Thailand work permits: employer evidence and immigration status

Prepare employer evidence for the actual application route: business registration, paid-up capital where required, operating premises, payroll, tax and social security records. Compare those records with the proposed duties and business activities. Inconsistent headcount or contribution records need explanation and correction; this page does not claim a refusal rate or automatic rejection rule.

For an ordinary business-based extension of stay, immigration criteria commonly include THB 2 million paid-up capital and a four-to-one Thai employee ratio, subject to specified exceptions and category rules. These are not the statutory formation requirements of every company or a universal condition for every employment permission.

The job description is the part clients treat casually and officers treat literally. Compare the actual duties with applicable work restrictions and any permission or notification requirements; do not rely on an invented job title to evade a prohibited occupation. We write the description broadly enough to reflect the real role and narrowly enough to stay within the reserved-occupation restrictions in Thai law.

The sequence depends on the route: some applications require employer-side pre-approval documents before a visa application. Non-Immigrant B may be obtained overseas or through an eligible in-country status change, while other lawful categories have distinct rules. Check remaining stay, the receiving office and required evidence; a tourist entry is not itself permission to work.

Once the permit is issued, three separate calendars begin and none of them reminds you. The permit itself has an expiry. The visa extension has a different expiry and is granted by the immigration office on evidence of continuing employment, tax payment and company standing. Ninety-day reporting runs independently of both. Missing the ninety-day report attracts a fine; an expired permission to stay creates an overstay issue that requires immediate case-specific advice, not an assumed automatic restart procedure.

Prepare renewal evidence before the actual expiry dates, without assuming all permissions last a year. Depending on the route, authorities may require withholding tax certificates, social security filings, audited statements and staffing evidence. Differences between declared salary and actual payroll require explanation and correction.

Review dependants under the primary holder's actual immigration category: family relationship, age limits, financial evidence and document requirements can differ. Marriage and birth records may need translation or authentication in the receiving office's prescribed form. Dependant status alone does not grant ordinary employment permission; assess any proposed work separately.

Before changing employer, establish the required employment notifications or application and the effect on the present extension of stay. Ending the employment that supports a stay permission may require immigration cancellation or a new application. Do not rely on an automatic grace period or assume two employment filings can always overlap.

For an office move or a change in duties, check the current notification obligations and any sector or category restrictions before implementation. Corporate amendments, employment records and immigration evidence should remain consistent, without assuming one amendment procedure covers every change.