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Global Expansion Guide

Thailand

Manage and pay your employees easily with BIPO in Thailand and 170+ other markets. Build your international teams today with our global Employer of Record service!

employment guide_currency

Currency

Thai Baht (THB)

employment guide_language

Language

Thai

employment guide_capital

Capital

Bangkok

Employer of Record Thailand

Employment Contract

Statutory Contributions

Minimum Wage

Public Holidays

Working Hours

Leave

Termination and Compensation

BIPO as your Employer of Record

Benefits of BIPO EOR Service in Thailand

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  • Employer of Record
  • Thailand

Employer of Record Thailand

Embark on your business expansion in Thailand with BIPO’s Employer of Record (EOR) services. Designed to assist you in navigating the intricacies of local employment laws and regulations, we can help ensure a smooth transition for your business and workforce.

As an Employer of Record (EOR), we act as your legal employment entity, streamlining the process of business expansion. Allowing businesses to focus on their core business operations while the EOR manages all aspects of compliance, payroll, HR, and employee benefits when venturing into the Thailand market. An EOR provider addresses the common challenges associated with local employment laws, payroll regulations, and work permit requirements.

Employment Contract

1) Contracts are not required in written form, but it is recommended that employers and employees sign a written agreement that must include the contents below:

  • Salary
  • Pay cycle
  • Annual leave and entitlement of other leave types

  • Confidentiality term

  • Notice period of employment termination

2) Employment records

Employers who employ 10 or more employees in Thailand must formulate and publicise labour management regulations within 15 days from the date when the number of employees reaches 10. The management regulations should be submitted to the Labour Welfare Protection Department of the Ministry of Labour within 7 days from the date of announcement or publicisation.

Employers who employ 10 or more employees must also establish employment records, including employees’ salary payment, overtime and holiday work, etc.

Employment records and supporting documents must be kept for at least two years after the employee left the company for audit, inquiry by the Ministry of Labour, or file transfer.

Statutory Contributions

From 1st of January 2024 to 31st of December 2026, SSF contributions are capped at THB 875 per month.

Item  Detail  Employer Contribution  Employee Contribution
Social Security Fund (SSF) Social Security Benefits 5% (Reduction of SSF at 3% during October 2024 to March 2025, applicable to 42 provinces affected by the flood.) 5% (Reduction of SSF at 3% during October 2024 to March 2025, applicable to 42 provinces affected by the flood.)
Worker’s Compensation Fund (WCF) Work injury 0.2%-1% –
– Total About 5.2%-6% About 5%

Minimum Wage

Effective 1st January 2025, the minimum wage of Thailand are set between THB 337 to THB 400 per day. The minimum wage of Bangkok is THB 372 per day.

Public Holidays

The National Public Holidays in Thailand in 2025 are shown as follows. Please refer to Bank of Thailand’s announcement.

Holiday Name Date 
New Year’s Day 1 January 2025
Makha Bucha Day 12 February 2025
Chakri Memorial Day 6 April 2025
Chakri Memorial Holiday 7 April 2025
Songkran Festival 14 – 15 April 2025
National Labour Day 1 May 2025
Coronation Day 4 May 2025
Coronation Holiday 5 May 2025
Visakha Bucha Day 11 May 2025
Visakha Bucha Holiday 12 May 2025
Queen Suthida’s Birthday Holiday 3 June 2025
Asarnha Bucha Day 10 July 2025
H.M. King Maha Vajiralongkorn’s Birthday 28 July 2025
Her Majesty the Queen Mother’s Birthday Holiday 12 August 2025
Passing of His Majesty the Late King 13 October 2025
Chulalongkorn Day 23 October 2025
H.M. King Bhumibol Adulyadej The Great’s Birthday / National Day / Father’s Day) 5 December 2025
Constitution Day 10 December 2025
New Year‘s Eve 31 December 2025

Working Hours

Normal Working Hours

  • Thailand adopts a 6-day work week.
  • No more than 8 hours per day, 48 hours per week.

