返回
From
$249/month
$49/month
2% of gross salary / month
Horizons ensures day-to-day guidance to help your business navigate Thailand’s labor laws and regulations. We also provide mandatory monthly payroll requirements, and absorb all local employment liabilities. Partnering with our Thailand EOR is the quickest and most cost-effective way to enter the Thailand market.
Note, a Thailand Employer of Record is also known as a Thailand Professional Employer Organization (PEO).
Hire in Thailand, and pay employees through our platform or app.
Our Thailand EOR solution is the most affordable on the market.
Fast onboarding in Thailand, hire in as little as 12 hours.
We draft labor contracts compliant with Thai labor law.
We administer all mandatory benefits and contributions in Thailand.
It doesn’t stop with Thailand — we are an international EOR
Unlike the majority of countries in Asia, Thailand does not require employers to provide written employment contracts to employees. Despite this, it remains best practice for employers to draft concise, strongly-worded written contracts. This helps to avoid misunderstandings and to clearly establish the rights and responsibilities of employers and employees.
Thailand’s labor laws do not require specific provisions or language be included in an employment agreement. However, a copy of the agreement – written in Thai – must be given to the Department of Employment, in order to issue work permits. Additionally, employers must be prepared for courts in Thailand to uphold the provisions in these agreements.
By partnering with our Thailand EOR, Horizons’ team of local experts can provide assistance for drafting strong employment contracts that are compliant with local regulations.
None
1 – 3 months, depending on amount of time served
0 to 119 days of employment: none
120 days to 1 year: 30 days salary
1 to 3 years: 90 days salary
3 to 6 years: 180 days salary
6 to 10 years: 240 days salary
10 years or more: 300 days salary
Employee is only eligible for severance if contract is for 2+ years.
119 days (standard)
1 – 3 months, depending on amount of time served
0 to 119 days of employment: none
120 days to 1 year: 30 days salary
1 to 3 years: 90 days salary
3 to 6 years: 180 days salary
6 to 10 years: 240 days salary
10 years or more: 300 days salary
The typical work week in Thailand is 48 hours, with the standard working day being eight hours. In the event that employers and employees agree to different working hours, they are able to do so as long as the total hours do not exceed 48 hours per week. Local employees are entitled to rest periods of at least one hour, after they have continuously worked for five hours.
Employees are also entitled to at least one day off per week. The time between days off cannot exceed six days.
Thailand has a range of national public holidays that are celebrated annually. In 2025 these holidays are:
| Date | Holiday name |
|---|---|
| 1 Jan Wednesday | New Year’s Day |
| 29 Jan Wednesday | Chinese New Year |
| 12 Feb Wednesday | Makha Bucha Day |
| 6 Apr Sunday | Chakri Memorial Day |
| 7 Apr Monday | Chakri Memorial Day Holiday |
| 13 Apr – 15 Apr (Monday to Friday) | Songkran Festival |
| 1 May Thursday | Labour Day |
| 4 May Sunday | Coronation of King Vajiralongkorn Day |
| 5 May Monday | Coronation of King Vajiralongkorn Holiday |
| 9 May Friday | Royal Ploughing Ceremony |
| 11 May Sunday | Visakha Bucha Day |
| 12 May Monday | Visakha Bucha Day Holiday |
| 2 Jun Monday | Bridge Public Holiday |
| 3 Jun Tuesday | Queen Suthida’s Birthday |
| 10 Jul Thursday | Asarnha Bucha Day |
| 11 Jul Friday | Khao Phansa Day |
| 28 Jul Monday | King Vajiralongkorn’s Birthday |
| 11 August Monday | Bridge Public Holiday |
| 12 Aug Tuesday | Her Majesty the Queen Mother’s Birthday |
| 13 Oct Monday | Anniversary of the Death of King Bhumibol |
| 23 Oct Thursday | Chulalongkorn Memorial Day |
| 5 Dec Friday | King Bhumibol’s Birthday/Father’s Day |
| 10 Dec Wednesday | Constitution Day |
| 25 Dec Thursday | Christmas Day |
| 31 Dec Wednesday | New Year’s Eve |
In Thailand, a social security fund is available to all employees. This reduces the financial risk from lost wages that may arise from sickness or injury, pregnancy and child birth, unemployment, and death.
Employers in Thailand are responsible for registering new employees with the social security office. Employers must also inform the social security office of any employee resignations or terminations during scheduled monthly submissions.
For tax purposes, both employers and employees contribute 5%. For a monthly wage of 1,650 THB, the minimum monthly contribution is 83 THB. For a monthly wage of 15,000 THB, the maximum monthly contribution is 750 THB.
If an employee earns less than 15,000 THB a year, they are exempt from taxes. For earnings above this amount, tax rates will range from 5% to 35%. A tax rate of 35% applies to yearly earnings above 4,000,000 THB.
