With Jobploy! On-site report of the E-7-1 employment linkage information session for international students in Korea

Hello, this is JOBPLOY, a recruitment platform for foreign job seekers looking for employment in Korea. Living in Korea, mobile phones are more than just a means of communication; they are essential necessities for daily life. Data is used in a wide variety of situations, ranging from staying in touch with family and friends to job hunting, searching maps, using translation services, and watching videos. This is especially important for foreign workers and international students, as they often face environments where Wi-Fi is unavailable; therefore, choosing a plan with sufficient data allowance and stable internet speeds is crucial. Today, through an actual interview with an E-9 visa worker from Myanmar using a Jobflowy plan, we will share the difficulties experienced while signing up for a mobile phone plan in Korea and their user experience. Jobflowy Real Usim Interview 1. What is your date of entry into Korea and your current visa? I entered Korea in February 2026 and am currently staying here on an E-9 visa. 2. What was the most difficult part about activating a mobile phone plan in Korea? As a foreigner, I was not yet accustomed to listening to and speaking Korean. When I visited a mobile phone store, I found it difficult to listen to and understand the explanations regarding the rate plans. In addition, it takes about two weeks for an Alien Registration Card to be issued after entering Korea, and I did not know which mobile carrier to use or where to find a place that offered consultation in Burmese. So, I visited a mobile phone store near my company to proceed with activation. 3. How did you find out about our rate plan? My younger sister in Myanmar shared information about Jobploy plans and the Jobploy recruitment site. After reviewing the details, I found it very positive that I could receive assistance not only with signing up for a mobile phone plan but also with finding a job in Korea. 4. What did you like about it compared to your previous carrier or plan? Previously, I used a budget phone plan and paid about 20,000 won per month. Approximately 7GB of data was provided, and I experienced significant inconvenience as the speed slowed down considerably once the data was exhausted. I am currently using the 5G Simple 41GB+1Mbps plan, and I can definitely feel the difference as I am receiving much more data and faster speeds than before. 5. How easy was the sign-up process? It was difficult to understand the content because I was only listening to the explanation in Korean at the mobile phone store. On the other hand, the Jobflowy recruitment manager explained the pricing plans and costs by writing directly on a whiteboard. Thanks to this, it was easy to understand, and I was satisfied because the sign-up process was not complicated. 6. Are you satisfied with your current data, call, and text allowances? Yes, I am very satisfied. Wi-Fi was not provided in the dormitory at my previous workplace. I frequently used the internet, YouTube, and mobile games after work, but I experienced a lot of inconvenience due to insufficient data and slow speeds. I am currently using it satisfactorily because the data allowance is sufficient and the speed is fast. I am currently still looking for a new job. Once I succeed in finding employment and my current contract expires, I am considering switching to a higher-tier plan. 7. What is the service you are most satisfied with? The most satisfying aspects are the fast internet speed and the generous data allowance. 8. What were your biggest concerns before signing up? I was worried that unexpected additional charges might arise because I did not properly understand the rate plan explanation in Korean. 9. Would you recommend this plan to friends, colleagues, or foreigners visiting Korea for the first time? Yes, I would like to highly recommend it. It is especially important for foreign workers entering Korea for the first time to save on living expenses. I think the '5G Simple 41GB+1Mbps' plan, which offers fast speeds and ample data for 27,000 won per month, offers excellent value for money. 10. Are there any aspects you would like to see improved or services added? I am satisfied with the current service, so there are no specific areas that need improvement. 11. Why did you choose this plan? Since I am currently still looking for a job, it was important for me to reduce the burden of communication costs. I decided to sign up because I liked that it offers sufficient data and fast speeds at a reasonable price. Once I find a job and my income stabilizes, I am also considering switching to a higher-tier plan after my current contract ends. 12. What kind of help did you receive through Jobflowy? I received a great deal of help through Jobflowy during my job preparation process. In particular, the advice on interview preparation was invaluable. I was guided in detail on essential points to verify during an interview, such as how to greet people brightly during company visits, how to leave a good first impression, the importance of personally inspecting the actual work environment, and working hours and wages. Furthermore, as an E-9 visa holder, I was able to receive recommendations for companies with excellent working conditions. I also did not know how to obtain a certificate of employment, but they kindly explained the relevant websites and procedures. Overall, I received significant assistance as I was guided through various job-related information in an easy-to-understand manner. 🤝 A reliable partner for foreign job seekers, JOBPLOY Beyond simply being a recruitment platform that introduces jobs, Jobflowy provides a variety of services to help foreigners starting a new life in Korea settle down stably. We provide practical assistance necessary for life in Korea, ranging from job information, resume writing, interview preparation, and visa guidance to communication services tailored for foreigners. Jobflowy will continue to stand by foreign job seekers to help them find better jobs and adapt quickly to life in Korea.

