Hiring International Students: What Visa Types Permit Which Activities?
When it comes to hiring international students, understanding the scope of their visa status is crucial. Based on guidelines from the Ministry of Justice and related nationality criteria, there are clear distinctions between the employment allowances tied to student visas (D-2), job-seeking visas (D-10), and professional employment visas (E-7-1). Let’s take a closer look at these categories and compare them with explanations provided in various blogs.
D-2 Student Visa: Part-Time Work Only
According to the Ministry of Justice’s guidelines, individuals with a student visa (D-2) are restricted to part-time employment only. They are not permitted to undertake regular jobs or internships unless they have acquired the necessary permits for part-time work. Acceptable roles typically include translation, administrative assistance, food service support, and tour guiding. Employment in manufacturing and construction is generally prohibited, although exceptions can be made for those holding a TOPIK (Test of Proficiency in Korean) level 4 or higher in some manufacturing sectors.
D-10 Job-Seeking Visa: Internships Allowed, Full-Time Employment Requires Visa Change
The D-10 job-seeking visa is designated for foreigners who have graduated and are preparing for employment within Korea. This visa permits both internships and part-time work. However, to transition into a full-time role or a contractual position, individuals must change their visa status to a professional employment visa (E-7-1) or a similar category. Internships under this visa can last up to six months, after which visa terms must be adjusted to continue employment legally.
E-7-1 Professional Employment Visa: Full-Time Employment Authorized
The E-7-1 visa is issued for positions that require specific professional expertise. Roles involving simple administrative tasks or unskilled labor aren’t eligible; instead, fields such as marketing, international sales, and specialized technical areas are primary targets. This visa comes with a minimum salary requirement—generally, it must meet at least 80% of the Gross National Income (GNI) for regular companies and 70% for small and medium enterprises or startups. Additionally, an applicant’s educational background and work experience are key factors in the visa evaluation process.
Reporting and Procedures
Once a foreign worker begins employment, they are required to report to the immigration office within 15 days of their start date. Failing to do so can lead to penalties for both the foreign worker, for illegal employment, and the employer, for illegal hiring. The Ministry of Justice’s guidelines specify the necessary reporting forms and associated fees.
Commonalities and Differences
Commonalities: The employment scopes and restrictions for D-2, D-10, and E-7-1 visas, as well as part-time job regulations and reporting requirements, are consistent between the Ministry of Justice’s manual and various blog articles.
Differences: While blog articles summarize the information to enhance employer understanding, the official manual provides detailed regulations regarding documentation, fees, and procedures. Moreover, the blogs may state that a quick switch to an F-2 visa is possible, but in reality, this is contingent upon meeting specific high-salary criteria.
Conclusion
When hiring international students, adhering strictly to the employment regulations tied to their visa status is essential. It’s not just about knowing what is allowed or prohibited; understanding the reporting obligations and specific conditions is key to avoiding risks associated with illegal employment.
This response reflects information available as of May and September 2025 and is intended for general guidance. For personalized advice, please visit our 1:1 Consultation Board.