Employer requirements and preparation
Hiring Filipino Workers in South Korea: Employer Requirements
Philippines-based, DMW-licensed overseas recruitment agency · Established in 1990
South Korea employer requirements should be reviewed before candidate sourcing or deployment promises. Use this planning guide to prepare a clear brief, distinguish recruitment routes and identify the Korean-side and Philippine-side checks relevant to your requirement.
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Preparation
South Korea Employer Requirements: Start with Three Questions
- Who is the employer? Identify the legal employing entity and the actual worksite.
- What is the work? Describe duties, qualifications, equipment, supervision and employment conditions.
- Which route applies? Confirm the relevant immigration and recruitment process with the responsible authorities or authorized advisers.
A recruitment agency’s license, a candidate’s trade certificate and an employer’s business registration answer different questions. None alone confirms that a particular worker can be recruited for a particular Korean position.
This is an initial planning checklist, not an official application checklist or an individual eligibility decision. ABD is a Philippine overseas recruitment agency established in 1990; its proposed role for your requirement must be confirmed separately.
Route assessment
Distinguish EPS from Specialist Recruitment
E-9 / Employment Permit System
Korea’s Ministry of Employment and Labor describes a government-managed sequence involving a sending-country roster, an employer permit, a labor contract and visa/entry stages. A private agency inquiry is not a substitute for that route.
E-7 / Specialist requirements
The precise subcategory, occupation, qualifications and employer conditions need review. Korea’s 2026 E-7 salary notice distinguishes subcategories and occupation-specific exceptions. A salary figure alone does not establish eligibility.
Do not assume seasonal, caregiving, production and specialist requirements are interchangeable. Where a different program or status is involved, obtain the applicable guidance before treating it as part of a private recruitment assignment. A change-of-status route for someone already in Korea should not automatically be applied to a new overseas recruit.
Employer brief
Information for an Initial Employer Review
Prepare the following business information. Label tentative items so they are not mistaken for approved employment terms:
- Employer identity: company name, registration details, business activity, address and authorized contact.
- Worksite: actual location, operating entity, supervisory arrangement and any contractor relationship.
- Occupations: detailed duties, headcount for each role, equipment and essential experience.
- Qualifications: education, trade credentials, licenses, language needs and assessment requirements.
- Employment terms: proposed pay, working hours, overtime arrangements, benefits, accommodation and contract duration.
- Schedule: intended start dates, interview availability and any phased requirement.
- Route and representation: proposed category and the Korean-side person responsible for confirming eligibility.
At this stage, avoid sending passports, medical records or other sensitive candidate documents through the general inquiry form. Agree the necessary records and a suitable transfer channel when an actual candidate assessment is authorized.
Document readiness
Documents: Separate Preparation from Formal Submission
Business registration, a detailed requirement, proposed employment terms and evidence of a representative’s authority can help an initial review. The final official set may depend on the occupation, employer, recruitment arrangement and the applicable Philippine and Korean processes.
Confirm whether employer or principal accreditation, requirement approval, contract verification, worker processing and departure documentation apply to the proposed case. Obtain the current checklist from the responsible Philippine office before arranging signatures, legalization or translation. This page does not replace that checklist.
Keep one consistent version of the employer name, worksite, occupation and contract terms across the records. If a material detail changes, ask whether documents or approvals need to be updated before proceeding. Do not use another project’s document set as evidence that yours is already accepted.
Accountability
Allocate Responsibilities Before Recruitment Starts
Korean employer or authorized representative
Confirm the employment conditions, worksite and occupation; establish the appropriate Korean-side process; and identify who manages employer submissions, immigration representation and workplace arrangements.
Philippine recruitment coordination
Agree ABD’s scope, candidate assessment method, employer interview process and the Philippine-side steps relevant to the engagement. Record who supplies documents, reviews them and approves the next stage.
Worker and authority decisions
Candidate information and acceptance must be handled through the proper process. Recruitment coordination cannot guarantee an authority’s decision or replace the worker’s informed agreement to employment terms.
Planning dependencies
Build a Milestone Schedule
Plan around decisions and completed requirements rather than a single promised arrival date. Useful milestones include scope confirmation, employer-document readiness, authorized sourcing, interviews, agreed skills assessment, contract processing and the applicable travel clearances.
Ask which stages can proceed together and which depend on an earlier approval. Include time for corrections and employer feedback. Commercial quotations should identify the scope, cost responsibilities, payment conditions and changes that could affect the schedule.
For a multi-site or phased requirement, maintain separate headcounts and dates. Record changes before candidates are assessed against outdated duties or employment terms.
Practical questions
Employer Requirements FAQs
Does a Philippine agency license authorize every Korea assignment?
No. General agency credentials and the requirements for a specific Korean engagement must be checked separately.
Can an E-7 salary threshold confirm the recruitment route?
No. The applicable occupation, subcategory, qualifications and employer conditions also need review.
Is this the complete official document list?
No. It prepares the initial discussion. The responsible authorities determine the actual submission requirements.
Where should an employer begin?
Read the South Korea recruitment overview, then send the employer brief. Korean agencies can also review the partnership guide.
Primary references
Official Sources and Review Date
Guidance checked on September 27, 2026. Requirements can change; confirm the applicable version before formal submission.
DMW Licensed
License No. DMW-360-LB-05242024-R
Department of Migrant Workers (DMW)
Send the roles, headcount, worksite and intended schedule so ABD can assess the next steps.
clients@abdoverseasmanpower.com · Contact ABD · ABD homepage
