취업비자
E-7 비자 근무처 변경과 체류기간 연장 가이드
2026.07.18 · 한강프리미어행정사사무소
E-7 비자로 근무 중인 외국인 근로자나 이들을 고용한 기업이 자주 어려움을 겪는 부분이 바로 근무처 변경과 체류기간 연장입니다. 정확한 법률 지식 없이 근무처를 변경하거나 체류기간 연장을 준비하면 수백만 원의 범칙금이나 외국인 강제퇴거로 이어질 수 있어 각별한 주의가 필요합니다. 이 글에서는 근무처 변경 시 사전허가와 사후신고를 구분하는 기준, 이적동의서가 면제되는 경우, 그리고 체류기간 연장 심사에서 확인하는 핵심 요건을 상세히 정리해드립니다.
근무처 변경, 사전허가 대상과 사후신고 대상은 다릅니다
E-7 비자는 원칙적으로 최초 고용 허가를 받은 특정 사업장에서 지정된 직무만을 수행하는 것을 전제로 발급됩니다. 따라서 외국인 근로자가 다른 회사로 이직하거나, 기업이 다른 회사에서 근무하던 E-7 비자 소지자를 채용하려면 출입국관리법에 따른 근무처 변경 절차를 거쳐야 하며, 이 절차는 직종에 따라 사전허가 대상과 사후신고 대상으로 엄격히 구분됩니다.
기계공학기술자, 해외영업원, 디자이너, 주방장 및 조리사 등 국민 고용 보호가 필요한 대다수의 E-7 직종은 반드시 이직 전(새로운 근무처에서 업무를 시작하기 전)에 관할 출입국·외국인관서로부터 근무처 변경 허가를 받아야 합니다. 사전 허가 없이 새로운 직장에서 근무를 시작하면 출입국관리법 제21조 위반으로 외국인과 고용주 모두 중대한 범칙금 처분을 받을 수 있으며, 외국인은 강제퇴거 대상이 될 수도 있습니다.
반면 판매·사무직 등 14개 직종에 한해서는 근무처를 변경한 사유가 발생한 날로부터 15일 이내에 사후신고만으로 처리할 수 있습니다. 다만 본인이 사후신고 대상인지 여부를 스스로 판단해 임의로 이직하는 것은 매우 위험하므로, 이직 전에 행정사 등 전문가를 통해 본인의 세부 체류자격(직종 코드)에 해당하는 절차를 정확히 확인하는 것이 안전합니다.
이적동의서, 예외적으로 면제되는 경우가 있습니다
근무처를 변경할 때 가장 핵심이 되는 서류는 기존 고용주가 발급하는 이적동의서입니다. 근로계약 기간이 남아있는 상태에서 이직하려면 원칙적으로 기존 사업주의 동의가 필요합니다. 다만 다음과 같은 사유가 객관적으로 입증되면 이적동의서 없이도 근무처 변경이 가능합니다.
- 사업장의 휴업 또는 폐업
- 사용자의 귀책사유로 인한 임금 체불 (노동청 진정 접수 및 그 결과로 임금 체불 사실이 확인된 경우)
- 부당해고 등 정상적인 근로관계를 지속할 수 없는 중대한 사유
이적동의서가 면제되더라도 근무처 변경이 자동으로 승인되는 것은 아닙니다. 새로운 고용업체 역시 내국인 고용 비율, 최소 임금 요건, 세금 납부 여부 등 E-7 비자 발급 요건을 완벽히 갖추고 있어야 하며, 외국인이 맡을 직무가 기존에 허가받은 E-7 직종과 일치하거나 연관성이 높아야 최종 승인됩니다.
체류기간 연장, 소득요건과 고용업체 자격을 함께 봅니다
E-7 비자의 1회 부여 체류기간 상한은 통상 3년(일부 우수인재 등은 최대 5년)이며, 체류기간 만료 전 반드시 연장 허가를 받아야 계속 근무할 수 있습니다. 최근 출입국·외국인청은 외국인 전문인력의 질적 관리와 내국인 고용 보호를 위해 임금 요건과 업체 건전성을 매우 엄격하게 검증하는 추세입니다. 연장 심사에서는 크게 두 가지를 확인합니다.