Special Working Hours

  • If the employee is engaged in hotels, theaters, the transportation industry, restaurants, refreshment shops, clubs, associations, medical institutions or other types of business specified by ministerial regulations, the employer has the right to require the employee to work during holidays. However, the employer must agree that the employee can take a time-off-in-lieu or pay the employee holiday wages accordingly.

Rest Time

  • A day shift employee who works 5 consecutive hours is entitled to a period of leisure of one hour duration. The rest period is not counted as working time.
  • If an employer has requested an employee to perform overtime work of at least two hours, the employee is entitled to an extra 20-minute rest period before beginning the overtime work.

Rest Day

  • Employees are entitled to one day off per week. The interval between days-off may not be more than six days.

Night Work

  • Night working hours are between 10:00 pm one day and 6:00 am the next day.
  • Thailand’s Labor Protection Act (hereinafter LPA) does not impose any restrictions on night work for regular employees. However, the law does include prohibitions on female and minor employees.
  • For pregnant employees, the LPA prohibits night work between 10:00 pm and 6:00 am.
  • In addition, for non-pregnant female employees who work anytime between midnight to 6:00 am, if the Labor Inspector finds that the nature of work is harmful to the employee’s health and safety, the Inspector must report this further to order the employer to change the employee’s working hours or reduce the number of working hours.
  • Minor employees are prohibited to work anytime between 10:00 pm to 6:00 am. unless permission is granted by the Director-General. However, the employer may require a minor employee under 18 years of age, who is a performer in a film or a theatre, or other similar acts, to work at night. The employer shall provide them with proper rest time.

Overtime

  • Any hours worked in excess of standard working hours are considered overtime.
  • Employees are allowed to work only 36 hours as overtime work per week.
  • Overtime rates:
  • Overtime during normal working days: 1.5 times normal salary rate.
  • Overtime during holidays within normal working hours: 2 times normal salary rate.
  • Overtime during holidays beyond normal working hours: 3 times normal salary rate.

Other Regulations

  • Age limit to work:
    1. General work: 15 years old
    2. Dangerous work: 18 years old

Probationary Period

  • No related legal regulations, normal practice would be equal to or less than 119 days.
  • If an employee is terminated by the employer for any reason within 119 days after joined the company, regardless of the type of employment, the severance payment that the employee received depends on his or her actual work situation and the reason of termination.

Leave

Statutory leave in Thailand includes:

TypeApplicable toDetails
Paid Annual LeaveEmployees employed ≥ 1 year6 days, 10-15 days in practice
Pregnancy and Maternity LeaveFemale employees98 days (employer pay 45 days’ salary)
Paternity LeaveMale employees whose children born within 30 days5-14 working days（vary by delivery status and number of children）
Paid Sick LeaveAll employees30 working days, a doctor’s certificate is required for 3 or more days off
Paid Personal LeaveAll employees3 days
Unpaid Training LeaveAll employees30 days, up to 3 times
Military LeaveEmployees required to perform the military services60 days per year
Sterilisation LeaveAll employeesNo limit on temporary surgeries, and one for permanent surgery. The length of leave is based on the doctor’s instructions. Employees can take leave regardless of gender or marriage status

Termination and Compensation

Termination Notice

  • Dismissal shall be careful in practice due to it is not encouraged by society.
  • Either the employer or the employee who wants to terminate the employment contract shall provide a written notice before the paycheck date, then the contract shall be ended by the next paycheck date.
  • If the termination notice is submitted after the paycheck date, the contract shall be ended the month after next month.
  • An employee may be dismissed without notice or severance payment in any of the following circumstances:
    1. Dishonestly perform their duties or intentionally commit a criminal offence against the employer.
    2. Intentionally cause damage to the employer’s property.
    3. Causes major or serious damage to the employer’s business due to negligence.
    4. Violates work rules, protocol or lawful orders of the employer after receiving a written warning letter from the employer. In serious circumstances, the employer is not required to issue any warning letters in advance.
    5. Absent from work for 3 consecutive working days without just reasons.
    6. The Employee, who is sentenced to imprisonment by law.

