Korea D-7 Visa Required Documents - Complete Guide to D-7 Intra-Company Transfer Visa Requirements and Documentation
The D-7 intra-company transfer visa is a long-term residence visa issued to executives and employees who have worked at an overseas headquarters for at least one year and are being dispatched to a Korean branch, liaison office, or subsidiary. Eligibility is limited to executives, managers, and specialized technical staff of foreign companies — ordinary clerical or general staff are not covered. This guide covers eligibility, documentation required from both the headquarters and the Korean branch, the points where reviews most often hinge, and the processing procedure — all from a practical standpoint.
What Is the D-7 Visa? A Visa for Dispatched Employees of Foreign Companies
The D-7 is a long-term residence status defined in Annex 1-2 of the Enforcement Decree of the Immigration Control Act. It applies when a foreign company's headquarters dispatches an employee to its branch, liaison office, or subsidiary in Korea. The most significant difference from a standard employment visa (E-7) is that the personnel and capital relationship between the headquarters and the Korean place of business must be clearly established.
Who Is Eligible
- Executives, managers, or holders of specialized knowledge/skills at a foreign company
- Employees who have continuously worked at the headquarters for at least one year
- Persons being dispatched to a branch, sub-office, or liaison office of the same corporate entity in Korea
Note: Regular sales staff and general clerical workers are not eligible for the D-7. In actual reviews, officers first look at whether the applicant's title and scope of duties correspond to an executive- or manager-level role.
How the D-7 Differs from Similar Visas
| Category | D-7 (Transfer) | D-8 (Corporate Investment) | E-7 (Specific Activities) |
|---|---|---|---|
| Target | Employees dispatched from HQ | Executives of foreign-invested corporations | Specialized personnel hired by Korean companies |
| 1-Year HQ Tenure | Required | Not required | Not required |
| Investment Requirement | None | Minimum amount required | None |
| Korean Entity Form | Branch, liaison office, or subsidiary | Newly established corporation | Existing Korean corporation |
D-7 Eligibility — The Reality of the One-Year HQ Tenure Requirement
The first hurdle most applicants encounter is the requirement of at least one year of continuous employment at the headquarters. If you assume a simple one-year employment certificate is enough, you will quickly run into trouble. In practice, reviewers check the contract type, payroll records, and even social insurance enrollment history in the home country.
When the One-Year Requirement Is Recognized
- Continuous regular employment with the same legal entity for 12 months or longer
- Cases where service was transferred from a parent company to a subsidiary and the combined tenure is recognized (with supporting evidence required)
- Periods of leave or dispatch are counted if affiliation with the headquarters was maintained
Common Sticking Points
- A mix of contract or part-time periods that prevents 12 months of continuous service
- The applicant has held an executive- or manager-level position for less than a year due to a title change
- Salary is paid by a separate corporate entity rather than the headquarters
Practical Tip: The one-year requirement is best reinforced not with a bare employment certificate, but with salary transfer records, tax payment certificates, and social insurance enrollment history. If the headquarters' HR records are in a foreign language, they must be notarized in Korean or English.
We have seen cases where a recent reorganization of the headquarters changed job titles and undermined the one-year requirement. If your personnel records are not clear-cut, a preliminary review is essential.
Documents to Be Prepared by the Headquarters (Dispatching Company)
The documents prepared by the headquarters fall into two categories: proof of corporate existence and proof of the dispatched employee's status. Even with many documents on hand, a weak explanation of the HQ–branch relationship will immediately trigger a supplementation request.
HQ Corporate Existence Documents
- Corporate registry certificate or business registration of the headquarters (in the form used in the home country)
- HQ financial statements (most recent two years)
- HQ company profile and organizational chart
- Documents proving the capital and equity relationship between the HQ and the Korean branch
Documents Related to the Dispatched Employee
- Dispatch order (specifying duration, title, and duties)
- Employment certificate (stating one or more years of continuous service)
- Payslips or salary transfer records (most recent 12 months)
- Letter of recommendation issued by the headquarters
| Document | Issued By | Validity | Notes |
|---|---|---|---|
| HQ corporate registry | Home-country registry office | Within 3 months | Apostille or consular authentication |
| Financial statements | HQ accounting team | Most recent 2 years | In English or with Korean translation |
| Dispatch order | HQ HR team | Within 6 months | Specifies title, duration, duties |
| Employment certificate | HQ HR team | Within 3 months | States 1+ year of service |
Documents to Be Prepared by the Korean Branch or Liaison Office
The documents from the Korean side are just as important as those from the headquarters. If the Korean branch is not properly registered, the D-7 itself cannot be granted.
Documents by Type of Korean Entity
- Branch: Foreign company branch registry certificate, business registration, lease agreement
- Liaison Office: Liaison office filing certificate under the Foreign Exchange Transactions Act, office lease agreement
- Subsidiary: Korean corporate registry certificate, business registration, proof of equity relationship
Additional Submissions
- Korean business plan or current operational status report
- List of personnel operating the branch or office
- Most recent quarterly financial status (if already operating)
- Evidence that the dispatched employee will use the Korean work site
Note: A liaison office is prohibited from engaging in commercial activity, so while a D-7 can be issued, the scope of activity is narrow. If sales or contract execution is required, a branch or subsidiary structure is more appropriate.
The filing procedures for branches and liaison offices of foreign companies can be checked via the Foreign Exchange Transactions Act on the Korean Law Information Center and the guidance on HiKorea. Selecting the right structure for your situation, however, requires a preliminary review.