첫째는 소득(임금) 요건입니다. 체류기간 연장 시 가장 잦은 불허 사유가 바로 이 요건 미충족인데, E-7 비자는 직종별로 요구되는 최소 임금 기준(전년도 1인당 GNI의 80% 또는 직종에 따라 100% 이상)이 법무부 고시로 정해져 있습니다. 연장 심사 시에는 세무서에서 발행한 소득금액증명원을 통해 실제로 해당 임금이 지급되었는지를 철저히 확인하며, 계약서상의 임금과 실제 신고된 소득이 다르거나 최저임금법·E-7 임금 기준에 못 미치는 경우에는 체류기간 연장이 거부되거나 1개월 이하의 출국유예만 조건부로 허가될 수 있습니다.
둘째는 고용 업체의 자격 유지 여부입니다. 최초 비자 발급 당시에는 요건을 갖추었더라도 연장 시점에 미달되면 문제가 됩니다. 국세·지방세 체납 사실이 있으면 연장을 비롯한 각종 체류 민원이 제한되며, 국민 고용 보호 직종의 경우 내국인 상시근로자 수(고용보험 3개월 이상 가입자 기준) 대비 외국인 비율이 통상 20% 이내로 유지되고 있는지도 재심사합니다. 기업의 경영 악화로 이러한 요건을 충족하지 못하게 될 경우에는, 사전에 그 사유를 명확히 소명할 자료를 준비하거나 합법적인 근무처 변경 절차를 모색해야 합니다.
외국인 직원의 퇴사, 이직, 비자 연장은 단순한 인사관리 업무가 아닙니다. 출입국관리법은 매우 복잡하고 지침도 자주 개정되기 때문에, 실무자가 최신 법령을 모두 파악해 대처하기는 쉽지 않습니다. 작은 서류 누락이나 15일 이내 신고 기한을 넘기는 것만으로도 기업에 수백만 원의 범칙금이 발생할 수 있습니다. 한강프리미어행정사사무소는 기업의 상황과 외국인의 자격을 정확히 진단하고, 근무처 변경 가능 여부 진단부터 체류기간 연장 서류 준비까지 빈틈없이 함께합니다.
Foreign workers on an E-7 visa — and the companies that employ them — often run into difficulty with two things: changing workplaces and extending their stay period. Handling a workplace change or a stay extension without accurate knowledge of the relevant law can lead to fines of several million won or even forced deportation, so this deserves careful attention. This article lays out, in detail, how to tell whether your occupation requires pre-approval or post-notification when changing workplaces, when the transfer consent requirement can be waived, and the key requirements checked during a stay extension review.
Changing Workplaces: Pre-Approval vs. Post-Notification
An E-7 visa is, in principle, issued on the premise that the holder will perform only the designated duties at the specific workplace for which initial employment approval was granted. So if a foreign worker moves to a different company, or a company wants to hire someone who already holds an E-7 visa from another employer, a workplace change procedure under the Immigration Control Act is required — and which procedure applies depends strictly on the occupation.
Most E-7 occupations that call for protecting domestic employment — mechanical engineering technicians, overseas sales representatives, designers, head chefs and cooks, among others — require workplace change approval from the relevant immigration office before the change (that is, before starting work at the new workplace). Starting work at a new employer without this prior approval is a violation of Article 21 of the Immigration Control Act, and can result in significant fines for both the foreign worker and the employer, with the worker also facing forced deportation.
By contrast, a limited set of 14 occupations — including sales and office roles — can be handled through post-notification alone, filed within 15 days of the change. That said, deciding for yourself whether you fall into this post-notification category and changing jobs on that assumption is very risky; it's safer to confirm the exact procedure that applies to your specific residency status (occupation code) with an administrative expert before making the move.
Transfer Consent: When It Can Be Waived
The single most important document when changing workplaces is the transfer consent form issued by your existing employer. If you still have time remaining on your employment contract and want to change jobs, you generally need your current employer's consent. However, the consent requirement can be waived if one of the following is objectively established:
- The business has suspended or closed operations
- Wage arrears caused by the employer (confirmed by filing a complaint with the labor office and the resulting findings)
- Unfair dismissal or another serious reason making it impossible to continue a normal employment relationship
Even when the consent requirement is waived, the workplace change isn't automatically approved. The new employer must also fully meet E-7 visa issuance requirements — including its ratio of domestic hires, minimum wage standards, and tax payment status — and the new duties must match or be closely related to the occupation originally approved for the worker before the change receives final approval.
