The Work Certificate in Thailand: When an Employer Must Issue It and What It Can Say
Published November 4, 2026
An employee who has resigned or been dismissed often needs a work certificate to apply for a new job, a visa or an official matter. Some employers are unsure whether they must issue one and what to write. This article sets it out.
Who can ask, and when the employer must issue it
When employment ends, the employee has a right to a certificate stating how long they worked and what work they did, however the job ended. That covers resignation, the end of a contract and dismissal, including dismissal for misconduct.
The law sets no fixed number of days for issuing it, but once the employee asks, the employer should issue it promptly, because the employee usually needs it for a new job.
What the certificate should contain
A good work certificate is short and purely factual. It should contain the following.
- The employee's full name.
- Position, and every position if the employee changed roles.
- The start date and the date employment ended.
- The kind of work done.
- The company's name, the signer's name and the date of issue.
Use company letterhead if you have it, and keep a copy of what you issued in the employee's file.
What to leave out
Leave out opinions about the employee, negative remarks and the reason for leaving. The certificate's job is to confirm the facts of the employment. Extra comments can become the basis of a later dispute.
Salary goes in only if the employee asks for it.
How it differs from a salary certificate
A work certificate is issued after employment has ended. A salary certificate is issued to an employee who is still working, for a bank, a visa or a loan application, and states the current position and income.
They are different documents even though they look alike, so title each one clearly.
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Frequently asked questions
Can an employee who resigned still ask for one?
Yes. The employee has the right to a certificate when employment ends, whether they resigned or were dismissed.
Can an employee dismissed for misconduct still ask?
Yes. The employer must still issue it, but it states only the period and the kind of work. It need not and should not state the reason for dismissal.
Within how many days must it be issued?
The law sets no number of days, but issue it promptly after the request, since the employee usually needs it for a new job. Delaying can lead to a dispute.
Can the salary be included?
The law requires only the period of work and the kind of work, so salary goes in only when the employee wants it.
This page provides general information only and is not legal advice for any specific case. Consult a qualified lawyer about your situation. It reflects the law as of the publication date and may change later.