E-7 Specific Activities Visa: Complete Guide to 85 Occupations — Requirements and Application Practice by Category
The 85 occupations under the E-7 Specific Activities Visa break down into three main groups: 67 professional occupations under E-7-1, 9 semi-professional occupations under E-7-2, and 9 general skilled occupations under E-7-3. The total is 85, but in actual review, the education, experience, and salary requirements shift completely depending on which occupation code you file under. Even with the same company and the same role, picking the wrong code lands you in hold status immediately.
Where most applications get stuck is the occupation selection itself. The company may call the role a "developer," but immigration officers evaluate it against the KSCO occupational classification table. The key point is this: you have to work backwards from job content → KSCO occupation code → E-7 sub-code to find the right match, and your education and experience have to exceed that occupation's thresholds to get past intake. Below, we unpack all 85 occupations by category and flag the points that most often trip up real-world applications.
Structure of the 85 E-7 Occupations at a Glance
E-7 is the residence status granted to "activities specifically designated by the Minister of Justice, based on a contract between a foreign national and a public or private institution in the Republic of Korea." It looks like a single visa, but it actually bundles three distinct tracks.
Character of the Three Tracks
- E-7-1 Professional Personnel: Centered on experts, managers, and researchers. Education and experience thresholds are the highest, and the salary floor is the strictest.
- E-7-2 Semi-Professional Personnel: Clerical and service support. Covers occupations tied to specific on-the-ground demand — foreign customer service, overseas sales, duty-free retail, and the like.
- E-7-3 General Skilled Personnel: Skilled technical roles. Focuses on hands-on trades like animal caretakers, aircraft mechanics, and shipbuilding welders.
What the Number 85 Means
The figure 85 is simply the sum of the three tracks combined: 67 + 9 + 9 = 85. That said, there are also separate tracks such as E-7-4 Skilled Technical Personnel (point-based system) and E-7-S Outstanding Talent via Negative List (advanced fields), which operate independently of the occupation list. This article covers the traditional "85 occupations" grouping.
E-7-1: 67 Professional Occupations by Category
E-7-1 is the largest cluster within the 85 occupations. The 67 occupations are grouped into eight major categories. A bachelor's degree or equivalent relevant experience is the baseline assumption for this track.
Breakdown by Major Category
| Major Category | Representative Occupations | Count |
|---|---|---|
| Managers | Executives, planning managers, HR·labor managers, production managers, overseas sales managers, etc. | 12 |
| Science·Engineering Professionals | Life science researchers, natural science researchers, social science researchers, mechanical engineers, electrical engineers, etc. | 14 |
| Information·Communication Professionals | Computer system designers·analysts, system software developers, application software developers, web specialists, database administrators, etc. | 8 |
| Health·Medical Professionals | Specialist physicians, dentists, oriental medicine doctors, veterinarians, pharmacists, etc. | 5 |
| Education Professionals | University lecturers, overseas technical school instructors, special education teachers, etc. | 3 |
| Legal·Business·Finance Professionals | Attorneys, accountants, tax agents, management consultants, finance·insurance specialists, investment specialists, etc. | 12 |
| Culture·Arts·Broadcasting Professionals | Writers, translators, designers, video·recording editors, announcers, entertainment agency staff, etc. | 7 |
| Other Specialist Roles | Overseas naval vessel repair technicians, specialized machinery installation·maintenance technicians, etc. | 6 |
The Most Frequently Issued Occupations
On the ground, the highest-volume occupations, in order, are Application Software Developer (S150), Management Consultant, Overseas Sales Representative, and Mechanical Engineer. IT roles tend to move smoothly through intake because the code matching is relatively clear-cut, whereas management consultants often end up on hold precisely because the scope of work is so fuzzy.
Baseline Assumptions for E-7-1
- Education: Bachelor's or higher in a related field + 1+ year of experience, or master's and above
- Experience: For bachelor's holders, 1+ year in the relevant field; if the degree doesn't align with the role, 5+ years
- Salary: Minimum of 80% of the prior year's national per-capita GNI (with additional add-ons by occupation and seniority)
E-7-2: 9 Semi-Professional Occupations
E-7-2 groups occupations where the level of specialization is relatively lower but demand for foreign workers is clearly established in specific industries. Education thresholds are relatively relaxed, but employer requirements (revenue, headcount, share of foreign customers, etc.) are demanding.
Full List of 9 Occupations
| Code | Occupation | Primary Duties |
|---|---|---|
| S510 | Duty-Free Shop Salesperson | Selling and guiding foreign customers through duty-free merchandise |
| S520 | Air Transport Clerk | Airport boarding procedures, ticketing, and related tasks |
| S530 | Hotel Reception Clerk | Handling reservations and check-in for foreign guests |
| S540 | Medical Coordinator | Attracting foreign patients, interpretation, and treatment guidance |
| S550 | Customer Service Clerk | Foreign-language call center support |
| S560 | Technical Management Specialist | Specialized sales and administration at technology-driven companies |
| S570 | Tourism Interpretation Guide | Tour guiding (requires national certification) |
| S580 | Casino Dealer | On-floor operations at foreigner-only casinos |
| S590 | Head Chef·Cook | Preparing traditional cuisine of the relevant country (5+ years of experience required) |
Where Semi-Professional Applications Most Often Get Tangled
In practice, S590 Head Chef·Cook is the trickiest. You have to document 5+ years of cooking experience in the relevant country's cuisine, and employment certificates from small home-country restaurants frequently require notarization and apostille before being accepted. Simply having enough years on paper isn't enough — explanations about restaurant size, menu composition, and your specific role in the kitchen also have to accompany the file.
