The law does not explicitly prohibit or permit background checks. However, all checks must comply with Thailand’s Personal Data Protection Act (PDPA), which governs the collection, use, and disclosure of personal data. The PDPA, enacted in 2020, is the primary legal framework that protects individual privacy during background screening. 

Yes, explicit consent from the candidate is mandatory before an employer can collect or process their personal information. The candidate must be informed of what data will be collected and how it will be used. For sensitive information like criminal records, health data, or religious affiliations, specific consent is required.

Failure to comply with the PDPA can result in civil, criminal, and administrative penalties. Employers may be liable for compensating the individual for damages caused by the violation.

Yes, a candidate has the right to refuse to provide their consent. However, the employer may then be unable to proceed with the hiring process, which can impact the candidate’s application.

With the candidate’s proper consent, employers commonly verify:

• Employment history: Past job titles, dates of employment, and reasons for leaving.
• Educational credentials: Degrees, institutions, and certifications.
• Criminal records: Checks can be made through the Royal Thai Police.
• Identity: Basic personal data like name, address, and ID card or passport number.
• References: Confirmations from former superiors or colleagues.
• Social media: Some employers conduct informal searches, but this must be done carefully to avoid bias.

Background checks are typically conducted after a conditional job offer has been extended, but before the final employment contract is signed. This timing protects the privacy of candidates who are not selected for the role.

Partnering with a reputable third-party screening company is a best practice. These companies are knowledgeable about local laws and regulations, especially the complexities of the PDPA and the process for conducting criminal record checks. They can help streamline the process and ensure legal compliance.

A candidate has the right to access and correct their personal information. If a background check contains inaccuracies, the candidate should notify the employer immediately and provide supporting documentation to clarify or correct the information.

with the Personal Data Protection Act (PDPA). The exact documents will vary based on the checks you are performing, but common requirements include the following:

• Signed candidate consent form: A candidate’s written consent is legally required before you can collect or process their personal information. The form should clearly state what information will be checked, the purpose of the check, and how the data will be used and protected.
• Copy of national ID card or passport: This is necessary to verify the candidate’s identity. For foreign applicants, a copy of their valid passport and relevant visa pages is required.
• Educational transcripts or diplomas: Copies of official transcripts, diplomas, and certifications are needed to verify the candidate’s educational history. 
• Other documents that require further verification, such as : a candidate’s resume, work permit (for foreigners), or letters of reference from previous employers, Professional licenses and certifications.

The cost of employment background check services varies based on factors such as the type of screening required for each candidate and the number of candidates to be screened. Pricing details are typically included in a proposal from us. For specific cost information tailored to your needs, please contact us directly

he screening process typically takes 3-5 business days. The exact duration can vary based on the complexity of the checks. We ensure that all procedures comply with regulations in each country where we operate. For more details, please contact us via email or phone

Please contact us via email at skyinterlegal@gmail.com , or by phone at +6681-9151522. We will be happy to assist you.