Employer of Record (EOR) in Thailand

Hire in Thailand in days, with no entity and no exposure to getting a province’s minimum wage or the Labour Protection Act’s severance scale wrong. We place you with the right vetted EOR partner, at pricing you will not get going direct, and stay on your side for the life of the relationship.

  • Independent advice
  • Vetted partners
  • Operational in days

What an Employer of Record does for you in Thailand

An Employer of Record is a company that legally employs your Thai staff on your behalf. You choose the person and direct their work day to day. The EOR is the legal employer on paper, which is what lets you build a team in Thailand without forming your own company.

In practice the EOR partner takes on everything that needs a Thai legal entity and local expertise: a compliant employment contract under the Labour Protection Act, the correct provincial minimum wage where relevant, monthly Social Security Fund withholding and Workmen’s Compensation Fund cover, personal income tax withholding and filings to the Revenue Department, statutory benefits and leave including the newly enacted 120-day maternity leave and 15-day paternity leave, and compliant onboarding and lawful exits with the correct statutory notice and severance, since Thailand is not at-will. You get a working team in days. The EOR carries the legal and compliance weight; you carry the commercial relationship. The only question worth spending time on is which partner is genuinely strong in Thailand, and that is the question we answer for you.

01

Legal employer, on paper

A compliant Thai employment contract under the Labour Protection Act, with the correct provincial wage and statutory terms right from day one.

02

Compliant from day one

Monthly payroll, personal income tax withholding, and Social Security Fund contributions, with statutory filings made to the Revenue Department and the Social Security Office.

03

No entity required

Statutory benefits, annual leave, notice and the six-step severance scale under the Labour Protection Act, and lawful onboarding and exits. You get a working team in days; the EOR carries the legal weight.

How it works: four steps to a compliant hire

From first call to a compliant Thai hire at work, usually in days.

01 — Scope & quote

We map the role, salary, and start date, and come back with a clear all-in monthly cost. No guesswork, no hidden extras.

02 — Compliant contract

Your employment contract is drafted to Thai standards by the partner, with the correct provincial minimum wage applied, and we sanity-check the terms and pricing before you sign. Compliant from day one.

03 — Onboard in days

A correct Thai contract is issued under the Labour Protection Act, with all statutory terms from day one. Your hire can start in days.

04 — Payroll & compliance run

Income tax withholding and Social Security Fund contributions calculated and remitted, payslips issued, statutory filings made to the Revenue Department and the Social Security Office. You direct the work; the compliance just runs.

What EOR in Thailand costs

Two parts: the statutory cost of employing someone, and the EOR partner fee. In Thailand the statutory employer cost depends partly on which province your hire works in, since there is no single national minimum wage. We make both transparent before you commit, so there are no surprises.

Employer social insurance

5% of monthly wages to the Social Security Fund, capped at a THB 17,500 wage ceiling (raised from THB 15,000 from January 2026, so the maximum employer contribution is THB 875/month), plus a Workmen’s Compensation Fund contribution of 0.2% to 1.0%, rated by your specific industry and funded by the employer alone. Predictable and fully costed before you commit.

Minimum wage (province-dependent)

No single national figure. THB 337 to THB 400 per day depending on province, under Wage Committee Notification No. 14, with Bangkok, Phuket, Chonburi, Rayong, Chachoengsao, and Koh Samui at the THB 400 ceiling.

Income tax (employee)

Eight-band progressive rate from 5% up to 35% on assessable income above a THB 150,000 exempt band, plus standard personal allowances. Withheld monthly at source from the employee’s pay, reconciled at annual filing. Borne by the employee, not added to your cost.

EOR partner fee

A transparent per-employee monthly fee. We benchmark across our vetted network, typically 15 to 25% below going direct, and renegotiate for you at renewal.

Why run it through Bradford Jacobs

We know which EOR partners are genuinely strong in Thailand, by province and by sector. We place you with the right one, at pricing you will not get going direct, and stay on your side for the life of the relationship.

Independent, not a single provider

We are independent: we assess what you actually need, place you with the right vetted partner, secure pricing you will not get going direct, and stay on your side to escalate or renegotiate. You get advice, not a product pitch.

  • Independent advice
  • Vetted partners only
  • On your side at renewal

Pricing you can’t get direct

Thailand’s provincial minimum-wage map and industry-rated Workmen’s Compensation Fund make it easy to under- or over-quote a monthly fee up front. We benchmark across our partner network for rates typically 15 to 25% below going direct, and renegotiate on your behalf at renewal. Most companies do not know how much room there is to negotiate. We do.

  • 15-25% below direct
  • Network benchmarking
  • Renegotiated for you

Straight to the top when it matters

When something needs resolving, and in global employment it sometimes does, you come to us. We escalate directly, past the helpdesk, to people who can actually move it.

