THIS CONTENT IS FOR INFORMATIONAL PURPOSES ONLY AND DOES NOT CONSTITUTE LEGAL OR TAX ADVICE. You should always consult with and rely on your own legal and/or tax advisor(s). G-P does not provide legal or tax advice. The information is general and not tailored to a specific company or workforce and does not reflect G-P’s product delivery in any given jurisdiction. G-P makes no representations or warranties concerning the accuracy, completeness, or timeliness of this information and shall have no liability arising out of or in connection with it, including any loss caused by use of, or reliance on, the information.
Employer of Record in Thailand.
G-P’s Employer of Record (EOR) model allows your company to start hiring talent in minutes via our global entity infrastructure. Unlike a Professional Employer Organization (PEO), G-P allows your company to expand your global footprint without the hassle of entity setup and management.
As a global EOR expert, we manage payroll, employment contract best practices, statutory and market norm benefits, employee expenses, as well as severance and termination. You’ll have peace of mind knowing you have a team of dedicated employment experts assisting with every hire. G-P allows you to harness the talent of the brightest people in 180+ countries around the world, quickly and easily.
15Holidays per year
48hours per weekWorking hours per day or month
Payroll in Thailand.
Thailand has become a key destination for international investors due to important exports such as electrical components, car parts, and textiles. Before building your team in Thailand, you’ll need to first understand the intricacies of payroll management to ensure a smooth operational transition for expats and new local hires.
Hiring in 
Thailand.
Understanding Thailand’s business culture is crucial for ensuring sustainable and compliant operations. However, identifying skilled employees capable of fostering company growth, while simultaneously adhering to Thailand’s employment compliance laws, is the true key to effective hiring ventures.
Compensation & Benefits in Thailand.
Compensation & Benefits in Thailand.
One of the most common compliance mistakes growing companies make is offering compensation and benefits that do not align with local standards. When expanding to Thailand, it’s important to take the following into account.
NoneMinimum wage per month
6-15daysAnnual vacation leave (min)
Thailand Subsidiary.
Often, the most challenging part of international growth is figuring out how to establish a subsidiary. Companies must consider all of Thailand’s subsidiary laws, decide which business structure is best, and allocate time and money for the incorporation process. As an alternative to establishing a subsidiary, G-P helps companies begin operations in Thailand without the need to undergo the complicated subsidiary process.
Thailand Visas & Permits.
Thailand gets over 20 million international tourists each year in Bangkok alone. That number doesn’t even count people who are coming to live and work in the country long-term. If your company is planning international growth in Thailand, you will need to obtain work visas for any employee who will be living and working in the country on your behalf.
Thailand Contractors.
Thailand Contractors.
Companies often turn to international hiring to enter new markets and achieve their growth goals. Independent contractors can be a helpful resource to carry out short- and long-term projects. If you’re considering hiring independent contractors in Thailand, you should understand the details of this classification other important responsibilities.