Thailand has universal healthcare provided through the civil welfare system for public workers. It also has Social Security for private employees (including nationals and expats), and universal coverage for all other Thai nationals. The Social Security fund assigns employees a local hospital where they can receive care at no cost.
Employers may provide supplementary health insurance as an additional benefit to employees. Alternatively, employers can choose to provide their employees with an insurance allowance.
After employees have been with a company for one year, they are entitled to at least six days of paid leave each year. Unused leave time can be accumulated and rolled over.
Employers can provide additional annual leave in subsequent years. They can also provide prorated leave to employees with less than one year’s service.
To become more competitive in the marketplace, some employers offer their employees between 10 and 15 day’s paid vacation each year.
In Thailand, sick leave is provided as a separate benefit to annual vacation leave. After employees have been with an employer for one year, they are entitled to one month’s paid sick leave per year. An employer may request an employee to submit a medical certificate if they are sick for more than three consecutive days.
If an employee was injured or became ill at work, sick leave does not have to be used for subsequent days off.
Expecting mothers are entitled to three months of paid maternity leave. Employers pay 50% of this leave and the the remaining 50% is paid by the social security system. Maternity leave is paid at full pay.
Paid paternity leave of 15 days is available to state officials or employees whose wives have given birth.
Personal leave can be taken by employees for situations deemed essential by the employer’s work policies in the contract agreement.
Employees in Thailand are also entitled to National Service Leave or Military Leave. This type of leave is available for male employees who meet any of the following criteria:
National Service Leave provides the same rate of pay to the employee. This type of leave cannot exceed two months.
Employees can take unpaid leave for training purposes or to attend a course or program with a definitive duration. However, employers can refuse to provide training leave if it would negatively affect the business, or if the employee has previously taken leave on three or more occasions for a minimum of one month’s duration.
Sterilization leave is provided to employees for family planning purposes. It is available to male and female employees going through a sterilization procedure. The applicable leave period is stated in the employee’s medical certificate.
Employees in Thailand may use other types of leave, but these are at the discretion of their employer. Some examples of additional types of employment leave in Thailand include:
Employers must provide written notice of at least one month before terminating an employee without a specific cause. Alternatively, the employer can pay the employee for the notice period.
Employers are responsible for providing severance payments in the following amounts, based on the length of service:
If the employee is terminated for economic reasons, employees with six or more years of continuous service are entitled to receive additional compensation. This compensation is equivalent to 15 day’s wages for every year of employment, up to a maximum payment that is equivalent to 360 day’s wages.
Work for more than 180 days is counted as one full year of service. This payment is made in addition to the severance pay described above.
Navigating employee terminations and handling severance packages can be complicated for companies expanding overseas for the first time. Horizons’ Thailand EOR can mitigate risk for foreign companies and provide guidance through this process.
There is no universal minimum wage in Thailand. Rather, the minimum wage is determined by the province in which work is conducted. In 2018, Thailand increased its minimum wages by between 5 THB and 22 THB. Minimum wages were increased by as much as 7% in industrialized provinces such as Chonburi and Rayong.
Overtime Thailand workers are paid around THB 336 daily.
| Minimum Wage Country Comparison Chart | (Per month in USD) |
| Switzerland (Geneva) | $4,000 |
| Italy | $2,255 |
| Australia | $1996 |
| Algeria | $156 |
| Uzbekistan | $22 |
There are 13 paid public holidays each year in Thailand. This grants employees a total of 15 paid days off per year. Employees are also entitled to a minimum of six day’s paid vacation time – although many employers offer between 10 and 15 days.
Employees in Thailand are also entitled to different leave types that include:
Employers in Thailand should be mindful of supplemental benefits that many employees may expect to receive. Even though Thailand has a universal health care system, a number of employers will offer supplemental health coverage as an added benefit. Many executives and expats in Thailand will request supplemental health and life insurance as part of their benefits.
Employers may also offer their employees a provident fund that encourages retirement savings. Employer contributions to these funds are required to be equal or greater than an employee’s contribution. Employers can provide this benefit through a variety of conditions that include working period, membership, job title, and salary rate.
Hire borderless talent with Horizons
With Horizons, you get quick service, transparent pricing, and expert support.
Generally speaking, the terms “Thailand PEO” and “Thailand EOR” are used interchangeably.
In most cases, Horizons’ Thailand EOR can hire & onboard your employee within 12 hours. The actual start date of the employee will depend on their notice period obligation to their previous employer as well as any relevant hiring rules in Thailand.
It is possible to get a work visa in Thailand. Horizons’ Global Mobility team is a dedicated team of work visa experts. They assess the details of each case to determine feasibility and costs before Horizons applies for the work visa on behalf of your employee. If the Global Mobility team determines that your case is feasible, the process is smooth and transparent. Visa spots in Thailand are limited, however—get started today to secure your employees’ visa spot.
Holiday Schedule in Thailand [2025]
