1. Main Visa and Work Permit Categories

1. C-3 Short-Term Visit and Applicable Visa-Free Arrangements

Mainland Chinese ordinary passport holders generally need a C-3 visa for short visits to South Korea. Facilitated-entry arrangements for specific regions, groups, or other circumstances must be assessed separately according to their individual conditions.

K-ETA is an electronic travel authorization for eligible visa-exempt nationalities or regions. It is not an electronic visa available to every nationality. The validity of a K-ETA and the period of stay granted for each visit are separate matters. An electronic arrival declaration also does not replace a visa or work authorization.

Business meetings, negotiations, and market research may be assessed as visitor activities. Technical services, paid training, or work in a local South Korean position require the appropriate employment status.

2. C-4 Short-Term Employment

The C-4 category may cover qualifying paid activities such as short-term performances, lectures, training, technical instruction, research, or consulting. Eligibility depends on the actual activity and the requirements of the application location.

C-4 status allows a stay of no more than 90 days, subject to the approved period. It cannot be used for a long-term position or continuing employment. A project lasting fewer than 90 days does not automatically qualify for C-4 status.

The applicant’s duties, compensation arrangements, and inviting organization must remain consistent with the approved application. If the activities exceed the scope of short-term employment, the applicant should use the appropriate long-term work status.

3. E-7 Specially Designated Activities

The E-7 category includes subcategories for professional, semi-professional, general skilled, and points-based skilled roles. The position must fall under a designated occupation code, and the applicant’s education, experience, professional qualifications, and actual duties must meet the requirements for that code.

The employer may also need to meet requirements concerning company size, the ratio of Korean to foreign employees, industry, and recommendations. Receiving a job offer from a South Korean company does not automatically make an applicant eligible for E-7 status.

From February 1 to December 31, 2026, the general annual salary thresholds are:

Where a particular occupation has a separate salary requirement or exception, the occupation-specific rule applies. Meeting the general salary threshold alone does not guarantee eligibility.

The initial validity and renewal period of E-7 status depend on the specific subcategory, employment contract, passport validity, and approval decision. It should not be assumed that every E-7 visa is issued for one year. Long-term residents must complete foreign resident registration within the applicable period and work only for the approved employer, occupation, and workplace.

4. Digital Nomad/Workation

South Korea’s Digital Nomad/Workation program became permanent on June 30, 2026, and the maximum period of stay was extended to three years.

The income requirement ranges from one to two times South Korea’s per-capita gross national income, depending on the applicant’s age and place of residence in South Korea. Younger applicants living outside the capital region may qualify for a lower threshold, but they must still provide evidence that meets the applicable category.

Applicants must also meet the requirements relating to overseas employment or business activities, income, and insurance. Three years is the maximum total stay and does not mean every applicant will receive a three-year approval initially.

This status cannot be used to take an ordinary local position with a South Korean company or provide prohibited local services. If the applicant’s employment relationship or place of residence changes, eligibility and the applicable income threshold should be reviewed again.

2. Entry, Dependants, and Other Arrangements

1. Entry and Stay

K-ETA and the electronic arrival declaration are separate requirements. Neither replaces a work visa.

Individuals staying in South Korea on a long-term basis must generally complete Residence Card registration within 90 days of entry. The exact requirements depend on the individual’s immigration status and approval conditions.

2. Dependants and Other Statuses

Eligible family members of certain long-term status holders may apply to accompany the principal applicant under the appropriate category. Dependant statuses such as F-3 generally do not provide automatic work rights. Family members who intend to work in South Korea must separately assess the appropriate employment status.

Investment, business management, study, and other E-category professional statuses have separate requirements. The E-7 occupation requirements do not apply automatically to every visa category.

3. Renewals, Changes, Termination, and Status Maintenance

Foreign nationals working in South Korea must ensure that their actual employer, occupation code, duties, salary, and workplace remain consistent with the approved conditions. They should not begin activities outside the scope of the existing approval before completing the required authorization or change procedures.

4. How sailglobal Can Help

If your company plans to send employees to South Korea for business visits, local employment, short-term projects, or accompanying-family arrangements, sailglobal can help you understand the appropriate route and application requirements based on the individual’s status, occupation code, responsibilities, employer eligibility, and travel plans.

Visa, work permit, and residence applications are independently assessed by the South Korean authorities. sailglobal does not guarantee approval or a fixed issuance date.