Best EOR Providers for Hiring in Thailand 2026

Summary

Deel and Multiplier are the two strongest EOR providers for Thailand. Deel onboards fastest (3–5 days) and handles the work permit process for foreign nationals — critical in a country where permits are employer-tied and non-transferable. Multiplier brings APAC-native depth at a lower per-head cost. For most companies hiring Thai nationals in Bangkok, either works well. For foreign hires needing work permits, Deel’s immigration support tips the balance. Thailand’s statutory employer costs are deceptively low — social security is 5% of salary capped at THB 750/month, making the maximum employer contribution just THB 750 regardless of salary. That’s roughly $21 USD. But the cheap headline number hides real complexity: a severance scale that reaches 400 days’ pay for 20+ year employees, work permits tied to the employing entity (not the individual), 13 mandated public holidays, and a Labour Protection Act that gives employees substantial termination protections. Thailand looks like a light-regulation APAC market until someone quits and you owe 10 months of severance, or your foreign hire’s work permit becomes invalid because you switched EOR providers.

Quick Decision

• Pick Deel for any hire involving a foreign national — work permits in Thailand are employer-tied and non-transferable, and Deel’s immigration team handles the 4:1 Thai-to-expat ratio compliance that other providers treat as an afterthought.
• Pick Multiplier for Thai national hires where APAC-native pricing and regional support matters more than Deel’s global overhead — $50–100/month cheaper with comparable compliance depth for standard domestic employment.
• Don’t underestimate the severance scale: at 20+ years of service, you owe 400 days’ pay. Even at 10 years, it’s 300 days. Model the exit liability at hire, not when you’re trying to exit.

Top Picks

1. Deel — Best for Speed and Work Permit Handling

If this is a final-stage vendor decision, pair it with EOR comparisons, market demand snapshots, and permanent-establishment guidance to avoid compliance blind spots. Deel covers 150+ countries and onboards Thai employees in 3–5 business days. At $599/month per employee, pricing is standard for Tier 1 EOR providers. Where Deel stands out for Thailand: immigration support. Work permits in Thailand are tied to the employer entity — if you change EOR providers, your foreign employee’s work permit must be reissued. Deel has a dedicated immigration team that handles work permit applications, renewals, and the 4:1 ratio requirement (4 Thai employees per 1 foreign work permit). Deel manages social security contributions (5% employer, 5% employee, both capped at THB 750/month), withholding tax, and compliance with the Labour Protection Act. Employment contracts comply with Thai law — written in Thai or bilingual, specifying probation terms, working hours, and leave entitlements. Deel handles the year-end PND.1 tax filing and issues withholding certificates. Best fit when Thailand is part of a broader APAC or global build and you need one platform across multiple countries.

2. Multiplier — Best for APAC-Native Depth

Multiplier has Southeast Asian roots and strong Thai operations. Pricing typically runs $50–100/month below Deel per employee. If you’re building across Thailand, Singapore, the Philippines, and Indonesia, Multiplier gives you regional depth at a competitive price point.

Multiplier handles social security, withholding tax, Labour Protection Act compliance, and standard employment contracts in Thai. Their Thailand team manages statutory leave (6 days minimum annual leave, increasing with tenure, plus 30 days sick leave and 13 public holidays), overtime calculations, and provident fund administration for companies that offer it as a benefit. Onboarding runs 5–7 business days. Trade-off: narrower global footprint than Deel (80+ countries vs. 150+) and less immigration support depth. For Thai national hires in Bangkok, Multiplier is operationally equivalent to Deel at a lower cost. For foreign nationals needing work permits, confirm Multiplier’s immigration capabilities before committing.

3. Remote — Best for Compliance Purity

Remote operates through an owned Thai entity. No partner intermediary. This gives you a direct employment chain: Remote files social security contributions under its own registration, holds the employer tax ID, and maintains audit-ready records. For companies in regulated industries or those undergoing investor due diligence, the owned-entity model simplifies the compliance narrative.

