Work permits and visas in Thailand

Work Permits and Visas in Thailand: A Guide for Employers and International Employees

If your company is expanding to Thailand or relocating a team member there, you must secure the correct work visa and work permit for that employee. Thailand requires foreigners to have both a valid visa and a work permit in order to live and work in the country legally. Ensuring all the paperwork is in order is essential—failing to do so can lead to serious problems for both the employee and the employer. Hiring in a foreign country can be complex without local expertise, often requiring you to either set up a local Thai entity or partner with a global employment service to hire workers on your behalf. In this comprehensive guide, we break down the legal and procedural information employers need about Thailand’s work permits and visas, including key requirements, visa types, and compliance steps, all in a format geared toward employers and their international employees (not job seekers).

The Importance of Immigration Compliance in Thailand for Employers

Compliance with local immigration and labor laws in Thailand is absolutely critical for employers. If your business is found non-compliant with Thai work visa or permit regulations, it can face severe financial penalties, and your foreign employee could even be deported. Notably, even unintentional lapses are penalized just as harshly. For example, if an employee continues working in Thailand beyond the period allowed by their visa (such as overstaying a tourist visa), the authorities can impose fines or other sanctions. Thailand, like many countries, has been actively cracking down on those who circumvent proper work authorization, so the margin for error is very small.

For employers, this means proactively handling all required visas and permits before an international employee starts work in Thailand. The stakes are high: non-compliance can damage your business’s reputation and incur legal trouble. To remove legal liabilities and avoid compliance pitfalls, many companies work with an employer of record (EOR) service that provides local legal expertise and assures all requirements are met. An EOR can essentially shoulder the complex processes and ensure your foreign hires are employed in Thailand in full accordance with the law, giving you peace of mind.

Who Needs a Thailand Work Permit and Visa?

All non-Thai nationals who intend to work in Thailand require a work permit—there are virtually no exceptions to this rule. This requirement applies to all foreign employees, whether they are full-time staff or contractors, and even for short-term assignments or freelance projects. In other words, any international employee performing work in Thailand (for any length of time) must secure a valid work permit before starting their duties. Employers have a legal obligation to ensure their foreign hires obtain this permit in advance to avoid legal penalties or business disruptions.

Along with the work permit, a proper Thai work visa is also necessary for any non-citizen employee. Thailand’s immigration law requires foreigners to hold an appropriate visa (typically a Non-Immigrant visa) prior to applying for the work permit. In practical terms, the employee must first obtain a work visa from a Thai consulate or embassy, and then upon arrival in Thailand, proceed to get the work permit. Employees cannot legally begin working until they have both the work visa and the work permit in hand. The most common initial visa for foreign employees is the Non-Immigrant “B” visa, often called the Thai Business Visa, which usually grants a 90-day entry (single entry) or up to one year with multiple entries. Once this visa is issued, the worker becomes eligible to apply for the work permit in Thailand.

It’s important for employers to verify each international hire’s right to work in Thailand before they start work. This means confirming that the person holds the required Thai visa and permits for employment. Conducting a right-to-work check (reviewing the employee’s passport, visa stamp, and permit documents) should be a standard part of your onboarding for any foreign national in Thailand. Only Thai citizens or permanent residents are exempt from this step; all other foreign workers must be vetted for proper work authorization to keep your company compliant.

Work Visa vs. Work Permit in Thailand: What Employers Should Know

In Thailand, the terms “work visa” and “work permit” refer to two distinct legal requirements, and employers must ensure their international employees have both. A work visa (generally a Non-Immigrant visa of the appropriate category) gives a foreign national permission to enter Thailand for employment purposes. It is typically obtained from a Thai embassy or consulate abroad prior to the employee’s travel. The work permit, on the other hand, is a separate document issued inside Thailand (by the Ministry of Labor) that formally grants the foreigner the right to work at a specific job and company in Thailand. The work permit details the employee’s position, the sponsoring employer, the location of work, and the duration of employment, effectively serving as the license to perform that job in Thailand.