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D-7 eligibility hinges on the HQ structure, whether a Korean branch has been established, and whether the one-year service requirement is met. For accurate cost and procedure details, please confirm through a consultation with a specialist.
Documents the Applicant Must Prepare Personally
Even with strong company documents, missing personal identification documents will prevent the application from being accepted at all.
Personal Documents for the Applicant
- Visa application form (Form 17 of the attached forms)
- Passport (original and copy)
- Color photograph (3.5 × 4.5 cm, taken within the past 6 months)
- Degree and career certificates (with apostille or consular authentication)
- Criminal record certificate (required depending on the country)
Additional Documents When Accompanied by Family
A spouse and minor children may enter Korea together on F-3 (dependent) visas.
- Marriage certificate or family relation certificate (apostille required)
- Children's birth certificates
- Accompanying family members' passports and photographs
- Proof of family residence
Practical Tip: Foreign public documents without an apostille or consular authentication will be rejected at intake. If you do not obtain them in your home country in advance, processing after arrival in Korea will take significantly longer.
Common Sticking Points in the Actual Review
Even with a thick stack of documents, the review will immediately flag any weakness in the HQ–Korean branch–dispatched employee chain of connection.
Items That Often Trigger Supplementation Requests
- Unclear equity or capital relationship between the HQ and the Korean branch
- The dispatched employee's duties do not appear to be at the executive or manager level
- The one-year service is supported only by an employment certificate, with thin salary or insurance records
- The Korean branch already has sufficient Korean staff to perform the same role
Processing Time and Differences by Immigration Office
The D-7 Certificate of Visa Issuance typically takes 2–4 weeks to process, depending on the complexity of the case. Processing speed and the threshold for supplementation requests vary by jurisdictional immigration office. We help you identify and proceed through the fastest office.
| Step | Processing Authority | Duration | Notes |
|---|---|---|---|
| Apply for Certificate of Visa Issuance | Korean immigration office | 2–4 weeks | Applicant or authorized agent |
| Issuance of visa | Korean embassy/consulate in home country | 3–7 days | After receiving the certificate |
| Foreign resident registration after entry | Local immigration office | Within 90 days | Alien registration card issued |
Costs vary by case, so we provide accurate figures during a free consultation. In addition to the official government fees, there are separate costs for apostille of home-country documents and for translation and notarization.
D-7 Visa Application Procedure at a Glance
- HQ confirms dispatch decision and issues the dispatch order
- Establish or verify registration of the Korean branch, liaison office, or subsidiary
- Collect HQ, branch, and personal documents; complete translation and notarization
- Apply for the Certificate of Visa Issuance (by an agent in Korea or the applicant)
- After the certificate is issued, apply for the visa at the consulate in the home country
- Complete foreign resident registration within 90 days of entry into Korea
Supplementation requests may arise at each stage, with each round adding 1–2 weeks to the timeline.
Detailed application forms and jurisdictional guidance are available on HiKorea and the Korea Immigration Service. For the relevant statutes, refer to Annex 1-2 of the Enforcement Decree of the Immigration Control Act on the Korean Law Information Center.
Frequently Asked Questions (FAQ)
Q1. I have worked at the headquarters for 11 months — can I still apply for a D-7?
In principle, the one-year requirement is not met. There are cases where combined tenure with a parent company is recognized, but this requires proof of continuity in personnel records. A preliminary case review is the safest course of action.
Q2. Can a D-7 be issued if we only have a liaison office?
Yes, a D-7 can be issued for a liaison office as well. However, commercial activity is prohibited, so the dispatched employee's role is limited to market research and liaison duties. If sales or contract execution is required, establishing a branch or subsidiary should be considered first.
Q3. Is it acceptable for the Korean branch to have no Korean employees?
There is no legal obligation to hire Korean employees. However, in practice, the staffing composition is one of the factors used to assess whether the business has substance.
Q4. Can family members accompany the applicant?
A spouse and minor children may enter Korea together on F-3 (dependent) visas. F-3 holders may also obtain activity permits if certain conditions are met.
Q5. Is it possible to transition from D-7 to permanent residency (F-5)?
After residing in Korea on a D-7 for a certain period, eligibility to apply for the F-5 arises. Separate requirements regarding length of stay, income, and Korean language proficiency must be satisfied. Income thresholds change every year — please confirm the current year's exact requirement through a consultation.
Q6. Can I work for another company in Korea while on a D-7?
In principle, you may only work for the company that dispatched you. Working for another company requires a separate permit for activities outside the visa status; working without one is treated as illegal employment.
About Vision Administrative Affairs Office
Vision Administrative Affairs Office specializes in foreign companies' entry into Korea, the establishment of branches and subsidiaries, and D-7, D-8, and E-7 visa work. We handle everything in a single workflow — from reviewing HQ documents to setting up the Korean branch, applying for the Certificate of Visa Issuance, and completing foreign resident registration.
Need a Specialist Consultation?
D-7 eligibility hinges on the structure of the HQ, whether the one-year service requirement is met, and the stage of establishment of the Korean branch. This is not a visa you can pass simply by collecting documents. The relationship between the HQ and the Korean branch and the seniority of the dispatched employee's role must be explained together — that is where reviews are decided.
Contact Information
- Phone: 02-363-2251
- Email: 5000meter@gmail.com
- KakaoTalk: alexkorea
- Address: 3F, Seongwoo Building, 324 Toegye-ro, Jung-gu, Seoul (04614)
Costs vary by case, so accurate figures will be provided during a free consultation.
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