E-7-3: 9 General Skilled Occupations
E-7-3 covers hands-on skilled trades. Here, actual technical experience and skill certifications carry more weight than academic degrees.
Full List of 9 Occupations
| Code | Occupation | Core Requirements |
|---|---|---|
| S610 | Animal Caretaker | Livestock·fisheries-related education or 5 years of experience |
| S620 | Aquaculture Technician | Fisheries-aquaculture-related experience·certification |
| S630 | Halal Slaughterer | Nationality from an Islamic country + slaughtering experience |
| S640 | Musical Instrument Maker·Repairer | Experience in making traditional or Western instruments |
| S650 | Shipbuilding Welder | Welding skill certification + confirmed shipyard employment |
| S660 | Painter | Painting trade experience |
| S670 | Aircraft Mechanic | Aircraft maintenance license + Ministry of Land·Infrastructure notice requirements |
| S680 | Aluminum Alloy·Casting Worker | Casting experience |
| S690 | Root Industry Skilled Worker | Experience in casting, molding, plastic working, welding, surface treatment, or heat treatment |
The Shipbuilding Welder Case
Issuance volume for S650 Shipbuilding Welders has risen sharply in recent years. The quota is tied to regions where shipyards operate (Ulsan, Geoje, Mokpo, etc.), and on-site employer inspections and welding skill tests are commonly part of the review. No matter how clean the paperwork looks, if the hands-on verification doesn't show the required skill level, the application stops there.
Practical Points for E-7-3
- Skill certifications may be accepted even if not based on Korean standards, but English translation and notarization are mandatory
- Experience certificates must specifically name the company, the period, and the processes handled
- Employers may only invite workers within the foreign-hiring quota allowed to them
Comparing Education, Experience, and Salary Requirements by Occupation
The differences between the three tracks become clear in a single table.
| Category | E-7-1 Professional | E-7-2 Semi-Professional | E-7-3 General Skilled |
|---|---|---|---|
| Baseline Education | Bachelor's or above + 1 year of experience, or master's and above | Associate's degree or above, or relevant experience | Skill certification or long-term experience |
| Experience Substitution Period | 5+ years if degree doesn't match | 2–5 years by occupation | 3–5 years by occupation |
| Minimum Salary Standard | 80%+ of prior-year GNI | 80%+ of prior-year GNI (with exceptions for some occupations) | 80%+ of the average Korean worker's pay in the same role |
| Employer Requirements | Based on revenue and number of Korean national hires | Occupation-specific criteria (hotel grade, share of foreign customers, etc.) | Sector and quota restrictions |
| Employment Ratio Limits | 1 foreign worker per 5 Korean nationals (in principle) | Varies by occupation | Quotas applied by occupation |
What the GNI Standard Means
The salary floor moves in step with the Gross National Income (GNI) per capita that the Bank of Korea publishes each year. The latest figure for 2026 updates based on the release timing, so at the actual application moment, you need to check the bulletin from the competent Immigration Office again.
Common Oversights When Calculating Salary
- Allowances paid on a fixed, recurring basis beyond base salary can be counted in
- Performance bonuses and one-off payouts are excluded as a matter of principle
- Provided housing may be partially counted under certain conditions (varies by occupation)
- The baseline is 40 hours per week full-time; part-time pro-rating is not permitted
Application Procedure and Required Documents
No matter which of the 85 occupations you fall under, the overall process flow is the same. That said, the additional supporting evidence required shifts depending on the specific occupation.
Application Procedure Step Table
| Step | Content | Handling Agency | Processing Time |
|---|---|---|---|
| 1. Occupation Matching | Mapping job content to KSCO and E-7 codes | Pre-review | 1–2 weeks |
| 2. Certificate of Visa Issuance Application | Employer files with the competent Immigration Office | Competent Immigration Office | 2–4 weeks |
| 3. Visa Application | Collecting the visa at the Korean embassy in the home country | Overseas mission | 3–10 days |
| 4. Entry | Entering Korea and confirming residence status | Airport immigration | Same day |
| 5. Foreign Registration | Visit the competent Immigration Office within 90 days of entry | Competent Immigration Office | Processed on visit day |
Common Submission Documents
- Visa issuance certificate application (separate form)
- Copy of passport and passport-style photo
- Employment contract or letter of confirmed appointment
- Degree certificate and transcript (apostilled or consular-verified)
- Employment certificate (specifying employment period, position, and duties)
- Copies of certifications (where required by occupation)
- Employer's business registration certificate (copy)
- Corporate registry extract and tax payment certificate
- Evidence of domestic hiring (employment insurance enrollee roster, etc.)