Here’s a simple way to remember the difference: the work visa lets the employee enter Thailand for work, while the work permit lets them actually perform work legally once there. An employee must secure the visa first, enter Thailand, and then obtain the work permit—only after the work permit is approved can they officially start working. This two-step requirement is important; even with a valid visa, working without a work permit (or beyond the visa’s terms) is illegal. Employers should guide their relocating staff through both steps to ensure full compliance.

Key Eligibility Requirements for Thailand Work Visas and Permits

Both the employer and the international employee have to prepare a range of documents to meet Thailand’s work visa and work permit requirements. From the employee’s side, the eligibility criteria for a Thai work visa (such as the Non-Immigrant B visa) include having a valid passport (with at least 6–18 months of validity remaining, depending on the visa duration) and completing the visa application form. The employee must also provide passport-sized photos (recent, taken within the last 6 months) and show proof of sufficient financial means for their stay—at least THB 20,000 in funds for a single individual, or THB 40,000 for a family traveling with them. In addition, Thai authorities typically require a police clearance certificate from the employee’s home country to ensure they have no disqualifying criminal record.

From the employer’s side, there are critical documents and approvals needed to support the visa and work permit process. Notably, the employer in Thailand must obtain a letter of approval from the Thailand Ministry of Labour (Office of Foreign Workers Administration) that authorizes hiring the foreign worker. This usually involves the company explaining the position and confirming why a foreign national is needed for the role. For the work permit application, the employer will need to submit a set of detailed documents, including:

• Completed Work Permit Application Form—filled out and signed by the employer.
• Employment Contract—a signed contract outlining the job role, salary, and terms of employment for the foreign employee.
• Employee’s Qualifications—copies of the employee’s relevant degrees, certifications, or professional licenses to prove they are qualified for the job.
• Company Registration Documents—the Thai company’s registration certificate, business license, and tax documents to demonstrate the company is legally operating and in good standing.
• Job Description—a detailed description of the position and duties the employee will perform in Thailand.
• Passport Copies—copies of the employee’s passport information page and the visa pages (to show the entry visa).

Compiling complete and accurate documentation is crucial, as Thai authorities scrutinize these materials before granting approvals. The process is somewhat sequential: the employee will apply for and obtain the Non-Immigrant work visa first (with the help of the employer’s documents like the approval letter and contract), and then, after arriving in Thailand, the employer submits the work permit application to the Ministry of Labor with the remaining documents. Employers should be prepared to assist and monitor every step—you will be heavily involved in securing the work permit, even though the employee must personally apply for their entry visa. Close collaboration is needed to ensure all eligibility conditions are satisfied for both the visa and the permit.

Types of Thailand Work Visas for Foreign Employees

Thailand offers several types of visas that allow foreign professionals to reside and work in the country. As an employer, it’s important to select (and sponsor) the appropriate visa based on the nature of the employee’s work and the intended duration of stay. Below are the main categories of long-stay visas relevant to international employees, along with their purposes and features:

Non-Immigrant “B” Visa (Business Visa for Employment) in Thailand

The Non-Immigrant B (Business) Visa is the standard work visa for most foreigners employed by a company in Thailand. This is by far the most common visa that international employees will use to enter Thailand for work. The Non-Immigrant B visa, often simply called the “Thai business visa,” is issued to individuals who have a job offer or employment contract with a Thai company. It typically allows an initial stay of 90 days in Thailand (if single-entry) and can be extended to up to one year, with multiple entries permitted on the one-year visa.

For employers, the Non-Immigrant B visa is usually the first step: your future employee must secure this visa before coming to Thailand to work. One reason this visa is popular is that it streamlines the process of obtaining the work permit afterward. Thai immigration and labor authorities expect most foreign hires to hold a Non-Immigrant B visa as a prerequisite for the work permit application. This visa covers general business purposes—whether the person is coming to work for a Thai company, represent a foreign company, or even teach at a school, the Category “B” is applicable.

