📋 Korean Law Insight | Immigration Law
By Attorney NOH UJIN | HANBYOL LAW LLC, Seoul
Korean Immigration: Work Visa Types and Corporate Sponsorship — A Complete Legal Guide for Foreign Nationals and Employers (2026)
Korea's immigration system has evolved considerably over the past decade, reflecting the country's growing reliance on skilled foreign talent across technology, finance, manufacturing, research, and professional services. For both individuals seeking to work in Korea and for the companies that wish to hire them, navigating the Korean visa system can be complex, with numerous visa categories, strict eligibility requirements, and a compliance-oriented enforcement culture. This guide provides a comprehensive overview of Korea's work visa landscape, with particular attention to the visa types most relevant to foreign professionals and the corporate sponsorship obligations that Korean employers must fulfill.
1. The Legal Framework: The Immigration Act and Related Regulations
The primary statute governing immigration in Korea is the Immigration Act (출입국관리법), administered by the Korea Immigration Service (KIS) under the Ministry of Justice. The Act is supplemented by the Enforcement Decree of the Immigration Act and various ministerial guidelines, together specifying the conditions for entry, stay, work authorization, and status changes for foreign nationals.
In addition to the Immigration Act, the following laws interact with immigration status in important ways:
- Labor Standards Act (근로기준법): Sets working conditions applicable to all workers in Korea, including foreign nationals
- Employment of Foreign Workers Act (외국인근로자의 고용 등에 관한 법률): Governs the Employment Permit System (EPS) for non-professional migrant workers
- Act on the Immigration and Legal Status of Overseas Koreans (재외동포법): Provides special status for ethnic Koreans abroad
- Foreign Investment Promotion Act (외국인투자 촉진법): Relevant for investor visa applicants and foreign-invested enterprises
2. Overview of Work-Related Visa Categories
Korean visas are categorized by alphanumeric codes. The most significant work-related categories are described below.
E-1: Professor
Issued to foreign professors teaching at Korean universities and colleges accredited under the Higher Education Act. Applicants must hold a doctoral degree (or equivalent) and have an appointment letter from the institution. This visa is renewable and may lead to a D-10 (job-seeker) status upon completion of appointment.
E-2: Foreign Language Instructor
One of the most commonly held visas in Korea, the E-2 is for native-speaking English, Mandarin, French, German, Spanish, Japanese, and Russian language teachers at language institutes (hagwons) and public/private schools. Holders must be nationals of designated countries, possess a bachelor's degree in any field, provide a criminal background check and medical health certificate, and work exclusively for their sponsoring employer. E-2 holders cannot be employed by multiple schools simultaneously without prior KIS approval.
E-3: Research
For foreign researchers working at publicly-designated research institutions, national laboratories, and universities. A doctoral degree or equivalent expertise is generally required. Corporate R&D centers may also sponsor E-3 visas if designated by the relevant ministry.
E-4: Technology Transfer
Issued for short-to-medium-term technology transfer activities — training Korean employees on specialized equipment, proprietary processes, or technical knowledge. The technology transfer activity must be documented in a services agreement between the foreign company and the Korean enterprise. Duration is typically limited to two years but renewable.
E-5: Professional Employment
Covers foreign professionals in fields requiring specialized national licenses: medical doctors, dentists, nurses, pilots, lawyers qualified under Korean bar, certified public accountants, and similar regulated professions. The underlying professional qualification must be recognized in Korea; foreign-licensed professionals cannot practice under this visa without Korean license equivalence recognition.
E-6: Arts and Entertainment
For foreign entertainers, musicians, athletes, and artistic performers. Subdivisions distinguish between classical arts, mass entertainment, and sports activities. Compliance monitoring under E-6 is strict due to historical concerns about human trafficking in the entertainment sector; employers are subject to sponsorship liability.
E-7: Specially Designated Activities
The E-7 is the most important and flexible work visa for corporate employers seeking to hire foreign professionals. It covers over 80 specially designated occupational categories published by the Ministry of Justice, covering roles such as software developers, data scientists, electrical engineers, marketing specialists, accountants, translators, cooks (traditional cuisine), and many others. The E-7 requires employer sponsorship and a minimum salary threshold (generally at or above the median salary for the occupation as published by the Ministry of Employment and Labor). Key eligibility criteria include relevant professional experience (typically a bachelor's degree plus minimum years of related experience, or a master's/doctoral degree) and the inability of the employer to fill the position with a Korean national — though this "unavailability" requirement has been relaxed in certain shortage occupations.
