The best Employer of Record providers in Thailand, ranked
Ten providers that can employ staff on your behalf in Thailand, scored on whether they employ through their own Thai-registered company rather than a partner, how they handle the Labour Protection Act and the work-permit rules for foreign hires, how accurately they run the Social Security Fund, the Workmen’s Compensation Fund and the new Employee Welfare Fund, how plainly they explain their fees, and how they support you after signature. Thailand is cheap to employ in, because statutory contributions are small and capped, but expensive to leave: severance is formulaic and generous, and the 120-day threshold that triggers it shapes every probation clause in the country. For a foreign employee, the provider’s own Thai headcount and registered capital decide whether a work permit is possible at all.
Quick verdict
RemotePeople is our pick — best for companies for whom Thailand is one market in a wider Asian rollout. Also worth a call: MSA Asia for clients who also want incorporation, accounting and tax from one adviser, and Aster Lion for engineering and technology companies that want a senior Bangkok consultant.
Read this before the ranking
Thailand has no law that mentions the Employer of Record and no licence that an EOR must hold. An EOR hire is an ordinary employment contract under the Labour Protection Act B.E. 2541 (1998), as amended, between the provider and the employee, with your company directing the work. The licensing that does exist sits next door: recruitment for a fee is regulated under the Employment and Job-Seeker Protection Act B.E. 2528 (1985), so a provider that also finds the candidate should hold a Department of Employment recruitment licence. The complication that matters most is immigration. A foreign national needs a work permit from the Department of Employment, tied to a specific employer, which in an EOR arrangement is the provider. The Department applies a ratio of four Thai employees for every foreign permit holder and expects THB 2 million of paid-up registered capital per foreigner. A global platform with a thinly staffed Thai subsidiary can therefore run out of room to sponsor expatriates, and some quietly sub-contract those hires to a partner. The first question to ask any provider in Thailand is which registered company will sign the employment contract, how many Thai employees and how much paid-up capital it has, and whether that is enough to sponsor your foreign hires.
How we scored, and what we could not verify
Every provider below was assessed against the same five criteria: own-entity presence in Thailand, handling of the Labour Protection Act and the work-permit regime, payroll and statutory accuracy across the Social Security Fund, the Workmen’s Compensation Fund, the Employee Welfare Fund and income tax withholding, transparency, and support. Where a lower-ranked provider beats a higher-ranked one on a criterion, we say so.
An honest limitation: Thailand’s company register is public. The Department of Business Development at the Ministry of Commerce publishes every registered company’s juristic person number, registered capital and directors through its DBD DataWarehouse. We have not run that check for every provider, we cannot see how many Thai nationals each employing company has on its Social Security Fund registration, and we do not have access to their contracts. Where a provider states that it employs through its own Thai company we record that as its claim, and we recommend looking up the juristic person number before you sign.
| # | Provider | Score | Thailand footprint | Best for |
|---|---|---|---|---|
| 1 |  RemotePeople | 9.2 | Employs directly in Thailand; handles work permits; Asia-Pacific HQ in Singapore | Companies for whom Thailand is one market in a wider Asian rollout |
| 2 |  MSA Asia | 8.7 | Own Bangkok office within an eleven-office Asian network; EOR extended to Thailand in 2026 | Clients who also want incorporation, accounting and tax from one adviser |
| 3 |  Aster Lion | 8.3 | Bangkok-headquartered Thailand specialist; EOR, payroll, work permits, company registration | Engineering and technology companies that want a senior Bangkok consultant |
| 4 |  Deel | 8.0 | Global platform; states it owns its Thai entity | Software-first teams hiring in Thailand and many other countries at once |
| 5 |  Acclime | 7.7 | Bangkok practice of an Asia-Pacific corporate-services group; published rate card | Established companies that expect to incorporate later and want the price up front |
| 6 |  JST Group | 7.4 | Thai group since 1983; Bangkok, Sattahip and Songkhla offices; Ho Chi Minh City | Energy and industrial employers with expatriates and Eastern Seaboard hires |
| 7 |  AYP Group | 7.1 | Singapore-headquartered; states it employs through its own Thai company | Cost-conscious hiring across Thailand and South-east Asia on one contract |
| 8 |  Emerhub | 6.8 | In-house Bangkok team within a South-east Asian market-entry firm | A first Thai hire on a modest salary, with a published fee formula |
| 9 |  GoGlobal | 6.5 | Tokyo-headquartered global EOR; Thailand within a 100-plus-country footprint | Japanese and multinational groups that already use the firm elsewhere in Asia |
| 10 |  Interloop | 6.2 | Nonthaburi-based consultancy with a Singapore office; EOR by secondment | Companies that also need BOI applications or company registration in Thailand |
Rankings reflect our assessment of each provider for hiring in Thailand specifically. A provider ranked lower here may be the better choice if most of your hiring is elsewhere.