SMART Visa for Highly Skilled Talent and Investors in Thailand

Thailand introduced the SMART Visa program in recent years to attract highly skilled professionals, investors, and entrepreneurs in certain targeted industries. The SMART Visa is aimed at roles in Thailand’s promoted “S-curve” industries—for example, fields like smart electronics, biotechnology, food technology, next-gen automotive, aviation and logistics, medical tourism, automation and robotics, and other high-tech or innovation sectors. If your foreign hire qualifies as a talent or executive in one of these industries (or if they are a significant investor or startup entrepreneur), the SMART Visa could be an option.

One of the biggest advantages of the SMART Visa is its flexibility and length. The SMART Visa can be valid for up to 4 years, significantly longer than the typical one-year work visa. Moreover—importantly for employers—a holder of a SMART Visa is exempt from needing a separate work permit. Unlike other visa types, the SMART Visa itself confers permission to work in the approved field, so no additional work permit application is required. This can simplify things, though the criteria to obtain a SMART Visa are strict (e.g., usually requiring endorsement by Thailand’s Board of Investment and proof of qualifications or investment in the target industry).

In summary, if your company is in one of these advanced sectors and you are bringing in an expert or investor, the SMART Visa is worth exploring. It offers a longer stay and fewer administrative renewals. However, for most “standard” hires in roles outside the niche industries, the Non-Immigrant B visa plus work permit will remain the appropriate route.

Thai Elite Visa (Privilege Entry Visa for Long-Term Residence) in Thailand

The Thai Elite Visa is a unique long-term visa program designed more for wealthy expatriates or frequent business travelers rather than typical employees. It is actually categorized officially as a special tourist visa, but it grants extended residency privileges. The Thai Elite Visa comes as part of a paid membership in the Thailand Privilege Card program. Membership packages range in validity, commonly 5 years, and up to 20 years for the top-tier memberships.

For someone who holds a Thai Elite Visa, they receive a renewable multi-entry visa that allows them to stay in Thailand for up to one year per entry, without the usual need to exit every 90 days. This visa is attractive to certain foreign professionals or digital entrepreneurs because it offers conveniences like expedited immigration processing at airports and the ability to reside in Thailand continuously without regular visa runs. Thai Elite visas can be ideal for remote-working individuals or executives who do not want to deal with frequent visa renewals or extensions.

However, employers should note that the Thai Elite Visa is not a work visa per se. If an individual with a Thai Elite visa wants to legally work in Thailand, they would still need to obtain a work permit sponsored by their employer. The Elite visa makes it easier to stay long-term, but it doesn’t by itself confer permission to take up employment. In practice, an employee could use a Thai Elite Visa to reside in Thailand, and then your company could apply for a work permit for them, since they are already in country on a legal long-term visa. This scenario might be relevant for high-level hires or digital nomads on your team who opt for the elite membership route to reside in Thailand. For most employers, though, this is a niche option given the cost and the fact that a regular work visa is still required for the majority of workers.

Other Visa Categories for Thailand

Aside from the standard Non-Immigrant B and the special cases above, Thailand’s immigration system includes a few other visa categories that employers and expat employees might encounter:

Non-Immigrant “IB” Visa: This visa is for individuals working on investment projects that are approved by Thailand’s Board of Investment (BOI). “IB” stands for Investment Bureau. If your company’s project is BOI-approved and you are bringing in foreign experts for that project, they might receive an IB visa.

Non-Immigrant “O” Visa: The “O” stands for Other, and it often covers dependents and spouses. A foreign employee’s immediate family (spouse and children) would typically get Non-Immigrant O visas to accompany the worker in Thailand. Additionally, some foreigners in Thailand for non-work purposes, like retirement or to join a family, use category O. Note that dependents on O visas are not allowed to work unless they separately qualify for a work permit through their own employer.

