Guidelines for the legalization of Employment-Related Documents

1. Types of Overseas Employment Arrangements

1.1 Self-arranged employment

The employee independently applies for a job and signs an employment contract directly with an employer abroad. The employee must notify the Department of Employment (DoE), Ministry of Labour, or a local Employment Office prior to departure.

1.2 Recruitment through a private recruitment agency

The employee applies for a job through a recruitment agency in Thailand. The agency must be licensed by the DoE.

1.3 Recruitment through the Department of Employment

The employee registers for overseas employment through the DoE.

1.4 Thai employer sending employees to work abroad

An employer in Thailand sending the employees to work abroad must notify the DoE prior to the employees’ departure.

1.5 Thai employer sending employees for training abroad

An employer in Thailand sending the employees to work abroad must notify the DoE prior to the employees’ departure.

Remark: In cases 1.1 – 1.3, the employment-related documents must be verified and legialized by the Royal Thai Embassy.

2. Supporting Documents for Royal Thai Embassy’s Consideration of employment contract

Notes:

(a) Power of Attorney: A document issued by the employer abroad authorizing a recruitment agency or the Department of Employment to act as a representative in recruiting workers.

(b) Demand Letter: A document issued by the employer abroad indicating the demand for workers. It should specify the number of workers, job positions, nature of work, salary, working hours, employment period, and related welfares.

(c) Employment Contract: The contract must contain details consistent with the information stated in the Demand Letter.

(d) The format and title of documents may vary depending on the regulations of each country. Therefore, the Royal Thai Embassy may review and request additional documents as appropriate to ensure compliance with relevant regulations and local practices.