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Key Takeaways
The Non-Immigrant Visa B is Thailand’s main entry visa for employment, but the employee still needs a Work Permit to legally start working.
The Work Permit is tied to a specific employer, role, duties, and work location—so accuracy matters and changes often require updates.
Employers must meet sponsorship requirements and provide corporate documents throughout the process, making this an employer-led route.
Timing matters: employees typically apply for the visa outside Thailand, then the employer applies for the work permit after arrival.
Compliance is ongoing—employers must manage renewals, updates, and cancellations properly to avoid fines and work authorisation issues.
What is the Non-Immigrant Visa B + Work Permit, and Who is it For?
Thailand’s most common route for employing foreign nationals is the combination of the Non-Immigrant Visa B and a Thai Work Permit. The Non-Immigrant Visa B is the entry and stay visa used for business and employment purposes, but it does not authorise work on its own. To legally work in Thailand, the employee must also hold a valid work permit issued by the Ministry of Labour. The work permit ties the employee to a specific employer, job title, duties, and work location – so accuracy matters from day one.
For employers, this route is the standard way to relocate or hire international talent into Thailand for long-term roles. It’s especially relevant when you’re hiring specialist, leadership, or technical talent that isn’t readily available locally. Because the process is employer-led, your company must meet sponsorship requirements and provide supporting documents throughout.
When handled properly, the Non-Immigrant Visa B + Work Permit gives your new hire a clear legal basis to live in Thailand and perform the role you’ve hired them for – while keeping your business compliant with Thai immigration and labour rules.
Basic Eligibility Requirements for the Non-Immigrant Visa B + Work Permit
The Non-Immigrant Visa B is the entry visa used for employment and business purposes in Thailand, while the Work Permit is the legal authorisation to perform work in-country. Employers should plan for both, because holding one without the other is not enough for lawful employment. In most cases, the employer must sponsor the employee and demonstrate that the business is eligible to hire foreign nationals under Thai rules.
Employee Requirements
- A confirmed job offer from a sponsoring Thai employer
- Qualifications and/or experience that match the role (authorities may assess role suitability for a foreign hire)
- Ability to work only in the approved job, for the approved employer, at the approved location
- A valid passport with sufficient remaining validity
- No engagement in occupations restricted to Thai nationals
Required Documents for Employees
- Valid passport
- Passport-style photos (as required)
- CV/resume
- Education certificates and proof of relevant experience (as requested)
- Signed employment contract or offer letter showing role, salary, and start date
- Medical certificate or other personal documents (if required)
Required Documents for Employers
- Company registration documents and proof of active business operations
- Tax filings and compliance documents (as required)
- Employment contract and detailed job description
- Sponsorship letters and application forms for visa/work permit
- Supporting documents showing eligibility to employ foreign workers (e.g., capitalisation and local workforce information)
Step-by-Step Process for Sponsoring a Non-Immigrant Visa B + Work Permit in Thailand
- The employer confirms the role, compensation, and work location, and checks the company meets sponsorship eligibility requirements.If needed, the employer supports a stay extension (often moving from an initial period to a longer extension) and manages renewals going forward.
- The employer prepares the sponsorship pack (company documents, job description, employment terms) for the Non-Immigrant Visa B application.
- The employee applies for the Non-Immigrant Visa B at a Thai embassy or consulate outside Thailand (in most cases).
- The employee enters Thailand on the Non-Immigrant Visa B (note: this does not yet allow work).
- The employer files the Work Permit application with the Ministry of Labour and supports the employee through any required steps.
- Once the work permit is issued, the employee can legally begin work for the sponsoring employer in the approved role and location.
Costs & Fees Employers Are Responsible For to Sponsor a Non-Immigrant Visa B + Work Permit in Thailand
Costs can vary depending on the employee’s nationality, where the visa is filed, the role, and whether you use external immigration support. Employers should budget for both government fees and the internal effort needed to gather compliant documentation and manage renewals.
