Guide to Issuing Public Documents for Foreign Workers (As of 2025)

The Korea Immigration and Integration Program (KIIP) is a very important system for foreigners preparing for long-term stay and stable employment in Korea. In particular, for foreigners who are planning to apply for F-5 (permanent residence), E-7-4 (skilled worker), F-2-7 (point-based residence visa), or F-2-R (regional specialization) visas, the KIIP level is almost essential, and foreign nationals who wish to obtain an H-2 visa also need a TOPIK certificate or a KIIP pre-evaluation score, so it can be seen as a really important test. Many point-based visas often use both KIIP and TOPIK scores, but TOPIK has a two-year validity period, so you must continue to retake the test. Also, if you have a KIIP level, it is recognized as an equivalent TOPIK level, so even if it is a little difficult, if you prepare for KIIP, it will be of great help in your future life in Korea. Completing the KIIP directly contributes to increasing visa scores, changing permanent residency or residence status, and improving your ability to adapt to Korean society. Therefore, having a clear understanding of your 2026 operational plan will allow you to develop a much more efficient visa strategy. Below, we've summarized the key details for the 2026 KIIP evaluation schedule and semester operation plan at a glance. Please secure a schedule in advance that suits your learning pace and target visa type. KIIP Point of View Overview KIIP is divided into pre-evaluation, mid-term evaluation, and comprehensive evaluation. After conducting a pre-evaluation, the training level is determined based on the pre-evaluation score, and finally, KIIP can be obtained through a comprehensive evaluation. If you score high on the pre-assessment here, you can take the comprehensive assessment right away without any additional training, so study hard to get a good score on the pre-assessment! 1. Pre-evaluation (Level Test) Purpose : To measure the Korean language and cultural level of social integration program participants and assign them to appropriate educational levels (Levels 1-5). Period : Before participating in the program. Content : Written (Korean language, Korean culture) and oral assessment. Scores of 85 or higher will advance directly to Level 5 . 2. Mid-term Evaluation Purpose : To comprehensively measure the level of understanding of Korean language and culture during the educational stage and confirm the linkage to the next stage. Timing : After completion of a specific training stage (usually Stage 4). Content : Assessment of understanding of Korean language and culture (including multiple choice and written/oral elements). 3. Final Evaluation Purpose : A gateway to final qualification for permanent residency or naturalization after completing the entire social integration program. Timing : After the program ends. Content : It is divided into permanent residency and naturalization, and in-depth evaluation of Korean language proficiency and understanding of Korean society (history, culture, law, etc.) (including multiple choice, long text, and oral examination). 2026 Social Integration Program Evaluation Schedule (20 rounds total) Pre-evaluation (10th)Application period (26 years) Evaluation (26 years) December 23 - December 27, 2025 January 10th February 24th - February 28th March 27th March 24th - March 28th April 11th April 21st - April 25th May 9th July 7th - July 11th July 25th September 1st - September 5th September 19th October 13th - October 17th October 31st November 3rd - November 7th November 21st Midterm evaluation (4th)Application period (26 years) Evaluation (26 years) May 12th - May 16th May 30th June 23rd - June 27th July 11th August 18th - August 22nd September 5th December 7th - December 9th December 19th Comprehensive Evaluation (8th)Application period (26 years) Evaluation (26 years) January 13th - January 17th January 31st February 10th - February 14th February 28th March 10th - March 14th March 28th April 7th - April 11th April 25th June 2nd - June 6th June 20th August 4th - August 8th August 22nd September 29th - October 3rd October 17th November 17th - November 21st December 5th How to apply KIIP applications are processed online. Please visit the website below and apply on time. → KIIP online application KIIP goes beyond simple Korean language education; it's the most important basic preparation course for living and growing stably in Korea. Knowing the 2026 evaluation schedule and semester operation plan in advance will be of great help in preparing for visa changes, employment, and long-term stays. Don't be too impatient, prepare step by step at a pace that suits you. JobPloy will continue to provide you with information on learning, visas, and employment to help you create better opportunities in Korea. Prepare for your future with JobPloy in 2026.

