E-7-3 (General Skilled Occupations) Korea Visa Guide | 2026

1. What E-7-3 Is

E-7-3 (일반기능인력) is the GENERAL SKILLED tier of the specific-activity (E-7) status. It draws on Korean Standard Classification of Occupations major categories 6 (skilled agricultural, forestry and fishery workers), 7 (craft and related trades workers) and 8 (equipment, machine operating and assembly workers) at skill level 2, and covers 14 occupations selected by the Minister of Justice.

2. Eligibility Checklist

• Role falls within one of the 14 occupations selected for the general skilled tier.
• The occupation sits in KSCO major category 6, 7 or 8 at skill level 2. E-7-4 draws on the SAME major categories at the same skill level — the difference is that E-7-4 is a points-based route covering 3 occupations, and is a status-change path for workers already in Korea rather than an overseas hiring route.
• Has a qualifying employer offer in an eligible E-7-3 occupation.
• Applicant's practical skill/experience profile supports the designated job scope.
• Contract terms meet applicable wage and labor-condition requirements.
• Employer-side capacity/compliance documents are complete and credible.
• Applicant has no unresolved immigration non-compliance issues.

3. Criteria Summary

• E-7-3 is not a K-point residency category.
• Adjudication is primarily occupation eligibility + employer necessity + contract/labor compliance.
• Manual updates can add or revise eligible skilled occupations and operational details.
• Always verify the latest occupation list and implementation notes before filing.

4. Salary and Contract Rules

• E-7-3 salary treatment differs from E-7-1 professional threshold logic.
• Contract must be internally consistent with labor standards and employer filings.
• For borderline cases, payroll feasibility and business realism are scrutinized.
• Inconsistent wage evidence or unclear job duties is a common refusal trigger.

5. Employer and Workplace Change Rules

• E-7-3 is employer/workplace bound to approved role conditions.
• Workplace changes generally require immigration reporting/permission flow.
• Unauthorized change of duties or site can create extension/change-of-status risk.
• Employer compliance history can materially affect screening outcomes.

6. Required Documents

• Application form + passport + ARC/entry docs + photo + fee proof.
• Employment contract and job description clearly mapped to E-7-3 occupation.
• Applicant skill/experience evidence relevant to the designated occupation.
• Employer corporate/compliance documents supporting sponsorship eligibility.
• Additional case-specific documents requested by reviewing office.

7. Fees and Processing

• Fees follow official issuance/change/extension schedules in manuals.
• Processing time varies by office load and occupation complexity.
• Occupation-scope ambiguity often triggers supplement requests.
• Submitting stronger duty mapping evidence reduces rework risk.

8. Common Rejection Reasons

• Job role does not clearly qualify under current E-7-3 occupation rules.
• Insufficient practical skill evidence for the designated occupation.
• Contract or wage evidence is weak, inconsistent, or noncompliant.
• Employer sponsorship package lacks credibility/completeness.
• Prior unauthorized work or reporting failures in stay history.

9. FAQ