Onboarding takes 5–7 business days. Pricing: $599/month per employee. Remote’s Thai employment contracts include strong IP assignment clauses — relevant for engineering teams building core product in Bangkok. The Trade Secrets Act and Computer Crime Act create a legal framework for IP protection, and a clean employment chain strengthens your position. Trade-off: Remote’s Thailand-specific team is smaller than Deel’s or Multiplier’s, and their APAC depth is thinner than Multiplier’s. Pick Remote when compliance transparency and IP assignment matter more than regional breadth.

4. Remofirst — Best Budget Option

Remofirst starts at $199/month per employee — the cheapest Thailand EOR option among providers with real coverage. They handle social security, withholding tax, and Labour Protection Act compliance for standard hires. For companies hiring 1–2 Thai nationals in Bangkok on straightforward contracts, Remofirst saves $4,800/year per employee versus Deel.

Trade-offs: smaller Thailand operations team, no meaningful immigration support for foreign hires, limited provident fund administration, and a less polished platform. Remofirst works for simple Bangkok hires — a developer, a designer, or a support specialist on a standard contract. For anything involving work permits, multi-location hiring outside Bangkok, or complex severance scenarios, the savings don’t compensate for the operational gaps.

Local Alternative: Employment Hero — APAC payroll and HR stack

Employment Hero is a credible regional option in this market, especially if you need pragmatic payroll support and flexible rollout timelines. Pricing and onboarding vary by setup, so confirm current terms directly .

Why Thailand’s Labour Protection Act Matters More Than the Tax Rate

Social security is cheap — and capped. Employer and employee each contribute 5% of monthly salary, but both are capped at THB 750/month (on a salary ceiling of THB 15,000). For any employee earning above THB 15,000/month — which is virtually every professional hire — the employer’s social security cost is a flat THB 750/month (~$21 USD). This covers old age, disability, death, child allowance, maternity, and unemployment benefits. Total employer statutory burden from social security: negligible in dollar terms. Severance is where the real cost hides. Thailand’s Labour Protection Act mandates severance based on tenure, and the scale is steep:

This is mandatory — you cannot contract around it. Severance is payable for termination without cause. If you terminate for serious misconduct (as defined by Section 119 of the Labour Protection Act), severance isn’t required — but the threshold is high and Labour Courts interpret “serious misconduct” narrowly. Your EOR should be provisioning for severance liability from month one. A 5-year employee earning THB 80,000/month is entitled to 180 days’ severance: THB 480,000 (~$13,700 USD). That’s real money that needs to be in someone’s financial model.

Work permits are employer-tied and non-transferable. Foreign nationals working in Thailand need a work permit issued under the employing entity — your EOR. If you switch EOR providers, the work permit must be cancelled and reissued under the new entity. The 90-day transition period is tight, and gaps in work permit validity put your employee at legal risk. Additionally, Thailand maintains a 4:1 ratio: for every foreign work permit, the employer must have at least 4 Thai employees and THB 2 million in registered capital. Your EOR’s entity structure needs to support this. Deel handles the ratio through its entity’s broader employment base; confirm how other providers meet this requirement.

Probation maxes out at 119 days. Employees working 120+ days get full severance rights. Most employers set probation at 119 days and make termination decisions before that line. After day 120, you’re committed to the severance scale above. Plan performance evaluations within the window.

Leave and holidays add up. Minimum 6 working days annual leave after 1 year (most employers offer 10–15 to compete), 30 days paid sick leave, 98 days maternity leave (45 employer-paid, 45 social security ), and 13 mandated public holidays. Your EOR tracks accruals per contract terms and statutory minimums.

Provident funds are voluntary but expected. Thailand doesn’t mandate provident fund contributions, but most professional employers in Bangkok offer them — typically 3–5% employer match. Not offering one puts you at a hiring disadvantage for senior roles. Your EOR should facilitate enrollment through a licensed fund provider.

Practical Scenario: Hiring 3 Developers in Bangkok at THB 80,000/Month

You’re a European startup hiring 3 senior developers in Bangkok. Each at THB 80,000/month gross salary (~$2,285 USD at THB 35/$ ).

