Employment Permit System (EPS) Requirements for Filipino Workers Seeking Employment in the Republic of Korea (Updated to 9 June 2025)
I. Introduction
The Republic of Korea’s Employment Permit System (EPS) is a state-to-state hiring scheme that allows small and medium-sized Korean enterprises to employ non-professional foreign workers in sectors short of local labor (manufacturing, construction, agriculture & livestock, fisheries and selected services). The Philippines acceded to the EPS through a 2004 Memorandum of Understanding (MOU) between Seoul’s Ministry of Employment and Labor (MOEL) and what was then the Philippine Overseas Employment Administration (POEA). Today, administration on the Philippine side rests with the Department of Migrant Workers (DMW), created under Republic Act No. 11641 (2021).
II. Governing Legal Instruments
| Jurisdiction | Key Statutes / Regulations | Salient Provisions for EPS |
|---|---|---|
| Korea | • Employment of Foreign Workers Act (Act No. 8071, 2006; latest amendments 2024) • MOEL Enforcement Decrees & Notices • Labor Standards Act, Minimum Wage Act, Industrial Accident Compensation Insurance Act, National Pension Act |
Establishes EPS categories (E-9 visa), employer obligations, duration (3 yrs + 1 yr 10 mos extension), change-of-workplace rules and social-insurance coverage. |
| Philippines | • Migrant Workers & Overseas Filipinos Act – RA 8042 (1995) as amended by RA 10022 (2010) • RA 11641 (Department of Migrant Workers Act, 2021) • DMW Rules on Government-to-Government Hiring (2022) • DMW – MOEL EPS Implementing Guidelines (updated May 2025) |
Specifies no-placement-fee policy, regulates documentation (PEOS, EPS Test, PDOS, OEC), mandates mandatory insurance & OWWA membership, penalizes illegal recruitment and contract substitution. |
III. Core Eligibility Criteria for Filipino Applicants
| Criterion | Requirement |
|---|---|
| Age | 18–38 years at the time of roster submission to MOEL (Korea raised the ceiling from 35 to 38 in Feb 2023). |
| Education / Skills | No formal degree required; however, the employer may specify minimum high-school completion or relevant vocational certificates. |
| Work Experience | Preferably 1 year cumulative in the target sector, but not mandatory. |
| Criminal & Medical Clearance | • National Bureau of Investigation (NBI) clearance free of derogatory record. • Two-stage medical exam (Philippines pre-screening + Korea post-arrival) following MOEL Form 3 (tuberculosis, hepatitis, HIV, drug test). |
| Korean Language Ability | Passing the EPS-TOPIK (Test of Proficiency in Korean) or the newer Point-Based Korean Language & Skills Test (PBT) introduced 2021 for manufacturing. Minimum: 80/200 (Level 1) but ranking determines inclusion in the roster. |
| No Prior Overstay in Korea | Applicants who overstayed or violated immigration rules in Korea are disqualified for life. |
| No Multiple Filings | An individual may only lodge one active EPS application through the DMW; private recruitment agencies are forbidden. |
IV. Step-by-Step Procedural Flow
E-Registration & Pre-Employment Orientation Seminar (PEOS)
- Create an account on the DMW e-Registration portal.
- Complete eight PEOS online modules; print the PEOS certificate.
EPS-TOPIK / PBT Registration and Examination
- Pay the test fee (KRW 24,000, approx. PHP 1,000).
- Take the 50-item listening-reading exam or combined language/skills test.
- Results are valid for 2 years. Only those within the annual country quota advance.
Submission of Requirements to DMW
- Valid Philippine passport (min. 1 year validity).
- NBI clearance, PEOS certificate, medical clearance, 2 × 2 photos, processing fee receipt (PHP 1,000).
Roster Forwarding & Job Matching by HRD Korea
- DMW transmits qualified worker data to HRD Korea.
- Korean employers select candidates; HRD issues the Standard Employment Contract (SEC) countersigned by the worker at DMW.
E-9 Visa Issuance
- HRD Korea mails the Certificate for Confirmation of Visa Issuance (CCVI).
- Worker applies at the Korean Embassy in Manila; submits passport, SEC, CCVI, medical exam, and visa fee (approx. PHP 3,500).
Pre-Departure Orientation Seminar (PDOS) & Final Documentation
- Mandatory 1-day PDOS at OWWA/DMW.
- Enrollment in OWWA (USD 25), PhilHealth, Pag-IBIG, and migrant workers compulsory insurance.
- Issuance of Overseas Employment Certificate (OEC).
Departure & Post-Arrival Training
- Worker shoulders airfare but may deduct up to KRW 400,000 from future wages under settlement support rules.
