Hiring International Students: Understanding Visa Limitations
When it comes to hiring international students, it’s crucial to understand the scope of their visa status. Based on guidelines from the Ministry of Justice and nationality regulations, the employment categories for student (D-2), job-seeking (D-10), and professional employment (E-7-1) visas are clearly defined. Let’s delve into each type of visa, comparing insights provided in this blog post.
D-2 Study Visa: Part-Time Work Only
According to the Ministry of Justice guidelines, students on a D-2 visa are restricted to part-time work only; they cannot engage in full-time employment or internships unless they obtain specific permission. Eligible part-time positions include roles in translation, administrative assistance, food service support, and tourist guidance. However, positions in manufacturing and construction are generally off-limits, though exceptions may exist for those holding a TOPIK level 4 or higher, allowing limited manufacturing work.
D-10 Job-Seeking Visa: Internships Allowed, but Full-Time Employment Requires Change
The D-10 job-seeking visa is for foreign nationals preparing to work in South Korea after graduation. Holders of a D-10 visa can engage in internships or part-time jobs. However, to transition into a full-time role (whether contract or permanent), they must change their visa status to an E-7-1 professional employment visa. Internships at a single company can last up to six months; any extension beyond this period necessitates a visa change.
E-7-1 Professional Employment Visa: Open to Full-Time Work
The E-7-1 visa is issued specifically for positions requiring specialized skills. Simple administrative roles or manual labor jobs are not eligible; the focus is on marketing, international sales, and specialized technical fields. There are also minimum salary requirements: regular companies must meet at least 80% of the GNI (Gross National Income), while small and venture businesses must reach 70% or more. Additionally, the applicant’s academic background and work experience are significant factors in the assessment process.
Reporting and Procedures
Once a foreign national begins working, they must report their employment to the Immigration and Foreign Affairs Office within 15 days of starting. Failing to do so could result in the foreign worker being classified as illegally employed, while the employer may face penalties for illegal hiring practices. The Ministry of Justice provides specific formats for reporting, along with associated fees.
Commonalities and Differences
Commonalities:
The employment scopes and limitations across D-2, D-10, and E-7-1 visas align with the Ministry of Justice’s guidelines, including the types of part-time jobs permitted and the necessity for reporting.
Differences:
While the blog post summarizes information for easier comprehension by employers, the official manual goes into detail, covering documentation, fees, and procedures. Additionally, the statement about the ease of transitioning to an F-2 visa requires high salary thresholds or other specific conditions, which may not be clearly communicated.
Conclusion
When hiring international students, it’s essential to comply with the employment limitations set forth by their visa status. It’s not enough to simply check whether work is permissible; understanding the reporting requirements and specific conditions is crucial to avoiding illegal employment risks.
This information is based on data from May and September 2025 and provides general guidance, which may include inaccuracies for individual circumstances. For personalized consultations, you can visit our 1:1 Consultation Board.