Employers who want to hire migrant workers legally have 2 main routes: import new workers through the MOU system, or hire workers already legally in Thailand (such as the Cabinet Resolution group or MOU workers changing employer). Both routes end at the same point: the employee must hold a work permit naming the employer, and the employer must notify the employment within the required time.
This article helps first-time employers choose the right route and understand their duties from day one.
Why hire legally?
Employing a foreigner without a work permit carries a fine for the employer of 10,000–100,000 THB per worker under the Royal Decree on Managing the Work of Foreigners (B.E. 2560) and its amendments, and repeat offences carry heavier penalties. Beyond fines, legal employment puts employees into health insurance or social security, reducing the risk if a workplace accident happens.
Route 1: Import through the MOU system
MOU means importing workers under the memoranda of understanding between the Thai government and the countries of origin (Myanmar, Laos, Cambodia and Vietnam). Workers arrive with a passport and a work visa.
Overall steps
- The employer files a hiring request with the provincial employment office
- The country of origin selects workers and prepares the list of names
- Sign the employment contract and issue travel documents and visas
- Workers travel to Thailand, have a health check, attend training and receive their work permit
- The employer notifies the employment and keeps documents up to date
Strengths: Complete documents from the start; 2 years of work, renewable for another 2 years, up to 4 years in total
Good to know: Preparation takes longer and needs advance planning, and the visa/extension of stay fee for MOU workers is 500 THB (since 11 November 2023 (B.E. 2566))
Route 2: Hire workers already legally in Thailand
Suitable for employers who need staff quickly, by hiring workers who already have valid status, such as:
- Cabinet Resolution group workers from Laos, Myanmar and Vietnam who are permitted to work until 11 December 2027 (B.E. 2570) (under the resolution of 14 July 2026 (B.E. 2569)) — moving to a new employer depends on the conditions in the announcements, so check before hiring
- MOU workers who want to change employer under the conditions set by law
Strengths: Faster start, and workers are already familiar with working in Thailand
Good to know: Documents must be checked carefully, and the change of employer must be completed correctly before work begins
Side-by-side comparison
| Topic | MOU (new import) | Hiring workers in Thailand |
|---|---|---|
| Speed | Slower, needs planning | Faster |
| Identity documents | Passport + visa | Passport / CI / pink card (ID card for non-Thai nationals), depending on the group |
| Work period | 2 years + 2-year renewal | According to the group’s entitlement |
| Document risk | Low | Document history must be checked carefully |
| Best for | Factories/businesses needing many workers long term | Businesses needing a few workers urgently |
Employer duties after hiring
Whichever route you choose, the main duties after hiring are the same:
- Notify the employment within 15 days, and notify within 15 days when an employee leaves (BT.52 / BT.53 forms); failure to notify carries a fine of up to 20,000 THB
- Track document expiry dates for the work permit, visa and passport
- 90-day report (TM.47) for employees, and the TM.30 (accommodation notification) if the employer provides housing
- Health insurance or social security according to the type of work
- Ensure employees work exactly as permitted — employer, type of work and area
📋 Quick summary
- 2 legal routes: MOU import, or hiring workers in Thailand with valid status
- MOU has complete documents but takes time / in-country workers are faster but documents must be checked carefully
- After hiring, notify the employment within 15 days and keep documents up to date
- Illegal employment risks fines of 10,000–100,000 THB per person
Not sure which route suits your business?
Talk to Best Friend Visa — we help plan your hiring from the start through to annual document care.
Chat on LINE — free advice Call 093-541-6444
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Last updated: 17 October 2026 (B.E. 2569) — regulations may change; please check with our staff before proceeding.