Extending Your Stay: Income Requirements and Employer Eligibility
An E-7 visa is generally granted for up to 3 years per period (up to 5 years for outstanding talent and similar categories), and you must obtain an extension before the current period expires to keep working. Immigration offices have recently been scrutinizing income requirements and employer soundness very strictly, in order to manage the quality of foreign professional talent and protect domestic employment. The extension review generally checks two things.
The first is the income (wage) requirement — the single most common reason for denial. E-7 visas carry a minimum wage standard set by Ministry of Justice notice for each occupation (at least 80% of the prior year's per-capita GNI, or 100% or more depending on the occupation). During the review, immigration offices closely verify — through an income certificate issued by the tax office — whether that wage was actually paid. If the wage stated in the contract differs from the income actually reported, or falls short of the minimum wage law or the E-7 wage standard, the extension can be denied, or only a conditional departure grace period of one month or less may be granted.
The second is whether the employer still meets eligibility requirements. Even if the company met the requirements when the visa was first issued, problems arise if it no longer does at the time of extension. Any outstanding national or local tax arrears will restrict the extension and other residency applications, and for occupations subject to domestic employment protection, the review also re-checks whether the ratio of foreign to regular domestic employees (based on those enrolled in employment insurance for 3 or more months) is still kept within the usual cap of around 20%. If a company's deteriorating business situation makes it unable to meet these requirements, it needs to either prepare documentation that clearly explains the reason in advance, or pursue a lawful workplace change procedure.
Handling a foreign employee's resignation, job change, or visa extension isn't simple HR administration. The Immigration Control Act is highly complex and its guidelines are revised frequently, making it difficult for in-house staff to keep track of every current rule. Even a small missing document, or simply missing the 15-day notification deadline, can result in fines of several million won for the company. Hangang Premier Administrative Agency Office accurately assesses your company's situation and the foreign worker's eligibility, and supports you every step of the way — from determining whether a workplace change is possible, to preparing the documents for a stay extension.
持E-7签证工作的外国劳动者及聘用他们的企业,经常在工作单位变更与居留期限延长这两方面遇到困难。若没有准确的法律知识就变更工作单位或准备延长居留期限,可能导致数百万韩元的罚款甚至外国人被强制遣返,因此需要格外注意。本文将详细整理变更工作单位时区分事前许可与事后申报的标准、可豁免转职同意书的情形,以及居留期限延长审查中确认的核心要件。
变更工作单位,事前许可对象与事后申报对象有所不同
E-7签证原则上是以持有人仅在最初获批雇佣的特定营业场所从事指定工作为前提发放的。因此,外国劳动者若跳槽至其他公司,或企业欲聘用原在其他公司工作的E-7签证持有者,均须依《出入境管理法》履行工作单位变更手续,该手续按职种严格区分为事前许可对象与事后申报对象。
