Capital City
Bangkok
Currency
Thai Bhat
(
฿
)
Timezone
GMT +7
Payroll Frequency
monthly
Tax Year
1 January - 31 December
Employer Tax
5% - 10%
Languages
Thai
Capital City
Bangkok
Currency
Thai Bhat
(
฿
)
Timezone
GMT +7
Payroll Frequency
monthly
Tax Year
1 January - 31 December
Employer Tax
5% - 10%
Languages
Thai
Hiring in Thailand for the first time can be overwhelming, especially when navigating unfamiliar employment laws. Whether you hire independent contractors, set up a legal entity, or use an EOR service, understanding the local employment landscape is crucial for success. Playroll’s comprehensive guide can help you get started if you're hiring locally or relocating a team member.
Companies can hire employees in Thailand in the following three ways:
Remote workers in Thailand often offer competitive rates compared to hiring in more expensive markets, helping you access skilled professionals while managing costs effectively.
Thailand boasts a well-educated and skilled workforce, with expertise in various fields such as IT, software development, digital marketing, customer support, and more.
Many Thai professionals are proficient in English, making communication and collabouration with international teams and clients more seamless.
Thailand operates in a time zone that aligns with many Asian and Australian regions, facilitating real-time collabouration and communication.
Businesses can only operate smoothly in Thailand if they comply with local labor laws including drafting compliant employment contract agreements and meeting taxation and payroll obligations. Learn more about the employment laws and regulations in Thailand below, to avoid any compliance issues.
When hiring in Thailand, it's important to know about the rules laid out in the Labour Protection Act of 1998. It stops discrimination based on things like age, religion, sexual orientation, gender expression, and race. The hiring formalities in Thailand include:
We can help you get a new employee started in Thailand quickly, with a minimum onboarding time of just 1-2 working days. The timeline starts once the employee submits all required information onto the Playroll platform and completes any necessary local authority registrations.
For non-nationals, the Right to Work assessment (if applicable) may add up to three extra days. Additional time may be needed for follow-ups on this assessment. Please note, payroll cut-off dates can impact the actual start date. Playroll's payroll cut-off date is the 10th of each month unless otherwise specified.
Employees are generally expected to work no more than 8 hours per day and 48 hours per week. After 5 consecutive hours of work, employees are entitled to a 1-hour break, which can be taken as a continuous period or divided into shorter intervals throughout the working day.
Employees can work a maximum of 36 overtime hours per week, compensated at a rate of 150% of their regular salary on standard working days. On holidays, the overtime pay increases, ranging from 200% to 300% of the regular salary.
There are no legal regulations about how long a job probation period should be. However, since the law requires severance pay for employees let go after 120 days, most companies choose a probation period of not more than 4 months.
1 January - 31 December is the 12-month accounting period that businesses in Thailand use for financial and tax reporting purposes.
The payroll cycle in Thailand is usually monthly, with employees being paid on or before the last day of the month.
The minimum wage for employees in Thailand is typically 330 THB to 370 THB per hour (varies by region), amounting to ~9,900 THB - 11,100 THB per month for a typical 48 hour work week.
There are no specific legal provisions mandating the payment of an annual bonus or a 13th salary. However, employers have the flexibility to offer bonuses at their discretion.
Employer payroll contributions are generally estimated at an additional 5%- 10% on top of the employee salary in Thailand.
In Thailand , the typical estimation for employee payroll contributions cost is around 5%.
In Thailand, the income tax system operates on a 'Pay As You Earn' basis, with individual income tax rates ranging from 0% to 35%. The calculation of income tax follows a progressive rate structure as follows:
Thailand offers the National Pension Fund and Provident Fund for employees. To be eligible for an old-age pension, individuals must be aged 60 or older and have made contributions for a minimum of 180 months. here is no legal requirement in Thailand that mandates all companies, regardless of size, to establish a provident fund. The decision to set up a provident fund is left to the discretion of the company.
The annual leave entitlement in Thailand is 6 days for a full time worker. These can include public holidays on top of that or within those days, which would otherwise be unpaid.