RemotePeople
Thailand is easy to employ in and hard to bring foreigners into, and RemotePeople handles both sides: Social Security Fund and Workmen’s Compensation Fund registration, the 119-day probation convention, the Labour Protection Act’s severance schedule, and work permits and non-immigrant B visas for foreign hires within the Department of Employment’s ratio and capital rules. Founded in 2018 by Antoine Boquen and Pierre Pradier and headquartered in New York, with its Asia-Pacific business run from Singapore, the company has more than 250 staff across 30 countries and over 3,000 clients; Bangkok hires are run from the Singapore regional HQ, and its published client work includes moving a European group’s team from China into Thailand through EOR. Every client has a dedicated account manager backed by HR and employment specialists. Recruitment, payroll for companies with their own Thai company, contractor management and incorporation sit alongside EOR. EOR Flex starts at US$199 per employee per month. MSA Asia has the longer Bangkok office history; Deel leads on software.
- SSF, WCF and the severance schedule handled from the first payslip
- Work permits and non-immigrant B visas for foreign hires within the ratio and capital rules
- Dedicated account manager backed by HR and employment specialists, run from Singapore
- Recruitment, payroll, contractor management and incorporation alongside EOR
- EOR Flex from US$199 per employee per month
- Fewer third-party integrations than Deel or Rippling
- Total cost depends on a quote; ask for the all-in Thailand figure
- The 4:1 Thai-to-foreign ratio constrains every provider’s ability to sponsor foreign hires; ask early
- Thailand entity
- Employs directly in Thailand; SSF-registered employer
- Regional base
- Singapore (Asia-Pacific HQ); global HQ New York
- Also offers
- Recruitment, global payroll, US PEO, contractor management, Contractor of Record, benefits and visa support, entity incorporation
- Operating since
- 2018
MSA Asia
MSA Asia is an Asia-only corporate-services firm whose EOR grew out of fifteen years of incorporating companies and running their accounting, tax and payroll, and Bangkok is one of its own offices. In June 2026 it announced the extension of its EOR to Thailand, Vietnam and Malaysia, so the Thai EOR is new even though the office and the payroll practice behind it are not. That heritage is the point: the firm already deals with the Department of Business Development, the Revenue Department and the Social Security Office for clients with their own Thai companies, and it knows the foreign-ownership limit, the BOI route and the capital rules that decide whether a foreign employee can be sponsored. A later move to a Thai subsidiary is planned from the first conversation. The EOR is adviser-led, so expect a proposal rather than a sign-up form, and coverage stops at the edge of its eleven-office footprint. On software Deel is well ahead; on the EOR-to-entity path MSA Asia and Acclime are the strongest on this page.
- Own Bangkok office inside an Asia-only network covering China, Vietnam and Malaysia
- Incorporation, accounting, tax and EOR from one adviser, so the move to your own Thai company is planned from the start
- 1,500-plus international clients since 2011
- Thai EOR is a 2026 extension of an older practice; ask how many EOR employees it already has on its Thai payroll
- No self-service platform; onboarding is document-driven
- Coverage limited to its own footprint, so not a fit for a thirty-country rollout
- Thailand entity
- Own Bangkok office; ask for the juristic person number of the employing company
- Regional base
- Shanghai and Hong Kong
- Also offers
- Incorporation, accounting, tax, payroll, corporate advisory
- Operating since
- 2011
Aster Lion
Aster Lion is a Thailand-only consultancy headquartered on Sukhumvit Road that describes itself as a boutique and behaves like one: clients deal with senior consultants rather than a support desk, and the EOR sits alongside payroll, personal income tax filing for expatriates, visa and work-permit processing, company registration and market-entry advice. Its client references include multinationals in engineering, energy and consumer goods, and its FAQ is candid that the EOR is aimed at engineering and IT companies, a narrower pitch than most providers make and a more believable one. The limits are the ones that come with size: Thailand only, pricing by consultation, no platform to speak of, and the website does not state when the firm was founded or which registered company signs the employment contract, so ask. For a foreign engineering or technology company making its first few Bangkok hires, including an expatriate who needs a permit, it offers more local judgement per baht than the global platforms; for a regional rollout, look above.
