South Korea is a tech-forward, export-driven economy with a growing appetite for international talent, particularly in semiconductors, AI, bio, and advanced manufacturing. If you’re a foreign company looking to place or sponsor workers in Korea, the immigration framework is employer-led: your organisation is responsible for the application, the compliance, and the ongoing obligations that come with a sponsored visa. Getting that right from the start is what this guide covers.
Overview of work authorisation in south korea
South Korea’s immigration system is managed by the Korea Immigration Service (KIS) under the Ministry of Justice. Work visas require an employer to be the sponsoring entity, and they’re tied to a specific role at a specific company. A worker can’t transfer the visa to a new employer without a fresh application.
The primary visa categories for foreign workers are:
| Visa type | Who it’s for |
|---|---|
| E-7 (Specific Activities) | Employer-sponsored foreign professionals and skilled workers |
| D-7 (Intracompany Transfer) | Employees transferring from an overseas entity to a Korean branch, subsidiary, or affiliate |
| D-8 (Foreign Investor) | Individuals investing in or actively managing a Korean company |
For most international hiring scenarios, the E-7 is the relevant visa. D-7 applies when you’re moving an existing employee from your overseas entity into a Korean operation.
The e-7 visa: sponsoring professional talent
The E-7 is the standard employer-sponsored work visa for foreign nationals taking up skilled or professional roles in Korea. It’s divided into four sub-categories depending on the nature of the work:
- E-7-1 (Professional activities): roles requiring a university degree and specialised knowledge, such as engineering, IT, finance, and research
- E-7-2 (Semi-professional activities): associate-degree-level roles or positions requiring technical skill below full professional classification
- E-7-3 (General skilled worker): roles in specific occupations approved for foreign hire, typically tied to industrial or technical sectors
- E-7-4 (Skilled manual worker): roles where the worker holds recognised craft or manual trade skills
The sub-category determines the applicable salary threshold and documentation requirements. Misclassifying the role is a common source of delays, so confirm the correct sub-category before drafting the employment contract.
Employer eligibility requirements
Not every company can sponsor an E-7 visa. Korean immigration law imposes structural requirements on the sponsoring employer:
- The employer must be a registered Korean legal entity. An overseas branch office may not qualify; a locally incorporated subsidiary is typically required.
- The employer must maintain a workforce composition of at least 80% Korean nationals to 20% foreign nationals. Some high-tech sectors (semiconductors, AI, bio, display, battery) may qualify for exceptions to this ratio, but the employer must apply for and document those exceptions.
- The employer must demonstrate that the role can’t be filled by a Korean national. This typically requires evidence of recruitment efforts or a formal justification letter explaining the specialised need.
- The employment contract must be a direct contract with the Korean entity. Contracts routed through an overseas parent or branch don’t satisfy the requirement.
These conditions mean that setting up a proper local entity is a prerequisite before you can sponsor your first E-7 hire.
E-7 salary requirements and quotas
Salary thresholds for E-7 visas are indexed to Korea’s Gross National Income (GNI) per capita and updated periodically. The figures below reflect the thresholds effective from 1 February 2026.
| Sub-category | Annual salary threshold (approx.) |
|---|---|
| E-7-1 (Professional) | KRW 31.12 million |
| E-7-2 (Semi-professional) | KRW 25.89 million |
| E-7-3 (General skilled worker) | KRW 25.89 million |
| E-7-4 (Skilled manual worker) | KRW 26 million |
These are minimum thresholds. Roles in high-tech sectors (semiconductors, AI, bio, display, battery) may be subject to higher minimum salary requirements. Confirm the applicable threshold with the Korea Immigration Service before issuing an offer letter, since offering below the required minimum invalidates the application.
The 80/20 workforce ratio described above also functions as a soft quota: you can only employ foreign nationals up to 20% of your total headcount in most sectors. If you’re building out a Korean team and intend to hire multiple foreign nationals, map your current headcount against that ceiling before committing to multiple offer letters.
The employer’s sponsorship process
The E-7 application process is initiated by the employer, not the employee. The general flow looks like this:
- Confirm role eligibility and sub-category. Determine which E-7 sub-category applies to the role and verify that your entity meets the employer eligibility requirements.
- Prepare employer documentation. This includes the employment contract, your business licence and registration documents, a justification letter explaining why a Korean national can’t fill the role, and tax payment certificates confirming the entity is in good standing.
- Submit the application to KIS. Applications are typically filed through the Korea Immigration Service’s online system or via a designated immigration office.
- Wait for a decision. Standard processing takes 2 to 3 months. Priority processing, where available, can reduce this to 1 to 2 months.
- Issue the visa. Once approved, the worker receives the E-7 visa and can enter Korea to begin work. The employee can’t start work until the E-7 is fully issued. Don’t set a start date before the visa is confirmed.
Intracompany transfers (d-7)
If you’re moving an existing employee from your overseas entity into a Korean branch, subsidiary, or affiliated company, the D-7 intracompany transfer visa is the appropriate route.
The D-7 requires proof of an existing employment relationship with the overseas entity, evidence of the Korean entity’s operating capital, and documentation of the corporate relationship between the two entities. Unlike the E-7, it doesn’t require a labour market test, but it does require a genuine intracompany relationship. It’s not a mechanism for sponsoring a new hire who has no prior history with your overseas business.
Employer obligations during and after employment
Sponsoring an E-7 or D-7 visa creates ongoing obligations that continue throughout and beyond the employment relationship.
During employment, you must ensure the employee is working in the role and at the entity specified in the application, and maintain the 80/20 workforce ratio on a continuous basis.
On termination or resignation, the obligations are time-sensitive. You must notify the Korea Immigration Service promptly when the employment ends. The employee then has 15 days to report the status change and typically a 30-day grace period to find a new sponsor. Prompt notification on your side gives the employee the best chance to respond within that window. Failing to notify immigration is a compliance breach that can affect your ability to sponsor future visa holders.
How an EOR supports international hiring in south korea
Sponsoring an E-7 visa requires a registered Korean legal entity. If you want to hire in Korea before you’ve incorporated locally, or if you want to hire one or two people without the overhead of a full subsidiary, working with an Employer of Record (EOR) is the practical alternative.
An EOR with a Korea-registered entity can act as the legal employer, sponsor the E-7 visa, and handle the ongoing compliance obligations on your behalf. You retain full control over the day-to-day work and the employment relationship in practice, while the EOR manages the legal and administrative layer required under Korean law.
When evaluating EOR services for Korea, confirm that the provider operates an active Korean legal entity, understands the E-7 sub-category system, and has experience managing the 80/20 workforce ratio requirement across their client base.
Getting started
South Korea’s E-7 process is employer-driven, document-heavy, and time-sensitive. Build a 2 to 3 month visa window into your hiring plan, and confirm your legal entity is in place before making any offers. If you’re not ready to incorporate locally, an EOR gives you a compliant path to get your first hire across the line.
Book a RemotePass demo to talk through your South Korea hiring plans.
