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Thailand offers a competitive hiring environment in Southeast Asia, with strong talent pools in Bangkok, Chiang Mai, and major industrial corridors. Your total employer cost combines base salary plus mandatory contributions to Thailand's Social Security Fund and other payroll-related expenses.
Below are average monthly costs for popular roles in 2026, combining typical market salaries with the standard employer social security contribution of 5% of insurable earnings (currently capped at THB 750 per month) and other common payroll costs. Figures are estimates for full-time roles in major cities and will vary by seniority, industry, and the exact benefits you offer. USD values assume an exchange rate of roughly THB 35 = USD 1 and are rounded.
- Software Engineer:
Average salary THB 80,000 (≈ USD 2,285) + employer contributions THB 8,000 (≈ USD 230) = Estimated Total Monthly Cost THB 88,000 (≈ USD 2,515). Senior engineers, specialists in high-demand stacks, or those with international product experience can sit significantly above this range, especially in Bangkok's tech and fintech sectors. - Product Manager:
Average salary THB 95,000 (≈ USD 2,715) + employer contributions THB 9,500 (≈ USD 270) = Estimated Total Monthly Cost THB 104,500 (≈ USD 2,985). Product roles that own regional roadmaps, P&L, or cross-border launches typically command higher pay and may negotiate performance bonuses or equity. - Marketing Specialist:
Average salary THB 55,000 (≈ USD 1,570) + employer contributions THB 5,500 (≈ USD 155) = Estimated Total Monthly Cost THB 60,500 (≈ USD 1,725). Digital marketers with strong performance, paid-media, and analytics skills can earn more than brand-focused roles, particularly in e-commerce and export-oriented businesses. - Customer Support Representative:
Average salary THB 35,000 (≈ USD 1,000) + employer contributions THB 3,500 (≈ USD 100) = Estimated Total Monthly Cost THB 38,500 (≈ USD 1,100). Multilingual agents, night-shift workers, and staff supporting international customers often receive higher salaries plus shift or attendance allowances. - HR Manager:
Average salary THB 90,000 (≈ USD 2,570) + employer contributions THB 9,000 (≈ USD 255) = Estimated Total Monthly Cost THB 99,000 (≈ USD 2,825). HR leaders experienced in Thai labor law, social security, foreign-staff work permits, and multinational standards are in demand and may also receive bonuses linked to headcount growth.
Figures may differ depending on current exchange rates, contribution caps, and your internal policies on bonuses, health coverage, allowances, and long-term incentives.
💡 Curious how much it would cost to hire your next role in Thailand? Use our Salary Benchmarking Tool to get an instant, role-specific estimate - including taxes and compliance costs.
When you hire in Thailand, salary is only part of your budget. You also need to factor in social security contributions, generous sick leave, public holidays, probation and notice rules, and any bonuses or allowances built into your policies or sector norms.
In 2026, statutory employer social security contributions typically add up to 5% of insurable earnings per employee, capped at THB 750 per month, before any optional benefits such as health insurance, transport, housing, or meal allowances.
Leave and Paid Time Off
Thai employees are entitled to at least six working days of paid annual leave after one year of service, with many employers offering 10-15 days to stay competitive. You must also budget for at least 30 days of paid sick leave per year, paid maternity leave, and widely observed public holidays.
Mandatory Employer Contributions
The primary statutory cost on top of salary in Thailand is the employer contribution to the Social Security Fund at 5% of insurable wages, currently capped at THB 750 monthly. Certain sectors may also contribute to specific welfare or provident schemes under collective agreements or company policy, increasing total payroll costs.
Probation and Notice Periods
Probation periods in Thailand are common and typically last up to 119 days, during which termination procedures are somewhat simpler but should still follow fair practice. After probation, minimum notice is usually at least one full pay period, and terminations may trigger statutory severance depending on length of service.
Compensation Structure and Bonuses
Compensation in Thailand often combines a base salary with fixed allowances for transport, meals, or housing, plus variable performance bonuses. A 13th-month salary is not legally required but is common in many medium and large companies, particularly in competitive sectors, so you should treat it as a market-driven cost.