- Bangkok-headquartered and Thailand-only; senior consultants handle accounts directly
- Work permits, expatriate tax filing and company registration under one roof
- Client references in engineering, energy and consumer goods
- Website does not name the employing company or the founding year; ask for the juristic person number
- Thailand only; pricing by quotation
- Thailand entity
- Bangkok-headquartered; confirm which registered company signs the employment contract
- Regional base
- Bangkok
- Also offers
- Payroll, expatriate tax filing, visa and work permits, business registration, consulting
- Operating since
- Not stated on its site; client references date from 2020
Deel
Deel is the best-known global platform, and for Thailand it is a sound choice. It states that it employs through its own Thai entity rather than a partner, its contracts are compliant, and the software for onboarding, payslips, expenses, equipment and integrations is the best in this comparison by a distance. A Thai national can be on payroll within a week. What you do not get is a Thai specialist who knows your account: support is competent, largely asynchronous and ticket-based, and a global template can be slow on local practice such as the 119-day probation convention. The larger question is work permits: a foreign hire depends on the Thai subsidiary’s own headcount and paid-up capital meeting the 4:1 and THB 2 million tests, so ask before you offer an expatriate the job. If you are hiring in Bangkok, Warsaw and Toronto in the same quarter, Deel is hard to argue with. If Thailand is the point, the three providers above give you more local judgement for a similar fee.
- Best-in-class software, integrations and employee experience
- States that it owns its Thai entity; fast self-service onboarding
- Contractors, EOR, payroll, HRIS and immigration in one product
- Ticket-based support rather than a named Thai contact
- Work-permit sponsorship depends on the Thai subsidiary’s own headcount and capital; confirm capacity for expatriates
- Thailand entity
- Own entity (provider’s statement)
- Regional base
- Global; regional teams in Singapore and elsewhere
- Also offers
- Contractors, global payroll, HRIS, immigration, entity set-up
- Operating since
- 2019
Acclime
Acclime Thailand is the Bangkok practice of a regional group with offices across Asia-Pacific, and its EOR sits alongside company registration, BOI promotion applications, corporate secretarial work, accounting, tax, immigration and a labour-disputes legal desk. It is the most transparent provider on this page. Its Thai PEO page publishes the schedule: US$400 to onboard, US$400 a month for a Thai employee and US$650 for an expatriate, US$400 to off-board, US$3,500 for a work-permit application and US$800 per dependant visa, with a deposit of two months’ payroll that falls to one month after know-your-client checks. It also publishes timely notes on the Employee Welfare Fund and the new social security ceiling. Service is professional and process-driven, with a dedicated account manager, and oriented to established companies rather than a founder making a first hire; for a single quick hire on a modest salary, Emerhub is cheaper and Deel is faster. For a group that expects to incorporate or seek BOI promotion within a year or two, Acclime is a strong fit.
- Published rate card covering onboarding, monthly, off-boarding, work-permit and dependant-visa fees
- Company formation, BOI, tax, corporate-secretarial and labour-law capability under one group
- Current public notes on the Employee Welfare Fund and the 2026 SSF ceiling
- Enterprise-style onboarding and documentation
- EOR is one service among many rather than the core business
- Thailand entity
- Own Bangkok practice; confirm the employing company’s registration
- Regional base
- Hong Kong and Singapore
- Also offers
- Company registration, BOI promotion, corporate secretarial, accounting, tax, payroll, immigration
- Operating since
- 2019 as Acclime, from older constituent firms
JST Group
JST Group is unlike anything else on this list: a Thai-registered group that has supplied offshore and onshore crews to the Gulf of Thailand’s oil and gas industry since 1983 and runs corrosion-control, coating and inspection businesses alongside its HR division. That division offers EOR, payroll, recruitment, executive search and work-permit processing for Thailand and Vietnam. The industrial heritage is the advantage and the caveat. JST has been putting expatriates through the Department of Employment and Immigration for four decades, its 90-day reporting and re-entry-permit handling is routine, and it has the Thai headcount that makes the 4:1 ratio a non-issue; its statute-based calculators for employee cost, severance and the one-pay-period notice rule are more useful than most providers’ blogs. Against that, the group is built for energy, petrochemical, power and marine clients, and a software company hiring a product manager in Bangkok may find the culture and the paperwork heavier than it wants.