Compensation

  • For a fixed-term contract defined under relevant laws and governance from the Supreme Court of Thailand, no compensation is payable upon termination of employment on the expiry date of the contract.
  • The severance payment shall be paid to all employees employed by the employer equal to or more than 120 days and been dismissed with no cause.
Length of Employment Compensation
Employed ≥ 120 days, but less than 1 year at least 30 days’ salary
Employed ≥ 1 year, but less than 3 years at least 90 days’ salary
Employed ≥ 3 years, but less than 6 years at least 180 days’ salary
Employed ≥ 6 years, but less than 10 years at least 240 days’ salary
Employed ≥ 10 years, but less than 20 years at least 300 days’ salary
Employed ≥ 20 years at least 400 days’ salary

Retired employees are also eligible for severance payment if rehired after retirement.

BIPO as your Employer of Record

BIPO’s total HR solutions include our award-winning HR Management System, Global Payroll Outsourcing, Employer of Record service, and Athena BI.

As your EOR partner, our services are designed to provide a comprehensive, hassle-free experience:

  • Initial Consultation:
    The journey typically begins with an in-depth discussion to understand your specific business needs, ensuring our EOR services perfectly align with your objectives.
  • Payroll Management:
    We offer a streamlined payroll system that ensures timely and accurate salary disbursement, complete with statutory deductions and contributions in full compliance with Singaporean regulations.
  • Contributions and Taxes:
    Our expertise in managing local social security requirements ensures your business complies with in-country financial obligations.
  • Compliance with Minimum Wage and Working Hours:
    We guarantee that your employment practices adhere to the Thailand minimum wage and working hours standards, safeguarding your business against potential legal issues.
  • Leave and Paid Time Off Management:
    Implement and manage leave policies that comply with Thailand’s laws, ensuring a fair and transparent leave management system for your employees.
  • Regulatory Compliance:
    Stay ahead of local labour laws and regulations with our up-to-date compliance services, minimising legal risks for your business.
  • Other services:
    Work visa, permit applications, termination procedures.

Services may vary across countries.

Benefits of BIPO Employer of Record Service in Thailand

Unlock your growth potential with BIPO’s Employer of Record service in Thailand. Our EOR service empowers businesses with seamless scalability while ensuring regulatory compliance. From smooth onboarding to risk mitigation, BIPO handles the administrative HR tasks, enabling companies to concentrate on core business functions and accelerating growth. Our local expertise and global reach ensure efficient operations, enhancing flexibility and reducing operational complexities.

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Frequently Asked Questions

An Employer of Record (EOR) is a partner company that acts as the official employer for your employees. 

An EOR company handles all the HR aspects and processes, including the legal complexities associated with regulatory and tax compliance.

As your EOR, BIPO supports your organisation by providing a comprehensive range of HR, payroll and advisory services to ensure your business stays compliant. These include end-to-end on/offboarding services for your employees (e.g.: payroll processing, HR and benefits administration, labour contracts, visa applications, payroll/tax compliance, and more).

By engaging BIPO as your EOR, your business benefits from: 

  • Compliance in the global markets where you operate
  • Reduced costs and risk mitigation
  • Overall workforce productivity, effectiveness, and efficiencies

A global EOR benefits organisations regardless of size or industry. It is especially useful for organisations that want to:

  • Scale their global business and be fully operational in foreign markets quickly
  • Reduce financial and HR complexities while expanding internationally
  • Minimise time spent trying to understand local labour laws and foreign tax systems
  • Stay compliant across global markets while reducing HR and administrative workflows
  • Benefit from a centralised and intuitive cloud HR platform to manage international teams

A global EOR enables businesses to fast-track their market entry into international market, and reduce the complexities of setting up multiple foreign entities.

When you partner with BIPO, we take on the the day-to-day administrative tasks, while you maintain full control of the business and delegate HR workflows and hiring needs.

Our vast network of business partners across 170+ markets globally supports your business expansion plans, with in-country HR experts providing localised support. Going global has never been easier!

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