- On arrival: 3-day MOEL training, Alien Registration Card (ARC) within 90 days, enrollment in National Pension, Health Insurance, Departure Guarantee Insurance, and Return Cost Insurance.
Employment Period & Extensions
- Initial contract: 1 year (construction/fisheries) or 3 years (manufacturing, agriculture); renewable up to an aggregate 4 years 10 months.
- A re-entry or special EPS-Re-Employment program allows return after a 3-month “cool-off” outside Korea, subject to point-based performance evaluation (since 2024).
V. Worker Rights and Protective Mechanisms
| Aspect | Legal Basis | Practical Effect |
|---|---|---|
| Minimum Wage | Korean Minimum Wage Act | KRW 9,860/hour (2025 rate) → monthly KRW 2,062,080 for 209 hours, exclusive of overtime. |
| Working Hours | Labor Standards Act | 40 hrs/week + max 12 hrs overtime; premium rate 150 %. |
| Rest & Leave | Labor Standards Act; MOEL Notice 2023-20 | Weekly 1-day rest; annual leave 11 days after 1 yr, progressively increasing. |
| Social Insurance | National Pension Act, National Health Insurance Act, Employment Insurance Act, Industrial Accident Act | Contributions split worker/employer; lump-sum pension refund at departure (Claim Form NR131). |
| Departure & Return Cost Insurance | Employment of Foreign Workers Act Art. 13-2 | Employer deposits KRW 1.3 M; worker deposits KRW 100,000/month for 12 months; both released on lawful return. |
| Grievance Redress | MOEL 24-hour hotline 1350 (multilingual); Seoul Global Center; Philippines POLO-OWWA, Migrant Workers Office in Seoul | Free mediation, labor inspection, shelter services. |
VI. Compliance, Violations & Penalties
Illegal Recruitment / Excessive Fees (Philippines)
- Collecting placement fees under a government-to-government scheme is a serious offense (RA 8042, Sec. 6).
- Penalties: imprisonment up to life and fine up to PHP 2 million; license cancellation for agencies.
Contract Substitution (Both Jurisdictions)
- Any alteration of the SEC without DMW and MOEL approval renders the contract void and exposes the employer to administrative fines (up to KRW 20 million) and worker to repatriation rights.
Overstay / Runaway (Korea)
- Administrative fine up to KRW 30 million or imprisonment up to 3 years; lifetime ban under Immigration Act Art. 11-1-2.
Unauthorized Transfer of Workplace
- Limited to three legitimate moves (employer closure, wage default, industrial accident) within the 4-year 10-month term.
VII. Repatriation, Re-entry & Reintegration
- Early Termination: airfare and unpaid wages must be settled prior to departure; DMW and POLO verify through an “exit clearance” checklist.
- Lump-Sum Withdrawal: National Pension refund obtainable via remittance to a Philippine bank or cash at Incheon Airport kiosks (max KRW 25 million).
- Reintegration Programs: DMW’s National Reintegration Center for OFWs (NRCO) offers free entrepreneurship training, OWWA Balik-Pinas Balik-Hanapbuhay livelihood grants up to PHP 30,000, and Skills Upgrading Scholarships (TESDA).
VIII. Practical Tips & Recent Developments (2024-2025)
- Online Roster Status Tracker: Since July 2024, applicants can monitor employer selection in real time via the MyEPS mobile app.
- Sector-Specific Skill Tests: Construction introduced a mandatory basic safety skills test (KBST) effective January 2025.
- Welfare Center Expansion: Three new EPS Support Centers opened in Gyeonggi-do and Jeollanam-do (Oct 2024) offering Tagalog-speaking counselors.
- Pregnancy & Maternity: Amendments to the Immigration Control Act (March 2025) protect pregnant E-9 workers from visa cancellation during maternity leave (90 days paid).
IX. Conclusion
The EPS remains one of the most transparent overseas employment channels available to Filipino workers, precisely because it is anchored on inter-governmental cooperation and backed by enforceable statutes in both the Philippines and the Republic of Korea. Compliance with the eligibility filters—chiefly the Korean-language test, medical standards, and documentary clearances—forms only the threshold. Sustained observance of labor-standards compliance, social-insurance contributions, and lawful duration of stay is essential to securing not just individual welfare but also the credibility of the Philippine labor supply under the EPS quota system.
For authoritative updates, Filipino workers should refer exclusively to official bulletins of the DMW (www.dmw.gov.ph) and MOEL’s EPS Center (www.eps.go.kr), and avoid unverified social-media pages or third-party “brokers” that collect fees prohibited by law.