- Four decades of employing and sponsoring expatriates; work permits and immigration reporting are core competence
- Offices in Bangkok, Sattahip and Songkhla for Eastern Seaboard and southern hires, plus Ho Chi Minh City
- Statute-referenced calculators for employee cost, notice and severance
- Oriented to energy, petrochemical and industrial employers rather than technology or services teams
- EOR is one HR service within a much larger industrial group
- Thailand entity
- Thai-registered group with Bangkok headquarters; confirm which group company signs the employment contract
- Regional base
- Bangkok
- Also offers
- Oil and gas manpower, payroll, recruitment, executive search, work permits, training
- Operating since
- 1983
AYP Group
AYP Group is an Asia-only provider with a Singapore base, coverage across thirteen Asia-Pacific markets and a Thailand page that states it is registered with the Social Security Office, the Revenue Department and the Department of Employment as the legal employer, and that its Thai workforce satisfies the 4:1 ratio for work-permit sponsorship, exactly the assurance this guide tells you to seek. Its published Thai material is specific and current: the THB 17,500 ceiling and THB 875 maximum, the Workmen’s Compensation Fund as an annual employer-only charge, the Employee Welfare Fund from October 2026, the one-pay-period notice rule and the Section 118 severance ladder are all set out, and it commits to a flat monthly fee with no per-filing surcharges. The organisation is smaller than the providers above, the platform simpler than Deel’s, and one or two of its legal summaries overstate how new the 400-day severance band is, a reminder to check rather than a reason to avoid. For Thailand plus Singapore, Malaysia and Vietnam on a budget, it is a sensible shortlist candidate.
- States that it employs through its own Thai company and that its Thai headcount covers the 4:1 ratio
- Specific, current published guidance on SSF, WCF, the Employee Welfare Fund, notice and severance
- Flat monthly fee with no per-filing surcharges (provider’s statement)
- Smaller team and footprint than the providers above
- Some legal summaries need checking against the statute
- Thailand entity
- Own Thai company (provider’s claim)
- Regional base
- Singapore
- Also offers
- PEO, payroll, benefits, visa support, talent sourcing
- Operating since
- 2009
Emerhub
Emerhub is a market-entry and corporate-services firm that has worked across South-east Asia since 2011, with offices from Jakarta and Manila to Bangkok, and its Thai EOR is run by what it describes as an in-house Bangkok team rather than sub-contractors. Its pricing is the simplest formula on this page: 10 per cent of the total monthly cost of employment, with a floor of US$49.99 and a ceiling of US$250 per employee per month, no set-up fee and statutory costs passed through. For a Thai hire on THB 60,000 a month that comes to well under US$200. It is frank about the shape of Thai employment cost, small contributions going in and large severance coming out, and it will set up a Thai company and transfer staff when the time comes. It sits here rather than higher because it is a generalist firm whose Thai EOR is young, and because its Thailand page quotes the old THB 15,000 social security base in one passage while citing the 2026 rise in another. On price transparency it beats everyone except Acclime.
- Published fee formula with a floor and a ceiling, no set-up fee, statutory costs passed through
- In-house Bangkok team (provider’s statement) within a firm doing South-east Asian market entry since 2011
- Company registration and the BOI route for the move to your own entity
- Thai EOR is a recent addition to a corporate-services practice; ask how many EOR employees it has on its Thai payroll
- Some published figures lag the 2026 ceiling change
- Thailand entity
- Bangkok office; confirm the employing company’s registration
- Regional base
- Hong Kong and Jakarta
- Also offers
- Company registration, corporate secretarial, payroll, importer of record, virtual office
- Operating since
- 2011
GoGlobal
GoGlobal is a Tokyo-headquartered EOR founded in 2018 that has grown quickly across Asia and beyond, with a published Thailand case study for an American hospitality-supply company and a service model that pairs its BlueOcean platform with in-country HR staff in the client’s time zone. Its Thailand guide is long and largely accurate, covering the THB 17,500 ceiling, the Workmen’s Compensation Fund’s annual wage base, the 4:1 ratio and THB 2 million capital rule, and the 119-day probation convention, and it is one of few providers to explain the Employee Welfare Fund’s ten-employee threshold. It sits here for two reasons. First, its website does not say whether Thai employees are employed by a GoGlobal-owned company or by a partner, and a footprint of 100-plus countries implies that not all are its own, so ask. Second, its strength is Japan and North-east Asia; for a Japanese group hiring in Thailand that is a real advantage, but a company whose hiring centres on Bangkok gets more direct accountability from the local firms above.
