After an E-9 worker is placed with a company, the employer has management obligations beyond an ordinary employment contract. EPS has specific insurance arrangements and reporting duties related to foreign workers.
1. EPS-specific insurance
The EPS information page identifies which party enrolls in each insurance. Some are the responsibility of the 사업주 – employer, while others are paid by the worker.
출국만기보험 – Departure Maturity Insurance
EPS lists this as employer insurance, with contributions calculated by reference to the wage basis stated in the Employment Permit. Employers should check the rate in force at enrollment rather than reuse an old percentage.
임금체불보증보험 – Wage Payment Guarantee Insurance
EPS also lists this on the employer side. Its purpose is to help protect workers from unpaid-wage risk within the prescribed coverage.
2. Other insurance systems
EPS also lists 고용보험, 산재보험, 건강보험 and 국민연금. Actual applicability and contribution rates should be checked according to the employer type, worker status and current instructions of each insurance authority.
Employers should not keep using one old spreadsheet for every E-9 worker year after year.
3. Report employment changes on time
EPS notes that employers must report certain changes involving foreign workers, such as changes in the employment relationship, leaving the workplace, injury or contract renewal where applicable.
Some information must be reported to the 고용센터 and immigration authority within prescribed periods. HR should assign a clear owner to track event dates and reporting deadlines.
4. Manage workplace changes properly
E-9 workers cannot change companies as freely as workers in a fully open labor market, but the law permits workplace changes in specified situations. EPS gives examples such as contract expiry, business suspension/closure, cancellation/restriction of employment permission, or circumstances making continued employment impossible.
When the law permits a transfer, employers should address disputes early and maintain complete records rather than delay the process.
5. Housing and deductions must be transparent
If the employer provides housing or meals, the conditions and worker contribution should be explained in advance. EPS provides multilingual forms consenting to deductions for food and accommodation.
A deduction that has “always been done this way” can become a dispute if the worker was not properly informed or the practice no longer matches current guidance.
HR checklist for E-9 management
• Keep the Employment Permit and Standard Labor Contract.
• Track contract and residence-status expiry dates.
• Check insurance when the worker is placed.
• Keep wage and deduction evidence.
• Assign responsibility for safety and communication with foreign workers.
• Track reporting duties when circumstances change.
• Check EPS/고용24 updates before renewal or changes to conditions.
Official sources
• EPS – Insurance types and responsible parties: https://www.eps.go.kr/eo/EmployPerSystem.eo?tabGb=06
• EPS – Management and changes involving foreign workers: https://www.eps.go.kr/eo/process.eo
• 고용노동부 – Ministry of Employment and Labor: https://www.moel.go.kr/
Fees, insurance rates and scope may change. Check the latest EPS/고용24 and insurance-authority guidance before acting.