Hiring International Students: What Visa Options and Activities Are Permissible?
When hiring international students, it’s crucial to have a clear understanding of the scope of their visa status. By referring to the Ministry of Justice’s guidelines and nationality regulations, we can distinctly categorize the employment possibilities for different visa types: D-2 (student visa), D-10 (job-seeking visa), and E-7-1 (professional employment visa). Let’s explore each of these visas and the employment options they offer, complementing this with insights from the blog.
D-2 Student Visa: Part-time Work Only
According to the Ministry of Justice’s guidelines, international students holding a D-2 visa are only allowed to engage in part-time work. Regular employment or internship opportunities are strictly prohibited unless permission is obtained for specific activities. Permissible job types include translation, office assistance, food service support, and tour guiding, while roles in manufacturing and construction are generally off-limits. However, students who achieve a TOPIK level of 4 or higher may have some exceptions for positions in the manufacturing sector.
D-10 Job-Seeking Visa: Internships Allowed, Changes Required for Full-time Roles
The D-10 job-seeking visa is designated for graduates looking to find employment in Korea. Holders of this visa can take part in internships and part-time jobs. However, to transition into full-time employment (contract or permanent positions), a change in visa status to E-7-1 or other appropriate professional employment visas is necessary. Students can intern at a single company for a maximum of six months; beyond that, a visa change process must be initiated.
E-7-1 Professional Employment Visa: Full-time Employment Permitted
The E-7-1 visa is granted exclusively for roles demanding specialized expertise. Positions that fall under simple office support or unskilled labor are not eligible. Typical fields include marketing, international sales, and specialized technical sectors. This visa is also subject to minimum annual salary requirements, with general companies needing to meet 80% of the GNI and small to medium enterprises needing at least 70% of the GNI. Moreover, the applicant’s educational background and work experience are substantial criteria in the evaluation process.
Reporting and Procedures
Once an international employee begins work, their employer must report this to immigration authorities within 15 days of the start date. Failing to do so can result in the employee being categorized as illegally employed, while the employer may face charges for illegal hiring. The Ministry of Justice provides detailed outlines regarding the necessary reporting forms and associated fees.
Key Similarities and Differences
Similarities: Across the board, the employment scope and restrictions for D-2 (student), D-10 (job-seeking), and E-7-1 (employment) visas, as well as the regulations for part-time roles and the need for reporting, align with both the Ministry of Justice manual and the blog insights.
Differences: While the blog simplifies the information for better understanding by employers, the official manual goes into granular detail regarding documentation, fees, and procedures. Additionally, the blog’s mention of the transition to F-2 visa status is contingent upon meeting specific high-income criteria, which may not be attainable for all candidates.
Conclusion
When it comes to hiring international students, it is imperative to adhere to the employment scope dictated by their visa status. Rather than merely distinguishing between “allowed” and “not allowed,” it’s essential to check the notification requirements and specific conditions to mitigate the risk of illegal employment.
This advice reflects the guidelines available as of May and September 2025 and serves as a general overview. There may be nuances based on individual circumstances. For personalized consultations, feel free to reach out through our 1:1 Consultation Form.