- Thorough published Thailand guide covering SSF, WCF, the Employee Welfare Fund and work-permit ratios
- In-country HR contacts in the client’s time zone rather than a pure ticket queue
- Natural choice for Japanese groups already using GoGlobal at home
- Website does not state whether the Thai employing company is GoGlobal-owned or a partner
- Strength is Japan and North-east Asia rather than Thailand specifically
- Thailand entity
- Not stated on its website; own entity or partner to be confirmed
- Regional base
- Tokyo
- Also offers
- Recruitment, global payroll, entity establishment and management, accounting and tax
- Operating since
- 2018
Interloop
Interloop is a Thai-registered consultancy based in Nonthaburi, on the north-western edge of greater Bangkok, with a second office in Singapore and a stated network across ASEAN, China and India. Its core business is market entry: BOI applications and post-BOI compliance, company registration, foreign business licences and FDA registration, with EOR offered as a secondment arrangement in which Interloop employs the person and seconds them to you under a service agreement. It states that it registers employees with the Social Security Office and handles work permits and Smart Visas, and it offers an e-HR platform for leave, payroll and claims. It sits at the bottom because the EOR is a sideline and the public material shows it: the Thai EOR page still quotes the THB 15,000 social security base, 90 days of maternity leave and a severance ladder that stops at 300 days, all out of date. For a company whose real need is a BOI application or a Thai company, with a few staff employed in the meantime, it is worth a conversation; for the EOR alone, every provider above is more current.
- Thai-registered company with BOI, company-registration and foreign-business-licence experience
- EOR, work permits and Smart Visa handling from the same firm that will later incorporate your entity
- E-HR platform for leave, payroll and claims
- Published Thai employment guidance is out of date on social security, maternity leave and severance
- EOR is a sideline to market-entry consulting; ask how many EOR employees it has on payroll
- Thailand entity
- InterLoop Solutions & Consultancy Co., Ltd (as named on its site); verify on the DBD register
- Regional base
- Nonthaburi and Singapore
- Also offers
- BOI applications, company registration across ASEAN, China and India, foreign business licences, tax advisory
- Operating since
- Not stated; site content dates from 2018
How we scored
- Own-entity presence in ThailandWhether the provider employs through a company registered with the Department of Business Development, or through a partner. Own entities mean one point of accountability; partners are acceptable when named and vetted. For foreign hires, whether that company’s Thai headcount and paid-up capital can carry a work permit.
- Handling of the Labour Protection Act and the work-permit regimeWhether the provider can explain the 120-day severance threshold and the 119-day probation convention, the one-pay-period notice rule, the Section 118 ladder, the Section 119 grounds for dismissal without severance, and the 4:1 ratio and THB 2 million capital test at the Department of Employment.
- Payroll and statutory accuracySocial Security Fund at 5 per cent against the THB 17,500 ceiling in force from January 2026, the Workmen’s Compensation Fund at the correct industry rate, the Employee Welfare Fund at 0.25 per cent each side from October 2026 for employers with ten or more staff, any voluntary provident fund, monthly PND 1 withholding by the seventh, and the annual 50 Tawi certificates, all on the local deadlines.
- TransparencyAre fees, deposits, off-boarding and work-permit charges explained before signature, or only after a sales cycle? Acclime publishes a rate card and Emerhub a fee formula; most of the others quote.
- SupportIs there a named person who knows your account, reads Thai and works Bangkok hours, or a queue? Has that person handled a work-permit renewal and a termination with severance before?
Frequently asked questions
Is Employer of Record legal in Thailand?
Yes. Thailand has no statute that mentions the Employer of Record and no licence is required to act as one. An EOR hire is an ordinary employment contract under the Labour Protection Act between the provider, as employer, and the employee, with your company directing the work. The Employment and Job-Seeker Protection Act licenses recruitment for a fee, so a provider that also finds the candidate should hold a Department of Employment recruitment licence. None of this makes the arrangement unlawful; it makes the provider’s capacity to sponsor foreign staff matter. See our overview of where EOR is legal in Asia.
What does an EOR cost in Thailand?
Two components. The provider’s fee is a flat monthly charge per employee, from around US$50 to US$250 at Emerhub, US$199 upwards at RemotePeople and US$400 to US$650 at Acclime, to more at the global platforms, sometimes with onboarding and work-permit charges on top. The statutory employer cost is small by Asian standards: 5 per cent of wages to the Social Security Fund, capped at THB 875 a month against the THB 17,500 ceiling introduced in January 2026, plus 0.2 to 1 per cent to the Workmen’s Compensation Fund, plus 0.25 per cent to the Employee Welfare Fund from October 2026 where the employer has ten or more staff. On a Bangkok professional salary that is roughly 3 to 4 per cent, falling as salary rises. Provident fund contributions are voluntary but expected by senior candidates. Our employer cost comparison across Asia puts Thailand near the bottom of the table for contributions and near the top for severance.
