Payroll & Employer
Employer of Record Thailand
Employ in Thailand without incorporating a Thai company
We take on the legal employment of people you have selected, in Thailand, Singapore, Malaysia, Vietnam or Indonesia. Contract, payroll, statutory contributions and local labour compliance become ours. What they work on and who they report to remain yours. Priced per active employee through nine locally-incorporated entities, and available only where the person already holds the right to work in that country.
24+ years
of regional HR group experience
Since 2022
Thailand EOR practice - Company Reg: 0105565048191
9 entities
across 5 SEA markets
5 currencies
THB · SGD · MYR · VND · IDR
How it works
1
Scope
Role, country of hire, where the work is physically performed, and which obligations that combination sets off. Every employer duty is mapped before a contract is issued.
2
Onboard
Our entity issues the employment contract, completes the Social Security and tax registrations, and runs the onboarding paperwork. How you manage the person does not change.
3
Run
Salary monthly in local currency, contributions calculated and remitted at each authority's rates, leave administered, withholding applied, and the annual filings made on time in whichever market applies.
4
Adjust
Scale up, transition employees to your own Thai company once it is registered, or wind down. Documented handover either way.
Employer of Record in Thailand, backed by 24+ years of group heritage
In most markets Employer of Record is a way to skip a few weeks of admin. In Thailand it answers a harder question. Foreign ownership of a Thai company is restricted for many activities, so incorporating usually means finding Thai majority shareholders, applying for a foreign business licence, or securing promoted status, and none of those is a four-week exercise. EOR gives you a compliant Thai employment relationship without any of it. Your hire becomes our employee on paper, with everything that follows: Social Security and Workmen's Compensation contributions, monthly withholding filed on PND 1, the annual Tor Lor 1 Kor, statutory leave and public holidays, and a severance entitlement that grows with length of service. Our practice runs through People Profilers Bangkok Recruitment Co., Ltd., incorporated in March 2022 with the mandate to provide manpower contracting and payroll services. If you are still weighing whether the model fits, our guide to what an employer of record is and when you need one. For the figures behind each of these obligations, see what those contributions add up to in practice.
How our EOR pricing works
Two components and nothing else. A service fee set as a percentage of the employee's total monthly salary cost, subject to a per-employee minimum, and the statutory employer contributions passed through at whatever rate the authority sets. No retainer, nothing charged for an unoccupied seat, and the whole fee recorded before onboarding.
Service fee - % of total salary cost
- âPercentage of total monthly salary cost (incl. reimbursements)
- âSubject to a minimum monthly fee per employee
- âBoth % and minimum vary by country (TH, SG, MY, VN, ID)
- âExact rates confirmed in engagement letter before onboarding
Pass-through statutory contributions
- âSSO employer portion (Thailand)
- âSSO and WCF at statutory rates (Thailand)
- âCountry-equivalent contributions in SG / MY / VN / ID
- âCalculated at official rates - no markup, no margin
Situational
- âEmployment contract drafting + statutory registrations (included)
- âAnnual leave encashment + final settlement at separation
- âOptional add-ons: expense management, leave portal access
Fees in writing before onboarding. No retainer, no minimum headcount, payment only for employees actually active, billed in the local currency of each country.
When Employer of Record makes sense in Thailand
Three situations produce nearly all of the demand, and they have a common shape: somebody needs to be working in a country before a company exists there.
Incorporation is the obstacle, not the admin
A first salesperson in Bangkok or a first engineer on the Eastern Seaboard, without months spent on registration, capital requirements and a corporate bank account beforehand. If the market does not justify itself, there is no entity left to unwind.
You are testing Thailand before committing to it
Incorporation is already decided, but the registrations will take months and the person you want has an offer deadline. We employ them in the interval and transfer them across once your entity is running.
The hire is genuinely temporary
Integration teams following an acquisition, fixed-term project staff, people retained while a market is wound down. Situations where registering locally would never repay the effort.
One limit, stated plainly: local hires only, meaning people already entitled to work in that country. This is not a route into a country for somebody without that standing, and in Thailand the ratio of Thai employees to foreign workers makes that limit a practical one as much as a legal one.
EMPLOYER OF RECORD
Employ in Thailand without incorporating a Thai company
We become the legal employer, you direct the work · Social Security, Workmen's Compensation and PND 1 handled monthly · Employee Welfare Fund registration and contributions from 1 October 2026 · Local hires resident in Thailand
Industries & Functions We Cover
The sectors below are the ones we recruit into, which matters more than it looks: the employer of record is the entity signing the contract, so knowing what a normal package looks like for that role in that country is what keeps an offer competitive without being reckless. That comes from hiring in these industries rather than from a survey.
