No. A qualifying L spouse may be employment-authorized incident to valid status with appropriate evidence. A company policy does not grant status, and children do not receive that benefit solely as dependents.
Review the actual activity and location
Explain where the spouse intends to work and the individual status record. Internal flexibility does not replace immigration permission. The dependent framework generally covers a spouse and unmarried children under 21; each person must obtain and maintain the appropriate status.
Confirm what duties, if any, the spouse will keep performing for the Canadian business and how, since ongoing Canadian employment or self-employment does not by itself affect L-2 eligibility but may raise separate tax or corporate questions. The spouse should still confirm which document a U.S. employer will accept as proof, since employers verify work eligibility from specific records and an admission stamp annotated for a spouse is what USCIS currently treats as evidence. The principal’s L-1A case still depends on a qualifying corporate relationship, the required continuous foreign-employment year, and managerial or executive American duties; share ownership does not alter the derivative test.