Last checked: August 1, 2026
Quick answer
There is no single “report later” rule for every foreign worker changing jobs in Korea. First identify your visa, occupation code, new employer and reason the old job ended. A qualifying E-7 post-notification case is reported within 15 days from the workplace change. An advance-permission case must be approved before the change. For E-7, the current Ministry guide lists no fee for a qualifying post-notification, while the current workplace-change/addition permission fee is KRW 120,000.
First identify your visa and scenario
This page is the site’s procedure source of truth for workplace-change deadlines, forms, documents, fees and filing channels. It does not mean that every visa follows the E-7 rules below. E-9 workers use the Employment Permit System and separate workplace-change rules. Other statuses can have their own permission or reporting process.
Before preparing documents, write down:
- your exact status and E-7 occupation code, if applicable;
- whether the old contract expired, ended by agreement, or ended early;
- whether the old employer will provide transfer consent;
- the new job title, duties, salary and workplace;
- whether the new employer meets the applicable E-7 requirements; and
- the planned last day and new start date.
Post-change notification versus advance permission
| Route | When it applies | Timing |
|---|---|---|
| Post-change notification | A registered E-7 holder in an eligible occupation that is not on the Ministry’s advance-permission list, where the worker and new workplace satisfy the applicable conditions. | The legal route assumes the qualifying change occurs first, followed by a timely report. |
| Advance permission | An E-7 occupation on the advance-permission list, or a case excluded from post-notification. One important exclusion is a worker-attributable mid-contract departure without the former employer’s transfer consent. | Permission must be obtained before treating the new workplace as authorized. |
| Another visa/status route | The new job no longer fits the current status, no new employer has been secured, or a different status is required. | Confirm the correct status action before starting the new activity. |
Current deadline table
| Verified scenario | Deadline | Trigger |
|---|---|---|
| Qualifying E-7 post-notification | Within 15 days | The date the workplace is changed or added. |
| E-7 advance-permission case | Before the change | Apply and receive permission before relying on the new workplace authorization. |
| Unclear occupation or separation reason | No safe universal deadline can be stated | Confirm the route before changing work; do not assume the 15-day report applies. |
The 15-day period is not a general grace period for every job change. If your case requires permission, reporting after starting does not substitute for advance permission.
Required documents by verified scenario
Core E-7 post-notification packet
- the current integrated immigration application form covering workplace change/addition permission or report;
- passport and residence card;
- new employment contract;
- new employer’s business registration; and
- the applicable recommendation letter or evidence explaining the need for employment, where required.
Documents that depend on how the old job ended
Former-employer consent may be required when a contract ends early. The Ministry guide allows it to be omitted when the contract ran to its agreed end or ended on a mutually agreed date. Where the former employer closed, failed to pay wages or breached the contract, evidence of that circumstance may replace consent. Keep objective records rather than relying only on a personal statement.
Advance-permission additions
Prepare evidence of the separation reason, former-employer consent when applicable, and the documents needed to re-check the new employer and position against the relevant E-7 issuance criteria. Immigration may request additional occupation-specific material.
Fees and verified exceptions
| Procedure | Current verified fee | Source |
|---|---|---|
| Qualifying E-7 post-notification | No fee | Ministry of Justice residence manual, March 19, 2026, page 220. |
| Workplace change/addition permission | KRW 120,000 | Immigration Act Enforcement Rule, Article 72. |
These figures do not cover a different status-change application, residence-card issuance or another separate service.
Where and how to submit
The March 2026 E-7 manual says personal filing is the principle for post-notification because immigration places the report endorsement or sticker in the passport. A registered immigration agent may file on the applicant’s behalf.
The official materials reviewed for this update did not verify a general E-7 fax route or a universal HiKorea online route. They also do not support a promise that every office accepts an unscheduled walk-in. Before visiting, use HiKorea or call Immigration Contact Center 1345 to confirm the competent office, reservation requirement and current local instructions.
What to do after filing
- Keep the filing receipt and a copy of every submitted document.
- Check that the new workplace information was recorded correctly.
- Respond promptly if immigration asks for occupation- or employer-specific evidence.
- Keep the new contract, payroll and workplace records consistent with the approved or reported activity.
No universal processing-time promise is given here because the reviewed official sources do not establish one for every E-7 case.
Special cases and unresolved questions
No new employer yet
A former E-1 through E-7 worker whose contract expired or ended for a justified reason may have a D-10 job-seeking route if the current requirements are met. Do not assume it is automatic. Review the D-10 Job Seeker Visa guide and confirm the filing before your current stay expires.
The new duties or employer are materially different
A workplace change cannot authorize activity outside the scope of your status. Check the current E-7 occupation, employer and wage rules. Use the E-7 complete guide and E-7 salary source of truth; do not rely on an old salary figure copied into another article.
Dispute about consent or why the old job ended
Closure, unpaid wages, contract breach and worker-attributable departure can change which evidence and route apply. Preserve contracts, notices, payroll records and messages, and obtain case-specific guidance from 1345 or a qualified professional.
Frequently asked questions
Do all E-7 holders have 15 days to report?
No. The 15-day deadline belongs to qualifying post-notification cases. Listed occupations and excluded scenarios require advance permission.
Can I always start the new job and report later?
No. That is only compatible with a genuinely report-eligible case. A permission case requires advance authorization.
Is a transfer consent letter always required?
No. It depends on the separation. The Ministry guide provides exceptions for a completed contract, an agreed ending and evidence such as closure, unpaid wages or contract breach.
Can I file by fax or entirely online?
Do not assume so. The current E-7 manual says personal filing is the principle and permits agent filing. Confirm any local or electronic option directly before relying on it.
Related guides
- Changing Jobs on an E-7 Visa: decision guide
- E-7 Visa Korea complete guide
- E-7 salary requirements source of truth
- Korea GNI and visa income source of truth
- D-10 Job Seeker Visa guide
- How to work in Korea as a foreigner
Disclaimer: This article provides general information, not legal advice or a decision on your individual status. Confirm your exact occupation, employer and separation facts with Korean immigration before acting.