タイの習熟作業者派遣組織

一般的に、既存の PEO を記録上の従業員として使用して、従業員が海外に拠点を置くには 1 か月が必要です。 新しい子会社を正式な雇用主として設立する場合、遅延は 4 ～ 12 か月です。

Yes, a Thailand EOR is a safe, legal, and efficient way to manage employer responsibilities in Thailand without the need to build a separate company structure in the company. This is because an EOR uses an already–established legal entity with expert HR support.  

Beyond the security of having assured HR compliance services from a professional provider, an EOR gives your employees access to the full range of employees benefits in Thailand (with the potential to benefit from even greater benefits packages), total legal protection, as well as a timely and accurate payment every month.

Much like when working with an umbrella company, independent contractors who work with their clients through a Thai EOR structure can gain access to many or all of the same employee benefits as traditional employees while still being in total control of the way they work.  

Our team of experienced recruitment specialists can find you the best local talent in Thailand using online and offline professional networks, their in-depth knowledge of local business resources and benchmarks, and a total commitment to compliant recruiting practices. 

Yes, a truly global EOR services provider gives you total compliance–assured employment outsourcing support that takes all local, regional, and national laws into account. This means you can hire staff across Thailand, knowing you’re covered in terms of every local benchmark and requirement.  

Some PEO or EOR service providers in Thailand may limit the amount of staff you can hire at one time, or require you to meet certain minimum thresholds. However, INS Global knows that your international expansion strategy may require you to scale up or down quickly at any time, so we give you the flexibility you need to pursue your goals by hiring as many employees as you need. 

The total hiring cost in Thailand should take direct costs (salary, recruitment service fees, and any signing bonuses) into account alongside indirect costs such as monthly tax and social insurance contributions, bonuses, and incentive plans.  

Thai PEO services give you a great way to avoid the complications of setting up a company in Thailand, thus not requiring you to have a physical address in the country. For the happiness of your employees, it’s still recommended that you give them the option between a physical shared workspace or the chance to work remotely when and where appropriate.  

Yes, where local employment laws, tax structures, or employee benefits differ for Thai or foreign nationals, we ensure total compliance assurance matching employees with their relevant requirements.  

EOR and PEO solutions are a perfect way to ensure safe and efficient employment for overseas workers for companies of all sizes, from SMEs to multinational corporations. This is because they fill in for otherwise complex in-house HR requirements that easily scale up alongside increased employment needs as a company expands internationally.  

The legal expertise provided by PEO and EOR services is perfect for companies in a variety of sectors that either lack their own structures in a target country or want to prevent cost-scaling concerns while focusing on growth.  

Staffing firms and umbrella businesses are two examples of third parties that may be used to directly or indirectly engage independent contractors. You might also be able to identify the best contractors to fit your needs through networking, job boards, social media, trade organizations, and other channels. 

The majority of independent contractors in Thailand either operate as freelancers or run small enterprises through which they accept payment from customers. Thai law also requires that contractors be hired under a work agreement rather than an employment contract. 

Before work starts, an independent contractor can be required to provide a CV, portfolio, verified references, and possibly a signed NDA.  

Payroll in Thailand can be made according to an employee’s hourly, daily, weekly, or monthly pay rate and should be done at least once per month. All details of an employee‘s pay and all employer-managed tax and social security deductions should be included in a payslip for each pay period.  

The minimum wage in Thailand is calculated at a daily rate and depends on the type of job and seniority of the worker. In 2023, minimum wage rates vary from 354 baht per day all the way up to 700 baht per day for certain skilled workers.   

Those moving to Thailand to live and work must have a work permit in addition to a working visa. Typically, workers apply for a Non-Immigrant B (Business) visa from their home country which allows them to enter Thailand for up to 90 days (or 1 year if the applicant is to be employed by a local company). During this time, the worker can then apply for a work permit which is valid for up to a year.  

Please note, companies in Thailand wishing to employ foreigners must meet specific requirements of registered capital and the number of Thai employees.  

Thai employers are obliged to manage tax and social security contributions on behalf of their employees as part of the payroll process. They are also required to make an employer’s contributions of an equivalent of around 5% (up to a maximum of 750 baht per month) of the employee’s wage towards their social security funds.  

According to Thai law, all workers (whether fixed-term, indefinite–term, or casual) are eligible for many of the same mandatory employee benefits that come from making social security payments. These include the usual benefits such as health insurance, paid parental leave, worker’s compensation, and a pension fund.  

Employment contracts in Thailand can be amended in 3 circumstances, either through a written agreement signed by both employer and employee, through the agreement of the employer and the employee’s labor union, or solely by the employer if the amendments result in better working conditions for the employee.  

Thailand operates a free universal coverage scheme for healthcare, with foreigners holding jobs in the country also being eligible for the same treatment. Co-payments were removed in 2006, with medications now being the only out-of-pocket cost. Private healthcare plans are also available to supplement the public healthcare system or provide coverage for those without a Thai contract.  

Notice periods in Thailand are typically 1 month or payment in lieu.  

Severance pay is equivalent to 15 days of an employee’s current salary per year of service. This payment cannot exceed the equivalent of 1 year of the employee’s salary.  

Thailand’s Labor Protection Act is overseen at local, regional, and national levels by different government bodies. Typically, labor disputes are managed through the discussion of an employee’s labor union and company representatives.  

Most regions in Thailand celebrate 13 paid holidays per year, with these days not being considered part of an employee’s paid annual leave.