Non-Immigrant “F”, “M”, “RS”, “EX” Visas: These are specialized sub-types of the non-immigrant visa for certain professions or missions. For example, Category F is for official duties and diplomatic or government-related assignments (foreign government workers, embassy staff). Category M is for media and journalism professionals coming to Thailand (like film producers, reporters, correspondents)—Thailand requires additional approvals for media work, such as from the Thailand Film Office or Ministry of Foreign Affairs. Category RS is for researchers or science instructors, and Category EX is for expert technical professionals—these visas facilitate longer stays for research and highly skilled work, respectively. Employers in those specific fields (academic institutions, research facilities, etc.) would use these categories to bring in staff, but for most standard corporate hires, you will be dealing with the B visa.

As an employer, you should always ensure the visa category matches the purpose of the employee’s stay. Using the correct visa (and not, say, having someone work while on a tourist visa) is part of staying compliant. Next, we’ll outline the step-by-step process once you’ve identified the right visa for your employee.

Obtaining a Thai Work Visa and Work Permit: Step-by-Step Process

Relocating an international employee into Thailand involves multiple steps and coordination between the employee, employer, and Thai authorities. Below is an overview of the step-by-step process for obtaining a work visa and work permit in Thailand, from preparation to final approval:

Securing a Job Offer and Documents for Thailand

Before any visa application, the employee must have a confirmed job offer from a Thai company (your company) and a signed employment contract. Use this time to gather all required documents. The company should prepare its registration documents and the approval letter from the Ministry of Labour, while the employee prepares personal documents (passport, photos, educational certificates, etc.) as outlined above.

Applying for a Non-Immigrant B Visa for Thailand

The employee must apply for the Non-Immigrant B work visa at a Thai embassy or consulate in their home country (or country of residence) before traveling to Thailand. This application will include the documents you’ve prepared: the employment contract, company invite/approval letter, financial proof, etc. In some cases, Thailand offers an e-visa application system which can simplify the process, but often a visit to the consulate is required. Visa processing times can vary from about 2 to 4 weeks depending on the embassy and the applicant’s circumstances, so plan accordingly. Once approved, the employee will receive the visa stamp in their passport, allowing entry into Thailand for work.

Entering Thailand and Beginning Work Permit Application

Upon arrival in Thailand with the Non-Immigrant visa, the employee can then proceed with the work permit application. The employer (you) will submit the work permit application and the required supporting documents to the Thai Ministry of Labor (often this is done at the Department of Employment). It’s important that the application is submitted as soon as possible after the employee’s arrival, since the employee legally should not start working until the work permit is granted. The documents needed here are those we detailed earlier (application form, company documents, contract, etc.), and they must be in order for the ministry to process the permit.

Waiting for Processing and Approval in Thailand

The Ministry of Labor will process the work permit application, which typically takes around 7 to 10 business days after submission. During this time, they may conduct background checks or verify documents. The Non-Immigrant B visa that the employee holds allows them to stay in Thailand during this period, but again, they should refrain from working until the work permit is issued. In some cases, authorities might request additional information or an interview. Patience is key, as rushing or pressurizing officials is not advisable. For specialized visas like the SMART Visa, processing can take longer—up to 30 business days due to the additional qualification checks.

Collecting Work Permit and Starting Work in Thailand

Once the work permit is approved, the employee (or employer’s representative) can pick up the work permit booklet/card from the Ministry of Labor office. At this point, the foreign employee is legally allowed to commence work in Thailand as per the details in the permit. Congratulations—your employee is now fully authorized to work for your company in Thailand! Ensure they keep the work permit with them (often they must have it available if asked by authorities).

90-Day Reporting and Stay Management in Thailand

One ongoing requirement for foreigners working in Thailand is the 90-day report. If a foreign national stays in Thailand for an extended period, every 90 days they must report their current address to Thai Immigration (this is separate from visa or work permit renewal). It’s a simple but mandatory check-in, which can often be done by mail or online by the employee or with assistance from a visa agent. Employers should remind their expat employees of this requirement to maintain compliance with immigration rules.