What is the K-STAR Visa Track? In December 2025, the Ministry of Justice designated a new K-STAR visa track for international students and selected 32 universities. This program is a dedicated visa track designed to support outstanding international students to secure stable residency and employment in science and technology fields after completing their studies in Korea. Introduction Background The K-STAR (Korea-Science & Technology Advanced Human-Resources Visa Track) program is designed to attract global talent in science and technology and strengthen the competitiveness of Korean industries. Linked to the existing BK21 and foreign talent recruitment programs, it supports master's and doctoral graduates with long-term stays and employment in Korea through visas (F-2-7S). Key Features A total of 32 universities were selected: In addition to the existing five universities (KAIST, GIST, UNIST, DGIST, and UST), 27 new universities were included, including Seoul National University, Korea University, Yonsei University, and Sungkyunkwan University. Visa relaxation benefits: Graduates of selected universities are recognized as outstanding talents and can convert to a resident (F-2-7S) visa . If certain requirements are met, conversion to permanent residency (F-5) is also easy. Fast Track Residency: Upon earning a master's degree or higher, the F-5 visa requirement of 6 years or more can be shortened to 3 years . Simplified visa screening: International students can obtain a visa-linked stay after graduation without any additional, complicated procedures, allowing for a natural progression from study to employment to settlement. List of universities selected for 2025 University name Homepage Korea Advanced Institute of Science and Technology (KAIST) movement Daegu Gyeongbuk Institute of Science and Technology (DGIST) movement Ulsan National Institute of Science and Technology (UNIST) movement Gwangju Institute of Science and Technology (GIST) movement University of Science and Technology (UST) movement Kangwon National University movement Kyungpook National University movement Gyeongsang National University movement Kyung Hee University movement Korea University movement Korea University Sejong Campus movement Dong-A University movement Pukyong National University movement Pusan ​​National University movement Sogang University movement Seoul National University movement Sungkyunkwan University movement Soonchunhyang University movement Ajou University movement Yonsei University movement Yonsei University Future Campus movement Inha University movement Chonnam National University movement Jeonbuk National University movement Jeju National University movement Chung-Ang University movement Chungnam National University movement Chungbuk National University movement Pohang University of Science and Technology movement Korea Maritime and Ocean University movement Hanyang University movement Hanyang University ERICA Campusmovement summation The K-STAR Visa Track offers international students a flexible visa system that connects degree completion, extension of stay, and domestic employment in a single track. This is a crucial opportunity for international students planning a career in Korea, so current students at selected universities are strongly encouraged to consider taking advantage of this system. To those who dream of studying abroad and pursuing a career in Korea, The K-STAR Visa Track can be a great first step. If you have any questions about visa systems, employment, or living, please contact JobPloy at any time. Jobploy will work with you to create a better future for international students.

The E-7-4 visa (skilled worker) is a visa introduced to support the continued employment of registered foreigners who are working diligently in Korea with E-9, E-10, or H-2 status. This system was introduced to address the unreasonableness of companies having to rehire new workers and have skilled workers return to their home countries due to the limited period of stay of the existing E-9 visa. This work visa is a good choice for both hard-working foreign workers and companies in need of skilled employees. E-7-4 Application Schedule and Method For E-7-4, the principle is to apply online through the Hi Korea e-application service of the visa issuer. Please visit the Hi Korea website and refer to the notice. E-7-4 issuance conditions To be issued an E-7-4 visa, both the foreign national and the employing company must meet the requirements. Please check the conditions below carefully. 