E-7-4 (Skilled Worker) Korea Visa Guide | 2026

1. What E-7-4 Is

E-7-4 (숙련기능인력) is a points-based status change category, not a first-time overseas hiring route. It is designed for workers with verified Korean work history in eligible sectors who meet annual selection and score requirements.

2. Eligibility Checklist

• Current or recent lawful E-9, E-10, or H-2 work history in Korea (lookback period applies).
• Meets the annual E-7-4 selection plan and score threshold for the current year.
• Has a qualifying contract and employer recommendation required under current E-7-4 guidance.
• Meets minimum income and language/score conditions (including any temporary waivers announced in the manual updates).
• No disqualifying criminal fine on record — the July 2026 stay-manual update raised the disqualifying threshold from a KRW 1,000,000 fine to a KRW 3,000,000 fine (smaller fines below that line now only cost points, not eligibility).
• Applies through the designated in-country procedure (HiKorea flow for E-7-4 status change).

3. Criteria Summary

• K-point E-7-4 is evaluated on a 300-point framework in current guidance.
• Core factors include Korean work history, income level, Korean ability (TOPIK/social integration), age, and employer recommendation-related items.
• Policy updates in the revision log show periodic changes to scoring and temporary language requirement handling.
• Always verify the current year notice before filing because cutoffs and interpretation can shift by yearly plan.

4. Salary and Contract Rules

• General salary floor used in recent guidance: KRW 26,000,000 annual (lower floor may apply for agriculture/fishery categories under specific rules).
• Contract continuity is a key screening element; manual examples emphasize multi-year employment continuity conditions for conversion.
• Salary and contract evidence must be internally consistent across contract, payroll/tax, and employer documents.
• If there is a recent re-entry gap or irregular income evidence, supplemental proof is typically required.

5. Employer and Workplace Change Rules

• E-7-4 conversion is tied to employer-side qualification and recommendation requirements under the yearly operation plan.
• Standard employers may hire E-7-4 workers up to 30% of their Korean workforce headcount. Employers in population-decline regions, root industries (뿌리산업), and — as of the July 2026 stay-manual update — agriculture/livestock/fishery get a higher 50% cap.
• Workplace change after E-7-4 can be more flexible than E-9, but still requires immigration-compliant approval/reporting depending on case.
• If a worker left a prior employer through no fault of their own (the employer closed, or committed verbal/physical abuse or unpaid wages) and can document it, the July 2026 update allows combining tenure across the old and new employer when counting toward the 1-year employer-recommendation eligibility and the 3-year continuous-employment bonus-point requirement.
• Manual examples repeatedly flag workplace-change misuse as a rejection risk when reason codes and evidence are weak.
• Sector and company capacity controls may apply under the year plan and should be checked before submission.

6. Required Documents

• Integrated application form + passport + ARC + photo + applicable fee proof.
• E-7-4 employment contract and employer recommendation/confirmation documents.
• Income and employment history evidence (tax, payroll, insurance/work records as requested).
• Korean ability and points evidence (TOPIK/KIIP or waiver-eligible proof where allowed).
• Any additional case documents requested by the reviewing immigration office.

7. Fees and Processing

• In-country status change fee follows standard stay-status change fee rules listed in the stay manual.
• Online filing via HiKorea is used for major E-7-4 intake flows in current operation notices.
• Processing time varies by intake volume and annual quota progress; high-volume windows move slower.
• If supplementary docs are requested, clock effectively extends until completion.

8. Common Rejection Reasons

• Point/income evidence does not meet current-year threshold after document verification.
• Contract salary/duration does not satisfy E-7-4 operation criteria.
• Employer-side qualification/recommendation package is incomplete or inconsistent.
• Work history gaps, status irregularities, or unsupported workplace-change history.
• Filed under outdated criteria after annual rule revisions without updated evidence.

9. FAQ