Extension or Renewal of Thai Work Permits

If the employee initially entered on a 90-day visa, you will need to help them extend their visa to cover the full employment term (commonly, converting the initial visa into a one-year extension of stay, done at the Immigration Bureau in Thailand). Additionally, as the work permit comes up for renewal (usually after one year), the employer should prepare renewal documents at least a month in advance.

Throughout this process, coordination is key. The employee will be dealing with embassies and immigration; the employer will be dealing with labor authorities. Providing clear documentation and following Thai legal procedures will make the process smoother. In the next sections, we’ll cover the costs, timelines, and renewal considerations in more detail.

Employer Sponsorship Responsibilities in the Thai Visa Process

When relocating an employee to Thailand, the employer plays a critical role as the visa sponsor. Thai authorities expect the company to formally support the work visa and work permit applications of the foreign employee, which means there are specific responsibilities you must fulfill:

Providing a Valid Employment Contract in Thailand

The company must issue a job contract or offer letter to the employee that both parties sign. This contract should clearly state key details such as the position and duties, the workplace location (in Thailand), the length of employment (e.g., one-year contract or indefinite), and the salary and benefits being offered. Thai officials will review the contract to ensure it aligns with the visa application (for instance, the job role matches the visa category and the salary meets any minimum thresholds if applicable).

Submitting Company Documentation in Thailand

As the sponsor, you need to prove your company is a legitimate, registered entity in Thailand. This involves providing copies of your company’s registration certificate, business license, tax ID, and possibly shareholder information when requested. You’ll also need to show that your company meets Thai requirements for hiring foreigners—for example, Thailand has certain ratio rules requiring a number of Thai employees per foreign employee (typically, four Thai employees for every one foreign worker, though this can be relaxed for BOI-promoted companies). Ensuring you meet these quota restrictions (or have an exemption) is part of your compliance duty.

Applying for the Work Permit on Employee’s Behalf in Thailand

The employer is responsible for filing the work permit application to the Ministry of Labor for the foreign employee. An employee cannot self-sponsor a work permit—a Thai entity must do it. This means you or your HR department will prepare and submit all the necessary forms and supporting documents for the work permit as described earlier. Practically, you’ll likely send a representative (or hire a legal firm) to submit the paperwork at the labor office. If the employee arrived on a visa-on-arrival or different visa, you must ensure they had converted to a Non-Immigrant visa status first, because a work permit can only be issued if the person holds a valid Non-Immigrant visa class.

Ensuring Ongoing Compliance for the Employee’s Stay in Thailand

Sponsoring doesn’t end once the visa and permit are approved. Throughout the employee’s tenure in Thailand, your company should help ensure the employee’s immigration status remains valid. This includes things like facilitating the 90-day reports to immigration, assisting with renewals or extensions of the visa and work permit, and notifying authorities of any changes (if the employee’s job title changes, or if they resign, etc., the work permit may need to be updated or canceled). Essentially, the Thai company acts as a guardian of that foreign worker’s legal status in Thailand from start to finish.

Keep in mind that any failure in sponsorship duties can have legal consequences. For instance, if an employer neglects to renew a work permit and the employee continues working, both the employer and employee could face penalties. Likewise, if an employee is found working in a role or location not specified on their permit, the employer could be liable. Thus, fulfilling these sponsorship obligations diligently is in the best interest of the company.

Fees and Processing Times for Thai Work Permits and Visas

Hiring internationally in Thailand comes with certain administrative costs and timeframes that employers should budget for. The good news is that government fees for Thai work visas and permits are relatively modest by global standards, though they can vary by visa type:

Non-Immigrant B Visa Fees in Thailand

Approximately THB 2,000 to THB 5,000 (Thai Baht) for the application. The cost may differ slightly depending on single-entry vs. multiple-entry visas and the embassy’s pricing. For example, a single-entry 90-day visa might be around THB 2,000, while a one-year multiple entry could be on the higher end.