1. Requirements for foreign applicants All of the following requirements must be met: A registered foreigner who has stayed for more than 4 years with an E-9, E-10, or H-2 visa in the past 10 years and is currently working at a regular workplace At the time of application, you must be registered as a foreigner and legally working at your current workplace. This also applies to those who have stayed in a non-metropolitan area (all regions except Seoul, Gyeonggi, and Incheon) for more than 3 years and have received a recommendation from a metropolitan government. Must have an E-7-4 employment contract for at least 2 years with an annual salary of at least 26 million won at the current workplace If your qualification changes to E-7-4, you must have an employment contract at the time of application that stipulates that you will continue to work at the same place of employment for at least 2 years. If the qualification is changed to E-7-4, the employment contract must state that the expected annual salary will be 26 million won or more (however, this is relaxed to 25 million won for those working in agriculture, livestock, fisheries, and domestic shipping). Those recommended by a company where they have been working for more than one year Employer Recommendation System: Recommendation by the representative of the company where the foreign national has been working for more than one year (required, 50 points added to the score sheet) *If an applicant who has already been issued an E-7-4 changes his/her workplace, a recommendation letter is not required and is considered to be worth 50 points. Applicants who have a minimum score of 200 points out of 300 points including bonus points Applicants must have an average annual income of at least 25 million won over the past two years and have a Korean language proficiency of TOPIK Level 2 or have completed the 2nd stage of the Social Integration Program or have been assigned to the 3rd stage of the Social Integration Program pre-evaluation (41 points) or higher. If proof of income for the past two years is not possible due to re-entry, etc., income for the two years with the highest annual income between 2019 and 2023 can be used as a substitute. A relaxed 24 million won rate is applied to those working in agriculture, livestock, or fishing, as well as those engaged in domestic commercial vessels. However, if you meet other requirements besides Korean, the Korean language requirement will be temporarily suspended (until December 31, 2026) on the condition that you improve your Korean language skills by the time of the first extension (2 years). 2. Employer qualification requirements There are restrictions on meeting requirements and the number of people allowed. Workplaces applying the existing skilled worker point system that are currently regularly employing at least one E-9, E-10, or H-2 worker Number of people allowed Currently, only up to 30% of the national workforce at the relevant business is permitted. In areas with declining population, the core industry accounts for less than 50% of national employment. Foreign nationals with E-7, E-9, E-10, H-2, F-2, F-4, F-5, and F-6 visas other than E-7-4 are excluded from the 30% employment calculation. Excluding companies with tax delinquency 3. Criteria for calculating the scorecard for issuing E-7-4 visas to foreigners Average income (average annual income for the past two years) 25 to 30 million won 50 points 30 to 35 million won 65 points 35 to 40 million won 80 points 40 to 45 million won 95 points 45 to 50 million won 110 points 50 million won or more 120 points age 16 to 26 years old 40 points 27 to 33 years old 60 points 34 to 40 years old 30 points 41 years old or older 10 points Korean language skills TOPIK Level 2, KIIP Level 2, Pre-evaluation 41-60 points 50 points TOPIK Level 3, KIIP Level 3, Pre-evaluation 61-80 points 80 points TOPIK Level 4, KIIP Level 4, Pre-evaluation 81 points 120 points Point items Duplicated points *All items that apply are duplicated Recommendations from central government and local governments 30 points Recommended Employer 50 points More than 3 years of service at current workplace 20 points Worked in a declining population area or town/village area for more than 3 years 20 points Certificate or domestic degree 20 points Domestic driver's license 10 points Deduction items Deduction items A person sentenced to a fine of less than 1 million won 1st time -5 points, 2nd time -10 points, 3rd time or more -20 points There is a history of having one's residence permit restricted due to nonpayment of taxes. 1st time -5 points, 2nd time -10 points, 3rd time or more -20 points Administrative sanctions are imposed on those who violate the Immigration Control Act three or fewer times. 1st time -5 points, 2nd time -10 points, 3rd time or more -20 points The E-7-4 visa is not eligible for new issuance and only allows changes in residence status. Visa changes for existing E-9, E-10, and H-2 visa workers Change of workplace for existing E-7-4 visa holders Please note that this can only be applied in this case. Hiring foreign workers is an effective way to address labor shortages in various industries, including manufacturing, construction, and agriculture and livestock. However, the visa system and administrative procedures are complex, making it difficult for companies new to the process. JobPloy provides customized consulting services to help companies legally hire the most suitable foreign workers, taking into account each company's unique industry, size, employment limits, and visa requirements. If you are considering hiring foreign workers for the first time or need detailed guidance on visa requirements such as E-9 and E-7, please contact the JobPloy Corporate Support Team at any time. JobPloy will be with you until the end to ensure stable human resource management and successful recruitment of foreign workers.