  • Direct escalation
  • No support queues
  • Named account contact

Two decades across markets

Two decades placing and managing EOR arrangements across global markets, with the local knowledge of the Labour Protection Act’s severance scale, the province-by-province wage map, and Thai termination rules that keeps you compliant.

  • EOR specialists
  • Labour Protection Act
  • Risk removed

Built for conversion to your own entity

Most companies use EOR for 12 to 24 months, then move to their own Thai Limited Company. We plan that crossover and manage the transition when the economics and the Foreign Business Act’s ownership rules justify it.

  • EOR to entity path
  • Transition managed
  • Crossover planning

Why an EOR is the fastest compliant way into Thailand

Two things slow foreign employers down in Thailand: working out which provincial wage floor applies, and the risk of getting the Labour Protection Act’s severance scale wrong on an exit years later. An EOR removes both.

Working time, leave & contracts

Compliance handled under one national Labour Protection Act, applied correctly at provincial level. Thai employment law ties statutory severance to length of service on a six-step scale reaching 400 days’ wages at 20 years, and dismissal is only lawful on specific statutory grounds rather than at-will. An EOR carries all of it correctly from day one, so a wrong assumption made at hire never becomes an expensive liability at exit.

Operational in days, not weeks

Setting up a Thai Limited Company means at least two shareholders, Foreign Business Act ownership limits to navigate unless you secure a Foreign Business License or BOI promotion, and registration through the Department of Business Development, and you cannot legally employ anyone until that registration completes. An EOR removes that wait entirely: a compliant Thai contract is issued and your hire starts in days. You prove the market first, then incorporate later only if the headcount and ownership structure justify it. This is the real value of EOR in Thailand: speed into a province-by-province market, with the compliance carried by an expert.

Everything your Thai EOR covers

One transparent monthly fee per employee covers all of this. No hidden extras.

Compliant Thai contract

A compliant Thai employment contract under the Labour Protection Act, with the correct provincial wage floor, issued and maintained for you.

Payroll & Social Security Fund

Monthly payroll run, with income tax withholding and Social Security Fund contributions calculated, remitted, and filed correctly each month.

Statutory benefits

All statutory benefits administered: paid annual leave (minimum 6 days after one year), public holidays (at least 13 a year), the now-enacted 120-day maternity leave (60 days at full employer-paid wage) and 15-day fully paid paternity leave under the Labour Protection Act (No. 9) B.E. 2568 (2025), and the correct statutory notice and severance on exit, since Thailand is not at-will. Employee Social Security Fund deductions run at 5% of wages, capped at the THB 17,500 ceiling, deducted from salary, not billed to you. Employees do not contribute to the Workmen’s Compensation Fund; that scheme is funded by the employer alone.

Compliance & support

Ongoing HR compliance and a single point of contact, for the life of the engagement.

Your questions answered

Straight answers on how Employer of Record works in Thailand.

Is my hire employed by Bradford Jacobs or by me?

Legally, your hire is employed by the Thai EOR partner we place you with, which is what keeps you compliant without an entity. Day to day they work for you: you set the work, the goals, the relationship. You get the team; the partner carries the legal weight.

Usually within days once the role, province, and salary are agreed, with a compliant Thai contract from day one. Compare that to the time a Department of Business Development registration can take, during which you cannot legally employ anyone.

5% of wages to the Social Security Fund, capped at THB 875/month (on the THB 17,500 wage ceiling), plus a Workmen’s Compensation Fund contribution of 0.2% to 1.0% rated by your industry, employer-funded only. Add the transparent EOR partner fee and you have your all-in cost.

Yes, when done properly. The EOR is a real Thai legal employer meeting all Labour Protection Act, Social Security Fund, and Revenue Department obligations. The risk is using an under-resourced partner, which is exactly why we place you with vetted partners and stay on your side for the life of the relationship.

The compliant contract with the correct provincial wage, monthly payroll (income tax withholding and Social Security Fund contributions), employer contributions, statutory benefits and leave administration, and ongoing HR compliance. We give you one all-in monthly figure up front, with nothing added later.

Yes, and most companies do once the headcount, permanence, and ownership structure justify it. We manage the transition from EOR to your own Thai Limited Company, and can support the incorporation itself, including navigating the Foreign Business Act. Most use EOR for 12 to 24 months first.

Ready to hire in Thailand?

Tell us the role and the province and we will come back with a compliant, all-in monthly cost and the right partner, usually within a day. No entity, no lock-in, no pitch, just the fastest compliant way to get your person working in Thailand.

Tax and labour data verified July 2026 (Social Security Office, Revenue Department, PwC). Figures change; we confirm the current position when we scope your hire.