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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

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.

This guide was last updated on 17 December 2025. The content in this guide is current as of this date and based on common business practices.

Employment Contract

  • An employment contract is an agreement in which an employee undertakes to work for an employer, and the employer undertakes to provide remuneration. It may be written or oral, express or implied.

  • A fixed-term employment contract must not exceed two years and must be concluded in writing. It applies in the following circumstances:

    • The employee is engaged for a specific project that is not part of the employer’s regular business or trade and has a definite start and end date.
    • The employee performs occasional work with a definite end or completion time.
    • The employee performs seasonal work, with employment limited to a specific season.

  • An employment contract should generally include the following clauses:

    1. Basic information of both parties
    2. Contract terms (for fixed-term contracts)
    3. Job description, duties, and responsibilities
    4. Wages, bonuses, allowances, and payment methods
    5. Working hours
    6. Leave arrangements
    7. Health and safety conditions
    8. Other statutory matters

Statutory Contributions

Type of Social SecurityContribution Wage BaseEmployee ContributionEmployer ContributionGovernment Contribution
Pension, Disability, and Survivor’s PensionTHB 1,650 – 15,000 per month3%3%1%
Sickness and Maternity1.50%1.5%1.5%
Unemployment Benefits0.50%0.50%0.25%
Work-related Accidents and Occupational DiseasesMaximum THB 240,000 per year–0.2% – 1%–

Minimum Wage

Effective Date: July 1, 2025

The minimum wage in Thailand is adjusted to 337 – 400 THB per day.

The minimum wage in Bangkok is 400 THB per day.

Public Holidays

The public holidays listed below are national public holidays observed across Thailand. Please refer to official government announcements for the latest updates.

  • New Year’s Day
  • Makha Bucha Day
  • Chakri Memorial Day
  • Sonkgran Day (3 Days)
  • Labour Day
  • Coronation Day
  • Visakha Bucha Day
  • Her Majesty Queen Sutida Bajrasudhabimalalakshana’s Birthday
  • His Majesty King Maha Vajiralongkorn Phra Vajiraklaochaoyuhua’s Birthday
  • Asarnha Bucha Day
  • Her Majesty Queen Sirikit The Queen Mother’s Birthday / Mother’s Day
  • His Majesty King Bhumibol Adulyadej The Great Memorial Day
  • Chulalongkorn Day
  • His Majesty King Bhumibol Adulyadek The Great’s Birthday / National Day / Father’s Day
  • Consitution Day
  • New Year’s Eve

Note: If a public holiday falls on an employee’s weekly rest day, a substitute rest day may be granted on the next working day.

Overtime Compensation for Work on Public Holidays: If an employee is unable to take a public holiday due to the nature of their work or position, the employer shall consult with the employee to arrange an alternative rest day or provide holiday pay.

Working Hours

Category Daily Weekly
General Work 8 hours 48 hours
Hazardous Work 7 hours 42 hours
Flexible Make-up Work (Hours not fulfilled on one day may be made up on other days) 9 hours 48 hours

Daily Rest

  • Employees are entitled to at least one hour of rest per day, which may be taken continuously or in intervals.
  • Continuous work must not exceed five hours.
  • For minor employees, continuous work must not exceed four hours, and the employer shall provide additional short breaks during the work period.

Rest Before Overtime

If overtime exceeds two hours, the employer must provide a rest period of at least 20 minutes before the start of overtime work.

Weekly Rest

  • Employees are entitled to at least one rest day per week, with no interval between rest days exceeding six days.
  • For special types of work (including work in the hotel industry, transport, forestry, at locations lacking basic facilities, or other work specified by Ministerial Regulation), rest days may be accumulated but must be taken within four weeks.

Overtime Compensation

  • Overtime on working days: 1.5 times the hourly or piece rate wage.

  • Work on public holidays:

    • If entitled to holiday pay: Additional 1× hourly or piece rate wage.
    • If not entitled to holiday pay: At least 2× hourly or piece rate wage.
  • Overtime on public holidays: At least 3× hourly or piece rate wage.
  • Flexible make-up working hours: Any hours exceeding the normal daily limit (8 hours) shall be paid at 1.5× hourly or piece rate wage.

Exemptions from Overtime Compensation

  • Work related to employment, retirement, or dismissal matters on behalf of the employer.
  • Outdoor sales work where remuneration is primarily commission-based.
  • Railway operations.
  • Sluice opening and closing.
  • Water level measurement.
  • Firefighting or disaster prevention.
  • Field work conducted outdoors with irregular working hours.
  • Patrol work not forming part of daily duties.
  • Other work specified by Ministerial Regulation.