How should E-9 foreign workers be hired? Hiring foreign workers is not simply a matter of adding manpower; it is a crucial decision that significantly impacts a company's production stability, workforce management efficiency, and long-term growth. When hiring foreign workers, the hiring procedures and requirements vary significantly depending on the visa type. For example, while foreigners holding F-series visas can be hired without any special restrictions in much the same way as domestic citizens, visas issued to professional and skilled workers, such as E-7, require that they meet certain criteria, such as job type requirements, work experience, and education. In contrast, the E-9 visa is a system designed to legally hire unskilled and unskilled laborers through the Employment Permit System (EPS) operated directly by the government. A clear understanding is required as it requires different procedures from general recruitment, such as allocation methods, mandatory priority hiring of domestic workers, and employment limits. While the E-9 visa has the advantage of making it relatively easy to hire foreign workers, it has the limitation of making it difficult for each company to find applicants who fit the desired profile. Today, we'll provide a clear, step-by-step guide to the entire E-9 visa hiring process and preparations, so even companies new to hiring foreign workers can understand. 1. Basic Concepts of the E-9 Visa The E-9 Non-Professional Employment Visa is a system operated to resolve the labor shortage of small and medium-sized enterprises that require workers in manufacturing, construction, agriculture, livestock, fishing, and some service industries. Personnel from the 16 agreement countries below may be hired, but the permitted industries, employment period, and number of people who can be hired are restricted. Target countries: 17 agreement countries (Thailand, Philippines, Sri Lanka, Vietnam, Indonesia, Mongolia, Pakistan, Uzbekistan, Cambodia, China, Bangladesh, Nepal, Myanmar, Kyrgyzstan, East Timor, Laos, Tajikistan) Allowed industries: manufacturing, construction, agriculture, livestock, fishing, and some service industries. Maximum employment period: Initial 3 years + 1 year and 10 months of re-employment (Total 4 years and 10 months x 2 = Maximum 9 years and 8 months) * After working for 4 years and 10 months, you can leave the country for 1 month and then be re-employed under the ‘Re-entry for Honest Workers’ system. 2. Basic requirements that a company must meet ① Required documents for application for employment permit Application for issuance of foreign worker employment permit Issuance requirements and certification documents Copy of business registration certificate Representative ID card Factory registration certificate Purchase and sales report documents In case of application by employee, power of attorney, representative employee ID, employment certificate, etc. Securing dormitories or accommodations for foreign workers * Accommodation is not required. However, failure to provide accommodation increases the likelihood of your employment permit being rejected. ② Employment Permit System (EPS) requirements Unlike general recruitment, E-9 recruitment must go through a government screening process. Prioritize hiring domestic workers (required) There must be no change in employment of domestic workers for the two months immediately preceding the date of application for hiring foreign workers. There must be no unpaid wages for the five months immediately preceding the date of application for hiring foreign workers. Subscription to employment insurance and industrial accident compensation insurance (excluding non-applicable workplaces) ③ Application for employment permit When applying for an employment permit, choose one of the following methods: employment center referral or employer-employee selection . Employment Center Referral : The Employment Center selects qualified candidates from among the three times the number of foreign workers referred and issues employment permits. Business worker selection : During the issuance period, the user selects a foreign worker from the talent pool on the Employment24 website, interviews them, and hires them. The employment center then issues an employment permit. Complete user dictionary training Online training is also available. 3. E-9 Recruitment Procedure The entire process that a business must follow is as follows: In the case of E-9, foreign workers can be brought in directly from the sending country, or a request can be made to assign E-9 change-eligible workers residing in the country. Foreign workers applying for E-9 visas through Jobploy are E-9 applicants currently residing in Korea. STEP 1. Prioritize hiring domestic workers (required) You must first apply for a job in Korea through the employment center. Worknet job posting registration Keep for at least 7 days Records are required, including whether interviews were conducted and contact details for job seekers. Issuance of a certificate of recognition for efforts to recruit domestic workers when recruitment fails ※ This is a prerequisite for applying for a foreign worker employment permit. STEP 2. Apply for an employment permit (employer → employment center) Sample submission documents Business registration certificate Proof of efforts to recruit domestic workers Reason for needing foreign workers Draft contract including working conditions After the examination, an employment permit will be issued. STEP 3. Request for foreign worker assignment or employer selection of worker ① Request for overseas (EPS-TOPIK personnel) assignment Assignment from the sending country's talent pool → Conclusion of a standard employment contract → Application and issuance