At a Glance, the most common mistake companies make when hiring foreign nationals is assuming, "Since they have an Alien Registration Card, they can start working immediately." An Alien Registration Card merely serves as documentation of residency status; it does not mean they are permitted to perform any job. Before hiring, you must first verify their status of residence, scope of permitted employment, workplace restrictions, and wage requirements specific to each visa type. The key to safe foreign hiring is to follow the sequence of "Visa Verification → Job Matching → Contract → Registration → Onboarding." Today, shall we take a look at the mistakes companies looking to hire foreigners make? Hiring a foreigner may seem like simply selecting one person, but in reality, it is a bit different. The first step is to verify whether that individual possesses the necessary residency status to work at our company, in that specific role, and under those working conditions. The following seven points are actually where companies most frequently stumble. Common mistakes companies make Key Risks Determining that hiring is possible based solely on the Alien Registration Card Illegal employment, visa mismatch Failure to meet job and visa requirements E-7 Denied, Recruitment Delayed Making them start work before permission is granted Illegal employment/illegal hiring risk Process E-9, H-2, and E-7 using the same procedure Omission of employment permit and reporting Taking wage requirements and employment contracts lightly Visa denial, labor dispute Missed reporting resignation, departure, or contract change Fines, future employment restrictions Treat the four major insurances, industrial accident insurance, and onboarding as exceptions Labor risks, increased turnover 1. Can I hire them immediately if they have an Alien Registration Card? To start with the conclusion, no. An Alien Registration Card or a Residence Permit merely demonstrates that "this person is legally residing in the country." They are not a guarantee that one is free to work in any type of job. Even among foreigners, the permitted scope of employment and procedures differ for international students, job-seeking visa holders, non-professional workers, and skilled worker visa holders. Employers can check the employment eligibility and scope of foreign nationals on HiKorea, but even there, it advises that "being a legal resident does not automatically guarantee employment." Therefore, it is highly recommended to review the following points before hiring. Confirmation items Why is it important? Status of residence Whether it is even possible to get a job with this visa Period of stay Check if the employment contract period and the expiration date of stay are correct range of employment opportunities Are there any restrictions on industry, job function, or workplace? Whether a change of workplace is necessary Is it possible to transfer from my current company to ours? Whether permission or notification is required Whether approval or reporting is required before starting work Summary: An Alien Registration Card is not a "certificate of eligibility for employment." The first step is to verify that your status of residence matches the job. 2. Can we hire the person first and arrange the visa later? This is a fairly common yet dangerous practice. It involves confirming a hiring decision because you like a candidate, and then trying to fit the visa arrangements in later. In particular, specific activity visas like the E-7-1 (Skilled Worker) are not granted for just any job the company wants. You must consider the job function, education and experience, company requirements, wage requirements, and the necessity of employment all together. For example, even if you intend to hire someone as a "Marketing Manager," if the actual duties are closer to simple packaging, production assistance, store sales, or interpretation and miscellaneous tasks, it is difficult to have it recognized as an E-7 position. Conversely, if the work is truly specialized, such as overseas sales, trade, or planning, the job description and justification for employment must clearly demonstrate that level of expertise. Therefore, I recommend reviewing it in this order before posting a job opening. Check if this position is available with a foreign employment visa Check if the candidate's education, work experience, and major match the job. Checking requirements such as the company's industry, revenue, number of employees, and domestic employment ratio Check if the wage exceeds not only the minimum wage but also the wage requirements for each visa type Check if the contents of the job description and the employment contract match. Summary: It is safer to go in the order of "Job → Visa Eligibility → Candidate Matching" rather than "Person → Visa." 3. May I have them come to work for now before the approval is issued? "I'll just get out a few days early and handle the visa later." This mindset is the most dangerous. In principle, if you need to change your status of stay, change your workplace, or obtain a part-time work permit, you must begin working only after the permit or procedure is completed. Part-time employment for international students (D-2) and language trainees (D-4-1) requires separate authorization. The Government24 Foreigner Service provides guidance on the application items and required documents for this part-time employment permit. The same applies to E-9 visa holders; according to the Human Resources Development Service of Korea, after entering the country with a non-professional employment E-9 visa and completing employment training, the employment contract becomes effective from the date of entry. You have probably heard these kinds of