Leave

Annual Leave

  • Applicable Employer Type: Single employer.
  • Eligibility: All employees; full annual leave is available after one year of continuous employment. Proportional leave is provided for employees with less than one year of service.
  • Entitlement: At least six days per year.
  • Wage: Full pay.
  • Conversion of Unused Annual Leave: If an employee leaves the organisation without using their annual leave, the employer must provide full compensation for the unused leave.

Sick Leave

  • Eligibility: All employees.
  • Duration: Based on actual circumstances. A medical certificate is required for sick leave of three consecutive days or more.
  • Wage: Full pay, not exceeding 30 days per year.
  • Allowance:
    • For periods exceeding the above limit, employees may claim a half-wage sickness and injury benefit allowance.
    • Maximum of 90 days per incident and 180 days per year (excluding chronic diseases specified by Ministerial Regulation, for which the maximum is 360 days per year).
    • Applicable only to employees who have made social security contributions for at least three months within the 15 months prior to applying for medical services.

Maternity Leave

  • Eligibility: Female employees before and after childbirth.
  • Duration: Up to 120 days per incident.
  • Wage: Full pay, not exceeding 60 days per year.
  • Allowance:
    • Employees on maternity leave may claim a one-time maternity allowance at half pay; maximum 90 days per incident, claimable twice.
    • Applicable only to employees who have made social security contributions for at least seven months within the 15 months prior to applying for medical services.

Other Leave Types

  • Parental Leave (New in 2025):

    • Eligibility: Female employees who have applied for maternity leave, due to the child’s illness or potential complications/disabilities.
    • Duration: 15 days
    • Payment: Half pay

  • Paternity (Spousal Support) Leave (New in 2025):

    • Eligibility: All employees, for assisting their spouse.
    • Duration: 15 days, to be used before childbirth or during the spouse’s maternity leave
    • Payment: Full pay

  • Sterilisation Leave:

    • Eligibility: All employees, for sterilisation surgery and recovery.
    • Duration: Based on medical certificate
    • Payment: Full pay

  • Business Leave:

    • Eligibility: All employees, for workplace or work rule requirements.
    • Duration: Minimum 3 days
    • Payment: Full pay

  • Military Leave:

    • Eligibility: All employees, for military service, inspections, training, or preparation for tests.
    • Duration: Based on actual circumstances
    • Payment: Paid, with full pay limited to 60 days per year

  • Training and Skill Development Leave:

    • Eligibility: All employees, for participation in training or skill development activities. Employees must provide at least seven days’ notice to the employer.
    • Duration: Based on actual circumstances

    • Restrictions: Leave shall not be granted if:

      • The employee has already been approved for ≥30 days of training leave, or has taken such leave three times or more in the calendar year.
      • The employer can demonstrate that the requested leave may cause damage or adverse effects to business operations.
    • Payment: Wages during this leave are not mandatory.

Termination and Compensation

Applicable Circumstances Description / Notice Period Compensation
Serious Misconduct by Employee
  1. Dishonest performance of duties or intentional commission of a crime
  2. Intentional damage to the employer
  3. Negligence causing serious damage
  4. Violation of legitimate work rules after written warning
  5. Unexcused absence for three consecutive days
  6. Conviction by a court
 –
General Termination of Employment
  1. Applicable when the employer refuses to allow the employee to continue working without paying wages, including expiration of the employment contract or the employer’s inability to continue business operations.
  2. Not applicable to expiration of fixed-term contracts.

Based on years of service:

  • ≥120 days & <1 year: 30 days’ wages
  • ≥1 year & <3 years: 90 days’ wages
  • ≥3 years & <6 years: 180 days’ wages
  • ≥6 years & <10 years: 240 days’ wages
  • ≥10 years & <20 years: 300 days’ wages
  • ≥20 years: 400 days’ wages
Termination Due to Company Relocation 30 days’ notice to the employee 30 – 400 days’ wages
No 30 days’ notice to the employee Special compensation: 30 days’ wages
Layoff Due to Company Restructuring/Technological Transformation 60 days’ notice to labour inspectors and employees 30 – 400 days’ wages
No 60 days’ notice to labour inspectors and employees Special compensation: 60 days’ wages
Employee with continuous service > 6 years (More than 180 days counted as 1 year)

Additional special compensation: 15 days’ wages per year of service.

Total compensation ≤ 360 days’ wages.

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 Thailand 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.

Stay up to date with the latest employment regulations.

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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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