Sri Lanka Work Permits & Visas: Types & How to Sponsor

Milani Notshe

Research Specialist

Last Updated

July 11, 2025

In This Guide

Example H2

Leave The hiring to a local expert

Hire in Sri Lanka with ease—our experts handle employment and compliance for you.

Enquire Now

Sponsoring a Visa in Sri Lanka: What Employers Need to Know

Are you an employer looking to sponsor international talent in Sri Lanka? Navigating Sri Lanka’s visa and work permit process can be complex — especially without a local legal entity or dedicated HR team.

This guide breaks down everything you need to know about employer-sponsored work visas in Sri Lanka, including processing times, documentation, and local compliance rules. Whether relocating a team member or hiring locally, Playroll simplifies visa sponsorship through an end-to-end employer of record platform.

Key Takeaways

Employers must be registered with the Department of Immigration and Emigration to sponsor foreign workers.

The work permit process usually takes 1-2 months.

Common work permits include the Employment Visa and the Investor Visa, with fees generally around $150 to $200.

Independent contractors follow a separate process and do not need employer sponsorship.

Work permits are typically location-specific, and employees may require approval for job changes or moves.

Who Needs a Work Permit in Sri Lanka

In Sri Lanka, any foreign national intending to engage in employment must obtain a work permit. This requirement applies to all sectors and job roles, ensuring that foreign employees are legally authorized to work within the country. Employers must ensure that prospective international hires secure the necessary permits before commencing employment to comply with local labor laws.

Types of Work Visas in Sri Lanka

Sri Lanka offers several visa categories for foreign nationals seeking employment. Understanding these options is essential for employers to determine the appropriate visa type for their international hires.

Visa Type	Description
Residence Visa	Allows foreign nationals to reside and work in Sri Lanka for up to one year; renewable annually.
Entry Visa	Short-term visa permitting entry into Sri Lanka; required prior to applying for a Residence Visa.

Common Hiring Scenarios for Sri Lanka

When hiring talent in Sri Lanka, employers typically choose one of three pathways depending on the role, duration, & legal requirements. Below are the most common models.

Use Case 1: Sponsoring a Foreign Employee via Work Permit or Visa

This is the most common route for companies hiring full-time foreign talent in Sri Lanka. To sponsor this visa, an employer (or Playroll as the Employer of Record) must have a registered legal entity in-country and issue a compliant offer of employment.

Key Employer Considerations:

Sponsorship is required — contractors or freelancers cannot apply under this visa.
Employees must remain in the approved work location unless authorized to relocate or change employers.
Processing timelines vary (approximately 1-2 months), depending on the consulate or embassy.

This is best for: Long-term roles with in-office or hybrid presence in Sri Lanka.

Use Case 2: Hiring a Foreign Contractor in Sri Lanka

Independent professionals in Sri Lanka can legally work with international clients without employer sponsorship, but must comply with local tax registration and reporting laws.

With Playroll’s Contractor Management solution, you can:

Draft fully compliant local contractor agreements.
Automate contractor invoicing and cross-border payments, in Swazi Lilangeni (SZL) or USD.
Mitigate risk of permanent establishment and contractor misclassification.

This is best for: Freelancers, consultants or project-based roles, especially if the worker already lives in Sri Lanka.

Use Case 3: Relocating an Existing Employee to Sri Lanka

Transferring an existing team member to Sri Lanka? You’ll still need to navigate the same visa and payroll setup process. Even if the employee works for you elsewhere, a local employer of record is required to stay compliant.

EOR’s, like Playroll, handle all local steps, including:

Work permit sponsorship and immigration paperwork,
Registration with local authorities and payroll systems,
Enrollment in mandatory benefits and statutory schemes.

This is best for: Internal transfers or remote-first companies looking to expand into Africa, or talent retention offerings for global mobility programs.

Not Sure What to Pay in Sri Lanka? Compare fair, local salaries with our free benchmarking tool.

Requirements for a Work Permit in Sri Lanka

Obtaining a work permit in Sri Lanka necessitates meeting specific criteria to ensure compliance with immigration and labor regulations.

Valid Employment Offer: The foreign national must have a confirmed job offer from a registered Sri Lankan company.
Relevant Qualifications: The candidate should possess the necessary educational and professional qualifications pertinent to the job role.
Employer's Sponsorship: The employer must sponsor the work permit application, demonstrating the necessity of hiring a foreign national for the position.
Recommendation Letter: A recommendation from the relevant line ministry or government agency may be required, depending on the job sector.

