Korean companies looking to bring talent to and from the United States need immigration counsel that can communicate with their HR and employees in their native language. Antone, Casagrande & Adwers P.C. is an AV-Rated corporate immigration law firm with multiple Korean-speaking attorneys that assist Korean companies with employment-based immigration counsel. If you’re interested in learning about our immigration services, feel free to contact our office.
Why Korean Companies Choose Antone, Casagrande & Adwers for US Immigration
Our firm has provided legal counsel to some of the world’s largest Korean technology companies. Although our firm is based in Metro-Detroit, many of our clients are nationwide, as immigration law is federal. Our firm is AV-rated by Martindale Hubbell, the highest peer-review rating for legal ability and ethics. Our attorneys are accessible for in-person meetings and presentations anywhere in the country and via video conference anywhere in the world. Although most of our professional communication is in English, our Korean clients appreciate having attorneys who understand their native language.
Immigration Challenges Facing Korean Companies in the US
Unlike Australia’s E-3 or Canada/Mexico’s TN, South Korea has no dedicated visa category. Only 85,000 H-1B visas are issued annually. In 2023, 1 in 9 applications were selected. Korean companies regularly lose key hires to the lottery. Additionally, Korean corporations sending executives or specialized engineers from their Korean headquarters to U.S. operations must navigate the L-1A and L-1B requirements. Korean companies establishing their first US office or subsidiary need guidance on E-2 Treaty Investor visas and corporate structure strategy. Immigration documents such as RFEs, I-9 audits, and USCIS messages are in English only. Having a Korean-speaking attorney who can explain everything in Korean reduces the risk of miscommunication.
Visa Options for Korean Employers and Employees
H-1B Visa: One of the most popular non-immigrant work categories. A Baccalaureate degree and a professional position (Specialty Occupation) are the main requirements. The H-1B petition will initially be valid for up to 3 years and may be renewed for an additional 3 years. The U.S. grants 85,000 H-1B visas every year.
L-1A / L-1B Visa: With no annual cap, this is an excellent option for Korean HQ-to-Michigan transfers. The L-1A is for managers/executives, while the L-1B is for specialized knowledge workers. To qualify for an L-1 visa, the employee must have worked for a related foreign company for at least one continuous year within the past three years, the U.S. and foreign companies must be connected through ownership or control, and the employee’s job abroad and in the United States must involve executive, manager, or specialized knowledge duties.
E Visa: Available to Korean nationals because South Korea has a qualifying treaty with the United States. It is commonly used by Korean companies doing substantial trade in the U.S. to transfer essential employees and their families. For a Korean company to qualify, the business must be at least 50% owned by Korean nationals if private. If publicly traded, it is generally treated as Korean if it is organized and listed in South Korea.
O-1 Visa: For Korean nationals with extraordinary ability in their field, such as senior engineers, researchers, or executives with major achievements. To qualify, the individual must show a high level of recognition in their industry through evidence of national or international acclaim and must be coming to the United States to continue working in their area of expertise.
Green Card Pathways – PERM / EB-2 / EB-3: Ideal for Korean professionals and skilled workers seeking permanent residence through U.S. employment. In most cases, the U.S. employer must complete the PERM labor certification process to show there are no qualified U.S. workers available for the position, after which the employer may sponsor the employee for an EB-2 or EB-3 employment-based green card.
Meet Our Korean-Speaking Immigration Attorneys
Michael S. Yu
Michael S. Yu is a partner at Antone, Casagrande & Adwers. His practice focuses on business and employment-based immigration for multinational corporations. With a background in mechanical engineering from the University of Michigan, he brings a technical fluency that is particularly valuable to Korean technology and automotive companies navigating complex immigration needs. Conversational in Korean, Mr. Yu works directly with Korean HR teams and executives and is a member of the Michigan Bar and the American Immigration Lawyers Association.
Taima Attal
Taima Attal represents Korean companies and their employees on U.S. employment-based immigration matters, with a practice focused on H-1B specialty occupation petitions, L-1 intracompany transferee visas, and E-1/E-2 treaty visas. Proficient in Korean, she works directly with Korean executives, HR teams, and in-house counsel — eliminating communication barriers that routinely complicate cross-border immigration work. Ms. Attal is a member of the Illinois Bar and the American Immigration Lawyers Association.
Visa Strategy Assessment — evaluate H-1B, L-1, E-2, or other pathways based on the employee’s background and the company’s US structure
Petition Preparation — gather documentation, prepare filings, coordinate with Korean HR teams
Filing & Government Liaison — handle USCIS submissions, respond to RFEs, manage consular processing
Assist in visa applications at U.S. consulates overseas
Ongoing Compliance — extensions, status changes, I-9 compliance support
Feel Free to Call Us Anytime | 문의사항이있으시면언제든지연락해주시기바랍니다
We invite you to schedule a consultation so our lawyers can evaluate your company’s immigration needs and see how we can help. You can reach us by phone at (248) 406-4100, or by email at law@antone.com. We look forward to serving your company and its employees.
FAQ
Can Korean companies sponsor employees for US work visas?
Yes, Korean companies can sponsor employees through various visas or green card applications, such as the H-1B, L-1, and PERM applications. South Korea has no dedicated immigration quota but is eligible for all major employment categories.
What is the best visa for a Korean company transferring an employee to a US office?
The best visa is usually the L-1 visa: L-1A for managers or executives and L-1B for employees with specialized knowledge. Unlike the H-1B, the L-1 has no lottery cap, but the employee must generally have worked for the Korean company or a related foreign entity for at least one year before transferring to the U.S. office. Other visa categories may be applicable on a case-by-case basis.
Are Korean nationals eligible for the E-2 Treaty Investor visa?
Yes — South Korea has a bilateral investment treaty with the US, making the E-2 Treaty Investor visa possible. Key requirements include a substantial qualifying investment in the U.S., an active enterprise in both countries, ownership by Korean nationals, and that the investor direct operations.
What happens if our Korean employee doesn’t win the H-1B lottery?
If your Korean employee does not win the H-1B lottery, the company usually cannot file a regular H-1B petition for that employee that year. However, the employee may still have other options, such as an L-1 transfer, O-1 visa, cap-exempt H-1B, OPT or STEM OPT extension, E-2 visa for a qualifying Korean-owned business, or a green card path through PERM, EB-2, EB-3, EB-1C, or EB-5.
Do I need a Korean-speaking immigration attorney?
A Korean-speaking immigration attorney is not required, but can make the process easier by helping Korean executives, employees, and HR teams understand U.S. immigration rules clearly. This can reduce communication mistakes, improve document coordination, explain government requests in plain Korean, and preserve important context when translating Korean business records.
How can a Korean executive obtain a US green card?
A Korean executive may obtain a green card through several employment-based options, including EB-1C if they served as a manager or executive for a related foreign company and are transferring to a U.S. affiliate or subsidiary with no PERM labor certification required. Other options may include an EB-2 National Interest Waiver for executives with exceptional ability whose work benefits the United States, or a PERM-based EB-2/EB-3 green card if a U.S. employer sponsors the executive for a permanent position.
