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We are your Employer of Record in Thailand, its strategic location in South East Asia and a vibrant economy boosted by infrastructure investment, offers an enticing environment for international businesses ready to take chances. Despite the advantages, the complexities of Thailand’s regulatory framework, including its labor laws and tax regulations, can be a lot for those not prepared for the challenge. However, an Employer of Record (EOR) in Thailand can serve as your local expert, taking on legal responsibility for workers and ensuring a smooth entry into the market and ongoing adherence to all necessary regulations.
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While establishing a subsidiary in Thailand is traditionally seen as the go-to for local expansion, opting for an Employer of Record offers several comparative advantages, such as:
The Advantage in Figures
PEO/EOR
Company Incorporation
Price
80% Less Expensive
Market Entry
2-5 Days
6 Months
Efficient Setup
Navigate complex tax system and labor laws seamlessly in Thailand. Employer of Record services simplify the setup process, ensuring compliance from day one.
Expert Compliance Management
Thailand’s regulations can be complex, but Employer of Records have the expertise to keep your business compliant with local tax laws, labor rules, and social security contributions.
Minimized Risk and Liability
Acting as your legal employer in Thailand, an Employer of Record reduces your risks associated with employment regulations and ensures compliance.
Focus on Core Business Objectives
Delegate HR tasks like recruitment, payroll processing, and tax management to your Employer of Record in Thailand, freeing up your time to focus on core business activities.
Cost Efficiency
EOR services can be more economical than establishing a local subsidiary, particularly for smaller teams or temporary needs, by avoiding initial incorporation costs and ongoing administrative burdens.
We provide a simple setup process to get you started in Thailand as quickly as possible.
1
We meet with you to discuss the scope of your project and its details. Based on the requirements provided, we develop a plan best suited to your needs that will also align with your greater company goals and values.
2
Through our legal entity, you can hire your staff and begin your day-to-day operations in Thailand.
3
We handle all the steps related to the onboarding process. From there, our PEO company takes care of all the necessary legal and administrative responsibilities involved with ongoing HR operations.
4
Once onboarded, your staff can immediately begin operations and make the best use of available time and resources.
When considering a partnership with a PEO in Thailand, you will likely also hear the term EOR (Employer of Record). Typically, the two terms are largely interchangeable based on the kind of services they offer. The main difference between the two is the level of liability taken on by the PEO/EOR and the parties involved in the agreement.
In Thailand both services are indistinct according to national regulations, but INS Global can offer any elements of both according to your requirements
Check Our Thailand Labor Law Guide
Contracts must be in Thai and outline employment terms, including salary, benefits, working hours, termination clauses, and minimum wage requirements. An Employer of Record ensures your contracts comply with Thai law and protect your interests.
Working Hours
The standard working hours in Thailand are 8 hours a day and a maximum of 48 hours a week. The working hours are set out in the Labor Protection Act, which also set out other basic legal protections for employees working in Thailand.
For employees who work in an environment deemed dangerous to their health and safety, their working hours cannot exceed more than 7 hours a day or a maximum of 42 hours a week.
Employees are able to work overtime for a maximum of 36 hours per week. Overtime rates vary according to the specific day:
Holidays and Annual Leave
Employees in Thailand who have worked for at least a year are entitled to a minimum of 6 fully paid annual leave days. An employer can grant additional leave days according to the labor contract provisions.
Unless otherwise provided by the employment contract or employee handbook, unused annual leave days may be accumulated. Leave entitlement is provided for in the Labor Protection Act.
Sick Leave
There is no limit on sick leave in Thailand. However, only 30 days of paid sick leave are provided for in a calendar year. If an employee has taken more than 3 consecutive sick days, an employer can request the employee to produce a medical certificate.
Parental Leave
Female employees can take up to 98 days of maternity leave in Thailand. During that time, the employer is required to provide the employee’s full salary for up to 45 days, whereafter the employee is eligible to receive a lump-sum payment from the social security system, which is equivalent to full pay.
According to the Labor Protection Act, there are no provisions for mandatory paternity leave.
The Thailand Revenue code requires personal income tax payments to be made on any income sourced in Thailand from both residents and non-residents. Tax residents in Thailand are also required to make tax contributions on any income that is sourced outside of Thailand.
