Hiring & Employment in Thailand: 2025 Guide
Your guide to the employment landscape, working customs and local labor laws in Thailand.
Capital
Bangkok (capital & commercial hub)
Commercial Center
Bangkok (capital & commercial hub), Chiang Mai, Chon Buri / Rayong, Phuket
Currency
Thai Baht (THB/ΰΈΏ)
Official Language
Thai
Business Climate Overview
Thailand's business climate is driven by its strategic ASEAN location, diverse economy, and government incentives for priority sectors like digital, green energy, and advanced manufacturing. However, companies face challenges such as slower growth momentum, political uncertainty, regulatory complexity, and competition for skilled talent.
Economic Hubs
Bangkok (capital & commercial hub), Chiang Mai, Chon Buri / Rayong, and Phuket as key business centers.
Key Industries
Tourism & hospitality, manufacturing (autos, electronics), agriculture & agri-processing, information & communication technology, finance, and logistics
Talent Market & Recruitment
Workforce
Diverse, increasingly skilled in technical and professional roles
In-demand Roles:
- β’ Software developers
- β’ IT engineers
- β’ Financial specialists
- β’ Marketers
- β’ Designers
- β’ Healthcare professionals
Hiring Channels
Job Boards:
JobsDB, JobThai, JobKk, LinkedIn
Recruitment Agencies:
Recruitment / staffing agencies locally and regionally
Employment Regulations
Written Contracts
Required. Must cover wage, working hours, probation, benefits, termination, etc.
Probation Periods
Up to 119 days is common (for many roles)
Annual Leave
Statutory annual leave, public holidays as per Thailand's holiday calendar, sick leave, maternity leave, etc.
Termination & Severance
β’ Governed under the Labor Protection Act. Severance depends on tenure; notice periods apply.
β’ Foreign hires need work permits and appropriate visas. Foreign employers typically need a local entity for lawful hiring.
β’ New Board of Investment (BOI) rules in 2025 introduce salary thresholds and Thai-to-foreigner staffing ratios.
Compensation, Tax & Social Security
Average Salary
As of 2025, ~ ΰΈΏ15,565/month (~USD 486)
Overtime Pay:
According to Labor Protection Act (with premium rates)
Tax & Contributions
Employer contributions:
~5% of salary to Social Security Fund, up to capped amount
Employee contributions:
Mandatory contribution to social security and insurances
Personal Income Tax
Progressive rates (5%β35%)
VAT
7% standard rate
Bonuses
Performance-based; 13th month/year-end common though not legally mandated
Salary Benchmarks by Industry
| Industry / Role | Junior (entryβmid) | Senior (experienced) |
|---|---|---|
| Software Engineer / Developer | 70,000 β 80,000 | 110,000 β 200,000 |
| Front-end / Back-end / Full-stack | 70,000 β 80,000 | 110,000 β 200,000 |
| Digital Marketing | 75,000 β 125,000 | 160,000 β 370,000 |
| Engineering / Manufacturing / Construction | 90,000 β 110,000 | 220,000 β 300,000 |
| Human Resources | 60,000 β 100,000 | 200,000 β 700,000 |
| Finance / Accounting / Banking | 55,000 β 150,000 | 240,000 β 400,000 |
| Graphic Design / Creative | N/A | N/A |
| Healthcare (Doctors, Nurses, Pharma) | 70,000 β 130,000 | 240,000 β 395,000 |
| Real Estate / Sales | 35,000 β 120,000 | 180,000 β 260,000 |
| Management / Leadership | N/A | 330,000 β 800,000 |
Payroll & Immigration
Payroll Cycle
Monthly; payslips required; must comply with deductions & social security
Work Permits
Foreign employees need work permit and visa (Non-B, etc.); employer usually handles applications. Foreign companies typically must register a local entity to lawfully hire Thai employees.
Options for Hiring in Thailand
Employer of Record (EOR)
Hire staff compliantly under local law via a provider.
Local Payroll Providers
Outsource payroll, social security, statutory compliance.
Independent Contractors
Possible, but misclassification risk.
Local Entity Setup
Incorporate Thai entity (subsidiary, branch) for full compliance.
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