phrases frequently used in the field at least once. "It's okay to help out for just a few days, right?" "Since it's a trainee period, isn't it possible even before the visa comes out?" "It's just a part-time job; do I really have to report it?" I understand your feelings, but whether it is a probationary period, short-term work, part-time, or weekend work, for foreigners, the issues of residency status and work permits come first. Summary: Foreign employees must determine "when they can legally work" before their start date. 4. May I process E-9, H-2, and E-7 using the same procedure? That is not allowed. Even though they may all appear to be the same "foreign national recruitment," the hiring and reporting methods for E-9, H-2, E-7, D-2, D-10, and F-series visas are all distinct. If you lump them all together into a single procedure, it is easy to miss essential reporting or documents. Visa Type Key points the company will verify E-9 Industries subject to employment permit, employment permit, standard employment contract, employment training H-2 Confirmation of eligibility for special employment, job seeker registration status, notification of commencement of employment E-7 Job code, education/experience, wage requirements, justification for employment D-2 / D-4 Eligibility for part-time employment, restrictions on working hours and workplace D-10 Since the status is for job-seeking activities, verify the necessity of changing the status of residence prior to employment. F series The scope of employment may be broad, but restrictions based on specific qualifications need to be checked. For example, special employment under the H-2 Visiting Employment Act is only available to overseas Korean nationals who have completed job registration. The employer must hire the individual after drafting a standard employment contract and report it within 14 days of the start of employment. Summary: Before posting a job opening, start by determining "which visa is suitable for this position." 5. Aren't wage requirements and employment contracts just administrative documents? It may seem easy to overlook, but it is actually quite important data when hiring foreign workers. When it comes to wages, you must consider two criteria together: one is the minimum wage applicable to all workers, and the other is the separate wage requirements specific to each visa type. According to the Ministry of Employment and Labor, the minimum wage applicable in 2026 is 10,320 won per hour, which translates to 2,156,880 won per month based on a 40-hour workweek and 209 hours per month. This applies equally to all workplaces regardless of industry. However, for the E-7 visa, simply exceeding the minimum wage is not the end of the story. According to a notice from the Ministry of Justice, the wage requirements for the E-7 visa applicable from February 1, 2026, to December 31, 2026, are as follows: Status of residence 2026 wage requirements E-7-1 (Skilled Personnel) 31.12 million won or more per year E-7-2 (Semi-professional) 25.89 million won or more per year E-7-3 (General Skilled Workforce) 25.89 million won or more per year E-7-4 (Skilled Workforce) 26 million won or more per year There are surprisingly frequent discrepancies even in employment contracts. item Common mistakes job The job duties applied for in the visa application are different from the actual work. wages The criteria for deductions for basic salary, allowances, and room and board are unclear. Working hours Actual overtime work is not included in the contract Workplace The authorized location and the actual workplace are different. Contract period Does not match the period of stay/permission period language The worker does not properly understand the content The E-9 Employment Permit System provides separate standard employment contract forms. Standard employment contract templates for the agriculture, livestock, and fisheries sectors are also available in the data archive of the Foreign Employment Management System. Summary: The job duties, wages, location, and duration of the employment contract must perfectly match the visa details. 6. Is it mandatory to report resignation, departure, or contract changes? Many companies meticulously handle the hiring process but overlook reporting changes after an employee leaves. According to the EPS guidelines from the Human Resources Development Service of Korea, employers must report any changes—such as a foreign worker's departure, injury, death, or contract renewal—to the Employment Support Center and the Immigration Office within 15 days of becoming aware of the facts. Failure to do so may result in fines. Such situations occur surprisingly frequently. situation Is it necessary to report this? The employee suddenly didn't show up Need to verify whether it has left or is missing Extend the contract period Renewal of employment contract and verification of period of stay required Move from Factory A to Factory B Need to check if the work location has changed The company name has changed. Confirmation of the possibility of reporting a change in workplace name I resigned midway Reporting of changes in employment required Job changed Re-evaluation needed to determine if the job is permitted under the status of residence. Summary: Hiring foreign nationals does not end with the start date. You must keep track of reporting deadlines based on the date of resignation, contract change, and workplace change. 