SMART Visa Fees in Thailand

Around THB 10,000 application fee. This higher fee reflects the longer duration (up to 4 years) of the SMART visa and the additional processing involved with multiple agencies.

Work Permit Fees in Thailand

Roughly THB 3,000 to THB 5,000 for issuance of the work permit. The fee can depend on the duration of the work permit (for instance, a one-year permit versus a shorter-term permit). Renewals would incur similar fees annually.

These are direct government fees and do not include any service fees if you use visa agents or legal services. They also do not include any fees charged by providers if you outsource your visa processing (for example, an EOR or a relocation service may charge a fee for handling the paperwork). The figures above are useful for employers to know as baseline costs per employee for immigration.

Processing times will affect your project timelines for bringing the employee onboard in Thailand. Here are typical timelines:

Work Visa Processing Times in Thailand

For the initial Non-Immigrant B visa, processing at the Thai consulate typically ranges from 2 to 4 weeks. It can be quicker if all documents are perfect, or longer if there are complications or backlogs. It’s wise to start the visa application well in advance of the intended start date.

Work Permit Processing Times in Thailand

Once the employee is in Thailand and the work permit application is submitted, expect roughly 7 to 10 business days for the Ministry of Labor to issue the work permit. In many cases, it’s closer to 2 weeks. During certain times of year or in complex cases, it could take a bit longer, but a few weeks is normal. The employee cannot work in this interim, so plan the start date after the permit issuance.

SMART Visa Processing Times in Thailand

If you are going for a SMART Visa, note that it can take up to 30 business days (around 6 weeks) to process. The application involves multiple Thai agencies (e.g., BOI) to verify qualifications, which extends the timeline.

Employers should also factor in additional time for gathering documents and any necessary translations or notarizations. All non-Thai documents (like an employee’s degree certificate) might need certified translations to Thai, and that can add a few days or more. It’s best to have a buffer in your planning.

Finally, once everything is approved, do remind your foreign employee to keep track of their visa expiration and any required next steps (like converting the initial visa to an extension of stay). Your HR team should calendar these dates as well to assist with renewals.

Work Permit Renewals and Extensions in Thailand

Securing the first year of a work permit and visa is a big milestone, but if your international employee will continue working in Thailand beyond the initial period, you’ll need to handle renewals. Here’s what employers should know about renewals:

Validity Period of Thai Work Permits

A Thai work permit is typically valid for one year (12 months) from the date of issue, aligned with the length of the underlying visa or employment contract. In some cases, shorter contracts may get a shorter permit, but one year is standard for ongoing employment. The Non-Immigrant B visa will also usually need an extension yearly (if the employee is staying continuously in Thailand, they convert that 90-day entry into a 1-year extension of stay).

Renewal Process for Thai Work Permits

Work permits can be renewed annually. The renewal process involves submitting updated documents to the Ministry of Labor, somewhat similar to the initial application. You’ll need to show that the employment is continuing, the company still meets requirements (e.g., still has the required Thai-to-foreigner employee ratio and has paid taxes, etc.), and the employee’s visa has been extended accordingly.

Timeline for Renewal in Thailand

Employers should start the renewal paperwork at least 30 days before the work permit’s expiration date. Thai authorities recommend applying about a month in advance to allow time for processing. It’s risky to wait until the last minute because if the permit expires, the employee has to stop working immediately and could even be required to leave the country.

Visa Extension in Thailand

In parallel, the employee’s visa (permission to stay) must be kept current. Typically, after the first 90 days, the employee would have applied for a one-year extension of stay through the Immigration Bureau, tied to the work permit validity. Each year, the extension of stay (visa) and the work permit should be renewed in tandem. If one is not renewed, the other becomes invalid too—they go hand-in-hand.

Re-entry Permits for Thailand

If your employee travels internationally, remind them to get a re-entry permit before leaving Thailand, otherwise their visa will void and their work permit along with it. A re-entry permit allows them to travel and return without losing their visa status, and it can be obtained at immigration offices or the airport.