Workers in Thailand are entitled to a minimum of 13 mandatory public holidays each year. These holidays include:
Employees in Thailand are entitled to six days of annual leave after completing one full year with their employer. If employees haven't worked for a full year, leave may be offered on a pro-rata basis. Employers and employees can also establish a leave carryover policy through mutual agreement beforehand.
Female employees in Thailand are entitled to 98 days of maternity leave. The first 45 days are fully paid by the employer, and the remaining period is compensated through the government social security fund at 50% of the regular salary rate.
Government employees in Thailand receive 15 days of paid paternity leave each year. However, private employees, in accordance with Thai employment law, do not have provisions that grant them paternity leave.
Under Thai labor laws, employees are entitled to a maximum of 30 paid sick days each year, with their regular pay maintained by the employer. If the incapacity lasts longer than 30 days, the employee can use accrued paid vacation days or choose unpaid leave. When sickness-related absence exceeds three days, the employer may request a medical certificate from the employee.
Thailand does not have a shared parental leave policy that allows parents to divide or share a designated period of leave between them.
Employees have the right to three days of paid personal business leave each year, allowing them to address personal matters.
Employees are eligible for up to 60 days of leave for military exercises, with compensation at the basic pay rate.
Termination of employment in Thailand can occur with a valid reason. In cases without a valid reason, employees may file unfair dismissal claims, which Thai law often favors. Following termination, employers are required to notify the Social Security Office, and for foreign workers, the Immigration Bureau and the Department of Employment. Some valid reasons for termination include:
In Thailand, terminating employment requires advance written notice, usually for a standard period of 30 days. Employers can specify longer notice periods in the employment contract if needed. Notice should be given before the scheduled wage payment date to apply for the following pay cycle, and the option for payment in lieu of notice is also possible.
Employees who are terminated in Thailand and have completed more than 120 days of service are eligible for severance pay, except in cases of dismissal for serious misconduct. The severance pay amount is determined by the length of the employee's service, with an increase corresponding to the duration of employment as follows:
Copied to Clipboard
Take your business to new places
Capital City
Lorem ipsum dolor sit amet, consectetur adipiscing elit. Suspendisse varius enim in eros elementum tristique. Duis cursus, mi quis viverra ornare, eros dolor interdum nulla, ut commodo diam libero vitae erat. Aenean faucibus nibh et justo cursus id rutrum lorem imperdiet. Nunc ut sem vitae risus tristique posuere.
Employer Tax
Lorem ipsum dolor sit amet, consectetur adipiscing elit. Suspendisse varius enim in eros elementum tristique. Duis cursus, mi quis viverra ornare, eros dolor interdum nulla, ut commodo diam libero vitae erat. Aenean faucibus nibh et justo cursus id rutrum lorem imperdiet. Nunc ut sem vitae risus tristique posuere.
Hiring in Thailand for the first time can be overwhelming, especially when navigating unfamiliar employment laws. Whether you hire independent contractors, set up a legal entity, or use an EOR service, understanding the local employment landscape is crucial for success. Playroll’s comprehensive guide can help you get started if you're hiring locally or relocating a team member.
Companies can hire employees in Thailand in the following three ways:
Remote workers in Thailand often offer competitive rates compared to hiring in more expensive markets, helping you access skilled professionals while managing costs effectively.
Thailand boasts a well-educated and skilled workforce, with expertise in various fields such as IT, software development, digital marketing, customer support, and more.
Many Thai professionals are proficient in English, making communication and collabouration with international teams and clients more seamless.
Thailand operates in a time zone that aligns with many Asian and Australian regions, facilitating real-time collabouration and communication.
Businesses can only operate smoothly in Thailand if they comply with local labor laws including drafting compliant employment contract agreements and meeting taxation and payroll obligations. Learn more about the employment laws and regulations in Thailand below, to avoid any compliance issues.
When hiring in Thailand, it's important to know about the rules laid out in the Labour Protection Act of 1998. It stops discrimination based on things like age, religion, sexual orientation, gender expression, and race. The hiring formalities in Thailand include:
We can help you get a new employee started in Thailand quickly, with a minimum onboarding time of just 1-2 working days. The timeline starts once the employee submits all required information onto the Playroll platform and completes any necessary local authority registrations.
