Last checked: August 2, 2026
Quick answer
Sometimes—but not because a “letter of release” is automatically optional. Your immigration route depends on your visa, occupation, why the old job ended, whether the contract ended early, and whether the new job qualifies. A completed contract, an agreed ending, business closure, unpaid wages or another documented employer-side problem may allow different evidence to replace former-employer consent. Immigration must still accept the evidence and the correct workplace-change route.
What a “letter of release” actually means
“Letter of release” is an informal English label often used for a former employer’s transfer consent. It is evidence about how the old employment relationship ended; it is not a visa, and it does not by itself authorize the new job.
For E-7 cases, the Ministry guide distinguishes between cases that can use post-change notification and cases that require advance permission. Former-employer consent can matter when a worker leaves before the agreed contract end for reasons attributed to the worker.
When other evidence may replace consent
| Situation | Evidence to prepare | What it does not prove |
|---|---|---|
| The contract reached its agreed end | Signed contract and records showing the actual end date | That the new job and employer qualify |
| Both sides agreed to end early | Written agreement or other objective record of the agreed ending | That every E-7 occupation can report after changing |
| The business closed | Official closure records and employment records | That no immigration filing is required |
| Unpaid wages or contract breach | Payroll records, bank records, messages, labor-office documents or another official confirmation | That a personal statement alone will be accepted |
The exact packet is fact-sensitive. Immigration can request more evidence, and a labor dispute does not automatically decide the immigration outcome.
Do not confuse two different reports
Employer duty: An employer may have to file a Report on Change in Employment Information (고용변동신고) under Immigration Act Article 19.
Worker procedure: The foreign worker may separately need workplace-change/addition permission or notification (근무처 변경·추가 허가/신고) under Article 21.
One filing does not replace the other.
For the current deadline, form, documents, fee and filing channel, use the site’s maintained job-change procedure source of truth. Those changeable details are intentionally not duplicated here.
What to do before leaving or starting a job
- Confirm your exact visa and E-7 occupation code, if applicable.
- Collect objective evidence showing why and when the old employment ended.
- Check that the new duties and employer satisfy the current visa rules.
- Determine whether your case requires advance permission or qualifies for post-change notification.
- Do not start the new work until the required authorization timing is clear.
Use the E-7 job-change decision guide for scenario logic, then use the procedure guide for the current filing details.
Frequently asked questions
Can my employer legally “cancel” my visa?
An employer does not personally issue or cancel immigration status. However, the end of employment and the employer’s report can affect whether you still meet your status conditions. Act promptly and confirm your required immigration action.
Can I just upload the release letter online?
Do not assume a universal online route. Filing channels depend on the actual procedure and current official instructions. Check the maintained procedure guide and confirm with HiKorea or Immigration Contact Center 1345.
Should I change to D-10 if I have no new employer?
D-10 can be a possible route for some former professional workers, but it is not automatic. Review the D-10 guide and confirm eligibility before your stay expires.
Disclaimer: General information only, not legal advice. Immigration decisions are fact-specific; confirm your case with HiKorea, 1345 or a qualified professional.