Aerospace & Aviation
MRO technicians and licensed engineers, ground handling and cabin services leadership, and aviation supply chain roles around Suvarnabhumi, Don Mueang and U-Tapao.
Automotive
Production and quality engineers, supplier development, sales and aftersales management across the Eastern Seaboard assembly and parts cluster.
Banking & Financial Services
Relationship managers, credit and risk analysts, compliance and AML officers and operations specialists across Thai commercial banks, insurers and asset managers.
Biotechnology & Pharmaceutical
Regulatory affairs, QA and validation, medical affairs and market access roles for manufacturers, distributors and clinical research organisations.
Chemical
Process, production and reliability engineers, HSE officers and technical sales across the Map Ta Phut petrochemical complex.
Construction & Civil Engineering
Project and site managers, civil, structural and M&E engineers, quantity surveyors and safety officers on Bangkok and EEC infrastructure.
FMCG & Retail
Brand and trade marketing managers, key account and modern trade specialists, and retail operations across Bangkok and upcountry networks.
Healthcare
Clinical operations, nursing leadership, medical representatives and regulatory specialists for private hospital groups and device companies.
IT & Telecommunication
Software engineers, cloud and data specialists, product managers and network engineers across Bangkok technology employers and the telco operators.
Logistics & Transportation
Freight forwarding, customs and import-export specialists, warehouse and distribution managers around Laem Chabang, Suvarnabhumi and the EEC.
Marine & Offshore Engineering
Marine and subsea engineers, vessel and yard operations, project managers and HSE specialists supporting Gulf of Thailand operations.
Media & Publishing
Account management, content and performance marketing, creative and production roles across agencies, broadcasters and digital platforms.
Oil & Gas
Process, drilling and project engineers, HSE coordinators, commercial analysts and terminal operations for upstream and downstream employers.
Real Estate & Property
Development and project managers, leasing and property managers, facilities leads and investment roles for Thai developers and hotel groups.
Semiconductor
Process, test and equipment engineers, packaging and assembly specialists and production leadership across the electronics estates.
Frequently asked questions
Who is the legal employer when I engage People Profilers EOR?
Our locally-incorporated entity in the country of hire. It issues the contract, runs the payroll, completes the registrations and carries the employer obligations under that country's labour law.
You direct the work: what gets done, who they report to, how performance is assessed. The line falls between employing somebody and managing them, and only the first side of it moves.
Who is eligible to be hired through your EOR service?
People who already hold the right to work where the work happens. Citizens, and anybody else with that entitlement independently of us.
It is not a substitute for a work permit, and we will not treat it as one. Where an actual relocation is what you need, our work permit service handles it properly, including the Thai-to-foreign employee ratio that has to be satisfied first.
If your overseas company wants Thailand-based talent on work permits, the standard route is to either set up a Representative Office through the BOI (Board of Investment), or incorporate a Thai company through the DBD (Department of Business Development). If you need work permit or visa support for a genuine Thailand-based hire, that's handled by our separate People Advisory & Mobility practice, operated under our DOE-licensed entity (Thailand Recruitment Licence āļ.1830/2565).
Which countries can you act as Employer of Record in?
Thailand, Singapore, Malaysia, Vietnam and Indonesia, each through our own entity rather than a partner arrangement. When something goes wrong, no third party stands between you and the entity that signed.
Indonesia has specific rules on which functions may be outsourced, so we confirm the permitted scope for each role before an engagement begins.
How is the EOR service fee calculated?
A percentage of the employee's total monthly salary cost, with a monthly minimum per employee so junior roles stay viable to administer.
Separately and visibly, statutory employer contributions pass through at official rates. We do not mark those up and the calculation appears on the invoice.
No retainer, no onboarding fee, no minimum headcount. The percentage is agreed in the engagement letter and holds for the engagement.
How are statutory employer contributions handled?
Calculated at the rate the relevant authority sets and remitted on the statutory deadline. In Thailand that means Social Security Office contributions and the Workmen's Compensation Fund, with each other market's obligations handled the same way.
They are billed at cost. When a rate or a contribution ceiling changes, the new figure applies from its effective date and shows on the invoice rather than disappearing into an unexplained increase.
What if I want to transition my EOR employee to my own entity later?
That is the intended ending and the arrangement assumes it. Once your entity is registered, the employee transfers on agreed terms, keeping continuity of service, accrued leave and their existing package.
No transfer fee. Charging to release someone you always intended to employ would make the bridge cost more than the crossing.
Explore our other services
Need something different? Browse our other broad service categories.
Build strong teams with confidence. Our recruitment solutions connect you with the right talent, at the right time, using a consultative approach that prioritises long term fit and performance.
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