For non-nationals, the Right to Work assessment (if applicable) may add up to three extra days. Additional time may be needed for follow-ups on this assessment. Please note, payroll cut-off dates can impact the actual start date. Playroll's payroll cut-off date is the 10th of each month unless otherwise specified.
Employees are generally expected to work no more than 8 hours per day and 48 hours per week. After 5 consecutive hours of work, employees are entitled to a 1-hour break, which can be taken as a continuous period or divided into shorter intervals throughout the working day.
Employees can work a maximum of 36 overtime hours per week, compensated at a rate of 150% of their regular salary on standard working days. On holidays, the overtime pay increases, ranging from 200% to 300% of the regular salary.
There are no legal regulations about how long a job probation period should be. However, since the law requires severance pay for employees let go after 120 days, most companies choose a probation period of not more than 4 months.
1 January - 31 December is the 12-month accounting period that businesses in Thailand use for financial and tax reporting purposes.
The payroll cycle in Thailand is usually monthly, with employees being paid on or before the last day of the month.
The minimum wage for employees in Thailand is typically 330 THB to 370 THB per hour (varies by region), amounting to ~9,900 THB - 11,100 THB per month for a typical 48 hour work week.
There are no specific legal provisions mandating the payment of an annual bonus or a 13th salary. However, employers have the flexibility to offer bonuses at their discretion.
Employer payroll contributions are generally estimated at an additional 5%- 10% on top of the employee salary in Thailand.
In Thailand , the typical estimation for employee payroll contributions cost is around 5%.
In Thailand, the income tax system operates on a 'Pay As You Earn' basis, with individual income tax rates ranging from 0% to 35%. The calculation of income tax follows a progressive rate structure as follows:
Thailand offers the National Pension Fund and Provident Fund for employees. To be eligible for an old-age pension, individuals must be aged 60 or older and have made contributions for a minimum of 180 months. here is no legal requirement in Thailand that mandates all companies, regardless of size, to establish a provident fund. The decision to set up a provident fund is left to the discretion of the company.
The annual leave entitlement in Thailand is 6 days for a full time worker. These can include public holidays on top of that or within those days, which would otherwise be unpaid.
Workers in Thailand are entitled to a minimum of 13 mandatory public holidays each year. These holidays include:
Employees in Thailand are entitled to six days of annual leave after completing one full year with their employer. If employees haven't worked for a full year, leave may be offered on a pro-rata basis. Employers and employees can also establish a leave carryover policy through mutual agreement beforehand.
Female employees in Thailand are entitled to 98 days of maternity leave. The first 45 days are fully paid by the employer, and the remaining period is compensated through the government social security fund at 50% of the regular salary rate.
Government employees in Thailand receive 15 days of paid paternity leave each year. However, private employees, in accordance with Thai employment law, do not have provisions that grant them paternity leave.
Under Thai labor laws, employees are entitled to a maximum of 30 paid sick days each year, with their regular pay maintained by the employer. If the incapacity lasts longer than 30 days, the employee can use accrued paid vacation days or choose unpaid leave. When sickness-related absence exceeds three days, the employer may request a medical certificate from the employee.
Thailand does not have a shared parental leave policy that allows parents to divide or share a designated period of leave between them.
Employees have the right to three days of paid personal business leave each year, allowing them to address personal matters.
Employees are eligible for up to 60 days of leave for military exercises, with compensation at the basic pay rate.
Termination of employment in Thailand can occur with a valid reason. In cases without a valid reason, employees may file unfair dismissal claims, which Thai law often favors. Following termination, employers are required to notify the Social Security Office, and for foreign workers, the Immigration Bureau and the Department of Employment. Some valid reasons for termination include:
In Thailand, terminating employment requires advance written notice, usually for a standard period of 30 days. Employers can specify longer notice periods in the employment contract if needed. Notice should be given before the scheduled wage payment date to apply for the following pay cycle, and the option for payment in lieu of notice is also possible.
Employees who are terminated in Thailand and have completed more than 120 days of service are eligible for severance pay, except in cases of dismissal for serious misconduct. The severance pay amount is determined by the length of the employee's service, with an increase corresponding to the duration of employment as follows:
Copied to Clipboard
Take your business to new places