7. Can the four major social insurances, industrial accident insurance, and onboarding be considered exceptions "because they are a foreigner"? No. If a foreigner is a worker, they are also subject to working conditions, wages, industrial accident insurance, insurance, severance pay, and safety and health management. The "Easy-to-Find Living Laws Information" provides guidance on workplace health insurance enrollment, mandatory industrial accident insurance enrollment, the application of reciprocity in the National Pension, and employment insurance coverage standards for E-9 or H-2 foreign workers. In particular, regarding health insurance, the fact that the individual has acquired workplace subscriber status must be reported to the National Health Insurance Service within 14 days of employment. And surprisingly, onboarding is something that is often overlooked. If foreign employees do not fully understand the language, culture, work style, pay stubs, and reporting procedures, it can easily lead to early resignation or unauthorized absences. In particular, in hands-on industries such as manufacturing, agriculture and livestock farming, logistics, and services, the first two weeks of onboarding significantly determine the turnover rate. Taking care of just these things will make the start much easier. Onboarding items explanation Explanation of Employment Contract Wages, allowances, working hours, holidays, deductions Payday & Payslip Guide Understanding Pre-tax/Post-tax, Four Major Insurances, and Room and Food Expense Deductions Work Rules Guide Tardiness, Absence, Vacation, Sick Leave, Reporting System Safety education Protective equipment, hazardous facilities, and accident reporting Living Guide Dormitory, Commuting, Hospital, Bank, Communication Reporting Guide Procedures for changes in period of stay, address, or employment Summary: The success or failure of hiring foreigners depends more on post-hiring management than on hiring approval. Frequently Asked Questions (FAQ) Q1. Can I hire someone immediately if they have an Alien Registration Card? A. No. An Alien Registration Card is merely documentation showing residency status. Before hiring, you must separately verify the status of residence, scope of eligible employment, workplace restrictions, and duration of stay. HiKorea also advises that even legal residents may be subject to employment restrictions. Q2. Is it possible to hire part-time workers with a D-2 international student visa? A. While it is possible in some cases, you usually need to verify your part-time work permit first. Part-time work for D-2 international students and D-4-1 language students requires an application for a permit, and documents such as an employment contract are also required. It is best to avoid starting work before obtaining the permit. Q3. For the E-7 visa, is it sufficient to just exceed the minimum wage? A. No. For the E-7 visa, in addition to the minimum wage, you must also meet the wage requirements specific to each status of stay. As of 2026, the requirements are at least 31.12 million won per year for E-7-1, at least 25.89 million won per year for E-7-2 and E-7-3, and at least 26 million won per year for E-7-4. Since these standards are subject to change, it is necessary to verify them again. Q4. Does the company need to report when a foreign employee resigns? A. There are many cases where reporting is required. According to the EPS guidelines, if there is a change in employment, such as a foreign worker's departure, death, termination of the employment contract, or change of workplace, the employer must report it within 15 days of becoming aware of the fact. Failure to do so may result in a fine. Q5. What disadvantages does the company face if it illegally hires foreigners? A. Hiring undocumented immigrants or foreign workers without an employment permit may result in disadvantages such as fines, criminal penalties, and restrictions on future employment of foreigners. The EPS guide explains that employers who engage in illegal activities may be subject to imprisonment for up to three years or a fine of up to 30 million won. Hiring foreigners is almost entirely about "order." In hiring foreigners, order is more important than speed. Finding a good candidate is important, but the priority is to first verify whether that person is legally authorized to work in that role at our company. You can significantly reduce accidents just by following this order. Defining the job to be hired for Check available visa types Check the candidate's residency status, education, and work experience Reviewing Wage Requirements and Employment Contracts Proceed with Visa Change, Approval, and Reporting Procedures Starting work Managing Employment Changes, Insurance, and Onboarding After Joining Once the procedures are properly established, hiring foreign workers becomes a reliable way to resolve labor shortages. Conversely, if taken lightly, it can easily lead to visa denials, illegal employment, fines, and early resignations. Before you begin hiring foreign nationals, first check the eligible visas and job requirements that suit your company. If visa or residency status is complicated, you can consult with a JOBPLOY administrative advisor to align the job and visa requirements together. You can check official information at HiKorea and the Foreigners' Information Center . If you have any further questions, please feel free to contact us via Jobploy. ☎ 02-875-2134 / ✉ support@jobploy.kr

