by Ekrem Duman | Jul 15, 2026 | Expat HR, Expats in South Korea
⚡ TL;DRKorea’s Labour Standards Act is protective: dismissal requires ‘justifiable cause’ and proper procedure, and unfair dismissal can lead to reinstatement via the Labor Relations Commission. The headline reform is the 52-hour maximum...
by Ekrem Duman | Jul 15, 2026 | Expat HR, Expats in South Korea
⚡ TL;DRKorean income tax is progressive, from 6% to 45% (plus a 10% local surtax on the tax, and a separate local income tax), with the top rate reaching above roughly KRW 1 billion. Foreign workers have a valuable choice: instead of the progressive rates, they...
by Ekrem Duman | Jul 15, 2026 | Expat HR, Expats in South Korea
⚡ TL;DRSouth Korea’s main professional route is the E-7 visa (designated activities / skilled worker) — employer-sponsored, tied to a specific role on a government-designated occupation list, with education and experience requirements and a salary...
by Ekrem Duman | Jul 15, 2026 | Expat HR, Expats in Qatar
⚡ TL;DREmploying in Qatar means sponsoring under your commercial registration (or via the QFC / free zones, which have their own faster regimes), complying with the reformed Labour Law — the minimum wage (QAR 1,000 plus allowances), the Wage Protection...
by Ekrem Duman | Jul 15, 2026 | Expat HR, Expats in Qatar
⚡ TL;DRA Qatar arrival is employer-driven: they process your work visa, you complete medical testing and biometrics, and your QID (residence permit) is issued — the key to housing, banking, healthcare and a driving licence. Housing is a major cost: a...
by Ekrem Duman | Jul 15, 2026 | Expat HR, Expats in Qatar
⚡ TL;DRQatar’s Labour Law No. 14 of 2004, substantially reformed in 2020, governs mainland employment. Contracts are open-ended or fixed-term; notice is generally one month in the first two years of service and two months thereafter, and — crucially...
