Work Experience Certificate — Preparation and Certification

Preparation, translation and certification of employment-history documents used for skilled-migration points, professional registration, credential assessment and overseas job applications. The wording matters: assessors look for role, dates, hours and duties in a verifiable format.

Who needs this

• Skilled-migration applicants whose points depend on assessed work experience
• Professionals applying for overseas registration that requires proven practice hours
• Job applicants asked to evidence employment history from Thailand

Documents to prepare

• Employer letter on company letterheadShould state position, exact start and end dates, duties and whether full or part time
• Employment contract or appointment letterSupports the dates stated in the letter
• Payslips or social security recordsIndependent corroboration that assessors value highly
• Company registration documentShows the employer exists and the signatory has authority
• Signatory's ID and contact detailsAssessors may verify by telephone or email

Step-by-step process

1. 1. Check the assessor's wording requirementsMany bodies require specific elements such as weekly hours or a duty list mapped to an occupation code.Handled by: Applicant + our team · Typical time: 1–3 business days
2. 2. Draft and obtain the employer letterA compliant draft is prepared for the employer to review, sign and seal.Handled by: Applicant + employer · Typical time: 1–2 weeks
3. 3. Collect corroborating recordsPayslips, tax and social-security records are gathered for the same period.Handled by: Applicant · Typical time: 1–2 weeks
4. 4. Translate and certifyDocuments are translated and notarised, with consular and embassy legalisation where required.Handled by: Our team · Typical time: 3–10 business days
5. 5. Submit to the assessing bodyThe pack is submitted in the assessor's required format, digital or original.Handled by: Applicant · Typical time: Varies by body

Overall timing

Typically 2–6 weeks, mostly determined by how quickly the former employer responds.

Advice from our team

• Approach former employers early — HR departments are the usual bottleneck
• Duties should be described concretely, not as a generic job title
• Where a company has closed, gather alternative proof such as tax and social-security records

Things to watch out for

• Never overstate dates or duties; assessors verify and inconsistencies can end an application
• A statutory declaration may be needed where no employer letter can be obtained
• The assessing body decides how much experience is recognised

Frequently asked questions

Related guides

• notary-public
• mfa-legalization
• apostille-thailand
• naati-translation

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