D-7 Intra-Company Transfer Visa: Employer's Guide to Sending Staff to Korea
When a foreign company with a Korean branch, subsidiary, or liaison office wants to send employees to Korea, the D-7 intra-company transfer visa is usually the right path.
Unlike D-8 (corporate investor), which focuses on the individual's investment, D-7 is built around the corporate relationship between the foreign entity and the Korean entity. The employer plays a central role.
1. Employer Prerequisites
- Registered Korean entity: Branch, subsidiary, or liaison office — registered in Korea's corporate registry
- Corporate relationship (>50% shareholding): Foreign entity must own >50% of the Korean entity, or vice versa, or share a common parent with >50% ownership
- Active operations: Tax filings, social insurance enrollment, operational records
2. Qualifying Employees
- At least 1 year of employment at the sending foreign entity
- Must be a manager, specialist, or essential knowledge holder
- Assignment must fall within the Korean entity's legitimate scope of operations
3. Documents the Employer Prepares
- Assignment letter (clearly stating position, duration, and duties)
- Korean entity corporate registration (within 3 months)
- Shareholding / ownership structure documentation (apostilled or consular-certified)
- Salary confirmation for the Korean posting
4. D-7 vs D-8 From the Employer's Perspective
When assigning a CEO or executive, companies sometimes face a D-7/D-8 choice. D-7 suits managerial assignments; D-8 is more appropriate when the executive is also a direct investor. If the Korean entity received foreign direct investment from the parent, D-8 may fit more naturally.
5. Common Problems
- Assignment letters that omit the duration or role description
- Corporate ownership documents without apostille
- Newly established Korean entity with no operating history
6. Consultation
Vision Administrative Office handles company registration through D-7 visa applications in one integrated workflow. 02-363-2251