机械工程技术员、海外营业员、设计师、主厨及厨师等大多数需要保护国民就业的E-7职种,必须在跳槽前(即在新工作单位开始工作之前)获得管辖出入境·外国人厅的工作单位变更许可。未经事前许可就在新单位开始工作,将违反《出入境管理法》第21条,外国人与雇主双方均可能面临重大罚款处分,外国人还可能成为强制遣返对象。
相反,销售·办公类等14个职种,仅须在发生变更事由之日起15天内进行事后申报即可处理。但自行判断是否属于事后申报对象并擅自跳槽风险很大,建议在跳槽前通过行政士等专业人士准确确认自身细分居留资格(职种代码)对应的手续。
转职同意书,存在例外豁免的情形
变更工作单位时最核心的资料是原雇主出具的转职同意书。若劳动合同期限尚未届满而欲跳槽,原则上须获得原雇主的同意。但如能客观证明以下事由,即使没有转职同意书也可变更工作单位。
- 营业场所停业或歇业
- 因雇主责任导致的工资拖欠(向劳动厅提出申诉并经确认工资拖欠属实的情形)
- 不当解雇等无法继续维持正常劳动关系的重大事由
即使豁免了转职同意书,工作单位变更也不会自动获批。新雇佣企业同样须完全具备E-7签证发放要件,包括国民雇佣比例、最低工资要件、纳税情况等,且外国人将从事的工作须与原获批的E-7职种一致或高度相关,方能最终获批。
延长居留期限,须同时审查收入要件与雇佣企业资格
E-7签证单次发放的居留期限上限通常为3年(部分优秀人才等最长可达5年),须在居留期限届满前获得延期许可方可继续工作。近来出入境·外国人厅为加强对外国专业人才的质量管理及保护国民就业,对工资要件与企业健全性的审查日趋严格。延期审查主要确认以下两点。
第一是收入(工资)要件。延长居留期限时最常见的不予许可事由正是未满足该要件——E-7签证按职种设有法务部公告规定的最低工资标准(上一年度人均GNI的80%,部分职种为100%以上)。延期审查时,会通过税务署出具的所得金额证明书严格核实该工资是否实际发放。若合同工资与实际申报所得不符,或未达到最低工资法·E-7工资标准,可能导致延期被拒,或仅有条件获批1个月以下的出境宽限期。
第二是雇佣企业是否维持资格。即使在最初签发签证时符合要件,若延期时不再符合则会成为问题。存在国税·地方税欠缴事实时,延期等各类居留申请均会受限;对于需保护国民就业的职种,还会重新审查外国人占常勤国民劳动者(以加入雇佣保险3个月以上者为准)比例是否维持在通常20%以内。若企业因经营状况恶化而无法满足这些要件,须提前准备清楚说明原因的资料,或寻求合法的工作单位变更程序。
外国员工的离职、跳槽、签证延期并非简单的人事管理事务。《出入境管理法》体系十分复杂且指南经常修订,企业内部人员难以全面掌握最新法令并妥善应对。哪怕只是遗漏一份小资料,或错过15天内的申报期限,都可能给企业带来数百万韩元的罚款。韩江Premier行政士事务所会准确诊断企业情况与外国人资格,从工作单位变更可行性诊断到居留期限延长资料准备,全程为您严密把关。
Việc thay đổi nơi làm việc và gia hạn thời gian cư trú là những vấn đề mà người lao động nước ngoài có visa E-7 và doanh nghiệp tuyển dụng họ thường xuyên gặp khó khăn. Nếu thay đổi nơi làm việc hoặc chuẩn bị gia hạn thời gian cư trú mà không có kiến thức pháp luật chính xác, có thể dẫn đến tiền phạt hàng triệu won hoặc trục xuất người nước ngoài, vì vậy cần đặc biệt lưu ý. Bài viết này sẽ tổng hợp chi tiết tiêu chuẩn phân biệt cho phép trước và báo cáo sau khi thay đổi nơi làm việc, các trường hợp được miễn giấy đồng ý chuyển việc, và yêu cầu cốt lõi được xác nhận trong xét duyệt gia hạn thời gian cư trú.
Thay đổi nơi làm việc, đối tượng cho phép trước và báo cáo sau khác nhau
Visa E-7 về nguyên tắc được cấp với tiền đề chỉ thực hiện công việc được chỉ định tại nơi làm việc cụ thể đã được cấp phép tuyển dụng ban đầu. Do đó, nếu người lao động nước ngoài chuyển sang công ty khác, hoặc doanh nghiệp muốn tuyển dụng người đã có visa E-7 đang làm việc tại công ty khác, phải trải qua thủ tục thay đổi nơi làm việc theo Luật Quản lý Xuất nhập cảnh, và thủ tục này được phân chia nghiêm ngặt thành đối tượng cho phép trước và đối tượng báo cáo sau tùy theo ngành nghề.
Đối với phần lớn ngành nghề E-7 cần bảo vệ việc làm cho công dân như kỹ sư cơ khí, nhân viên kinh doanh nước ngoài, nhà thiết kế, đầu bếp trưởng và đầu bếp, bắt buộc phải được cơ quan xuất nhập cảnh quản lý cho phép thay đổi nơi làm việc trước khi chuyển việc (tức trước khi bắt đầu công việc tại nơi làm việc mới). Nếu bắt đầu làm việc tại nơi làm việc mới mà không có sự cho phép trước, sẽ vi phạm Điều 21 Luật Quản lý Xuất nhập cảnh, cả người nước ngoài và người sử dụng lao động đều có thể bị xử phạt nghiêm trọng, và người nước ngoài còn có thể bị trục xuất.