D-7: Intra-Company Transferee
Critical for multinational corporations posting executives, specialists, or senior managers to their Korean subsidiaries or branches. The D-7 requires that the employee has worked at the overseas parent/affiliate for at least one year prior to transfer. There is no fixed minimum salary requirement under the regulations, but KIS practice often scrutinizes compensation to ensure transfers are genuine. Duration is typically one to three years, renewable up to a cumulative maximum usually tied to the total planned project duration.
D-8: Corporate Investor
For foreign nationals making direct investments in Korea above the threshold prescribed under the Foreign Investment Promotion Act (currently 100 million KRW) and serving as officers or directors of the invested company. The D-8 is a long-term status and can be extended repeatedly. Owners of foreign-invested enterprises often hold D-8 status while their employees may hold E-7 or D-7 visas.
F-2: Resident
A long-term general-purpose residence status available to foreign nationals who have maintained lawful status in Korea for an extended period (typically five years for professionals, shorter for point-based categories), are employed with a minimum income threshold, and pass a basic Korean language test. F-2 holders may engage in any lawful employment without employer-specific sponsorship requirements, making it highly desirable for experienced professionals.
F-5: Permanent Residency
The most secure long-term status in Korea, available to those who have held F-2 status for two or more years and meet income, assets, and social integration requirements. F-5 holders are not restricted in employment activities and have virtually the same labor market access as Korean citizens.
F-6: Marriage Migrant
For foreign nationals married to Korean citizens. Employment is generally permitted without restriction. The F-6 status is important in Korea's international divorce and family law practice.
3. Corporate Sponsorship Obligations
When a Korean company sponsors a foreign national for a work visa, it takes on significant legal responsibilities. Understanding these obligations is essential to avoid administrative sanctions and maintain good standing with KIS.
Key Employer Obligations Include:
(a) Registration and Reporting: Employers must register sponsored foreign employees with the KIS upon commencement of employment and report any changes in employment terms, job title, or work location. Failure to report changes within 15 days can result in fines and can jeopardize the employee's visa status.
(b) Workplace Conditions: Employers must ensure that the foreign employee's actual work matches the visa category. An E-7 software developer cannot be assigned to warehouse operations. Mismatch can lead to visa cancellation and employer demerits.
(c) Prohibition on Dual Employment (for restricted visas): Visas such as E-2 and E-7 generally restrict the employee to the sponsoring employer. Permitting unauthorized secondary employment can expose the employer to administrative sanctions.
(d) Notification of Termination: When a sponsored employee's employment is terminated, the employer must notify KIS within 15 days. Failure to notify can result in the employee being deemed in overstay.
(e) Minimum Salary Requirements: For E-7 visas, the Ministry of Justice publishes occupational median salary benchmarks annually. Employers must pay at or above these benchmarks. Underpaying a sponsored worker can constitute grounds for visa revocation and may violate the Labor Standards Act simultaneously.
4. The E-7 Visa: Deep Dive for Corporate HR Teams
The E-7 is the workhorse of Korean corporate immigration. Here is a practical overview of the application process:
Step 1 — Confirm Eligible Occupation: Check the current published list of E-7 eligible occupations from the Ministry of Justice. Categories are updated periodically. If the target role is not listed, alternative visa categories (D-7, E-3, E-4) should be considered.
Step 2 — Recruitment Effort Documentation: For most E-7 categories, the employer must demonstrate that a good-faith effort was made to hire a Korean national before recruiting abroad. This typically requires evidence of domestic job postings (Work-net or equivalent) for a minimum period.
Step 3 — Gather Employee Documents: Educational certificates (apostilled or consular-certified), employment history records, criminal background check (from country of origin and any other countries of recent residence), health certificate, and passport.
Step 4 — Employer Documents: Business registration certificate, most recent financial statements, company organizational chart, and signed employment offer letter with compensation details.
Step 5 — Submit to KIS or Korean Embassy: Applications may be submitted at a Korean diplomatic mission abroad (if the applicant is outside Korea) or at a KIS office within Korea (for status changes). Processing times vary from 2-4 weeks on average but can be longer during peak periods.
