The Ministry of Justice has announced two significant changes to the E-7-4 (Skilled Worker Visa) system, effective June 2026. Both changes directly affect workers who have been on E-9, E-10, or H-2 visas working toward E-7-4 status — particularly those in farming, fishing, and livestock sectors, and those who were forced to change jobs due to employer misconduct.
- Change 1: Agricultural, livestock, and fishing (농축어업) employers can now hire E-7-4 workers up to 50% of their Korean workforce — up from 30%
- Change 2: Workers forced to change jobs due to employer closure, violence, or wage theft now have their previous work period counted toward E-7-4 tenure requirements
- Also applies to: E-7-4R (지역특화 숙련기능인력) — the regional specialization variant
Change 1: Agricultural Sector Quota Raised to 50%
What the old rule was
Under the previous system, any employer hiring E-7-4 workers could hire at most 30% of their Korean headcount as E-7-4 foreign skilled workers. This limit applied across all industries — including farming, fishing, and livestock, which have significant labor shortages.
What changed
The “고용허용 인원 특례” (employment quota exception) — previously limited to population-declining regions and 뿌리산업 (root industries) — now also covers 농축어업 (agriculture, livestock, and fisheries). This means:
| Employer type | Before June 2026 | From June 2026 |
|---|---|---|
| Standard employers (all sectors) | Up to 30% of Korean headcount | Up to 30% (unchanged) |
| 인구감소지역 (population-declining regions) | Up to 50% (special quota) | Up to 50% (unchanged) |
| 뿌리산업 (root industries) | Up to 50% (special quota) | Up to 50% (unchanged) |
| 🆕 농축어업 (farming, livestock, fishing) | Up to 30% only | ✅ Up to 50% — NEW from June 2026 |
| 🆕 소규모 농축어업 (4 or fewer Korean employees) | 1 E-7-4 worker maximum | ✅ 2 E-7-4 workers regardless of ratio — NEW |
Change 2: Forced Job Changes No Longer Erase Your Work History
The problem this solves
To qualify for E-7-4, a worker must have a recommendation from their current employer AND have worked at that employer for at least 1 year. This created a serious trap: if a worker was forced to change jobs — because their employer closed down, or because they experienced violence or wage theft — their clock reset to zero at the new employer. A worker who had built up 2 years of history could suddenly be back at 0 months.
The new rule: 근속기간 산정 특례
From June 2026, the Ministry of Justice has created a formal exception called “근속기간 산정 특례” (tenure calculation exception). If a worker changed employers due to reasons beyond their control, the previous employer’s work period and the current employer’s work period are added together.
| Qualifying reason for forced job change |
|---|
| Employer closure (휴업 or 폐업) |
| Physical violence by employer (폭행) |
| Wage theft / non-payment of wages (임금체불) |
| Other human rights violations (인권침해) by the employer |
Which requirements the combined tenure counts toward
| E-7-4 requirement | How the special exception applies |
|---|---|
| “1년 이상 근무 중인 기업 추천” (employer recommendation — mandatory) | Combined tenure from previous + current employer counts toward the 1-year minimum for the employer recommendation requirement |
| “현 근무처 3년 이상 근속” (3+ years at current employer — bonus points) | Combined tenure also counts toward the 3-year bonus point requirement |
Concrete example (from official press release)
Also: E-7-4R (Regional Specialization) Gets the Same Changes
Both the employer quota expansion and the tenure calculation exception apply equally to the E-7-4R (지역특화 숙련기능인력) program — the regional variant of E-7-4 for workers in population-declining areas. Workers on the E-7-4R pathway benefit from the same rule changes as standard E-7-4.
Coming Later in 2026: Further E-7-4 Improvements
The Ministry of Justice also announced that a broader “E-7-4 System Revitalization Plan” (숙련기능인력 제도 활성화 방안) is being developed through employer and worker surveys and inter-ministry coordination, with the full plan expected to be released in the second half of 2026. This may bring additional changes beyond the two announced today.
- 농축어업 (farming, livestock, fishing) employers: can now hire E-7-4 workers up to 50% of Korean headcount (was 30%)
- Small 농축어업 employers (4 or fewer Koreans): can now hire 2 E-7-4 workers regardless of ratio (was 1)
- Workers forced to change jobs due to employer closure, violence, or wage theft: previous work period now counts toward tenure requirements
- Combined tenure counts toward both the mandatory 1-year employer recommendation and the 3-year bonus points requirement
- Both changes apply to E-7-4R (regional specialization) as well
- Broader E-7-4 improvement plan expected in H2 2026
Related: E-9 to E-7-4: The Complete Transition Guide →
Related: E-7-4 Requirements: The Full Checklist →
Related: If Your Employer Isn’t Paying You: Your Labor Rights →