South Korea’s Ministry of Justice has announced an expansion of its Research Student (D-2-5) and Researcher (E-3) visa programs, aiming to attract global talent in science and technology fields. 

This policy shift allows top-ranked domestic universities to invite foreign undergraduate students as research students and waives E-3 visa experience requirements for holders of exceptional foreign master’s degrees.

The expansion of the programs aims to address shortages in critical sectors due to the country’s rapidly aging population and declining workforce.

But South Korea continues to face significant risks to its economic stability and growth due to broader challenges in attracting and retaining foreign talent across various industries — problems that the modest visa policy changes appear unlikely to solve. 

DEMOGRAPHIC PRESSURES AND RESPONSES

According to Statistics Korea’s 2022-2072 population projections, the country’s population is expected to decline from 51 million in 2030 to 36 million by 2072. This trend includes a significant reduction in the working-age population (15 to 64 years), which is projected to shrink from about 34 million in 2030 to 16 million by 2072.

The declining workforce is a direct result of low fertility rates, which have decreased from 1.24 in 2015 to 0.72 in 2023.

In response to these pressures, the South Korean government has implemented various policies to attract foreign workers. These include expanding the Employment Permit System for unskilled workers and visa programs for skilled professionals.

Additionally, the government published the fourth Master Plan for Immigration Policy (2023 to 2027) in January and the annual Plan for Introducing Foreign Workers. The latter plan expanded the number of foreign workers in the restaurant, forestry and mining sectors to 165,000 from 120,000 in 2023.

Despite the government’s efforts at attracting foreign talent, key industries continue to experience labor shortages, particularly in high-tech and innovative sectors, which threatens to impede economic growth.

For instance, South Korea’s labor ministry reported in Aug. 2023 that there was a shortage of 12,800 and 19,600 workers in the AI and big data sectors, respectively. This shortage is particularly critical in sectors like semiconductors, robotics and biotechnology, which are essential for maintaining the country’s competitive edge.

The International Monetary Fund projects that South Korea’s potential growth rate could fall to 1.5% by 2050 if current demographic trends continue and are not mitigated by increased labor force participation or productivity gains.

One factor contributing to South Korea’s inability to attract foreign talent and retain them as successfully as neighboring countries is a lack of a centralized management system.

Currently, various ministries and agencies handle different aspects of immigration and foreign worker policies, leading to potential inefficiencies and policy inconsistencies. For example, the management of foreign workers is distributed across multiple ministries, including the justice, labor and science ministries, which complicates coordination efforts.

Moreover, inconsistent visa issuance practices across different regions and immigration offices create uncertainty for potential foreign workers and their employers. This inconsistency can deter highly skilled individuals from choosing South Korea as a destination for work or study.

For instance, the Employment Permit System has faced criticism for its uneven application and differences in the understanding and implementation of policies by local immigration offices, leading to confusion and delays in visa processing​. 

People lining up for a job interview | Image: Canva

LEGAL AND CULTURAL RISKS

Rigid visa requirements continue to limit the potential talent pool. While the justice ministry’s expansion of the D-2-5 and E-3 visa programs aims to resolve some of the issues, many skilled workers still face barriers to obtaining appropriate visas, particularly those without traditional academic qualifications.

For instance, the requirement of a bachelor’s degree for many skilled positions excludes a significant number of highly capable workers who possess practical skills, which South Korea’s manufacturing sector needs.

Restrictions on dual citizenship may also deter foreign workers from settling in the country, leading to reliance on a transient workforce and reducing the long-term benefits of foreign talent attraction efforts.

Language barriers also present a significant challenge to workplace efficiency and social integration. Despite South Korea’s efforts to increase English proficiency and the billions of dollars locals spend on English education annually, many workplaces still operate primarily in Korean, potentially limiting the effectiveness and integration of non-Korean-speaking foreign workers.

As a result, few foreign workers have the incentive to obtain permanent residency or citizenship, depriving South Korea of a vital potential solution for its demographic decline.

LONG-TERM STRATEGIC RISKS

As other countries aggressively pursue skilled foreign workers, South Korea’s ability to attract top talent may diminish, potentially impacting its long-term economic competitiveness as it falls behind in the global talent competition.

This will have a compounding effect on South Korea’s economy as its aging population places increasing strain on pension and healthcare systems. Without a substantial influx of younger workers, these systems may become unsustainable, leading to increased fiscal pressure and potential social instability.

Second-generation baby boomers, the largest single generation in South Korea, comprising 18.6% of the total population, have begun retiring this year as they reach the legal retirement age of 60.

The intensifying global competition for talent poses significant challenges for South Korea’s economic future. As second-generation baby boomers retire, the Bank of Korea expects the economy to decline anywhere between 0.22% to 0.38% annually.

South Korea’s capacity to attract foreign talent in key sectors like semiconductors and biotechnology will likely determine its ability to maintain its technological edge. The country’s current 5% foreign-born population, significantly lower than the OECD median of about 14%, suggests substantial room for growth in talent attraction.

However, considering the South Korean public’s lukewarm attitude toward foreign workers, it remains to be seen if the government will prioritize the reforms needed to attract them.

Edited by Alannah Hill