Employer of Record
Thailand's Labour Protection Act ties termination notice to the payday cycle rather than a fixed number of days, and scales statutory severance in tenure tiers up to 400 days' wages after twenty years of service. Share the role, the candidate and your intended start date, and PIO confirms the arrangement covering tax withholding, statutory leave and these termination rules for your hire.
Practical points to line up before you hire in Thailand.
Employers withhold personal income tax from wages at progressive rates and remit it to the Revenue Department, and the employee still files an annual return by the end of March the following year. Plan for accurate monthly withholding from the first cycle, not just a headline salary figure.
Source:Personal Income Tax
Normal working hours are capped at 8 hours a day and 48 hours a week, and employers with 10 or more staff must keep a written employee record covering each worker's position, wage rate and employment dates, updated as staff and terms change.
Employees are entitled to paid sick leave of up to 30 working days a year and at least 6 days of paid annual leave after a year of service, plus statutory maternity leave, now 120 days under a 2025 law update, with the employer covering pay for up to 60 of those days. Track entitlements consistently from the employee's start date.
Source:Labour Protection Act B.E. 2541 (1998)120-day maternity leave law now in force
For an indefinite contract, notice is tied to the pay cycle — given at or before a payday to take effect on the next one, capped at three months even if agreed otherwise — and severance pay scales with tenure: 30 days' wages after 120 days of service, 300 days' wages for 10 to under 20 years, and 400 days' wages for 20 years or more.
Source:Labour Protection Act B.E. 2541 (1998)Labour Protection Act (No. 7) B.E. 2562 (2019)
Once your hire is confirmed, here's what we help you coordinate.
You stay in control of the decisions that are yours to make.
A straightforward path from sign-up to your employee's first day.
Share the role, the work location and your target start date, and we'll confirm the available arrangement for that hire.
Once confirmed, we help coordinate the information, contract and payroll setup needed within your arrangement.
You manage the day-to-day relationship; we help coordinate the recurring administration within your arrangement.
Under the Labour Protection Act, notice for an indefinite contract is tied to the payday cycle rather than a set number of days — it must be given at or before a payday to take effect on the next one — and the law caps this at three months even if the contract states a longer period. A fixed-term contract that simply runs to its end date doesn't require this advance notice.
The Labour Protection Act's written employee-record requirement — covering position, wage rate and employment dates — applies to employers with 10 or more staff, so a single hire doesn't trigger it on its own. Once your Thailand headcount reaches that threshold, the record-keeping obligation covers your whole workforce, not just new hires.
Employees are entitled to up to 30 working days of paid sick leave a year and at least 6 days of paid annual leave after a year of service. The 2025 update to statutory maternity leave also introduced 15 days of fully paid paternity leave for the employee's spouse, a first under Thai law.
Source:Labour Protection Act B.E. 2541 (1998)120-day maternity leave law now in force
Severance under the Labour Protection Act and its No. 7 amendment rises with tenure: 30 days' wages after 120 days, 300 days' wages for 10 to under 20 years, and 400 days for 20 years or more. The narrow fixed-term exemption applies only where the employer made a written contract with the employee at the start of employment for a term of two years or less, for a specific project outside the employer's normal business, occasional work with a defined end, or seasonal work; dismissal for specific statutory causes is also excluded.
Source:Labour Protection Act B.E. 2541 (1998)Labour Protection Act (No. 7) B.E. 2562 (2019)
Yes — sign up to confirm the role, the candidate and the country details, and we'll confirm the available arrangement for your hire, including how the contract, payroll and statutory responsibilities are handled.
You provide the role details, compensation and any company-specific policies, plus final approval on the offer. We coordinate the local paperwork and payroll setup around what you decide.
Practical guidance is grounded in these official references, but local law and public requirements can change and should be reconfirmed. Your PIO contract and quote govern only PIO's service scope, terms and fees.
Sign up to start an EOR hire in Thailand. Share the role, the work location and your target start date, and we'll confirm the available arrangement — or book a demo first to talk it through with our team.
