Work Permit vs. Work Visa: What's the Difference?

You've finally found the one-the perfect candidate for your team. They're a triple threat: the skills, drive, and experience you've been searching for. But, there's a catch. They live in another country.

That's when the questions begin. Do they need a work visa? A work permit? Are those the same thing? Can they start work with one and not the other?

The confusion is understandable because people toss around the terms like they're interchangeable. But the reality is they serve distinct purposes when it comes to hiring. In general terms, a visa lets someone enter a country. A work permit then gives them the legal green light to work once there.

And if you mix them up-or overlook the differences-suddenly your brilliant new hire is stuck in a bureaucratic limbo. Delayed relocation, legal risks, maybe even an offer that can't be fulfilled.

You're not alone in navigating this landscape. In 2022, there were almost 168 million international migrant workers. That's 4.7% of the global labor force. The sheer scale makes understanding the differences around visas, permits, and work authorization key to avoiding compliance headaches and keeping hiring on track. Because with so many people crossing borders for employment, clarity is what turns a job offer into a first day at work. Here's everything you need to know before you finalize that start date.

Understanding the terminology

Global hiring comes with its own language and two of the most common terms you'll run into are work visa and work permit. While they're closely connected, they play different roles in getting international talent set up correctly.

What is a work visa?

A work visa is an entry authorization issued by a government. It's what allows someone to cross the border for employment. While the specifics vary from country to country, common characteristics include:

• Typically secured before traveling to the host country
• Usually stamped or attached to a passport, outlining the type of work allowed and the duration of stay

Country-specific work visa variations include: H-1B visa (U.S.), Skilled Worker visa (U.K.), and Employment Pass (Singapore).

What is a work permit?

A work permit is the official document granting permission to begin employment once someone is in the country. Though they vary from country to country, common characteristics include:

• Often applied for by the employer on behalf of the employee
• Usually tied to a specific role, timeframe, or company

Country-specific work permit variations include: Employment Authorization Document (U.S.), Employer-Specific Work Permit (Canada), and Blue Card (EU).

Key differences

Although the two documents go hand in hand, they serve different functions in the hiring process. Understanding where they overlap (and crucially, where they don't) helps avoid any delays and compliance issues. The key differences include:

• Purpose. Why do you need the documentation? If it's to allow entry to the country for employment, it's a work visa. If it's to actually initiate employment, it's a permit. Some countries bundle them together; however, in many, they're separate documents.
• Timing. A visa is usually secured before the employee steps foot in the country, often well in advance of the start date. A permit can be issued after arrival and, in some cases, activated via local registration or proof of employment before it takes effect.
• Issuing authority. Both are issued by government bodies, typically immigration or labor departments. However, the requirements, timelines, and processes can differ widely between countries. For example, the U.S separates visas and permits into two distinct documents, while Singapore combines them under its Employment Pass system.
• Duration. Visas often have a set entry window or shorter validity period, while permits are often tied to the length of an employment contract.
• Dependency. In many countries, a valid visa is required before a permit can be issued. Which means both steps need to be meticulously coordinated to avoid compliance issues or gaps in employment eligibility.

When do you need a work visa, a work permit, or both?

The right document depends on the circumstances. Common workplace scenarios include:

• An employee relocating internationally. They'll need a work visa to legally enter the country, and in many cases a work permit as well to start employment. For more advice, read our tips for handling international employee relocation.
• An employee already in-country. If someone already has legal entry or residence status, they may still need a work permit to be authorized for employment.
• Short-term or project-based assignments. In some countries, even temporary work such as a 3-month project requires both a visa and a permit. Meanwhile, other countries allow limited work activities on a visa alone.

How do different countries handle visas and permits?

Rules vary widely across the globe, with each government setting its own process and eligibility requirements. Let's take a closer look at how some of the major markets approach work visas and work permits (but always check the latest guidance from the relevant immigration authority for the most up-to-date advice).

• U.S. The U.S typically requires both documents. A work visa such as the H-1B, L-1, or O-1 allows entry into the country. In some cases, foreign nationals may also need an Employment Authorization Document, which serves as the work permit.
• Canada. Foreign workers usually need a Temporary Work Visa to cross the border and a work permit to be employed legally. Canada distinguishes between open permits (allowing employment with any employer) and employer-specific permits (tied to one company and role).
• EU. Many EU countries combine entry and work rights into a single authorization. For example, the Blue Card functions both as residence and work permit, making it easier for highly skilled talent to live and work across member states.
• Singapore. The Employment Pass acts as both a visa and a permit, streamlining the process. It's worth noting that it's issued based on qualifications, salary level, and employer sponsorship.
• Middle East. In most Gulf countries, workers first obtain an entry visa to travel, followed by a local work permit linked directly to employer sponsorship. These permits are often tied to the duration of the employment contract, with limited flexibility to switch employers.
• U.K. The Skilled Worker visa covers both entry and the right to work, provided the applicant has a job offer from a licensed sponsor. Eligibility also depends on meeting a minimum salary threshold and demonstrating English language proficiency.

Looking to hire top talent in one of these regions? See how Pebl can help with global talent sourcing.

What this really means for employers

Hiring talent across borders isn't as simple as sending an offer letter. Before relocating someone or hiring internationally, employers need to weigh both visa and permit requirements with rules that change from country to country. Get it wrong, and the consequences are real: fines, compliance penalties, or delays that may leave your new hire in limbo instead of hitting the ground running.

To recap, visas and permits often work side by side, but they're not interchangeable. Employers who understand the distinction reduce legal risks, ease onboarding, and keep their teams moving. With the right support, global mobility becomes faster, more compliant, and far more effective.

The rise of remote working has added another layer too. While it's opened the door to hiring the right candidate for the role regardless of location, it's blurred the lines on compliance. That's why more companies are investing in education or partnering with an employer of record (EOR). By managing immigration requirements, payroll, and that all-important compliance, an EOR gives an employer complete peace of mind that its global hires are legally supported while freeing them up to focus on team integration and further expansion.

Hiring internationally? Meet Pebl

Hiring across borders should feel exciting. Your team is growing, your business is expanding, and now you have-quite literally-the whole world to hire from. But then reality shows up, and it's holding a stack of papers and asking a lot of very complicated questions. What should have been exciting now feels overwhelming.

This is where Pebl comes in. Our global Employer of Record (EOR) service makes it simple and streamlined to hire and relocate employees in more than 185 countries, without the need to set up local entities or navigate complex regulations alone. From visa sponsorship and work authorization to payroll, benefits, and compliance, we take care of the complicated stuff. And you? You can focus on what you set out to do in the first place-building your business.

Ready to get started? Discover more country-specific support and resources or book a demo to see how Pebl makes it simple. 

Disclaimer: This information does not, and is not intended to, constitute legal or tax advice and is for general informational purposes only. The intent of this document is solely to provide general and preliminary information for private use. Do not rely on it as an alternative to legal, financial, taxation, or accountancy advice from an appropriately qualified professional. The content in this guide is provided "as is," and no representations are made that the content is error-free.

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