Monthly employer statutory costs per employee:

• Social security (5%, capped): THB 750/month
• That’s it for mandatory contributions.
• If offering provident fund at 5%: THB 4,000/month additional
• Total mandatory statutory: THB 750/month (~$21 USD)
• Total with provident fund: THB 4,750/month (~$136 USD)

Thailand’s mandatory employer burden is among the lowest in APAC — under 1% of gross salary for professional hires earning above the social security ceiling.

With Deel: $599 × 3 = $1,797/month in EOR fees, or $21,564/year. Add salaries: THB 80,000 × 3 × 12 = THB 2,880,000/year ($82,286 USD). Add social security: THB 750 × 3 × 12 = THB 27,000/year ($771 USD). Total: roughly $104,621/year for 3 senior developers. Under $35,000 per developer all-in.

With Multiplier: ~$500 × 3 = $1,500/month, or ~$18,000/year. Saves roughly $3,500/year versus Deel.

With Remofirst: $199 × 3 = $597/month, or $7,164/year. Saves $14,400/year versus Deel — significant when your total salary cost is $82,000.

Severance reserve: After 1 year, each employee is entitled to 90 days’ severance if terminated without cause — THB 240,000 per employee ($6,857 USD). After 3 years: 180 days = THB 480,000 ($13,714 USD). Ask your EOR how they handle provisioning — some build it into monthly cost, others invoice at termination.

Setting up your own entity instead: A Thai company requires minimum 3 shareholders, THB 2 million registered capital per work permit needed , and 2–4 weeks to register. Foreign Business Act restrictions may apply — many service businesses need a Foreign Business License or BOI promotion. Ongoing compliance runs THB 200,000–500,000/year. At 3 employees, EOR wins for small teams. At 10+ Thai nationals with a multi-year commitment, entity setup becomes compelling — especially with BOI promotion.

Comparison Table

How We Ranked Them

Five factors, weighted for what actually matters in Thailand:

1. Severance administration and Labour Protection Act compliance (30%). Thailand’s severance scale is steep and non-negotiable. We evaluated each provider’s severance provisioning, understanding of the 120-day probation boundary, and Labour Court dispute experience. Deel and Remote scored highest on documentation quality. Multiplier matches on statutory compliance.

2. Work permit and immigration handling (25%). For companies hiring foreign nationals, the work permit process is the highest-risk compliance area. Permits are employer-tied, require the 4:1 ratio, and have no grace period for gaps. Deel leads with dedicated immigration support. Remote handles work permits through its owned entity. Multiplier and Remofirst offer limited immigration capabilities.

3. Social security and tax filing accuracy (15%). Thailand’s statutory costs are low but reporting requirements are strict. Monthly PND.1 withholding tax submissions to the Revenue Department, social security remittances to the Social Security Office, and year-end reconciliations must be accurate. All four providers handle this competently for Thai nationals.

4. Onboarding speed (15%). Thai nationals don’t need work permits, so onboarding should be fast. Deel leads at 3–5 days. Foreign nationals requiring work permits add 4–8 weeks regardless of provider.

5. Pricing transparency (15%). One monthly fee covering social security, withholding tax, employment contracts, and leave administration. No hidden charges for provident fund setup or work permit processing (though immigration often comes at additional cost with all providers). Remofirst wins on sticker price. Multiplier offers the best value at the mid-tier.

When to Skip EOR and Set Up a Thai Entity

At 10+ employees (mostly Thai nationals) with a multi-year commitment, entity setup becomes financially compelling. Below that, EOR handles the Foreign Business Act, work permit ratios, and severance provisioning more efficiently than you can.

Registration requires minimum 3 shareholders (majority Thai ownership may be required under the Foreign Business Act ), THB 2 million capital per work permit, and registration at the Department of Business Development. Timeline: 2–4 weeks. BOI-promoted companies get foreign ownership and work permit exemptions — but BOI approval takes 2–6 months.

