When an expatriate is assigned to a Korean subsidiary or affiliated entity, they are typically eligible for a D-8 visa. If the assignee’s family accompanies them, the spouse and children are eligible for an F-3 dependent visa.

Until recently, the Korean immigration office accepted copies of the marriage certificate (for a spouse) and the birth certificate (for children) to establish family relationships. However, as of April 2025, immigration authorities have strengthened the requirements. Applicants must now submit original apostilled documents rather than simple copies.

This change has created unexpected challenges and confusion for companies transferring expatriates from their headquarters to Korea.

Document Requirements:
Before April 2025:
<ul class="list-disc pl-4">
<li>Copy of marriage certificate accepted</li>
<li>Copy of birth certificate accepted</li>
</ul>
After April 2025 (Current Policy):
<ul class="list-disc pl-4">
<li>Original apostilled marriage certificate required</li>
<li>Original apostilled birth certificate required</li>
</ul>
Additional Guidance:
Since E-apostilles are now widely recognized internationally, applicants are advised to confirm with the relevant Korean immigration office whether an E-apostille is acceptable for their case before proceeding with the apostille process.

When an expatriate is assigned to a Korean subsidiary or affiliated entity, they are typically eligible for a D-8 visa. If the assignee’s family accompanies them, the spouse and children are eligible for an F-3 dependent visa.

Important Update on Visa Applications in Korea

In recent years, many companies in Korea have been actively seeking to hire foreign talent. These businesses aim to leverage the unique expertise and skills that may be difficult to source locally. However, just because a company wants to employ a foreign professional does not mean the Korean immigration office will automatically approve the visa. 
When assessing E-7 visa applications for local hires, immigration officials carefully evaluate two main factors: 

 1.The applicant’s level of expertise
 2.The availability of a qualified Korean candidate to fill the role

To make this determination, immigration requires two critical documents from the foreign applicant: a Degree Certificate and a Career Certificate. Without these, an application will not move forward — no matter how strong the other documents are. 

1. Degree Certificate 
The degree certificate verifies the applicant’s academic qualifications. It must clearly state the applicant’s name, the type of degree, and the field of study. 
Key points to note: 
• While immigration guidelines state that the degree certificate is not necessary if the applicant has more than five years of relevant work experience, in practice, officers often request it regardless. 
• If the certificate is not in English, it must be professionally translated. 
• It must be authenticated: 
&nbsp;&nbsp;– Apostille: If the issuing country is a member of the Hague Apostille Convention. 
&nbsp;&nbsp;– Legalization by the Korean Embassy/Consulate: If the country is not a member of the Convention. 
Since March 2019, Korean immigration requires the Apostille or embassy legalization — not just a copy — for degree certificates. 

2. Career Certificate 
The career certificate (also known as an employment verification letter) confirms the applicant’s work history and professional experience. It is typically issued by a current or former employer and should include: job title/role, employment period, and a description of responsibilities. 
Important considerations: 
• The job title and responsibilities listed must align with the position being offered in Korea. 
• If the certificate is not in English, it must be translated. 
• Authentication is required (Apostille or Korean embassy/consulate legalization). 

Why These Documents Matter 
Even if the Korean hiring company provides all necessary corporate documents, immigration will not review the application if the applicant’s degree and career certificates are missing or improperly prepared. These two documents are the foundation upon which the rest of the application is evaluated. 
If you are preparing for an E-7 visa application as a local hire — or you are a company planning to employ a foreign professional — it is crucial to prepare these documents correctly from the start.

In recent years, many companies in Korea have been actively seeking to hire foreign talent. These businesses aim to leverage the unique expertise and skills that may be difficult to source locally. However, just because a company wants to employ a foreign professional does not mean the Korean immigration office will automatically approve the visa. 

Important Update on Visa Applications in Korea

Two Essential Documents Required from Foreign Employees for an E-7 Visa (Local Hire) in Korea

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Two Essential Documents Required from Foreign Employees for an E-7 Visa (Local Hire) in Korea

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