Ngược lại, chỉ riêng 14 ngành nghề như bán hàng·văn phòng thì chỉ cần báo cáo sau trong vòng 15 ngày kể từ ngày phát sinh lý do thay đổi nơi làm việc. Tuy nhiên, việc tự mình phán đoán bản thân có thuộc đối tượng báo cáo sau hay không rồi tùy tiện chuyển việc rất rủi ro, vì vậy nên xác nhận chính xác thủ tục phù hợp với tư cách cư trú chi tiết (mã ngành nghề) của bản thân thông qua chuyên gia hành chính sĩ trước khi chuyển việc.
Giấy đồng ý chuyển việc, có trường hợp được miễn ngoại lệ
Hồ sơ quan trọng nhất khi thay đổi nơi làm việc là giấy đồng ý chuyển việc do người sử dụng lao động hiện tại cấp. Nếu muốn chuyển việc trong khi hợp đồng lao động vẫn còn thời hạn, về nguyên tắc cần được sự đồng ý của người sử dụng lao động hiện tại. Tuy nhiên, nếu chứng minh được khách quan các lý do sau đây thì có thể thay đổi nơi làm việc mà không cần giấy đồng ý chuyển việc.
- Nơi làm việc tạm ngừng hoặc đóng cửa kinh doanh
- Chậm trả lương do lỗi của người sử dụng lao động (trường hợp đã nộp đơn khiếu nại tại cơ quan lao động và xác nhận được sự việc chậm trả lương qua kết quả xử lý)
- Sa thải bất công hoặc lý do nghiêm trọng khác khiến không thể tiếp tục quan hệ lao động bình thường
Ngay cả khi được miễn giấy đồng ý chuyển việc, việc thay đổi nơi làm việc không tự động được phê duyệt. Doanh nghiệp tuyển dụng mới cũng phải hoàn toàn đáp ứng các yêu cầu cấp visa E-7 như tỷ lệ tuyển dụng người trong nước, yêu cầu lương tối thiểu, tình trạng nộp thuế, và công việc mà người nước ngoài sẽ đảm nhận phải trùng khớp hoặc liên quan chặt chẽ với ngành nghề E-7 đã được cấp phép trước đó mới được phê duyệt cuối cùng.
Gia hạn thời gian cư trú, xem xét đồng thời yêu cầu thu nhập và tư cách của doanh nghiệp tuyển dụng
Thời gian cư trú tối đa cấp một lần của visa E-7 thường là 3 năm (một số nhân tài xuất sắc tối đa 5 năm), và phải được gia hạn trước khi thời gian cư trú hết hạn mới có thể tiếp tục làm việc. Gần đây, Cục Xuất nhập cảnh·Người nước ngoài đang có xu hướng kiểm tra rất nghiêm ngặt yêu cầu về lương và tính lành mạnh của doanh nghiệp để quản lý chất lượng nhân lực chuyên môn nước ngoài và bảo vệ việc làm cho công dân. Xét duyệt gia hạn chủ yếu xác nhận hai điều sau.
Thứ nhất là yêu cầu về thu nhập (lương). Đây là lý do bị từ chối phổ biến nhất khi gia hạn thời gian cư trú, visa E-7 có tiêu chuẩn lương tối thiểu theo từng ngành nghề được Bộ Tư pháp công bố (từ 80% GNI bình quân đầu người năm trước, hoặc từ 100% trở lên tùy ngành nghề). Khi xét duyệt gia hạn, cơ quan sẽ kiểm tra kỹ lưỡng xem mức lương đó có thực sự được chi trả hay không thông qua giấy chứng nhận số tiền thu nhập do sở thuế cấp, và nếu lương ghi trong hợp đồng khác với thu nhập thực tế đã khai báo, hoặc không đạt tiêu chuẩn Luật Tiền lương tối thiểu·tiêu chuẩn lương E-7, việc gia hạn có thể bị từ chối hoặc chỉ được cấp phép có điều kiện thời gian gia hạn xuất cảnh dưới 1 tháng.
Thứ hai là việc duy trì tư cách của doanh nghiệp tuyển dụng. Ngay cả khi đáp ứng yêu cầu vào thời điểm cấp visa lần đầu, nếu không đáp ứng được vào thời điểm gia hạn thì sẽ trở thành vấn đề. Nếu có nợ thuế quốc gia·thuế địa phương, sẽ bị hạn chế gia hạn và các thủ tục cư trú khác, và đối với ngành nghề cần bảo vệ việc làm cho công dân, cơ quan cũng sẽ xét duyệt lại xem tỷ lệ người nước ngoài so với số lượng nhân viên thường xuyên trong nước (tính theo số người tham gia bảo hiểm việc làm từ 3 tháng trở lên) có được duy trì trong khoảng 20% như thông thường hay không. Nếu doanh nghiệp không thể đáp ứng các yêu cầu này do tình hình kinh doanh xấu đi, cần chuẩn bị trước tài liệu giải trình rõ ràng lý do hoặc tìm kiếm thủ tục thay đổi nơi làm việc hợp pháp.