Step 6 — Post-Approval Compliance: Upon commencement, register the foreign employee in the employer's Social Insurance system (National Health Insurance, National Pension, Industrial Accident Insurance, Employment Insurance). Note that certain pension contributions may be reducible under Korea's social security totalization agreements with select countries.
5. The Point-Based System and Fast-Track Options
Korea has introduced a points-based immigration system (포인트제) for skilled workers and professionals to streamline the path from work visa to long-term resident status. Points are awarded for factors including Korean language proficiency (TOPIK score), salary level, education, professional certifications, age, and period of lawful stay in Korea. High scorers may qualify for F-2 status on an expedited basis, bypassing the standard five-year requirement. This system is particularly relevant for technology sector workers and those in designated high-priority occupations under Korea's national economic strategy.
6. Common Immigration Compliance Issues for Foreign Employers
KIS conducts periodic workplace inspections, particularly in sectors with historically high rates of immigration violations (manufacturing, hospitality, agriculture). Foreign-invested enterprises are not immune to inspection. Common issues include:
- Employees working beyond authorized hours or activities
- Failure to report changes in workplace or job function
- Using foreign workers on temporary contracts as a workaround for visa restrictions
- Underpaying relative to salary benchmarks in visa applications
- Failure to enroll foreign employees in mandatory social insurance
Sanctions for employers can include fines, restrictions on future foreign employee sponsorship, and in serious cases, criminal charges. Building a compliant immigration program from the outset is far less costly than managing enforcement actions.
Frequently Asked Questions (FAQ)
Q1: Can a foreign national on a tourist (B-2) visa simply start working for a Korean company and then change status to E-7 from inside Korea?
A: Generally no. Most work visa categories require either initial entry on the correct visa or a change of status through an authorized process. Unauthorized work on a tourist visa violates the Immigration Act and can result in deportation and a re-entry ban of up to 10 years. Employers who knowingly allow this also face sanctions.
Q2: How long does E-7 visa processing typically take?
A: If applied through a Korean diplomatic mission abroad, typically 2-4 weeks. If applied domestically for a status change, 4-6 weeks is common, though KIS has expedited processes for certain priority sectors. Peak application periods (spring and fall) can extend timelines.
Q3: Can a D-7 intra-company transferee be promoted within the Korean subsidiary?
A: Yes, but changes in job function or title must be reported to KIS. If the new role differs significantly from what was authorized at visa issuance, a new visa application or status change may be required.
Q4: What is the difference between E-7 and D-7 visas for posting an executive to Korea?
A: D-7 is specifically for intra-company transfers from an affiliated overseas entity and requires at least one year of pre-transfer employment at that entity. E-7 is a general skilled work visa for new hires and does not require prior employment at an affiliated company. For long-term executive postings from a parent company, D-7 is generally more appropriate; for new local hires, E-7 is the standard vehicle.
Q5: Do foreign employees in Korea qualify for severance pay?
A: Yes. Under the Labor Standards Act and the Employee Retirement Benefit Security Act, foreign employees who have worked for one year or more are entitled to statutory severance pay (퇴직금) equivalent to at least 30 days' average wages per year of service. This applies regardless of visa type and cannot be waived by contract.
Q6: Our company wants to bring 10 foreign engineers to Korea. Is there a quota?
A: There is no hard numerical quota on E-7 visas per se, but there are practical constraints. For companies in operation for less than a prescribed period or below a certain revenue threshold, KIS may limit the ratio of foreign to Korean employees. KIS also scrutinizes applications where the number of foreign workers seems disproportionate to the company's size and business activities. Working with experienced immigration counsel is essential for managing bulk applications.
