Immigration. Travel. Living.

Getting an employment visa: Work Permit in Mongolia

Mongolia has become a desirable site for many multinational enterprises looking to expand into the global market due to its steady economic growth. If your firm is one of those, finding a dependable team of employees willing to make the transition alongside you is one of your top objectives. You may also decide to expand your team by recruiting new players from other countries. Foreign personnel, on the other hand, will require work visas to live and work in Mongolia.

Mongolian lifestyle

Types of work visas in Mongolia

Explained below are the types of visas in Mongolia

Single-entry business visa (B visa)

Foreign nationals can enter Mongolia for business purposes, such as conferences and meetings, with this visa. B visas have a 30-day validity period and must be sponsored by a Mongolian company.

Work permit (HG visa)

Foreign nationals who intend to work in Mongolia will be granted this visa. Before arriving in Mongolia, the individual must get an HG visa as well as resident permission. It is the responsibility of the Mongolian employer to apply for this visa.

Foreign investor visas (T visa)

T visas are granted to foreign citizens who invest in Mongolian companies or serve as executive directors of Mongolian companies. The visa can be renewed after six months or a year has passed.

As you begin operations in Mongolia, your company may require any combination of these visas, although the bulk of your staff will require HG visas.

Requirements to obtain Mongolia work visas

During the application procedure for a Mongolian work visa, the following documents must be submitted:

  • A letter of introduction
  • A fully-filled application form
  • Minimum one-year validity on the passport
  • Copies of passport pages stating the:
  • applicant’s name and date of birth
  • passport number
  • passport’s expiration date
  • date the passport was issued
  • A copy of the employer’s Mongolian registration certificate

Application Process

The employer must commence the application process for a working visa in Mongolia. The technique comprises the following steps:

Invitation from the Mongolian company

The employer must submit a request to the Mongolian Immigration Agency to do so. The employer will be required to give the employee’s CV and any necessary certificates, as well as a copy of the employment contract, in response to the request. The Agency will engage with the Ministry of Foreign Affairs and Trade, as well as the Labor and Welfare Agency. The visa invitation letter will be submitted to the Mongolian consulate or embassy in the employee’s place of residency once the request has been approved by all three organizations.

The applicant submits an HG work visa application

Once the invitation letter has been received, this procedure can be completed at the consulate or embassy.

Registration of an employee’s new address

Within seven days of arrival, you must register with the Mongolian Immigration Agency.

The employer obtains a work permit

The Labor and Welfare Agency should receive the application. The documentation indicated in the previous section must be provided by the employer.

The employer applies for a visa extension and residence permit

The HG visa is valid for 30 days at first. The employer must ask for an extension from the Ministry of Foreign Affairs and Trade within 10 days of the employee’s arrival in Mongolia. After then, the work visa is valid for a year and permits numerous entries. The employer also applies for a long-term residence permit throughout the visa conversion process. The residence permit is also good for one year.

After completing all of these requirements, the foreign employee is legally permitted to work in Mongolia.

Other important points to consider

Your organization should be aware that the quantity of foreign workers it can hire is limited. The Mongolian government sets this quota each year, and it may vary depending on your company’s industry. Typically, the quota is established at between 5% and 20% of a company’s entire employment in the country.

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