Starting June 2026, the Skilled Workforce Employment Visa (E-7-4) system has been significantly revised.
Two key special provisions take effect this month to address the chronic labor shortage in Korea's rural and fishing communities, and to protect foreign workers who had no choice but to change jobs due to unfair treatment. As these changes directly affect both foreign workers and employers, read on to find out what new benefits have been introduced!
The E-7-4 is a skilled workforce employment visa.
It is a long-term residency visa available to foreign workers who have worked diligently in Korea under visas such as E-9, E-10, or H-2, and have reached a certain level of skill. It applies across a wide range of industries — including manufacturing, agriculture and livestock, construction, shipbuilding, and fisheries — and permits family accompaniment, making it a vital visa for foreign workers seeking long-term settlement.
Previously, agricultural, livestock, and fishing workplaces could hire E-7-4 foreign workers only up to 30% of their Korean national workforce. Even when short-staffed, employers were unable to hire more due to this regulatory cap.
Under the new revision, the agriculture, livestock, and fisheries sector is now allowed to hire up to 50%. The special provision previously limited to depopulated regions and foundational industries has now been extended to this sector.
Category | General Standard | Special Standard |
|---|---|---|
Permitted ratio | Within 30% of Korean national workforce | Within 50% of Korean national workforce |
Small workplace (4 or fewer employees) | 1 person | 2 persons |
To convert to E-7-4 status or extend a stay, workers must meet a requirement of at least 1 year of continuous employment at their current workplace. However, many workers who were forced to change jobs due to workplace closure, assault, wage theft, or other forms of unfair treatment found that their previous work period was not counted, making visa conversion or extension extremely difficult.
Going forward, if you changed workplaces for reasons beyond your own responsibility, your time at your previous workplace and your current workplace will be combined and recognized as continuous employment.
① For Those Preparing to Convert from E-9 to E-7-4
Case of Worker A, who changed jobs due to workplace closure
Category | Previous Workplace | Current Workplace | Combined |
|---|---|---|---|
Period worked | 9 months | 4 months | 1 year 1 month |
ㆍBefore : Conversion not possible ❌ Only 4 months at current workplace counted → "1 year or more" not met
ㆍAfter reform : Conversion possible ⭕ 9 months + 4 months counted together → "1 year or more" met
② For Those Extending an E-7-4 Stay (E-7-4 Visa Extension)
Case of Worker B, who changed jobs due to wage theft
Category | Previous Workplace | Current Workplace | Combined |
|---|---|---|---|
Period worked | 9 months | 4 months | 1 year 1 month |
ㆍBefore : Extension not possible ❌ Only 4 months at current workplace counted → "1 year or more" not met
ㆍAfter reform : Extension possible ⭕ 9 months + 4 months counted together → "1 year or more" met
※ Note: It must be proven that the reason for the job change was not the worker's own fault. If you experienced unfair treatment, it is important to secure relevant documentation in advance (e.g., business closure certificate, wage arrears confirmation, etc.).
The Ministry of Justice plans to conduct surveys targeting both employers and foreign workers, and will collaborate with relevant ministries including the Ministry of Employment and Labor to announce additional measures to activate the Skilled Workforce (E-7-4) system during the second half of 2026.
