Renewal, Changing Employer, Job Title or Workplace

A permit is not issued for longer than the period the foreigner is permitted to stay in the Kingdom. Non-B holders are typically granted up to one year at a time and renew annually, while BOI cases follow the period approved for the position.

Before the permit expires — a safe practice is to start assembling documents about 30–45 days ahead, because the employer's latest tax and social-security records are needed. If the permit lapses first, it cannot be renewed and the whole application must be made afresh.

The end of employment must be notified to the registrar and a new application filed for the incoming employer. Do not start work for the new employer before approval. Statutory notification windows apply, so contact the employment office as soon as a change is known.

Ending the employment ends the rights under the permit, and the employer must notify the registrar within the statutory window. A work-based extension of stay is also liable to be revoked. Anyone wishing to keep working should move quickly with a new employer or change their basis of stay.

Income earned from working in Thailand is subject to personal income tax under the Revenue Code: the employer withholds and remits tax, and the individual files an annual return. Tax records are key evidence for renewals and extensions of stay.

Notify the registrar of the start and end of employment within the statutory windows, register the employee for social security, withhold and remit tax, keep employment records available for inspection, and ensure the employee does not work outside the approved conditions.

We assess the employer's eligibility, assemble corporate and personal document sets, translate and legalize degrees or experience letters, coordinate filing at the local employment office, and set up a compliance calendar for renewals, 90-day reports and TM.30. Fees depend on the case type and document volume — please ask our team by phone, LINE or email. Every approval is at the officer's discretion and we do not guarantee outcomes.

You restart the employer-side process. A work permit is tied to a named employer, position and work location. When you resign, the former employer must notify the Department of Employment of the termination, and your permission to stay begins to run out. The usual sequence is to file the new work permit application with the new employer first, then submit TM.7 for an extension of stay with the new company's full document set.

The Emergency Decree requires employers to notify the registrar of both the start and the end of employment within the prescribed period. Missing it carries a fine per foreign worker and leaves a mark on the company's filing history, which officers weigh when reviewing later applications. Set an internal calendar and file the notification receipt alongside each employee record.

File the work permit renewal before the expiry date. Working after the permit lapses is unauthorised work even if the visa is still valid, and conversely, once the permit ends the basis for the Non-B extension of stay falls away. The safe practice is to renew the work permit roughly thirty days ahead, then file TM.7.

Yes. The work location is a condition on the permit, so file an amendment with the Department of Employment together with the updated company affidavit, the new lease and office photos. Also update the TM.30 address record, and file a new residence notification if the employee moved home, otherwise the records will conflict at renewal.

Yes. A Thai work permit is tied to the employer, the workplace and the described duties, so it does not transfer. The former employer must notify the Department of Employment within 15 days of termination, and you must apply afresh with the new employer. Because a Non-B extension based on employment can be cut short after the job ends, the two filings should be sequenced so there is no gap in status.

No. LTR categories with working rights come with a digital work permit attached to the status, and SMART Visa holders are exempt from the ordinary work permit process. Both still report on the prescribed cycle and must notify BOI of a change of employer or scope. Working for an entity outside the approved conditions is still working beyond what was authorised.