Business Visa in Thailand

Business Visa in Thailand. The Non-Immigrant “B” (Business) visa is the standard entry route for foreigners who intend to work, manage, invest or be seconded to a company in Thailand. It is the immigration gateway — not the work authorization itself — and must be paired with a Thai work permit (and, where relevant, a one-year immigration extension) to lawfully perform employment in Thailand. This guide explains the visa types and practical workflows, embassy documentary expectations, the work-permit step (including the new e-Work Permit digitalization), employer obligations, compliance duties (90-day reporting, re-entry), timing and common traps — with practical steps you can use today.

Which travelers need a Non-Immigrant B?

You need a Non-Immigrant B if you will be:

• employed by a Thai company (full-time or local contract);

• posted to a Thai branch/affiliate by your foreign employer;

• investing and actively managing a Thai company (director/CEO/manager roles); or

• carrying out longer-term business activities that go beyond short meetings or conferences.
  Short business visits (conferences/meetings) are often handled under visa-exemption or a business-visitor stamp; starting actual work before you hold both the visa and a work permit is illegal.

Typical visa workflows (practical)

There are two common operational flows:

1. Consular 90-day Non-Immigrant B → enter Thailand → employer files work permit → on issuance, apply for 1-year stay extension (annual extension tied to employment). This is the traditional route and the one most employers use.

2. Some nationals / cases may obtain pre-approved multiple-entry or long-stay business visas via specific embassy program or corporate channels — check the issuing Royal Thai Embassy’s guidance (practices vary by post).

Timing note: the initial 90-day entry stamp is short; coordinate sponsor documentation in advance so the employer can submit the work-permit file without rushing.

What embassies typically require (document checklist)

Embassy lists differ by country, but the core documents requested by most Royal Thai Embassies/Consulates include: passport (≥6 months recommended), completed visa form, passport photos, an employment/invitation letter from the Thai sponsor detailing role/salary/duration, and corporate documents from the Thai company (DBD certificate, shareholder list, company profile, proof of registered capital and recent tax returns or financials). Some posts explicitly ask for evidence the Thai company meets local substance tests (registered capital, payroll, office address). Always rely on the issuing embassy’s checklist — it’s the authoritative list for that post.

The work permit — the legal right to work (and the e-Work Permit)

A Non-Immigrant B does not permit employment. The employer must file the work-permit application at the Department of Employment (Ministry of Labour) on the employee’s behalf. Practical requirements commonly include the employment contract, company corporate documents, academic/professional qualifications, passport copies and evidence of company operations (office lease, payroll records, VAT/tax filings). Many officials also look for substantive signals (registered capital and Thai staff) when approving foreign worker slots.

Important 2025 change: Thailand launched a mandatory e-Work Permit / foreign-worker registration platform which became mandatory on 13 October 2025. Employers and foreign workers must use the system for new registrations and work-permit filings (the government allowed a transition period but the online route is now the primary channel). Expect faster electronic tracking, centralized uploads and online payments — but also an onboarding step for HR teams. Plan for initial teething and ensure authorized signatories at the company are registered on the platform.

Practical eligibility & “substance” benchmarks

Thai officials and banks commonly look for registered capital and Thai-staff evidence as indicators of legitimate business. While there is no single public numeric rule that applies to every case, many embassy checklists and practitioner guides reference the THB 2 million per foreign work permit practice as a common benchmark used by authorities (and banks will also ask for evidence of capital and payroll when opening accounts). These are practical, not absolute, rules — exceptions (BOI promotion, smart visas, special licenses) exist but require specific documentation. Plan registered capital and Thai hiring before applying.

Employer responsibilities & compliance after arrival

Once the work permit and visa extension are in place, the employer must:

• register the employee for social security and withhold/pay contributions;

• ensure payroll, personal income tax withholding and annual tax filings are performed;

• keep corporate documents (DBD, VAT, payroll records) current — Immigration and Labour use these in renewal checks; and

• assist the foreign employee with 90-day reporting (the immigration requirement to notify address every 90 days) and re-entry permits if the employee will travel. Non-compliance can lead to fines, visa refusal or later work-permit problems.

Timing, fees and realistic expectations

• Consular processing (Non-B): varies by embassy — from a few days to several weeks; some posts now require online appointments or e-submission. Confirm with the post.

• Work-permit processing: typically a few weeks when the file is complete; the new e-Work Permit system improves tracking and may shorten effective processing times but expect some transition delays initially.

• Extension & renewals: once a work permit is in force, Immigration usually grants a 1-year extension of stay; renewals require updated corporate documents and payroll evidence.

Budget for embassy fees, work-permit fees, social-security contributions and professional fees (lawyer/HR facilitator) to smooth filings.

Common pitfalls and how to avoid them

• Starting to work before a permit is issued. This is illegal and enforced. Wait until the work permit is granted.

• Incomplete sponsor documentation. Some embassies are strict about corporate evidence (capital, VAT/tax returns). Pull a current DBD extract and company financials before applying.

• Relying on “nominee” arrangements to avoid foreign-ownership limits — illegal and risky. Use lawful routes (Thai partner, BOI promotion) where needed.

• Underestimating the 90-day reporting duty. Put reminders in HR calendars and use Immigration’s online services to avoid penalties.

Alternatives & special program to consider

If you or your business want more favorable treatment (work, residence facilitation, tax or ownership rights), consider:

• BOI promotion (permits foreign majority in promoted activities, tax incentives and easier work permits for key staff); or

• Special visas (e.g., certain “Smart” or investor routes) which can change the capital/worker balance and sometimes simplify immigration. Compare costs, obligations and timelines before choosing.

Practical checklist — step by step (ready to use)

1. Confirm the Royal Thai Embassy checklist where you will apply; download its Non-B guide.

2. Prepare sponsor documents: DBD extract, shareholder list, company profile, VAT/tax receipts and office lease.

3. Applicant: passport (≥6 months), photos, CV, degree copies and employment contract.

4. Employer: apply for the work permit via the e-Work Permit platform (register authorized users early).

5. On permit grant: file for 1-year extension with Immigration; register tax and social security; schedule 90-day reporting reminders.

Final note

Thailand’s Non-Immigrant B regime is a well-trodden but administratively detailed path: the visa is the doorway, the work permit is the legal authority to work, and strict post-arrival compliance (tax, social security, 90-day reporting) follows. The 2025 e-Work Permit digitalization modernizes filings and tracking; employers should onboard early and treat digital registration as part of the HR checklist. For complex cases (BOI projects, sector licenses, cross-border secondments) engage experienced Thai immigration and labour counsel early to map the consular and labour filings and to avoid last-minute surprises.