Hello, this is JOBPLOY, a recruitment platform for foreign job seekers looking for employment in Korea. For foreign job seekers dreaming of a fresh start in Korea, Jobploy consistently provides accurate employment information and reliable visa and administrative services. Many foreign workers often face difficulties due to language barriers and complex administrative procedures when changing jobs, extending visas, or altering workplaces. Today, we introduce a vivid, real-life employment interview with HHTAY from Myanmar, who holds an E-7-4 (Skilled Worker) visa and successfully found a new job through Jobploy. Jobflowy Real Employment Interview Thanks to Jobflowy, I was able to succeed in the job change and visa issues that felt daunting on my own, along with warm support. Q1. How did you first hear about JOBPLOY? I found out about Jobploy because a Myanmar acquaintance living in Gimpo actively recommended and promoted it on Facebook. It seems to be very popular through word of mouth within the foreigner community. Q2. What duties did you perform at your previous job, and what was the reason for your resignation? At my previous company, I was responsible for heat treatment-related work. I worked day and night shifts for about five years, but unfortunately, I decided to resign because my health deteriorated somewhat due to the reversed day-night schedule. Q3. Were you aware of the 'change of workplace' regulations for the E-7-4 visa in advance? Since this was my first time changing jobs and workplaces, I was not familiar with the exact procedures. I was very worried because I only knew the superficial information that "it is difficult to change workplaces if you resign within two years due to personal reasons." Q4. Specifically, what kind of help did you receive from Jobflowy during your job preparation process? Above all, what I liked most was that you connected me with interview opportunities quickly. Through Jobflowy, I was able to swiftly interview with two companies that matched my career background. In particular, being able to honestly share my anxiety about the job search process was a great emotional comfort. Every time I had a phone consultation, I felt a warmth as if someone were listening directly right beside me, which was a huge source of strength. Q5. What was the reason you ultimately chose your current company (DS Soltech)? After visiting the company and seeing the workplace firsthand, I gained confidence that I could handle the job without difficulty because it was safe and free of dangerous elements. Commuting was convenient, but above all, the consideration shown in allowing my spouse (wife) to live in the company-provided dormitory was the decisive factor. Q6. What was the most memorable or rewarding moment you experienced while working in Korea? As expected, 'payday,' when I am rewarded for my hard work, is the most memorable and rewarding. Also, the very fact that I can work together with diverse foreign colleagues in the same workplace in Korea is a very special experience for me. Q7. What was the most difficult thing about finding a job on your own in Korea? Realistically, it is very difficult for a foreigner to find a legal and good job on their own. Usually, people pay a fee to look for jobs through an administrative agent, but they can be hurtful because some agents do not help with sincerity. However, since discovering Jobflowy, my job preparation has become much easier because I can receive kind, detailed, and free assistance ranging from professional career counseling to guidance on complex visa documents. Q8. Please briefly introduce DS Soltech, the company you recently moved to! DS Soltech Co., Ltd., where I have started working, is a stable company established in 2008 and an excellent enterprise specializing in the surface treatment (plating) of ultra-high voltage connection materials and components. Here, I have begun a new career as an expert in plating and surface treatment. 👉🏻Introducing DS Soltech. Q9. Please say a few words to other foreign colleagues preparing for employment in Korea. It is important to always prioritize safety at work and strictly adhere to company rules. Additionally, maintaining good relationships with your superiors and colleagues through mutual consideration will make your life in Korea much more enjoyable. Don't struggle alone; I highly recommend preparing with JOBPLOY, as you can receive significant assistance in various aspects! Q10. Lastly, please feel free to share anything you would like to say to Jobploy. I hope you will continue to provide high-quality employment opportunities and support not only to me but also to the many foreign workers working hard in Korea. Thank you very much! [Fact Check] Precautions When Changing Workplace on an E-7-4 Visa Regarding the change of workplace for the E-7-4 visa that Tay was concerned about, strict standards apply in accordance with the Immigration Control Act of the Ministry of Justice. We are providing clear guidelines to ensure that foreign job seekers do not suffer any disadvantages. Principle of Restriction on Changing Jobs: The E-7-4 visa is generally based on the principle of continuing employment at the initially designated workplace. Cases where changing jobs is possible: Cases where there is no fault attributable to the foreign worker, such as the suspension or closure of the original workplace, unpaid wages, or bankruptcy. In cases where a 'Transfer Agreement' has been issued with the consent of the original employer. Caution: If you resign without notice due to personal reasons or without the consent of your original employer, permission to change your workplace may be restricted, so you must consult a professional. 👉🏻 Can I become an E-7-4? Try using the Jobploy score calculator 🤝 A reliable partner for foreign job seekers, JOBPLOY Stop struggling alone with complicated visa issues and worries about changing jobs. JOBPLOY, a recruitment platform for foreigners, promises to do its utmost to support foreign job seekers with a family-like approach throughout the entire process—from job placement to visa administration guidance—so that you can settle stably into Korean society and work in a safe environment, just like in the case of Tay. JOBPLOY will always be with you for your successful life in Korea!