By proactively managing renewals, employers can ensure that their international talent continues to work uninterrupted. It’s a good practice to have an internal calendar or use a service to alert you of upcoming expiration dates for all expat employees’ visas and permits.

Visa Options for Remote Workers and Digital Nomads in Thailand

Thailand has become a popular destination for remote workers and digital nomads in recent years. Employers might not directly sponsor these individuals (since by definition a digital nomad often isn’t tied to a local employer), but it’s useful to understand the landscape, especially if you have employees requesting to work remotely from Thailand or if you’re considering a work-from-anywhere policy.

As of now, Thailand does not offer an official “digital nomad visa” program. However, in 2022 the Thai government introduced a new visa category that effectively functions as a form of digital nomad or remote work visa for certain high-earning professionals: the Long-Term Resident (LTR) Visa. Officially, one of the LTR visa tracks is designed for “Work-From-Thailand Professionals,” targeting foreign remote employees of well-established companies. This visa has been informally dubbed Thailand’s digital nomad visa.

The Long-Term Residence (LTR) visa for remote workers allows eligible foreigners to live in Thailand for up to 10 years (it’s issued in 5-year increments, renewable once) and notably provides a very attractive flat 17% personal income tax rate for the visa holder. This is much lower than normal Thai tax rates, which can go up to 35% for residents. It’s a major incentive for qualified professionals. However, the LTR visa comes with strict requirements. For the “Work From Thailand Professional” category, applicants need to show, among other things, a high minimum income (often around USD $80,000 annual in the past two years, or lower if holding a master’s degree or in certain industries), proof of employment with a reputable overseas company for at least a year, and health insurance coverage. In short, it’s aimed at seasoned professionals who want to base themselves in Thailand while working remotely for an employer elsewhere.

For digital nomads or remote employees who don’t qualify for the LTR visa, the alternatives are to use other visa types to stay in Thailand. Many remote workers use tourist visas or educational visas to reside in Thailand and work online, but these do not officially grant the right to work for a Thai entity—they simply allow someone to be in Thailand as a visitor. Under these arrangements, certain documentation is still often required, such as:

• Proof of Remote Employment: Evidence that the individual is employed by or running a business outside Thailand (since they are not supposed to be taking local jobs). This could be a letter from the foreign employer or proof of freelance work with foreign clients.
• Financial Stability: Proof of funds in bank accounts to show they can support themselves while living in Thailand, since they won’t be earning Thai income.
• Limited Duration of Stay: Using tourist visas (60 days, extendable to 90) or education visas (often 90 days at a time for studying Thai language, for example) can allow someone to stay for a few months up to a year, but it requires periodic visa runs or extensions. These individuals might leave and re-enter Thailand or switch visa types to prolong their stay.

Employers should be cautious if an existing employee asks, “Can I just work remotely from Thailand for a while?” If they are on a tourist visa, technically they are not supposed to work at all (even remotely) under Thai law, though enforcement has been lax for purely remote work. The introduction of the LTR visa shows Thailand’s intent to attract legitimate remote workers under a proper visa. So ideally, if you have a valued employee who wants to work from Thailand, see if they meet the LTR visa criteria and support them in that application. If not, be aware that other visa arrangements may put them in a gray area. In all cases, any work that involves a Thai entity or Thai clients would absolutely require the proper work visa/permit.

Common Challenges for Employers Hiring in Thailand

Hiring and onboarding foreign employees in Thailand can present some challenges. Being aware of these hurdles can help your company plan ahead and avoid common pitfalls. Here are some common challenges for employers in Thailand and tips on how to handle them:

Language Barriers in Thailand

Most official documents and application forms for visas and work permits are in Thai. If neither you nor your employee reads Thai, you’ll likely need translation services or a local expert to help fill out forms and communicate with government offices. It’s wise to have a Thai-speaking HR representative or legal advisor involved in the process.