Can an EOR sponsor a work permit in Thailand?
Yes, if it has the capacity. A foreign national needs a Non-Immigrant B visa and a work permit from the Department of Employment, applied for by the Thai employer, which in an EOR arrangement is the provider. The Department expects four Thai employees for every foreign permit holder and THB 2 million of paid-up registered capital per foreigner, so a provider whose Thai company has a handful of local staff can sponsor only a handful of expatriates. Ask how many permits the employing company holds and how many it can add. Allow two to four weeks for the permit after the visa, and expect 90-day reporting to Immigration thereafter. Senior professionals in targeted industries may instead qualify for a Long-Term Resident visa or a BOI Smart Visa.
How long can an employee stay on EOR in Thailand?
There is no statutory limit. Fixed-term contracts are restricted to specific projects and seasonal or temporary work of up to two years, so an EOR hire is normally an indefinite contract and can continue as long as both sides wish. The practical constraints are that severance accrues and is passed on to you, and that a foreign employee’s permit is tied to the provider, so a later move to your own entity means a new permit. Most advisers put the crossover to a Thai subsidiary between ten and thirty employees, or earlier if you need to invoice locally or hold a BOI promotion in your own name.
How do probation, notice and severance work in Thailand?
The Labour Protection Act does not set a maximum probation, but statutory severance becomes payable at 120 days’ service, so Thai contracts customarily fix probation at 119 days, and termination during it still needs one pay period’s notice or pay in lieu. Notice is one pay period, given on or before a pay day to take effect on the following one, so up to two months for a monthly-paid employee unless the contract says more. Severance under Section 118 is 30 days’ pay from 120 days to one year, 90 days from one to three years, 180 days from three to six, 240 days from six to ten, 300 days from ten to twenty and 400 days at twenty years or more. Dismissal for the serious misconduct listed in Section 119 carries neither notice nor severance but must be documented; a lawful dismissal judged unfair by the Labour Court can attract further compensation. A year-end bonus is customary rather than statutory, but consistent practice can make it enforceable. Our employment law guide for Asia and benefits guide have more.
EOR or my own entity in Thailand?
Use an EOR when you are hiring a handful of people, need someone to start within weeks, or are testing the market. Set up a Thai company when Thailand will be a customer-facing operation with local invoicing, when you want BOI promotion in your own name, or when headcount is heading past ten to thirty. A Thai limited company needs at least THB 2 million of registered capital, is limited to 49 per cent foreign ownership unless BOI-promoted or otherwise exempt, and must itself meet the 4:1 ratio before it can sponsor a foreign employee, which is why many companies keep their first expatriate on an EOR even after incorporating. Registration with the DBD, the Revenue Department and the Social Security Office takes six to twelve weeks. Providers that do both, MSA Asia, Acclime, RemotePeople, Aster Lion and Emerhub among them, can move staff from EOR to your own payroll without a break in social security cover. For a broader regional view see our ranking of the best EOR providers in Asia.
Not sure which provider fits?
Tell us how many people, which roles and how soon, and we will point you to the two or three providers worth talking to in Thailand — without passing your details to any of them.
Ask usSources
- Labour Protection Act B.E. 2541 (1998), as amended, including Act No. 7 B.E. 2562 (2019) on severance; Ministry of Labour and Department of Labour Protection and Welfare.
- Social Security Act B.E. 2533 (1990) and the Ministerial Regulation raising the contribution wage ceiling to THB 17,500 from 1 January 2026; Social Security Office contribution guidance.
- Workmen’s Compensation Act B.E. 2537 (1994); Social Security Office rate tables by industry classification.
- Ministerial Regulations under the Labour Protection Act establishing Employee Welfare Fund contributions from 1 October 2026; Department of Labour Protection and Welfare.
- Emergency Decree on the Management of Foreign Workers’ Employment B.E. 2560 (2017), as amended; Department of Employment work-permit criteria on the Thai-to-foreign ratio and registered capital; Immigration Bureau guidance on Non-Immigrant B visas.
- Employment and Job-Seeker Protection Act B.E. 2528 (1985), Department of Employment recruitment-agency licensing.
- Department of Business Development, Ministry of Commerce, DBD DataWarehouse company register.
- Provider websites and published documentation, reviewed September 2026.