No. The dependent status attached to this classification permits residence and study but does not authorize employment. A spouse who needs to work must qualify independently or the family should consider a route whose dependent status permits employment.
A common problem in recruited-clinician households
Health employers recruit individuals, while families move as units, so dependent work rights should be checked before the household commits. The dependent status here allows a spouse to live in the United States and to study, and it prohibits employment. Remote work for a Canadian employer from a U.S. home is not a reliable exception, because the work is performed where the person is. Practical options include the spouse pursuing an independent status, planning for a defined period on one income, or comparing classifications whose dependent status authorizes employment incident to status. If the spouse is a Canadian citizen in a listed occupation, an independent professional route may be practical; a qualifying corporate group may create another option. That comparison belongs at the start.
Hypothetical example: Lena, a Canadian graphic designer, plans to accept a temporary U.S. role while her spouse and nineteen-year-old son relocate with her. A first review should identify each person’s passport, relationship document, and intended activity. The marriage certificate and birth certificate settle derivative eligibility; they do not give the son permission to work. The family should decide whether his study plans or approaching age limit require an independent route before the move. A frequent mistake is assuming that a dependent document solves employment, school enrolment, or timing questions without checking the separate rules for each activity.