Hello, this is the Jobploy Recruitment Manager. The third week of May has already begun. How is everyone doing? Today, I would like to share some important news with international students preparing for employment in Korea. JOBPLOY has been assisting international students with their overall employment since 2025. [Job preparation that feels so difficult] Many international students struggle with whether to continue with master's or doctoral programs after graduation or to prepare for employment immediately. Many people apply for a D-10 visa and apply on various recruitment platforms, but often do not receive a response. Even if they are lucky enough to get an interview opportunity, they often struggle due to a lack of confidence during the interview in Korean . The concerns frequently heard, especially in such situations, are as follows: “Why haven’t I heard back from the company I applied to?” “Won’t I fail the interview if my Korean seems lacking?” “I don’t know where to start preparing for a job.” If such experiences are repeated, anxiety and worry accumulate, and in some cases, people eventually give up on finding a job and make a living through part-time work. However, I believe that with accurate information and strategic preparation, getting a job is possible, even if it takes a long time. [`The Key to Job Preparation is Your Mindset '] The first point that Jobflowy emphasizes is a positive mindset . People who have the mindset of “I can do it!” are actually succeeding in finding employment and continuing their careers. A positive mindset leads me to good thoughts and directions. confident attitude Positive mindset A willingness to take on challenges These three things are a great help during the preparation process. As you prepare for employment now, ask yourself: What is my mindset regarding finding a job? [` Finding what I want to do ` ] Many international students look for “high-paying jobs” or “companies that support visas.” Of course, these are important, but what is more important is what kind of work I want to do . Even if you join a company that offers visa support, if the work is not a good fit, you will eventually consider changing jobs. Furthermore, if a short career is repeated, companies find it difficult to accept the reason for resignation, and changing jobs becomes increasingly difficult. Therefore, it is important to find what you truly want to do before graduating or even starting now, and to consider what preparations are needed for it. For example, “I enjoy communicating with people” → Sales & Marketing roles “I am strong in analysis and data” → Research and Planning roles “I enjoy coming up with creative ideas” → Design/Content role You can identify your tendencies, personality, and recommended jobs through a vocational psychological test. As such, identifying your own tendencies and strengths is the first step to successful employment. [ ` Job Hunting Strategies with JOBPLOY ` ] After graduation, you can stay in Korea for up to three years on a D-10 visa. JOBPLOY helps you develop a job plan and prepare for employment during this period. 1. Check Application: Even small activities are welcome! Organizing various projects, major courses, practical training, clubs, volunteer activities, internships, and part-time job experiences Please record the company name, employment period, and responsibilities in detail. 2. Personal Statement Review: Organizing Experiences is a Key Point Write your motivation for applying, strengths, and future aspirations based on your experience. Summarize what you experienced in your home country or Korea. 3. Interview Preparation: A time to introduce yourself and get to know yourself. Organize anticipated questions and practice answering in your native language or Korean. 1-minute self-introduction, practice bright facial expression and posture Practice smiling in front of the mirror regularly [`Feeling lost preparing for employment alone? Now, join JOBPLOY` ] Beyond simply providing job information, Jobflowy will listen to your story and help you design a customized job search strategy together. If you apply for career counseling, we will guide you on more specific preparation methods. Why not embark on your career journey as an international student with Jobploy? Application Page: https://www.jobploy.kr/counsel For inquiries, please contact the Jobploy recruitment manager via message at 010-2752-2134.