Việc nghỉ việc, chuyển việc, gia hạn visa của nhân viên nước ngoài không phải là công việc quản lý nhân sự đơn giản. Luật Quản lý Xuất nhập cảnh rất phức tạp và hướng dẫn thường xuyên được sửa đổi, nên người phụ trách trong doanh nghiệp khó có thể nắm bắt và ứng phó với toàn bộ quy định mới nhất. Chỉ cần thiếu một hồ sơ nhỏ hoặc bỏ lỡ thời hạn báo cáo trong vòng 15 ngày cũng có thể khiến doanh nghiệp phải chịu tiền phạt hàng triệu won. Văn phòng Hành chính sĩ Hangang Premier chẩn đoán chính xác tình hình của doanh nghiệp và tư cách của người nước ngoài, đồng hành từng bước từ chẩn đoán khả năng thay đổi nơi làm việc đến chuẩn bị hồ sơ gia hạn thời gian cư trú.
การเปลี่ยนสถานที่ทำงานและการขยายระยะเวลาพำนักเป็นปัญหาที่แรงงานต่างชาติที่ถือวีซ่า E-7 และบริษัทที่ว่าจ้างพวกเขามักประสบความยากลำบากอยู่เสมอ หากเปลี่ยนสถานที่ทำงานหรือเตรียมขยายระยะเวลาพำนักโดยไม่มีความรู้ทางกฎหมายที่ถูกต้อง อาจนำไปสู่ค่าปรับหลายล้านวอนหรือการเนรเทศชาวต่างชาติ จึงต้องระมัดระวังเป็นพิเศษ บทความนี้จะสรุปรายละเอียดเกณฑ์การแบ่งแยกระหว่างการขออนุญาตล่วงหน้าและการแจ้งภายหลังเมื่อเปลี่ยนสถานที่ทำงาน กรณีที่ได้รับการยกเว้นหนังสือยินยอมการเปลี่ยนงาน และข้อกำหนดสำคัญที่ต้องตรวจสอบในการพิจารณาขยายระยะเวลาพำนัก
การเปลี่ยนสถานที่ทำงาน ผู้ที่ต้องขออนุญาตล่วงหน้าและผู้ที่แจ้งภายหลังต่างกัน
วีซ่า E-7 โดยหลักการจะออกให้บนสมมติฐานว่าจะทำงานเฉพาะตามที่กำหนดในสถานที่ทำงานเฉพาะที่ได้รับอนุญาตการจ้างงานตั้งแต่แรกเท่านั้น ดังนั้น หากแรงงานต่างชาติย้ายไปบริษัทอื่น หรือบริษัทต้องการว่าจ้างผู้ที่ถือวีซ่า E-7 อยู่แล้วซึ่งกำลังทำงานที่บริษัทอื่น จะต้องผ่านขั้นตอนการเปลี่ยนสถานที่ทำงานตามกฎหมายควบคุมคนเข้าเมือง และขั้นตอนนี้แบ่งอย่างเข้มงวดเป็นกลุ่มที่ต้องขออนุญาตล่วงหน้าและกลุ่มที่ต้องแจ้งภายหลัง ตามแต่ละสายอาชีพ
สำหรับสายอาชีพ E-7 ส่วนใหญ่ที่จำเป็นต้องคุ้มครองการจ้างงานของคนในชาติ เช่น วิศวกรเครื่องกล พนักงานขายต่างประเทศ นักออกแบบ หัวหน้าเชฟและเชฟ จำเป็นต้องได้รับอนุญาตการเปลี่ยนสถานที่ทำงานจากสำนักงานตรวจคนเข้าเมืองก่อนเปลี่ยนงาน (คือก่อนเริ่มทำงานที่สถานที่ทำงานใหม่) หากเริ่มทำงานที่สถานที่ทำงานใหม่โดยไม่ได้รับอนุญาตล่วงหน้า จะถือเป็นการฝ่าฝืนมาตรา 21 ของกฎหมายควบคุมคนเข้าเมือง ทั้งชาวต่างชาติและนายจ้างอาจถูกลงโทษอย่างรุนแรง และชาวต่างชาติอาจถูกเนรเทศได้ด้วย
