Skip to main content
Looking for help? Contact our Help & Support Team

How to Hire Workers in Thailand | Employer of Record (EOR) in Thailand

Entering the Thai market? Our EOR services make it easy to establish your business in Thailand. We handle all aspects of local employment, including payroll, benefits, and compliance with Thai labor laws. With our expertise in the Thai market, you can confidently expand your business, knowing that you have a trusted partner managing your international employment requirements.

Country Hiring Guides:
HR Best Practices in 99+ Countries

Thailand, known for its beautiful beaches, rich culture, and vibrant economy, is an attractive destination for businesses looking to expand internationally. TCWGlobal serves as your trusted partner in navigating the complexities of hiring in Thailand, offering comprehensive solutions for building your contingent workforce.

With a population of over 69 million people, Thailand boasts a large and diverse workforce. From the bustling streets of Bangkok to the tranquil temples of Chiang Mai, the country offers a unique blend of culture and opportunity.

When expanding your business into Thailand, compliance with local regulations is crucial. TCWGlobal, as your employer of record, ensures that your contingent workforce is fully compliant, minimizing risks for your organization.

In addition to compliance, TCWGlobal provides personalized services tailored to your specific needs. Whether you require assistance with payrolling management, benefits administration, or any other aspect of HR, our team is dedicated to supporting you.

Partnering with TCWGlobal guarantees a seamless and successful expansion into Thailand. Our expertise and local knowledge make us the ideal partner for businesses looking to establish a contingent workforce in this dynamic market.
Fixed-Term Contracts

Fixed-term contracts are only permitted in limited situations such as for a specific project outside of normal business operations or temporary/seasonal work. When permitted, it cannot be longer than two years and cannot include a right of renewal.

Probationary Periods

Probationary periods are permitted and generally do not exceed 119 days as that is the maximum amount of time that a probationary period can be terminated without severance under Thai law. However, prior written notice, is still required. It is generally about one month.


In Thailand, Workers recognize 13 paid public holidays. If work is performed on those days, it is payable at 200%.2024:New Year's Day - January 1Makha Bucha Day - February 24-26Chakri Day - April 6-8Songkran Festival - April 13-16Labor Day - May 1H.M. King's Coronation - May 4-6Visakha Bucha - May 22H.M. Queen's Birthday - June 1-3Asahna Bucha - July 20-22King Vajiralongkorn's Birthday - July 27-29The Queen Mother's Birthday - August 10-12His Majesty the Late King - October 13-15Chulalongkorn Day - October 23King Bhumibol's Birthday - December 5Constitution Day - December 10


After one year of service, Workers are entitled to six days of leave annually. Unused leave can rollover year to year at the agreement of the Worker and employer.

Sick Leave

Workers are entitled to up to 30 days of paid sick leave per year to be paid by the employer. After 30 days, the Worker may receive payment via social security.

Working Hours

Different industries may be subject to different working time restrictions. Generally, a standard workweek is eight hours per day with a meal break of one hour. Total working time cannot exceed 48 hours per week. Workers are entitled to a "weekly holiday" every six days. Most Workers observe Saturday and Sunday as rest days.


Work exceeding the standard workweek is considered overtime payable at 150%. If two hours or more hours of overtime are worked, the Worker is due a 20 minute break. Some roles are excluded from overtime such as overtime including those that have the authority to terminate other employees.

Mandatory Bonuses

There are no mandatory bonuses in Thailand.


Except in cases of legal cause, termination requires severance based on length of service and notice, which is generally the equivalent of one full pay cycle. Pay in lieu of notice is permitted.


Workers must provide at least 30 days' notice of resignation.

How an EOR Can Help You Win Fast

TCWGlobal stands unmatched as the leading employer of record service provider. Our global reach, expertise in diverse industries, and commitment to client satisfaction makes us the best choice. Looking for a global employer of record or international payrolling partner that will work with you and not for you? Trust TCWGlobal. We are here for you.

Common Pitfalls in Choosing an EOR

When choosing an Employer of Record (EOR) service, people often make mistakes such as overlooking compliance, global reach, technology integration, company experience, and fee transparency. Watch this video to see what to consider when picking an EOR.