establishes L-1B. Business context can be relevant, but the actual knowledge, employment and assignment conditions need evidence.
Avoid an invented financial shortcut
Explain genuine training or operational costs only if useful and supported. Do not replace the knowledge account with an unsupported claim that replacing the employee would be impossible.
Identify the specific company records and internal explanations actually needed for this claim, and keep that work separate from government filing fees, optional faster-processing requests, and any family filings. Professional fees for L-1B often run higher than for a comparable L-1A because the specialized-knowledge evidence takes more work to assemble and the offsite-placement issue needs a careful contract review. Legal fees rise with the complexity of the knowledge narrative, so an employer saves money by preparing the internal document index, training records and organization charts before counsel starts. Confirm current government charges through the official fee schedule, then identify translation, corporate-record, travel-history, knowledge-documentation, and professional-review costs. The predictable additional cost is evidentiary: offsite specialised-knowledge petitions are questioned often, and answering well means preparing the contracts, itinerary and knowledge evidence before filing rather than after.