Changing or Adding a Workplace in Korea: Check Immigration First

Changing or Adding a Workplace in Korea: Check Immigration First

A new employment contract does not automatically authorize a foreign resident to start work at a new location. Immigration procedures depend on the person’s status of stay, occupation, employer and the type of change.

Article 21 of Korea’s Immigration Act states that a foreign national who intends to change or add a workplace within the scope of their status generally must obtain prior permission. The Act also provides a reporting route for certain people prescribed by regulation, including some with professional knowledge, skills or abilities. The correct route must be confirmed for the individual case.

Check before the first shift

Prepare information about both the current and proposed employment:

• Passport and residence card
• Exact status-of-stay code and expiration date
• Current employer, workplace and duties
• Proposed employer’s legal name and business details
• New job title, duties and work location
• Contract start date, hours and compensation
• Reason for changing or adding the workplace
• Documents showing qualifications or employer eligibility
• Evidence that the previous employment ended, if applicable

Ask immigration whether you need prior permission, a report after the change, a different status of stay or another procedure. Do not begin a paid trial, orientation or remote assignment merely because the employer says paperwork can be completed later.

The workplace address and the actual duties both matter. Moving to another branch, working for an additional client or changing from one role to another can raise a different question even when the company name appears similar.

Keep the application or report receipt and read every condition on the decision. Check whether approval is limited to a particular employer, location, occupation or period. If the application is pending, do not assume that submission alone permits work.

Employment rights and immigration authorization are separate. A dispute over wages or dismissal does not erase immigration deadlines, and an immigration restriction does not remove labor-law protections for work already performed.

Read Article 21 of the Immigration Act and use the Korea Immigration Service or 1345 for instructions based on your status and proposed workplace.

Law and official service information checked: October 12, 2026. Permission, reporting deadlines and documents vary by status and employment arrangement.