ในทางกลับกัน มีเพียง 14 สายอาชีพ เช่น งานขาย·งานสำนักงาน ที่เพียงแค่ต้องแจ้งภายหลังภายใน 15 วันนับจากวันที่เกิดเหตุการเปลี่ยนสถานที่ทำงาน อย่างไรก็ตาม การตัดสินใจด้วยตนเองว่าตนอยู่ในกลุ่มที่แจ้งภายหลังหรือไม่แล้วเปลี่ยนงานตามอำเภอใจนั้นมีความเสี่ยงสูง จึงควรตรวจสอบขั้นตอนที่เหมาะสมกับสถานะการพำนักโดยละเอียด (รหัสสายอาชีพ) ของตนเองผ่านผู้เชี่ยวชาญนักบริหารราชการก่อนเปลี่ยนงาน
หนังสือยินยอมการเปลี่ยนงาน มีบางกรณีที่ได้รับการยกเว้นเป็นพิเศษ
เอกสารที่สำคัญที่สุดเมื่อเปลี่ยนสถานที่ทำงานคือหนังสือยินยอมการเปลี่ยนงานที่ออกโดยนายจ้างปัจจุบัน หากต้องการเปลี่ยนงานในขณะที่สัญญาจ้างงานยังมีผลอยู่ โดยหลักการจำเป็นต้องได้รับความยินยอมจากนายจ้างปัจจุบัน อย่างไรก็ตาม หากสามารถพิสูจน์เหตุผลต่อไปนี้ได้อย่างเป็นกลาง ก็สามารถเปลี่ยนสถานที่ทำงานได้โดยไม่ต้องมีหนังสือยินยอมการเปลี่ยนงาน
- สถานที่ทำงานหยุดดำเนินการชั่วคราวหรือปิดกิจการ
- การจ่ายเงินเดือนล่าช้าเนื่องจากความผิดของนายจ้าง (กรณีที่ได้ยื่นเรื่องร้องเรียนที่หน่วยงานแรงงานและยืนยันข้อเท็จจริงเรื่องการจ่ายเงินเดือนล่าช้าผ่านผลการดำเนินการแล้ว)
- การเลิกจ้างอย่างไม่เป็นธรรมหรือเหตุผลร้ายแรงอื่นๆ ที่ทำให้ไม่สามารถรักษาความสัมพันธ์การจ้างงานตามปกติได้
แม้จะได้รับการยกเว้นหนังสือยินยอมการเปลี่ยนงาน การเปลี่ยนสถานที่ทำงานก็ไม่ได้รับการอนุมัติโดยอัตโนมัติ บริษัทที่ว่าจ้างใหม่ก็ต้องปฏิบัติตามข้อกำหนดการออกวีซ่า E-7 อย่างครบถ้วน เช่น อัตราส่วนการจ้างงานคนในประเทศ ข้อกำหนดค่าจ้างขั้นต่ำ สถานะการชำระภาษี และงานที่ชาวต่างชาติจะรับผิดชอบต้องตรงกันหรือเกี่ยวข้องอย่างใกล้ชิดกับสายอาชีพ E-7 ที่เคยได้รับอนุญาตมาก่อน จึงจะได้รับการอนุมัติขั้นสุดท้าย
การขยายระยะเวลาพำนัก พิจารณาทั้งข้อกำหนดรายได้และคุณสมบัติของบริษัทที่ว่าจ้างไปพร้อมกัน
ระยะเวลาพำนักสูงสุดที่ออกให้ครั้งเดียวของวีซ่า E-7 โดยทั่วไปคือ 3 ปี (บุคลากรผู้มีความสามารถบางส่วนสูงสุด 5 ปี) และต้องขยายเวลาก่อนที่ระยะเวลาพำนักจะหมดอายุจึงจะสามารถทำงานต่อไปได้ ในระยะหลัง สำนักงานตรวจคนเข้าเมือง·คนต่างด้าวมีแนวโน้มที่จะตรวจสอบข้อกำหนดค่าจ้างและความมั่นคงของบริษัทอย่างเข้มงวดมาก เพื่อควบคุมคุณภาพของบุคลากรผู้เชี่ยวชาญชาวต่างชาติและคุ้มครองการจ้างงานของคนในชาติ การพิจารณาขยายเวลาส่วนใหญ่จะตรวจสอบสองประการดังนี้
