Thai law does not set a mandatory split for Non-B visa and work permit costs, so the employment contract decides who pays. One common option is for the employer to pay for the work permit and its renewals, and for the employee to pay for the visa application. A clearer rule than convention alone rests on one test: costs that end when the job ends sit with the employer, and costs that follow the person sit with the employee.
Key takeaways
- No Ministry of Labour or Immigration Department regulation sets a cost split, so the employment contract should state it.
- Many employers choose to pay for the work permit and each Thailand work permit renewal, with employees paying for the visa application.
- Company-level obligations, such as the Thai staff ratio, are employer overheads and should not be passed to the employee.
- Overseas companies without a Thai entity can hire through an employer of record, whose Thai company becomes the legal employer.
About the Author
Settlr Global's People & HR team prepared this guide with Managing Director Gagan Ajmani, who has 15+ years of regional experience across Southeast Asia. The team handles Non-B visa applications, 90-day reporting and work permit issuance and renewal for companies hiring in Thailand.
What costs make up a Non-B visa and work permit in Thailand?
Because the contract decides the split, the first step is to list every cost and identify what it is tied to. The Non-Immigrant B (Non-B) visa is the entry visa for business and employment. The work permit is issued through the Department of Employment and authorises a foreign national to work for a named employer in a named role.
| Cost item | Tied to | Common payer | Note |
|---|---|---|---|
| Non-B visa application | The person | Employee | For a Non-B visa, Thailand's embassies set fees in local currency. A single-entry visa is THB 2,000. |
| Work permit issuance | Employer and role | Employer | Fees are set by the Department of Employment and are subject to change. |
| Extension of stay based on employment | Employer documents | Employer | Filed with Immigration. Fees are subject to change. |
| Personal documents (degree legalisation, translations, medical certificate) | The person | Employee or shared | Costs vary by country of origin. |
| Dependants' visas and re-entry permits | The person | Employee, unless offered as a benefit | Fees vary by visa type and are set by Immigration. |
| Service provider fees | The application | Often the employer | Usually quoted per application. |
Some costs never appear on a receipt. These are company overheads.
A company should price every row for the specific hire and nationality before making an offer, because fees change and differ between embassies. Settlr Global's visa and work permit services page lists the documents each route needs.
Does Thai law say who pays the visa and work permit fees?
Thai labour law leaves the question open, which is why the split has to be agreed between the parties.
The law does restrict how an employer recovers costs. A founder might think, "We'll pay upfront and take it back from the first two salaries."
Any repayment term should be written into the employment contract and checked before signing. The legal advisory page covers employment contract drafting and review.
How should employers and employees split the costs?
With no statutory split, the most defensible approach rests on one test both sides can apply: who keeps the value if the job ends. A legalised degree certificate stays useful to the person in any future job.
| Model | Employer pays | Employee pays | Common fit |
|---|---|---|---|
| Employer pays all | Every cost item | Nothing | Senior or hard-to-fill roles |
| Shared split | Work permit, extension of stay, renewals | Visa application, personal documents | Mid-level hires |
| Employee pays all | Nothing | Every cost item | Weakens the offer and creates deduction risk if recovered through payroll |
Step 1: List each cost item for the hire, including dependants.
Step 2: Mark each item as tied to the employer or tied to the person.
Step 3: Write the split and any repayment term into the offer letter and employment contract.
Step 4: State who pays for renewals so year-two costs do not need to be renegotiated.
What does Thailand work permit renewal add to the cost?
Renewals turn a one-off decision into a recurring budget line, and unclear contracts often cause disputes in year two. The employee also has ongoing 90-day reporting obligations with Immigration, according to the Immigration Bureau's 90-day reporting page on immigration.go.th.
A simple planning formula:
Total cost per foreign hire over N years = initial visa and permit fees + (renewal fees x number of renewals) + service fees + dependants' costs, if covered
This shortens waiting times but does not remove the fees. With Settlr Global's visa and work permit service, the team tracks the 90-day reporting clock for every employee and files ahead of each deadline.
How does an employer of record change who pays?
For an overseas company without a Thai entity, a more basic question comes before the cost split: which Thai company can sponsor the permit? An employer of record (EOR) is a Thai company that becomes the legal employer while the client directs the day-to-day work.
Under Settlr Global's employer of record Thailand service, Settlr Global becomes the legal employer under its Thai company. The client funds salary, statutory costs and the monthly fee. Settlr Global reports a first hire in about 2 days, with pricing from THB 8,999 per employee per month for local hires and THB 10,999 for expat hires.
Visa and permit processing by Thai authorities runs on its own timeline, so the client should confirm in the quote which visa and work permit costs are included. If the employee later moves to the client's own entity, the work permit generally has to be issued again under the new employer. That cost should be budgeted at the time of the move.
Frequently asked questions
Can an employer deduct visa costs from an employee's salary?
Who pays for a Thailand work permit renewal?
Many employers choose to pay, because the renewed permit is tied to the employer and the role. Your contract should state this for every year of employment.
Can a foreign employee use the DTV instead of a Non-B visa?
No. The Destination Thailand Visa is designed for remote workers and digital nomads and does not permit employment with a Thai employer. See the DTV guide to check who it suits.
What happens to prepaid costs if the employee resigns early?
A repayment term only helps if it is written into the contract and is lawful.
How can you check which visa route fits a hire?
Use the Thailand Visa Matcher for an indicative recommendation. Final eligibility and approval are determined by the relevant Thai authorities.
About Settlr Global
Settlr Global is the operating arm of WOWS Global, a Singapore-incorporated corporate advisory and investment banking group, and provides a one-platform ecosystem for business operations in Thailand. It combines payroll, HR, legal, tax and incorporation support under a single team, so founders do not have to coordinate separate local agencies. The platform has processed payroll and compliance work for 200+ clients across 15+ countries, from early-stage startups to established multinational enterprises. Its Employer of Record service lets companies hire in Thailand in about two days, with or without a local entity.
To plan visa and work permit budgets for your next hire, speak with the team at settlrglobal.com.