Strict Compliance Requirements in Thailand

Thailand’s employment and immigration regulations must be followed to the letter. There is little flexibility if you miss a step or a document. Non-compliance, even by oversight, can result in fines or legal issues for the company. Always double-check requirements and keep records of every visa and permit your foreign employees have. Using checklists or consulting with immigration experts can ensure you don’t miss anything.

Visa Processing Delays in Thailand

Sometimes work visas or permits take longer than expected to be approved. This could be due to backlogs, additional scrutiny on an application, or political changes affecting immigration rules. Employers should plan start dates and project timelines with a cushion. It’s better to anticipate a delay than to assume a foreign hire can start immediately. Engaging with Thai immigration through the proper channels and applying early are the best strategies, but patience is necessary.

Quota Restrictions on Foreign Hires in Thailand

Thai law generally requires businesses to maintain a ratio of Thai nationals to foreign workers (commonly four Thai employees for every one foreign employee, as mentioned). If your company is small or just setting up in Thailand, this quota can limit how many expats you can sponsor. There are exceptions, such as for BOI-promoted companies or certain industries, but in general, you must hire local employees alongside foreign ones. This is both a compliance matter and a consideration for workforce planning. It might influence which roles you choose to relocate or fill with expats versus local hires.

Tip: To overcome these challenges, many companies partner with local service providers or global mobility experts who specialize in Thai immigration. They can assist with translations, ensure compliance, expedite applications where possible, and advise on navigating quotas or other local rules. Additionally, keeping open communication with your foreign candidates/employees about the process timeline and paperwork needed will manage expectations and reduce stress for everyone involved.

Getting Visas in Thailand Made Easy with an Employer of Record (EOR)

Complying with all of Thailand’s work permit and visa regulations can be a complex and time-consuming process. For some employers, especially those new to hiring abroad, it may feel overwhelming to handle entity setup, immigration paperwork, payroll, and ongoing compliance. This is where using an Employer of Record (EOR) service can be incredibly valuable for hiring in Thailand.

An EOR is essentially a third-party organization that becomes the legal employer on record in Thailand for your international employee, while the person actually works for your company. A trusted EOR (such as a global employment platform) can handle all the administrative and legal steps of employment in Thailand on your behalf. This includes sponsoring the work visa and permit, running payroll in local currency, withholding taxes, and ensuring every aspect of the employment complies with Thai law.

The advantages of using an EOR are significant, especially for companies that don’t have an existing subsidiary in Thailand. First, you don’t need to set up a local entity, which saves time and cost. The EOR’s local company hires the employee and secondments them to your organization, so you can get your team member up and running much faster. Second, EORs are experts in local HR compliance—they keep you on the right side of Thai labor regulations, preventing those heavy fines or legal issues that could arise from mistakes. They take care of employment contracts in Thai, mandatory benefits, social security contributions, and all the filings that would otherwise require a dedicated local HR team.

In addition, if you only need to hire someone for a short-term project or as a contractor, an EOR can handle that too. They can engage the person as a compliant contractor or fixed-term worker and make sure there’s no risk of misclassification under Thai law. Essentially, the EOR solution lets you focus on the person’s work and integrating them into your team, while the EOR worries about the legal and bureaucratic side of employment.

Many international employers use EOR services to manage their global hires in Thailand and elsewhere, as it streamlines global expansion. Whether you have one employee in Bangkok or are building a whole team across borders, leveraging an EOR means you have experts handling the tricky parts of immigration and labor compliance, which ultimately gives you peace of mind and saves resources.

Streamlining Employee Relocation with Rivermate’s Visa Support Services

Relocating an employee to Thailand doesn’t have to be a daunting task. Rivermate, a leading global EOR provider, offers dedicated visa and immigration support services to help employers like you navigate Thailand’s work permit process with ease. Our team of experts will manage the entire work visa and permit application on your behalf—from preparing documentation and securing the necessary approvals to ensuring 100% compliance with Thai regulations at every step. By using Rivermate’s services, you can relocate talent to Thailand quickly and efficiently, without the usual stress and uncertainty.