Usually yes, if the visits were short business trips for the same company group. Those days do not break the continuous year abroad, but they do not count toward it, so the year must be shown from the remaining time within the past three years.
Neutral days neither help nor hurt
The rule requires one continuous year of full-time employment with a qualifying entity abroad within the three years preceding the petition. Time spent in the United States in lawful status working for the same organization, including business visitor trips, is not treated as an interruption of that year, but it is also not counted toward it. For a manager who has been flying down a week each month, the practical task is to demonstrate that, after setting aside the U.S. days, at least twelve continuous months of qualifying Canadian employment remain within the three-year window. The company's payroll records and the manager's passport stamps or travel log supply that proof. If the visits were long and frequent enough to leave fewer than twelve months of qualifying time, the petition should wait until the year is complete rather than argue around it.
Hypothetical example: a solar-panel recycling company wants to move its Canadian chief operating officer to lead its related U.S. company. The first review produces two determinations: a current ownership chart establishes the qualifying relationship, and payroll plus travel records establish one continuous qualifying year abroad within the preceding three years. A prestigious title does not settle the role; board minutes, delegated authority and a U.S. staffing plan must show executive or managerial work. The company should also total prior L time now, because a seven-year maximum can make an apparently open-ended assignment impossible.