of visa issuance certificate → Entry of foreign workers and job training → Start work ② Request for allocation of domestically residing personnel (those eligible for E-9 change) Foreign workers who are already residing in Korea and changing jobs can be immediately changed to E-9. → Interview after referral to employment center → Conclusion of a standard employment contract → Start work ③ Employer directly selects workers Directly select foreign workers residing in Korea and request placement on the Employment24 website. → If a foreigner accepts the referral, he or she will be interviewed → Conclusion of a standard employment contract → Start work STEP 4. Prepare and send a standard employment contract. Clearly state all conditions, including wages, working hours, and accommodation expenses. Must be provided in the worker's native language (government forms available) STEP 5. Visa Issuance and Entry/Change of Status overseas workers Training at the HRD center in the sending country → Visa issuance → Entry domestically resident workers Employment is possible after approval of change to E-9 status at immigration office. STEP 6. Entry of foreign workers and job training ① Alien registration (within 90 days) Includes fingerprint registration and residence report ② Report of commencement of employment (required for workplaces) ③ Subscribe to the 4 major insurance policies Employment Insurance health insurance Industrial accident insurance National Pension (based on reciprocal agreement countries) (1) Countries where the business location is subject to mandatory application (3 countries): Uzbekistan, China, and the Philippines (2) Mandatory application to workplaces, regional application excluded (7 countries): Laos, Mongolia, Vietnam, Sri Lanka, Indonesia, Kyrgyzstan, Thailand (3) Countries excluded from application (6 countries): Nepal, East Timor, Myanmar, Bangladesh, Cambodia, Pakistan Departure Maturity Insurance Departure Maturity Insurance < Subscribed Insurance < Employer Support < Foreign Employment Support < Business Introduction < Korea Human Resources Development Institute for Industry Wage Arrears Insurance Available through Seoul Guarantee Insurance 02-777-6689 ④ Employment training Foreign workers enter the country with a non-professional employment (E-9) visa, and after verification by an official from the Korea Human Resources Development Institute for Industry, they move to a job training institution for each country and industry to receive 16 hours of job training. Employers must provide training at a foreign employment training institution within 15 days of entry into the country, and the employment training period is considered the period of providing labor under the Labor Standards Act. The cost of job training for general foreign workers is borne by the employer, and for foreign nationals, it is borne by the worker. General foreign workers (employer burden): Manufacturing and service industries: KRW 234,000, agriculture and livestock industries: KRW 260,000, fishing industries: KRW 258,000, construction industries: KRW 280,000 Foreign nationals (foreigner's share): 148,000 won for dormitory accommodation, 102,000 won for non-dormitory accommodation 4. Summary of employment limits (quotas) by industry 1) Example of manufacturing standards Less than 5 people: Up to 4 people 5-29 people: 20% of domestic workers 30-99 people: 15% domestic 100 or more people: 10% domestic 2) Construction industry Construction industry registration required Differential application based on annual allocation scale 3) Agriculture/fisheries Number of people limited according to farm size Seasonal work (E-8) is possible concurrently 4) Service industry Delivery service, hotel condominium, restaurant, construction waste disposal, etc. The number of people allowed to be employed varies by industry. * The number of people permitted to be employed varies by region, industry, and detailed industry code. * It is most accurate to contact the relevant employment center directly. Information on the National Employment Centers in Charge of the Employment Permit System>>> 5. Points where companies frequently make mistakes ① Insufficient efforts to recruit domestic workers Many people think that all they have to do is upload it to Worknet → The actual recruitment process is checked. (Interview offers, contact details, etc.) ② Unfair deduction of accommodation expenses Illegal if exceeding the upper limit Upper limit: 8-20% of monthly normal wage ③ Discrepancies between the employment permit and actual working conditions Problems arise during on-site investigation → May result in fines or license cancellation ④ Inadequate management of risk of workplace change (leaving) E-9s have difficulty assigning replacement personnel when they leave the workplace. → Management/communication system is very important Hiring foreign workers is an effective way to address labor shortages in various industries, including manufacturing, construction, and agriculture and livestock. However, the visa system and administrative procedures are complex, making it difficult for companies new to the process. JobPloy provides customized consulting services to help companies legally hire the most suitable foreign workers, taking into account each company's unique industry, size, employment limits, and visa requirements. If you are considering hiring foreign workers for the first time or need detailed guidance on visa requirements such as E-9 and E-7, please contact the JobPloy Corporate Support Team at any time. JobPloy will be with you until the end to ensure stable human resource management and successful recruitment of foreign workers. Information on the National Employment Centers in Charge of the Employment Permit System>>>