Social Security and Tax Compliance
Employers in Thailand must register with the Social Security Office, withhold both employer and employee contributions, and remit them monthly along with required filings. You are also responsible for withholding personal income tax, submitting monthly PND returns, and handling annual tax reporting to avoid penalties.
Hiring and Engagement Models
If your company does not have a Thai entity, you can hire local talent compliantly through an Employer of Record that becomes the legal employer and manages payroll, tax, and social security. With a local entity, you can hire directly but must handle contracts, terminations, and all statutory filings in-house or via a local partner.
Bring them on board seamlessly with Playroll. Our legal experts handle compliance so you don’t have to.
Book a DemoHere are six actionable ways to make your hiring strategy more cost-efficient – wherever you’re building your team.
- Plan Around Statutory Contribution Caps
Most countries set salary ceilings for mandatory employer contributions like pensions, healthcare, or unemployment insurance. Once an employee’s earnings exceed that cap, your contribution amount stays fixed. Mapping compensation bands against these limits before finalizing offers helps you remain competitive without paying unnecessary premiums. - Localize Benefits Strategically
Every market values different perks. Instead of applying a global benefits template, align packages to local expectations and cultural norms. In some regions, private healthcare or transport allowances are far more attractive than bonuses or extra paid leave. Prioritize what your team will value most and trim the rest – you’ll keep engagement high while reducing spend. - Consider an Employer of Record (EOR)
Running your own entity can be expensive – local payroll systems, tax filings, and compliance administration add up fast. Partnering with a trusted EOR like Playroll simplifies hiring anywhere in the world. We manage contracts, benefits, payroll, and compliance for you, all under one transparent monthly fee. It’s the easiest way to scale globally without unexpected costs or compliance risks. - Revisit Employment Contract Types and Terms
Not every role needs to be permanent or full-time. Many labor frameworks allow fixed-term or project-based contracts, which can offer both flexibility and cost control. Be intentional about probation periods, notice clauses, and renewal terms – clear definitions reduce risk and prevent costly disputes later. - Explore Cross-Border Hiring Options
If a role doesn’t require strict on-site presence, widen your search to include neighboring or lower-cost markets. With compliant hiring solutions, you can engage top talent in other countries while reducing salary and overhead costs – all without setting up additional legal entities. - Build Internal Mobility
Before recruiting new talent, look at who you already have. Upskilling or promoting existing employees can fill gaps faster and for less cost than external recruitment. This also boosts retention and engagement, since employees see clear career progression within your organization.
What is the average employer cost of hiring in Thailand in 2026?
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In 2026, typical total employer costs for mid-level roles in Thailand range from THB 50,000-110,000 per month, including salary and contributions. Exact budgets depend on role, industry, and benefits.
Are there regional or industry-specific variations in employer costs in Thailand?
Employer costs in Thailand differ by city and sector, with Bangkok and high-demand industries like tech and finance commanding higher packages. Smaller cities and traditional sectors typically offer more cost-efficient hiring options.
What is the estimated timeline for hiring in Thailand?
Most employers can expect a 4-8 week hiring timeline in Thailand for standard professional roles. Senior, technical, or niche positions may extend beyond this window.
What factors impact the cost of hiring in Thailand?
Hiring costs in Thailand are driven by salary benchmarks, seniority, sector, and language needs, plus social security, bonuses, and allowances. Planning for severance and notice obligations also affects your total cost of employment.
How often do employment-cost rules change in Thailand?
Thailand's employment-cost rules, including social security parameters, are adjusted periodically, often every few years. Regularly checking official updates helps keep your payroll and hiring budgets compliant.
about the author
Jaime Watkins
Jaime is a content specialist at Playroll, specializing in global HR trends and compliance. With a strong background in languages and writing, she turns complex employment issues into clear insights to help employers stay ahead of the curve in an ever-changing global workforce.
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