Useful Info

Foreign Worker Application Procedure
1. Domestic Recruitment Efforts
Employers wishing to hire foreign workers must apply for domestic job seekers at the local employment center or the Worknet website (www.work.go.kr).
Domestic Recruitment Effort Period
All industries: Principle 7 days, Exception 3 days
Exception Application: Worknet + newspapers, broadcasts, local information magazines, etc.
2. Foreign Employment Permission Application
If, despite domestic recruitment efforts, the employer fails to hire all or some of the desired personnel, they can apply for foreign employment permission at the local employment support center.
Deadline: Within 3 days after the domestic recruitment effort period expires
Required Documents
＊ Documents proving eligibility for issuance (business registration certificate copy, etc.)
＊ Application for issuance of foreign worker employment permission
※ Qualification requirements for businesses eligible to employ foreigners
＊ Must be in an industry permitted for foreign workers and an eligible business/ workplace for employment
＊ Despite conducting domestic recruitment efforts for a certain period, must not have hired all or some of the domestically recruited workers applied for
＊ From 2 months before the date of domestic recruitment application until the issuance date of the employment permission, must not have induced domestic workers to resign through employment adjustment
＊ From 5 months before the date of recruitment application until the issuance date of the employment permission, must not have any wage arrears
＊ As of the application date, must be enrolled in employment insurance and workers' compensation insurance (excluding non-applicable workplaces)
3. Issuance of Employment Permission
The employment center refers three times the number of job seekers as foreign workers, and the employer visits the employment center directly or selects suitable candidates from the referred personnel through the Employment Permission System website (www.eps.go.kr) to obtain the employment permission.
4. Labor Contract Conclusion
Upon issuance of the employment permission, a standard labor contract is prepared and sent to the Korea Industries Human Resources Development Corporation, which then forwards the contract to the sending country.
The sending institution in each sending country contacts the foreign job seeker selected by the employer, confirms their intent to conclude the labor contract, finalizes the standard labor contract sent electronically, and resends it to the Korea Industries Human Resources Development Corporation, at which point the labor contract is concluded.
5. Visa Issuance Certificate Application and Issuance
＊ Once the labor contract is concluded, the employer or agency obtains the visa issuance certificate from the Ministry of Justice Immigration Office.
＊ Visa Issuance Certificate Application Documents: Visa issuance application form, copy of employment permission, copy of standard labor contract, business registration certificate, and other business-related proof documents
6. Foreign Worker Entry and Employment Orientation
＊ Foreign workers enter the country with a non-professional employment (E-9) visa, undergo verification by Korea Industries Human Resources Development Corporation staff, move to employment orientation institutions by country and industry, and receive 16 hours of employment orientation.
＊ Employment orientation fee for general foreign workers: Borne by the employer
＊ Employment orientation fee for overseas Koreans: Borne by the worker
＊ The employer takes custody of the foreign worker who has completed employment orientation with no abnormalities in the health check results.
※ The labor contract takes effect from the date of entry.
7. Workplace Assignment, Workplace Employment, and Residency Support
Employers can receive conveniences such as various counseling for workplace issues and interpretation support through the Korea Industries Human Resources Development Corporation and agencies.
Like domestic workers, foreign workers can seek remedies through the Ministry of Employment and Labor, Labor Relations Commission, courts, etc., in case of violations of the Labor Standards Act or other issues.