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📋 韩国法律洞察 | 移民法
作者：NOH UJIN 律师 | HANBYOL LAW LLC，首尔
韩国移民：工作签证类型与企业担保——外籍人士与雇主完整法律指南（2026年）
韩国移民制度经过多年演变，已建立起门类完善的工作签证体系，以满足技术、金融、制造业、研究和专业服务领域对外籍人才的需求。对于希望在韩工作的个人以及希望聘用外籍员工的企业而言，了解韩国签证制度的复杂性至关重要。
一、法律框架
韩国移民的主要法律依据是《出入国管理法》，由法务部下设的出入国管理局（KIS）负责执行。此外，《劳动基准法》《外国人劳动者雇佣法》《外国投资促进法》等法律也与移民身份管理密切相关。
二、主要工作签证类型
- E-1（教授）：在韩国认证高校任教的外籍教授
- E-2（外语教师）：在语言学校及公私立学校任教的外语（英语为主）教师；须提供无犯罪证明和体检证明
- E-3（研究）：在研究机构或国家实验室从事研究工作
- E-4（技术转让）：短中期向韩国企业传授专有技术
- E-5（专业就业）：持韩国认可专业执照的医生、律师、会计师等
- E-7（特定活动）：覆盖80余类专业岗位（软件开发、数据科学、工程等）的核心企业用工签证，须满足最低薪资标准
- D-7（跨国公司内部调任）：母公司调派至韩国子公司/分支机构的高管或专家，须在境外关联机构任职满一年
- D-8（企业投资者）：在韩直接投资超过1亿韩元并担任公司董事的外籍人士
- F-2（居留）：在韩合法居住满一定年限后申请的通用长期居留资格，持有者不受雇主限制
- F-5（永久居留）：持F-2满两年并符合收入、资产及社会融合要求者可申请
三、企业担保义务
担保外籍员工的韩国企业须承担以下法律责任：
- 在员工入职时向KIS登记，并在15天内报告雇佣条件变更
- 确保外籍员工从事与签证类别相符的工作
- 禁止持限制性签证的员工在未经许可情况下同时受雇于其他单位
- 员工离职后15天内通知KIS
- 按照法务部每年公布的职业中位薪资标准支付薪资
四、E-7签证申请流程
- 确认目标岗位属于E-7许可职业类别
- 完成国内招募努力证明（在Work-net等平台发布招聘广告）
- 收集员工材料：学历证明（公证或领事认证）、工作经历、无犯罪证明、体检证明
- 准备雇主材料：营业执照、财务报表、组织架构图、录用通知书
- 向境外韩国使馆或境内KIS办公室提交申请（处理时间约2-6周）
- 批准后为员工办理社会保险登记
五、积分制快速通道
韩国积分制移民系统（포인트제）综合评估韩语能力（TOPIK成绩）、薪资水平、学历、专业资质、年龄及在韩居留期限等因素，高分者可提前申请F-2长期居留资格。
常见问题解答
Q1：持旅游签证（B-2）能否直接开始工作并在境内变更为E-7？
一般不可以。持旅游签证从事工作违反《出入国管理法》，可能导致驱逐出境及最长10年禁止入境。
Q2：E-7签证申请通常需要多长时间？
境外申请约2-4周，境内变更身份约4-6周。旺季可能延长。
Q3：D-7被调派员工能否在韩国子公司内晋升？
可以，但须向KIS报告职务变更。若新职位与签证批准内容差异较大，可能需要重新申请。
Q4：E-7和D-7有何区别？
D-7专为跨国公司内部调派设计，要求在境外关联机构任职满一年；E-7适用于新招募的专业人才，无此要求。
Q5：外籍员工是否享有退职金？
是的。在韩任职满一年的外籍员工依法享有退职金，标准为每年工龄至少30天平均工资，不可通过合同放弃。
Q6：公司计划引进10名外籍工程师，是否有配额限制？
E-7没有硬性配额，但KIS会审查外籍员工与韩国员工的比例合理性，尤其关注成立时间较短或规模较小的公司。建议咨询专业移民律师。
📌 官方参考资料
📋 韓国法律インサイト | 入国管理法
著者：NOH UJIN 弁護士 | HANBYOL LAW LLC、ソウル
韓国の入国管理：就労ビザの種類と企業スポンサーシップ — 外国人・雇用主のための完全法律ガイド（2026年）
韓国のビザ制度は、テクノロジー、金融、製造業、研究、専門サービス分野における外国人材の需要拡大に対応して発展してきました。在韓就労を希望する個人にとっても、外国人を雇用したい企業にとっても、複雑な入国管理制度を正確に理解することが不可欠です。
1. 法的枠組み
韓国の入国管理の主要法律は「出入国管理法」で、法務部傘下の出入国・外国人庁（KIS）が執行します。労働基準法、外国人雇用法、外国投資促進法等も入国管理と密接に関連します。
2. 主な就労ビザの種類
- E-1（教授）：認定大学での外国人教授
- E-2（外国語講師）：語学学校・学校での外国語（主に英語）教師。指定国籍、学士以上、無犯罪証明、健康診断書が必要
- E-3（研究）：研究機関・国立研究所での研究活動