A person is considered a tax resident in Thailand if they are physically present in Thailand for 180 days or more in a calendar year. The maximum tax rate payable, set at 35%, is applicable to income exceeding 5 million Thai baht.
With social security, both resident and non-resident employees who receive their income from a Thai employer are required to make social security contributions.
The contributions which are made to the Thailand social security fund are made in equal contributions from both employers and employees (5% of the employee’s salary, to a maximum of TBH 750 per month).
Social security contributions are withheld at the source, and payment is made by the employer when an employee receives their income.
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faqs
An Employer of Record handles all legal, HR, and compliance tasks, allowing businesses to enter the Thai market quickly without the need to establish a local entity.
Using an Employer of Record can often be more cost-effective than setting up a subsidiary, as it eliminates initial incorporation costs and reduces ongoing administrative expenses.
Yes, an Employer of Record manages the entire visa and work permit application process, ensuring compliance with local immigration laws and regulations.
Employer of Record services are beneficial for businesses of all sizes, particularly those looking for rapid market entry, cost savings, and reduced administrative burdens.
Employer of Records have local experts who stay updated on regulatory changes and manage all compliance aspects, ensuring your business adheres to Thai labor laws.
While the Employer of Record is the legal employer, you retain significant control over day-to-day management and operational decisions regarding your employees.
A Global Employer of Record is an effective solutions for companies like yours that are looking to expand a workforce abroad effortlessly.
This approach allows you to outsource the international hiring process quickly and efficiency, providing access to a global talent pool while still managing payroll compliance in each country.
Public Holidays Calendar
Thailand
| Date | Day | Holiday | Notes |
| 1 January | Wednesday | New Year’s Day | Start of the Gregorian calendar year |
| 12 February | Wednesday | Makha Bucha Day | Buddhist holiday commemorating the Buddha’s sermon to 1,250 disciples |
| 6 April | Sunday | Chakri Memorial Day | Commemorates the founding of the Chakri Dynasty |
| 7 April | Monday | Substitution for Chakri Memorial Day | Observed as a public holiday since 6 April falls on a Sunday |
| 13 April | Sunday | Songkran Festival | Traditional Thai New Year |
| 14 April | Monday | Songkran Festival Holiday | Continued celebrations |
| 15 April | Tuesday | Songkran Festival Holiday | Continued celebrations |
| 16 April | Wednesday | Songkran Festival Holiday | Additional holiday for extended celebrations |
| 1 May | Thursday | National Labour Day | International Workers’ Day; observed by the private sector |
| 4 May | Sunday | Coronation Day | Commemorates the coronation of King Vajiralongkorn |
| 5 May | Monday | Substitution for Coronation Day | Observed as a public holiday since 4 May falls on a Sunday |
| 11 May | Sunday | Visakha Bucha Day | Buddhist holiday commemorating the birth, enlightenment, and death of the Buddha |
| 12 May | Monday | Substitution for Visakha Bucha Day | Observed as a public holiday since 11 May falls on a Sunday |
| 2 June | Monday | Bridge Public Holiday | Additional holiday to create a long weekend |
| 3 June | Tuesday | Queen Suthida’s Birthday | Commemorates the birthday of Queen Suthida |
| 10 July | Thursday | Asarnha Bucha Day | Buddhist holiday marking the Buddha’s first sermon |
| 28 July | Monday | King Vajiralongkorn’s Birthday | Commemorates the birthday of King Vajiralongkorn |
| 11 August | Monday | Bridge Public Holiday | Additional holiday to create a long weekend before Mother’s Day |
| 12 August | Tuesday | Queen Mother’s Birthday | Commemorates the birthday of Queen Sirikit; also celebrated as Mother’s Day |
| 13 October | Monday | King Bhumibol Adulyadej Memorial Day | Commemorates the passing of King Bhumibol Adulyadej |
| 23 October | Thursday | Chulalongkorn Day | Commemorates the death of King Chulalongkorn (Rama V) |
| 5 December | Friday | King Bhumibol Adulyadej’s Birthday / National Day / Father’s Day | Commemorates the birthday of King Bhumibol Adulyadej; also celebrated as National Day and Father’s Day |
| 10 December | Wednesday | Constitution Day | Commemorates the promulgation of Thailand’s first permanent constitution in 1932 |
| 31 December | Wednesday | New Year’s Eve | Marks the end of the Gregorian calendar year |
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