Small Business Owners in Declining Population Areas Can Now Hire Foreigners (F-2-R): A Complete Guide to Special Employment Exceptions for Regional Revitalization (2026) At a Glance, the Ministry of Justice will pilot the 'Special Employment Provisions for Regional Vitality Small Business Owners' starting May 18, 2026. Small business owners and agricultural corporations in the manufacturing, wholesale and retail, and restaurant sectors who meet the requirements of operating for at least three years and having annual sales of at least 100 million won in 89 population-declining regions nationwide may hire one foreign national under the Regional Specialized Talent (F-2-R) visa without hiring a domestic national. The pilot operation will run until December 31, 2027. What changes? Previously, to hire a holder of an F-2-R (Regionally Specialized Talent) visa, at least one local employee had to be employed at the workplace. However, in areas with declining populations, it was difficult to recruit locals, which placed significant restrictions on the utilization of foreign labor. With the introduction of this special provision, small business owners and agricultural corporations that meet certain requirements will be able to hire one F-2-R foreigner regardless of whether they employ domestic nationals. Requirements for Application of Special Provisions item detail Applicable Areas 89 population-declining regions nationwide Applicable industries Manufacturing, Wholesale and Retail Trade, Restaurant Business (Small Business Owners) / Agricultural Corporations Business operation period 3 years or more Previous year's sales 100 million won or more Number of available hires One foreigner with an F-2-R visa Pilot operation period May 18, 2026 – December 31, 2027 Policy Background and Purpose The Ministry of Justice is promoting this system as a core task of the '2030 Future Strategy for Immigration Policy.' It is a policy that aims not merely to expand the foreign workforce, but to simultaneously revitalize the local economy and alleviate the management burden on small business owners. In particular, the policy is to encourage F-2-R visa holders with a high understanding of the Korean language and culture to settle stably in the local community. What is an F-2-R visa? The F-2-R (Regionally Specialized Talent) visa is a residence visa issued on the condition of residing and working in a region experiencing population decline. It is granted to foreign nationals who meet the requirements for outstanding talent, such as specific educational background, income, and Korean language proficiency, and those who reside and work in the region for five years or more may receive bonus points when applying for permanent residency. Things small business owners need to know Your workplace must be located in an area of ​​population decline. Please check the Ministry of the Interior and Safety's notice to see if your workplace is included in the 89 designated areas. You must have a history of operating for at least 3 years after business registration. You must be able to prove sales of 100 million won or more in the previous year (e.g., VAT return data). Hiring is limited to one person per workplace. You need to check with the competent immigration office regarding specific application procedures and required documents. Things Foreign Job Seekers Need to Know Foreign nationals holding an F-2-R visa are highly likely to see increased employment opportunities due to this special provision. Previously, small businesses without domestic employees were unable to hire, but going forward, employment options will expand to include restaurants, retail stores, small manufacturing companies, and agricultural corporations in areas experiencing population decline. However, as detailed operational guidelines are subject to change during the pilot period, it is advisable to verify whether the workplace meets the special exemption requirements before applying. Frequently Asked Questions (FAQ) Q1. How do I check if my visa is F-2-R? A. You can check your status of residence code on the back of your Alien Registration Card or on My Page at HiKorea (hikorea.go.kr). If it is marked as 'F-2-R', you qualify as a Regionally Specialized Excellent Talent. If you are unsure, please contact the Foreigners Information Center (☎ 1345). Q2. Where are the 89 areas experiencing population decline? A. These are regions designated and notified by the Ministry of the Interior and Safety, and they are mostly county-level areas in non-capital regions such as Gangwon, Chungbuk, Chungnam, Jeonbuk, Jeonnam, Gyeongbuk, and Gyeongnam. 👉🏻 Check areas with population decline Q3. We already have foreign employees at the workplace. Can we hire additional F-2-R visa holders? A. This special provision allows for the hiring of one F-2-R visa holder per workplace. Whether this applies separately from the employment of other visa holders depends on detailed operational guidelines, so it is necessary to check with the competent immigration office. Q4. What happens after the pilot operation period ends? A. The Ministry of Justice plans to review whether to formally institutionalize the system after analyzing the results of the pilot operation, which will run until December 31, 2027. The impact on the status of residence of foreigners employed during the pilot operation will be subject to a separate announcement. Q5. I would like to work at a restaurant. Is that possible? A. Since the restaurant industry is included in the sectors eligible for this special exemption, small restaurant owners in areas experiencing population decline can hire F-2-R visa holders if they meet the requirements. If you are looking for job openings available with your current visa, you can check job postings by region and job function on Jobflowy. If you find the visa requirements or application process complicated, consult with a Jobflowy administrative consultant to receive answers tailored to your specific situation. For further consultation, please contact Jobploy. ☎ 02-875-2134 / ✉ support@jobploy.kr