Government Fees & Who Pays What
- Non-Immigrant Visa B fee: Usually paid by the applicant at the embassy/consulate, though many employers cover it as part of relocation.
- Work Permit government fees: Often paid by the employee or employer depending on company policy; many employers cover this to keep onboarding smooth.
- Extension/renewal fees: Payable when extending stay and renewing the work permit; employers often cover these for long-term employees.
Employer Costs vs. Employee Costs
Costs Born By the Employer
- Time and internal resources to prepare corporate documentation and role justification
- Optional legal/immigration advisor fees
- Administrative and HR costs to manage onboarding and reporting
- Relocation and settlement support (if included)
Costs Born by the Employee
- Visa application fee (if not covered by the employer)
- Document preparation costs (e.g., certified copies, translations if required)
Costs Covered by Both
- Onboarding documentation and compliance record-keeping (shared employer/employee input)
Renewal/Extension Fee
Most employers plan for annual renewals of the work permit and stay permission. Renewals require updated documents, and fees apply at each stage. Starting the renewal process early helps avoid gaps that can disrupt work authorisation.
Employer Responsibilities to Ensure Compliance
Thailand’s work authorisation rules are strict, and compliance is ongoing. Employers should treat the work permit as a live compliance document that must stay aligned with the employee’s real-world working arrangement.
- Ensure the employee does not start working until the work permit is issued.
- Keep the employee’s job title, duties, and work location consistent with what is stated on the work permit.
- Track visa and work permit expiry dates and manage renewals early to avoid lapses.
- Notify authorities and update approvals if there are material changes (role scope, location, or employer details).
- Cancel the work permit properly when employment ends and keep documentation of the cancellation on file.
- Understand non-compliance risks: fines, work permit cancellation, visa issues for the employee, and potential restrictions on future sponsorship.
Hire Global Talent Your Way with Playroll
Borders shouldn’t hold you back from hiring the right person. Playroll gives you two seamless options to hire globally. If relocation is the goal, our visa sponsorship services take care of everything when it comes to sponsoring a Non-Immigrant Visa B + Work Permit – applications, compliance, and step-by-step support all the way through.
If moving isn’t needed, skip the visa fees, long processing times, and immigration risk with Playroll’s Employer of Record. We employ the candidate in their home country on your behalf, handling payroll, taxes, benefits, and compliance so you can onboard quickly and stay fully compliant: no relocation required. Wherever your next great hire is based, we make it easy to bring them onto your team.
ABOUT THE AUTHOR
Milani Notshe
Milani is a seasoned research and content specialist at Playroll, a leading Employer Of Record (EOR) provider. Backed by a strong background in Politics, Philosophy and Economics, she specializes in identifying emerging compliance and global HR trends to keep employers up to date on the global employment landscape.
Non-Immigrant Visa B + Work Permit FAQs
Can employers sponsor workers on the Non-Immigrant Visa B + Work Permit?
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Yes. Thai employers can sponsor foreign employees for a Non-Immigrant Visa B and then support the Work Permit application after the employee arrives. The employer must provide the sponsorship documents, show the role is genuine, and meet Thailand’s eligibility requirements for hiring foreign workers.
What compliance checks or reporting are required from employers?
Employers must ensure the employee only works in the role and at the location listed on the work permit, and they should update the permit if there are material changes (such as duties, title, or work location). Employers also need to track visa and work permit expiry dates, manage renewals on time, and cancel the work permit properly when employment ends.
What happens if the visa is denied or delayed?
If the visa or work permit is delayed, the employee’s start date may need to shift because they generally can’t legally work until the work permit is issued. If an application is denied, the employee cannot work in Thailand under that route. In practice, it helps to submit complete documentation upfront and respond quickly to any follow-up requests to reduce delays.
Can I hire the worker as a contractor instead of an employee?
Usually no. If the individual is working in Thailand under your direction, a work permit is generally required and is typically tied to an employment relationship with a specific sponsor. Using a contractor model incorrectly can increase immigration and worker classification risk. For more details and risks of misclassification, please consult our Misclassification Guide.
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