ประการแรกคือข้อกำหนดด้านรายได้ (ค่าจ้าง) นี่คือเหตุผลที่พบบ่อยที่สุดในการถูกปฏิเสธเมื่อขยายระยะเวลาพำนัก วีซ่า E-7 มีมาตรฐานค่าจ้างขั้นต่ำตามแต่ละสายอาชีพที่ประกาศโดยกระทรวงยุติธรรม (ตั้งแต่ 80% ของ GNI ต่อหัวปีก่อนหน้า หรือตั้งแต่ 100% ขึ้นไปขึ้นอยู่กับสายอาชีพ) เมื่อพิจารณาขยายเวลา หน่วยงานจะตรวจสอบอย่างละเอียดว่ามีการจ่ายค่าจ้างนั้นจริงหรือไม่ผ่านหนังสือรับรองจำนวนรายได้ที่ออกโดยกรมสรรพากร และหากค่าจ้างที่ระบุในสัญญาแตกต่างจากรายได้จริงที่แจ้งไว้ หรือไม่ถึงมาตรฐานกฎหมายค่าจ้างขั้นต่ำ·มาตรฐานค่าจ้าง E-7 การขยายเวลาอาจถูกปฏิเสธ หรือได้รับอนุญาตแบบมีเงื่อนไขโดยให้ระยะเวลาขยายก่อนเดินทางออกน้อยกว่า 1 เดือน
ประการที่สองคือการรักษาคุณสมบัติของบริษัทที่ว่าจ้าง แม้จะตรงตามข้อกำหนดในช่วงที่ออกวีซ่าครั้งแรก แต่หากไม่ตรงตามข้อกำหนดในช่วงขยายเวลาก็จะกลายเป็นปัญหา หากมีหนี้ภาษีของประเทศ·ภาษีท้องถิ่นค้างชำระ จะถูกจำกัดในการขยายเวลาและขั้นตอนการพำนักอื่นๆ และสำหรับสายอาชีพที่จำเป็นต้องคุ้มครองการจ้างงานของคนในชาติ หน่วยงานก็จะพิจารณาใหม่ว่าสัดส่วนของชาวต่างชาติเทียบกับจำนวนพนักงานประจำในประเทศ (นับจากผู้เข้าร่วมประกันการจ้างงานตั้งแต่ 3 เดือนขึ้นไป) ยังคงอยู่ในช่วงประมาณ 20% ตามปกติหรือไม่ หากบริษัทไม่สามารถตรงตามข้อกำหนดเหล่านี้เนื่องจากสถานการณ์ทางธุรกิจที่แย่ลง จำเป็นต้องเตรียมเอกสารชี้แจงเหตุผลอย่างชัดเจนล่วงหน้า หรือหาขั้นตอนการเปลี่ยนสถานที่ทำงานที่ถูกต้องตามกฎหมาย
การลาออก การเปลี่ยนงาน การขยายวีซ่าของพนักงานต่างชาติไม่ใช่งานบริหารบุคคลธรรมดา กฎหมายควบคุมคนเข้าเมืองมีความซับซ้อนมากและแนวทางปฏิบัติมีการแก้ไขอยู่เสมอ ทำให้ผู้รับผิดชอบในบริษัทยากที่จะติดตามและรับมือกับกฎระเบียบล่าสุดทั้งหมดได้ เพียงแค่เอกสารเล็กน้อยขาดหายไปหรือพลาดกำหนดเวลาแจ้งภายใน 15 วัน ก็อาจทำให้บริษัทต้องเสียค่าปรับหลายล้านวอนได้ สำนักงานนักบริหารราชการ Hangang Premier วินิจฉัยสถานการณ์ของบริษัทและคุณสมบัติของชาวต่างชาติอย่างแม่นยำ ร่วมเดินทางไปกับคุณทีละขั้นตอน ตั้งแต่การวินิจฉัยความเป็นไปได้ในการเปลี่ยนสถานที่ทำงาน ไปจนถึงการเตรียมเอกสารขยายระยะเวลาพำนัก
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