Yes. An L-2 spouse is employment-authorized incident to status and may work for any employer. Children in L-2 status may study but may not accept employment.
Authorization flows from the status itself
This is one of the clearer answers in the L category, and it changes household planning considerably. Employment authorization flows from the spouse's valid status, so the spouse does not depend on the transferring company for the right to work and is not restricted to a particular employer or occupation. Evidence of status should be kept current and easy to produce, because employers will ask for it. What the rule does not do is waive professional licensing: a spouse in a regulated occupation still needs the destination state's licence, and that process is often slower than the transfer itself, so it belongs early on the timeline. Children admitted as dependants may attend school at any level but may not accept employment, and derivative status ends at twenty-one, which for a family with a teenager is a date to plan around rather than a footnote.
Hypothetical example: a musical-instrument repair chain transfers its service director, whose spouse wants a job and whose eighteen-year-old child wants paid work while studying. The first review should produce a family chart with each person's passport, relationship evidence, age, intended activity, and status expiry. Civil records settle family links; the admission record settles present status. Address the spouse's work evidence and the child's separate work limits before a move. The predictable error is assuming every dependent has identical rights because they travel together, despite the spouse and child having different rules.