Ongoing compliance: monthly withholding tax filings (PND.1, PND.3, PND.53), semi-annual corporate tax returns, annual audited financial statements, social security reporting, and VAT if registered. Outsourced: THB 200,000–500,000/year (~$5,700–$14,300 USD). The decision hinges on three factors: how many foreign nationals you need (each requiring THB 2M capital and 4 Thai employees), whether the Foreign Business Act restricts your activity, and commitment length. For small, mostly Thai teams, EOR is a light touch. For growing offices with foreign hires, entity setup with BOI promotion is the long-term play.

Our Final Verdict

Deel for speed, immigration support, and the broadest global platform. Multiplier for APAC-focused teams that want competitive pricing and regional depth. Remote when IP protection and owned-entity compliance justify the premium. Remofirst for budget-conscious companies hiring Thai nationals on simple contracts.

Thailand’s mandatory employer costs are among the lowest in APAC — social security maxes out at THB 750/month regardless of salary. The real financial risk is severance: a 5-year employee costs you 6 months’ pay on termination. Budget for it from day one, and pick an EOR that provisions for it transparently.

For deeper Thailand compliance detail, provider reviews, and country guides, see eor.asia.

Frequently Asked Questions

How does Thailand’s severance scale work, and can I avoid it?

You cannot avoid statutory severance for termination without cause — it’s mandated by the Labour Protection Act and unwaivable by contract. The scale runs from 30 days’ pay (120 days–1 year tenure) up to 400 days’ pay (20+ years). The only exceptions: termination for serious misconduct under Section 119 (dishonesty, intentional criminal act against employer, gross negligence causing serious damage, absence without cause for 3+ consecutive working days, imprisonment). The burden of proof is on the employer, and Labour Courts interpret these grounds narrowly.

Your EOR should provision for severance in their cost model. Some build a monthly accrual into your invoice; others invoice the full amount at termination. Ask explicitly: “How do you handle severance provisioning, and is it included in my monthly cost?” A 3-year employee at THB 80,000/month triggers 180 days’ severance: THB 480,000 (~$13,700). That’s not a surprise you want at termination.

What happens to a foreign employee’s work permit if I switch EOR providers?

The work permit becomes invalid. Thai work permits are tied to the specific employer entity. When you switch EOR providers, the old provider cancels the existing permit and the new provider must apply for a fresh one. The employee must not work during any gap in permit validity — doing so is a criminal offense under Thai immigration law, carrying fines and potential deportation. The practical transition: coordinate both EOR providers so the new work permit application is filed before the old permit is cancelled. A smooth transition takes 4–8 weeks. During this period, the employee may need to temporarily leave Thailand or rely on a pending application to maintain legal status (specifics depend on immigration office discretion). This is why switching EOR providers in Thailand is more disruptive than in most countries — and why getting the initial provider choice right matters.

Is a provident fund required in Thailand, and should I offer one?

Not legally required — provident funds are voluntary. But competitively, offering one is expected for professional-level hires in Bangkok. Most employers contribute 3–5% of salary, matched by the employee. A provident fund requires registration with the Securities and Exchange Commission (SEC) through a licensed fund manager and trustee. Your EOR should either maintain a registered provident fund or facilitate enrollment with a licensed provider.

Not offering provident fund in Bangkok’s tech market puts you at a hiring disadvantage. Senior developers and product managers expect it as part of a standard benefits package alongside health insurance. Your EOR’s standard benefits package should include at least the option — if they don’t offer provident fund at all, they’re not competitive in the Thai market. Deel and Multiplier offer provident fund administration as part of their Thailand service. Confirm availability with Remote and Remofirst.

Before choosing a provider, review how to negotiate EOR pricing and current remote jobs by country market signals.

Further Reading

• Deel EOR Review — Top pick for Thailand with immigration support and APAC coverage
• Multiplier EOR Review — APAC-native EOR with competitive Thailand pricing
• Remote EOR Review — Best for IP protection through owned Thai entity
• Remofirst EOR Review — Budget-friendly Thailand EOR starting at $199/month
• Hiring in Thailand: EOR Guide — Full guide to Thai employment law, social security, and work permits

Anchal Katyal · Founder, eorHQ

Anchal has spent over a decade in product strategy and market expansion across Asia and the Middle East. She evaluates EOR providers on compliance depth, entity ownership, payroll accuracy, and in-country support quality.

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