From D-10 to the E-7 Work Visa: Occupations, Salary, Documents, and Transition Strategy (2026)

Moving from the D-10 job-seeker visa to an E-7 work visa is not just a matter of submitting an employment contract. The permitted occupation, actual duties, major and experience, salary, and employer qualifications must form one consistent explanation. A company may say it can hire a foreign national, but the change can still fail if the case does not fit immigration standards.

D-10 does not convert automatically to E-7

The two statuses serve different purposes

D-10 (구직, Job Seeker) is a status for preparing and conducting job-search or internship activity within its permitted scope. E-7 (특정활동, Specially Designated Activities) is a work status for employment in an occupation designated by the Ministry of Justice. Finding an employer does not create an automatic conversion, and you generally should not begin E-7 duties before the change of status is approved.

The first question is the job, not the company name

Saying “I joined an IT company” or “I work for a trading company” is not enough. Immigration reviews which E-7 occupation covers your actual duties and whether the company's business reasonably supports that role. If the recruitment post, employment contract, and 직무기술서 (job description) describe different work, the case may be harder to explain.

Separate the E-7 subtype and permitted occupation first

Professional, semi-professional, and skilled routes have different entry rules

E-7 includes categories such as E-7-1 professional personnel, E-7-2 semi-professional personnel, E-7-3 general skilled personnel, and E-7-4 skilled workers. Each has different occupations, education and experience rules, salary standards, employer conditions, and eligible entry routes. A D-10 holder cannot freely choose any E-7 category; you must identify the code that fits your degree, experience, and proposed job.

Actual duties matter more than an internal title

Even when the internal title is “manager” or “overseas sales,” a role consisting mostly of simple retail work, packing, or customer service may require separate review before it can be treated as a professional occupation. Conversely, an ordinary title may still be supported by specific duties such as market research, overseas client development, professional translation, or technical design. Occupation lists can change, so confirm the latest rules through HiKorea and the Immigration Contact Center at 1345.

Review the major, experience, salary, and employer as one package

The connection between your major and the job

Immigration may review how your Korean or overseas degree, completed coursework, qualifications, and prior experience relate to the position. The major name does not always have to be identical to the occupation name, but a weak connection usually requires more evidence through transcripts, projects, a portfolio, or experience certificates. Exceptions for certain talent groups or Korean-degree holders may exist, but applicability must be checked individually.

Salary standards change by year and E-7 category

E-7 salary requirements may be set as a specified portion of the previous year's per-capita GNI or under a separate minimum, depending on the category and occupation. Recent GNI being around KRW 50 million does not mean that full amount is the salary threshold for every applicant. Do not rely on a memorized percentage. Check the official 2026 E-7 salary-requirement notice and confirm the standard for your code through 1345.

The employer is reviewed as well

A business registration alone does not establish employer eligibility. Actual operations, revenue and wage-paying capacity, tax and social-insurance status, Korean and foreign employee numbers, and the need for the position may be reviewed. Standards vary by occupation and company size, so determine before signing which records the company can provide.

Documents must prove the link among your background, job, and company

Applicant documents

A passport, 외국인등록증 (Residence Card), degree, transcript, experience certificates, qualifications, and employment contract may be core review materials. Foreign-issued records may require translation, notarization, an apostille, or consular legalization depending on the issuing country and document type. The final list can vary by occupation and jurisdiction.

Company documents

A business registration, corporate and tax records, employment-insurance data, company profile, recruitment explanation, job description, organization chart, and evidence of sales or transactions may be requested. The important point is not the number of documents. It is whether they consistently explain why this company needs this foreign applicant's expertise.

The preparation order during D-10

1. Before applying, check whether the target role falls within an E-7 occupation.
2. During the interview, ask for the actual duties and department.
3. After an offer, compare the salary and contract period with current standards.
4. Confirm that the company contact can prepare the employer-side records.
5. Work backward from your stay expiration and proposed start date when planning the change.

Pre-transition checklist and frequently asked questions

• Confirm that the occupation code matches the actual duties.
• Prepare evidence connecting your major and experience to the role.
• Verify salary against the correct year and E-7 category.
• Check whether the company can provide the required business, tax, and employment records.
• Avoid starting work before approval or acting outside the D-10 scope.

Q. Is E-7 impossible when my major and job are different?

Not always. Related experience, coursework, qualifications, and available exceptions can change the assessment. A weaker connection, however, requires more specific evidence and a clearer explanation.

Q. Is meeting the salary threshold enough for approval?

No. Salary is only one factor. The permitted occupation, major and experience, actual duties, employer qualifications, and consistency of the documents are reviewed together. Approval cannot be guaranteed.

Q. When should I start preparing?

Start when selecting positions to apply for, not only after receiving an offer. Review D-10 eligibility and stay management in the D-10 job-seeker points guide.

The full sequence continues in the post-graduation settlement roadmap in Korea. Through GEA settlement consultation, you can organize the questions about your major, duties, and employer structure; when administrative review is needed, GEA connects you with a cooperating certified administrative agent office.

Final review date: 2026-07-18 · Writing standard: 2026 · Official confirmation: HiKorea / Immigration Contact Center 1345