- Financial statements or revenue documentation
- Job Description — showing how duties align with the occupation code is the decisive piece
Examples of Additional Documents by Occupation
- IT Professionals (S140–S180): Project deliverables and detailed records of projects worked on
- Medical Coordinator (S540): Foreign patient attraction registration certificate from the medical institution
- Head Chef (S590): Employment certificate from the relevant country's restaurant + menu + photos of the applicant at work
- Shipbuilding Welder (S650): Welding certification + shipyard placement confirmation + housing plan
- Tourism Interpretation Guide (S570): Tourism Interpretation Guide Certification
Common Mistakes and Grounds for Rejection
In actual review, applications more often lose points on insufficient explanation than on missing documents.
Mistake ① — Wrong Occupation Code Selection
Choosing a code based purely on an internal job title (e.g., "PM" or "Assistant Manager") leads to a mismatch with the real work. Officers judge code appropriateness from the job description itself. When that explanation is thin, the application gets held on grounds of failing to meet the occupation's requirements.
Mistake ② — Inflating Experience Duration
If the period on the employment certificate doesn't line up with the four major insurance records, it gets flagged immediately. Increasingly, home-country experience is cross-checked against tax payment evidence or social security records as well.
Mistake ③ — Salary Shown as Base Pay Only
When the employment contract lists base pay without the allowances, it looks like the GNI floor isn't being met. Fixed allowances need to be explicitly written into the contract body or attached on a separate salary table to be counted in.
Mistake ④ — Failing to Verify Employer Requirements
E-7 doesn't only look at the "person" — it also looks at the "company." Employers with revenue under 100 million won or fewer than 5 Korean national hires (for some occupations) frequently fail to qualify as sponsors altogether. Startups have exception provisions, but the evidentiary bar is significantly higher.
Mistake ⑤ — Degree Major Not Aligned with Duties
When the major doesn't match the role, 5+ years of experience becomes mandatory, and applicants with only 3–4 years get stopped cold. Supplementing with additional certifications or completion certificates is one approach, but the baseline is securing enough years of experience.
What About Reapplying After Rejection?
When a rejection notice is issued, reapplying without addressing the stated reasons is pointless. Education and experience requirements are numerical and can be supplemented, but if the employer-side requirements are the problem, the realistic options are switching employers entirely or reapplying after the company itself has grown.
Frequently Asked Questions (FAQ)
Q1. Where can I officially verify the list of 85 occupations?
The "Visa Issuance Guidebook" published by the Ministry of Justice's Immigration·Foreign Policy Headquarters, together with notices on HiKorea (hikorea.go.kr), publishes annually revised lists. Right before actually applying, you need to check the bulletin from the competent Immigration Office one more time. Occupation codes and requirements get partially adjusted every year.
Q2. Am I automatically rejected if my major doesn't match my duties?
Not automatically. The key factor is years of experience. When the major doesn't align, the rule is 5+ years of experience in the relevant field, and if you meet that with objective documentation (employment certificates, project history, formal recommendations) backing it up, you can pass. Weak documentation is where applications get split.
Q3. Can I get E-7 on a 1-year short-term contract?
As a rule, the employment contract period is linked to the authorized stay period. E-7 can be issued on short-term contracts, but the stay period will come out shortened to match the contract's end date. To extend, you need fresh documentation of contract renewal. In practice, starting with a contract of 1 year or more reduces the burden of both extensions and review.
Q4. Is the E-7-4 Skilled Technical Personnel Point System different from the 85 occupations?
It's a separate track. E-7-4 is a system under which foreigners who have stayed for a certain period under E-9, E-10, or H-2 convert to skilled technical personnel through a point system (education, salary, Korean language proficiency, length of service, etc.). It operates under separate quotas and requirements from the 85-occupation list. If you're currently residing under E-9 or similar, checking point-system eligibility before filing a standard E-7 application is the faster route.
Q5. Can I bring my family as well?
The E-7 holder can invite a spouse and minor children on the F-3 Accompanying Family Visa. F-3 restricts employment, but long-term stay and school enrollment are allowed. If the spouse also needs to work, the route is to receive F-3 first and then separately change status from F-3 to a work visa such as E-7. Inviting parents falls under the Visiting·Cohabitation (F-1) route in principle, and the conditions are considerably more stringent.
Consultation Information
With E-7, the requirements and document composition shift completely depending on which of the 85 occupations you apply under. If you want occupation matching, employer-requirement review, and job description drafting all checked in one pass, reach out below. VISION Administrative Office provides pre-review based on actual issuance history for each occupation.
VISION Administrative Office
- Phone: 02-363-2251
- Email: 5000meter@gmail.com
- Address: 3rd Floor, Seongwoo Building, 324 Toegye-ro, Jung-gu, Seoul (04614)
Preparing ① a summary of your home-country degree and experience, ② information about your Korean employer, and ③ an outline of the planned duties ahead of time will make the consultation go much faster.