Sri Lanka Work Permit Application Process

Step 1: Secure Employment Offer: The foreign national must obtain a valid job offer from a Sri Lankan employer.
Step 2: Employer Applies for Entry Visa Approval: The employer submits an application to the Department of Immigration and Emigration in Colombo for entry visa approval on behalf of the employee.
Step 3: Entry Visa Issuance: Upon approval, the nearest Sri Lankan diplomatic mission issues an entry visa to the foreign employee.
Step 4: Arrival and Residence Visa Application: The employee travels to Sri Lanka and, before the entry visa expires, applies for a residence visa at the Department of Immigration and Emigration.
Step 5: Employment Visa Endorsement: After approval, the employee's passport is endorsed with the employment visa, authorizing them to commence work.

Process for Visa Sponsorship in Sri Lanka

Employers in Sri Lanka play a pivotal role in sponsoring work visas for foreign employees. This involves applying for entry visa approval from the Department of Immigration and Emigration, providing necessary documentation such as the employment contract, company registration certificates, and obtaining recommendations from relevant ministries if required. Employers must ensure all procedures are meticulously followed to facilitate a smooth visa acquisition process for their international hires.

What Are the Fees for a Work Permit or Visa in Sri Lanka

Visa Type	Application Fee
Entry Visa	Varies; consult local Sri Lankan diplomatic mission for details.
Residence Visa	LKR 20,000 per year.

Processing Time for a Work Permit or Visa in Sri Lanka

The processing time for work permits and visas in Sri Lanka can vary. Generally, obtaining an employment visa may take approximately one to two months, depending on various factors such as the completeness of the application and the current workload of the immigration authorities. Employers are advised to initiate the application process well in advance to accommodate any potential delays.

Work Permit Renewal Periods in Sri Lanka

Work permits in Sri Lanka are typically valid for one year and can be renewed annually. Employers should monitor the expiration dates of their foreign employees' permits and initiate the renewal process before the current permit expires to ensure uninterrupted employment authorization.

Visa Requirements for Digital Nomads in Sri Lanka

As of now, Sri Lanka does not offer a specific visa category for digital nomads. Individuals intending to work remotely from Sri Lanka should explore available visa options, such as tourist or business visas, and ensure compliance with the terms and conditions associated with each visa type. Employers should be aware that sponsoring a work visa requires the employee to work for a company based in Sri Lanka or possess a legal business entity in the country.

Common Challenges and Tips for Employers Hiring in Sri Lanka

Employers in Sri Lanka may encounter several challenges when hiring foreign nationals:

Navigating Complex Regulations: Sri Lanka's immigration and labor laws can be intricate, requiring thorough understanding to ensure compliance.
Lengthy Processing Times: Obtaining work permits and visas can be time-consuming, potentially delaying project timelines.
Demonstrating Necessity for Foreign Hires: Employers may need to provide evidence that the position cannot be filled by a local candidate, necessitating comprehensive documentation and justification.

Tips for Employers:

Engage with Immigration Experts: Consulting with legal professionals specializing in Sri Lankan immigration can help navigate the complexities of the process.
Maintain Clear Documentation: Ensure all required documents are accurate and readily available to streamline the application process.
Plan Recruitment Timelines: Account for potential delays in permit processing when planning project timelines and start dates for foreign employees.

Hire Global employees without hassle with an EOR solution

Expanding your workforce across international borders is an exciting step, but it can be a logistical nightmare to hire and pay employees in different countries. That’s the advantage of using a trusted Employer of Record like Playroll. They can:

Handle your international payroll: An EOR will act as your payroll provider, paying your employees on your behalf in the local currency. The company will also have in-depth knowledge of local tax codes, regulatory practices, and everything else that goes into managing global payroll.
Alleviate compliance concerns: Different countries each have their own federal and local laws governing employee payments. An EOR helps ensure that you are compliant with the unique set of laws for any country in which your company operates. This is extremely important since a compliance slip-up can result in heavy fines or even a lawsuit.
Hire and pay international contractors: Sometimes a particular project or role doesn’t require hiring a full-time employee. An EOR gives employers the flexibility to also hire contractors as needed, and avoid the potential for misclassification under local labor law.

Disclaimer

THIS CONTENT IS FOR INFORMATIONAL PURPOSES ONLY AND DOES NOT CONSTITUTE LEGAL OR TAX ADVICE. You should always consult with and rely on your own legal and/or tax advisor(s). Playroll does not provide legal or tax advice. The information is general and not tailored to a specific company or workforce and does not reflect Playroll’s product delivery in any given jurisdiction. Playroll makes no representations or warranties concerning the accuracy, completeness, or timeliness of this information and shall have no liability arising out of or in connection with it, including any loss caused by use of, or reliance on, the information.

ABOUT THE AUTHOR

Milani Notshe

Milani is a seasoned research and content specialist at Playroll, a leading Employer Of Record (EOR) provider. Backed by a strong background in Politics, Philosophy and Economics, she specializes in identifying emerging compliance and global HR trends to keep employers up to date on the global employment landscape.