Effortlessly handle payroll, compliance, and benefits for your team in Thailand with our comprehensive Employer of Record (EOR) service.
Our solutions in Thailand are designed to streamline every aspect of employment management, making your operations as efficient as possible.
Effortlessly handle payroll, compliance, and benefits for your team in Thailand with our comprehensive Employer of Record (EOR) service.
Our solutions in Thailand are designed to streamline every aspect of employment management, making your operations as efficient as possible.
Hiring in Thailand means navigating the Labour Protection Act, registering employees with the Social Security Office, and managing progressive income-tax withholding--all without needing to set up a local entity. As your Employer of Record, Glints legally employs your team on your behalf, handling employment compliance, payroll, and benefits administration so you can focus on building and managing your team smoothly in Thailand.
In Thailand, employment contracts can be indefinite or fixed-term. While a written contract is not strictly mandatory, a bilingual Thai-English agreement is strongly recommended so both parties clearly understand the terms and the contract holds up under the Labour Protection Act.
Probation in Thailand is commonly capped at 119 days, since employees who complete 120 days of continuous service become entitled to statutory severance--letting both parties evaluate the employment fit before that threshold.
Salaries in Thailand are typically paid monthly in Thai Baht, on the last working day of the month or as agreed in the employment contract, with mandatory personal income tax withheld at progressive rates from 0% to 35%.
Employers and employees each contribute 5% of monthly wages to the Social Security Fund, capped at a THB 17,500 wage ceiling (a maximum of THB 875 per side per month). This funds coverage including sickness, maternity, disability, unemployment, and pensions.
Thai law caps normal working hours at 48 per week. Employees are entitled to at least 13 paid public holidays each year and must be compensated for work performed on those days.
Employees are entitled to a minimum of 6 paid annual leave days after completing one year of continuous service, with many employers offering more as a competitive benefit.
Thailand recognizes several types of special leave, including maternity leave, military service leave, and personal or business leave, supporting a balanced work environment.
Employees may take up to 30 days of paid sick leave per year. A medical certificate can be required for absences of three or more working days, reflecting Thailand's commitment to worker welfare.
Either party may end an open-ended contract by giving at least one pay period's written notice (commonly one month), except in cases of serious misconduct, ensuring fair treatment and compliance with local regulations.
Are you ready to enhance your team management in Thailand? Explore how our comprehensive EOR and PEO services can simplify your workforce operations, ensuring both efficiency and adherence to local regulations.
Learn more about the benefits of partnering with Glints for your EOR and PEO needs in Thailand!
