Agriculture and fisheries E-7-4 hiring: prepare the employer evidence

Before using news of expanded skilled-worker hiring in agriculture, livestock and fisheries, organise the business's industry, national workforce and each foreign employee's current status. A published maximum is not one formula for every business or every foreign worker.

What changed in June 2026?

The Ministry of Justice described an extension of the E-7-4 special hiring-cap treatment to agriculture, livestock and fisheries. Its announcement states a maximum of 50% based on the number of national employees and says the improvement also applies to E-7-4R.

“Based on national employees” and “maximum” matter. Do not turn this into a statement that half of all company staff may simply be foreign. Applicable counting rules and exceptions must be matched to the workplace.

Prepare the employer evidence

Ensure business and employment records concern the same workplace. Explain how multiple sites relate to the vacancy.

Why not multiply one headcount?

A staffing number alone does not settle the relevant period, workers counted, business category or exception. Do not describe “staff × maximum percentage” as a confirmed hiring allocation.

Identify the evidence and counting basis for review, then track requested positions, numbers under review and confirmed outcomes separately.

Fictional example: two operating sites

A fictional agricultural business operates two locations and requests additional workers. Instead of giving only headquarters headcount, identify the actual worksite, related staffing records, current workers and proposed tasks.

Distinguish a short seasonal need from a continuing skilled role. Site-specific duties and employment records give the reviewer a defined scope.

Employer and worker checks are separate

A company's possible allocation does not automatically confirm a worker's language, income or work history. A well-prepared worker does not remove the need for employer evidence.

Gyeonggi's June 2026 revised recommendation notice separately discusses expanded agricultural/fisheries treatment and service-history treatment after unavoidable job changes. Keep the different improvements and their evidence separate rather than calling everything one relaxation.

Send a reviewable summary

Provide industry, actual site, period covered by national-employment records, current foreign-worker categories and the vacancy's terms. Ask separately about applicable treatment, counting evidence and personal follow-up checks.

Keep the data date, source and outstanding information. If staffing or duties change, tell the reviewer which figures changed before reusing an earlier assessment.

Turn the preparation into your next step

GEA employer recruitment consultation

GEA handles employment counselling and employment connections. Visa and residence administration is handled by its partner, Now Together Administrative Agent Office.

Related reading: Hiring foreign staff: define the work before nationality and headcount · Explaining pay to foreign staff: contract salary and take-home pay

Official sources: 법무부 2026년 6월 제도 개선 · 경기도 2026-5708 추천계획 변경 공고

Prepared by GEA · Sources checked: 24 October 2026