- E-4（技術移転）：韓国企業への専有技術の短中期的移転
- E-5（専門職業）：韓国認定の専門資格（医師、弁護士、公認会計士等）保持者
- E-7（特定活動）：ソフトウェア開発、データサイエンス等80以上の職種を対象とした主要就労ビザ。雇用主スポンサーシップと最低賃金基準が必要
- D-7（企業内転勤）：海外関連会社から韓国法人への管理職・専門家の転勤。転勤前に当該関連会社で1年以上の勤務歴が必要
- D-8（企業投資家）：1億ウォン超の直接投資を行い会社役員を務める外国人
- F-2（在留）：一定期間合法在留後に取得できる汎用長期在留資格。雇用主制限なし
- F-5（永住）：F-2取得後2年以上経過し、収入・資産・社会統合要件を満たした者が申請可能
3. 企業スポンサーシップ義務
外国人従業員をスポンサーする韓国企業は以下の義務を負います：
- 入職時にKISへ登録し、雇用条件変更を15日以内に報告
- 外国人従業員がビザ区分に合致する業務に従事することを確保
- 制限ビザ保持者の無断兼業を禁止
- 雇用終了後15日以内にKISへ通知
- 法務省発表の職種別中位賃金基準以上の賃金を支払う
4. E-7ビザ申請手順
- 対象職種がE-7許可職種リストに含まれることを確認
- 国内採用努力の証明書類を準備（Work-net等での求人掲載）
- 従業員書類収集（学歴証明、職歴書、無犯罪証明書、健康診断書）
- 雇用主書類準備（事業者登録証、財務諸表、組織図、採用通知書）
- 海外の韓国大使館または国内KIS事務所に申請（処理期間：2〜6週間）
- 承認後、社会保険に加入登録
5. ポイント制と早期取得ルート
韓国語能力（TOPIK）、年収、学歴、専門資格、年齢、在韓期間等でポイントが加算され、高得点者は標準より早くF-2在留資格を取得できます。
よくある質問（FAQ）
Q1：観光ビザ（B-2）で就労し、国内でE-7に変更できますか？
原則不可。観光ビザでの就労は出入国管理法違反となり、強制退去および最長10年の再入国禁止を招く可能性があります。
Q2：E-7の処理期間は？
海外申請で約2〜4週間、国内での在留資格変更は約4〜6週間。繁忙期はさらに長くなります。
Q3：D-7転勤者は韓国子会社内で昇進できますか？
可能ですが、役職変更はKISへ報告が必要です。職務内容が大幅に変わる場合は再申請が必要なことも。
Q4：E-7とD-7の違いは何ですか？
D-7は企業内転勤専用で海外関連会社での1年以上の勤務歴が必要。E-7は新規採用の専門職向けで関連会社での勤務歴は不要です。
Q5：外国人従業員にも退職金は支払われますか？
はい。1年以上勤務した外国人従業員は、ビザ種類に関係なく、勤続1年あたり平均賃金30日分以上の法定退職金を受ける権利があります。
Q6：外国人エンジニアを10名採用したいのですが、定員はありますか？
E-7に厳格な定員はありませんが、KISは外国人・韓国人比率の合理性を審査します。専門の入管弁護士への相談を強くお勧めします。
📌 公式参考資料
📋 Perspectiva Legal de Corea | Derecho Migratorio
Por el Abogado NOH UJIN | HANBYOL LAW LLC, Seúl
Inmigración Coreana: Tipos de Visado de Trabajo y Patrocinio Corporativo — Guía Jurídica Completa (2026)
A medida que Corea consolida su posición como hub tecnológico y de I+D, las empresas extranjeras deben comprender el complejo sistema de visados de trabajo coreano para atraer talento internacional y mantener el cumplimiento normativo ante el Servicio de Inmigración de Corea (KIS).
1. Marco Legal
La ley principal es la Ley de Control de Inmigración, administrada por el KIS bajo el Ministerio de Justicia. Complementan este marco la Ley de Normas Laborales, la Ley de Empleo de Trabajadores Extranjeros y la Ley de Promoción de la Inversión Extranjera.
