What you'll learn
- Country Introduction
- Tax Breakdown for Employers
- Statutory Leave Laws
- Minimum Wage and Working Hours
- Termination Process
- Additional Information
Thailand is a country in southeast Asia, bordered by Myanmar, Laos, Cambodia, and the Gulf of Thailand. Thailand has periodically alternated between democracy and military rule, and has a newly industrialized economy. The country also functions as an anchor economy for the neighboring developing economies of Laos, Myanmar, and Cambodia. Known for its temples, floating markets, biodiversity, and incredible street food, Thailand is a great place for remote workers.
Paid Leave and Statutory Leave
Parental Leave
Pregnant employees are entitled to 98 days of paid maternity leave, paid at their full salary rate for 45 days by the employer, and 50% for the remaining days by social security. Employees in the private sector have no statutory paternity leave requirement, it is up to the discretion of the employer.
Sick Leave
Employees in Thailand are technically entitled to unlimited sick leave, but only the first 30 days are paid by the employer.
Paid Leave
Thailand has 16 public holidays, and employees are entitled to 6 days of paid time off each year. Employees can also take leave for military service or personal business.
Wage Requirements and Working Hours
The minimum wage in Thailand is around BHT 354 per day, and a standard workweek is 48 hours at 8 hours per day (6 days per week). Overtime work is regulated by the employment contract or collective agreements, and is paid between 150%-200% of the regular salary.
Termination Process
Process
The termination process is based on the labor law requirements for that industry, unless the employer can provide sufficient cause for dismissal without notice (such as misconduct).
Notice Period
Notice must be provided in writing, with a usual notice period of 30 days.
Severance Pay
Severance pay can be mandatory if applicable for employees who have worked at a company for at least 120 days, and the amount is determined by the employee’s length of time at the company:
- 120 days-12 months = 30 days of wages
- 1-3 years = 90 days of wages
- 3-6 years = 180 days of wages
- 6-10 years = 240 days of wages
- 10-20 years = 300 days of wages
- 20+ years = 400 days of wages
Additional Information
N/A
★ 3% - Pension
★ 1.5% - Health Insurance
★ 0.5% - Unemployment
★ 0.2%-1% - Work Injury
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Remote candidate
You've sourced a full-time employee or contractor located in a country where your company is not incorporated.
Cost Calculation
Pass us the details of your candidate and we will let you know exactly what it costs to employ your candidate in that country.
Onboarding & Admin
Sit back and relax as we onboard your new team member and take care of all the local compliances and admin work.
It can be prohibitively expensive to establish an entity in every country you want to hire talent in, so Remofirst will hire and pay your employee on your behalf while you manage their daily duties. Remofirst will handle formal HR procedures and employment contracts that adhere to local laws, so that you can simply approve invoices via our platform. When you work with an Employer of Record (EOR) you can compliantly hire the best employees around the world.
Unlike full-time employees, contractors work on projects with multiple companies at a given time and are technically self-employed. Full-time employees are solely focused on their employer and usually receive benefits (such as health insurance, equity or stock options, and time off) as an additional form of compensation. While it can be cheaper to work with international contractors instead of paying benefits to a full-time employee, you run the risk of misclassification. It's recommended to work with an EOR for contractor onboarding and payments, so you can know that your international contractors are paid compliantly and on time.