2. Principales Categorías de Visado de Trabajo
- E-1 (Profesor): Docentes en universidades acreditadas
- E-2 (Instructor de idiomas): Hablantes nativos en academias y colegios; requiere certificado de antecedentes y reconocimiento médico
- E-3 (Investigación): Investigadores en centros de investigación designados
- E-4 (Transferencia tecnológica): Transferencia de tecnología propietaria a empresas coreanas
- E-5 (Empleo profesional): Titulares de licencias profesionales reconocidas en Corea
- E-7 (Actividades especialmente designadas): Más de 80 categorías ocupacionales (desarrolladores, ingenieros, especialistas en marketing, etc.). Requiere patrocinio de empleador y salario mínimo establecido
- D-7 (Traslado intraempresarial): Ejecutivos y especialistas trasladados desde filiales extranjeras; requiere mínimo 1 año de empleo previo en la entidad extranjera
- D-8 (Inversor corporativo): Extranjeros con inversión directa superior a 100 millones de KRW que ejercen como directivos
- F-2 (Residente): Residencia de larga duración sin restricción de empleador para profesionales con años de estancia legal
- F-5 (Residencia permanente): Para quienes llevan 2+ años con F-2 y cumplen requisitos de ingresos, patrimonio e integración social
3. Obligaciones de Patrocinio Corporativo
- Registrar al empleado extranjero en KIS al inicio del empleo y notificar cambios en 15 días
- Garantizar que el trabajo realizado corresponde a la categoría de visado
- Prohibir el empleo secundario no autorizado para visados restrictivos
- Notificar a KIS el cese del empleado en 15 días
- Pagar al menos el salario mediano publicado anualmente para la categoría E-7
4. Proceso de Solicitud del Visado E-7
- Confirmar que el puesto está en la lista de ocupaciones E-7 autorizadas
- Documentar esfuerzos de contratación nacional (publicación en Work-net u equivalente)
- Reunir documentos del empleado: título (apostillado), historial laboral, antecedentes penales, certificado médico
- Preparar documentos del empleador: registro mercantil, estados financieros, organigrama, oferta de empleo
- Presentar en misión diplomática coreana en el extranjero o en oficina KIS (plazo: 2-6 semanas)
- Inscribir al empleado en el seguro social coreano tras la aprobación
5. Sistema de Puntos y Vías Aceleradas
El sistema de puntos coreano evalúa TOPIK, salario, formación, certificaciones profesionales, edad y período de estancia legal. Los candidatos con puntuación alta pueden acceder al estatus F-2 de manera anticipada.
Preguntas Frecuentes (FAQ)
P1: ¿Puede un extranjero trabajar con visado de turista y luego cambiar a E-7 desde dentro de Corea?
Generalmente no. Trabajar con visado de turista vulnera la Ley de Inmigración y puede acarrear deportación y prohibición de reingreso de hasta 10 años.
P2: ¿Cuánto tarda el visado E-7?
2-4 semanas si se solicita en embajada coreana; 4-6 semanas para cambio de estatus en Corea. Los períodos de mayor demanda pueden alargarlo.
P3: ¿Puede un empleado D-7 ser ascendido dentro de la filial coreana?
Sí, pero debe notificar el cambio de cargo a KIS. Si el nuevo puesto difiere significativamente del autorizado, puede ser necesaria una nueva solicitud.
P4: ¿Cuál es la diferencia entre E-7 y D-7 para enviar un directivo a Corea?
D-7 es para traslados intraempresariales (exige 1 año previo en entidad extranjera relacionada); E-7 es para nuevas contrataciones locales sin esa exigencia.
P5: ¿Los empleados extranjeros tienen derecho a indemnización por despido?
Sí. Los que llevan 1+ años trabajando tienen derecho a indemnización por retiro (퇴직금) equivalente a al menos 30 días de salario promedio por año de servicio.
P6: Queremos traer 10 ingenieros extranjeros. ¿Hay cuota?
No hay cuota rígida, pero KIS examina la proporcionalidad entre empleados extranjeros y coreanos. Se recomienda asesoramiento de abogados especializados en inmigración.
📌 Referencias Oficiales
¿Necesita Asistencia Legal?
HANBYOL LAW LLC ofrece asesoramiento jurídico coreano experto para clientes internacionales en derecho migratorio y laboral.
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ujin95@hanbl.co.kr | 🌐
www.hanbl.co.kr
La consulta inicial es gratuita.
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