Best 10 Employer of Record Services in Thailand [2026]

✓ Global Coverage & Services (4.3/5): EOR coverage across approximately 60 countries, with strongest delivery in Europe, the UK, Canada, and selected APAC markets. Supports compliant employment contracts, payroll processing, statutory filings, terminations, and contractor hiring.

✓ Pricing & Transparency (4.0/5): Public country-level pricing typically ranges from USD 265–499 per employee/month with no setup fees. Mandatory deposits, FX spreads of around 2.5%, and early termination fees apply and increase total employment cost.

✓ Payment & Contract Terms (4.1/5): Playroll offers transparent EOR pricing and broad global coverage. However, short payment terms (net 7 days), a minimum contract commitment of six months, and additional fees (such as early termination and out-of-cycle payroll) may be restrictive. Contracts shorter than six months typically require paying the equivalent of three monthly EOR fees. Payroll cut-offs usually fall around the 10th of each month.

✓ Customer Experience & Support (4.7/5): Service-led model with dedicated account managers, structured onboarding and offboarding support, and typical first-response times within 24 hours.

✓ Platform & Integrations (4.4/5): Advanced platform with payroll automation, compliance workflows, cost calculators, misclassification assessment, and reporting dashboards. Native integrations are limited and there is no mobile app.

✓ Entity Ownership (4.5/5): Playroll operates through an owned legal entity in Thailand, supported by a physical office in Bangkok, enabling direct employment and work permit sponsorship.

✓ Onboarding Speed (4.5/5): Onboarding is typically completed within a few business days once documentation is approved, with predictable timelines for Thai hires.

✓ On-Site HR Support (5.0/5): Local HR and payroll support is available via Playroll’s Bangkok office, allowing direct access to in-country teams for employment, payroll, and HR matters.

✓ Visa & Work Permit Support (4.5/5): Strong immigration and work permit handling, coordinated locally and compliant with Thai labor and immigration rules.

✓ In-Country Compliance (5.0/5): Excellent execution across Thai labor law, payroll tax, social security, statutory filings, and ongoing employment compliance.

✓ Local Add-Ons (5.0/5): Immigration support, statutory benefits administration, and locally compliant employment structures available without third-party intermediaries.

✓ Global Coverage & Services (4.6/5): Deel provides EOR services in 150+ countries, operating through 120+ wholly owned legal entities (including Germany, UK, Spain, Australia, Canada, India, and UAE). Services include compliant employment contracts, payroll, statutory filings, terminations, country-specific benefits, immigration support, background checks, equipment provisioning via Deel IT, equity & stock option administration, and access to 200+ in-house legal experts covering local employment law.

✓ Pricing & Transparency (4.1/5): Public EOR pricing starts at USD 599 per employee/month (discounted to USD 499 in the first year in some markets). Contractor management is USD 49/month, and Deel HRIS is free. Security deposits of 1–3 months of gross salary apply in most countries. FX fees are borne by the transacting party. Optional add-ons (Deel Engage, Deel IT, time tracking) increase total cost as teams scale.

✓ Payment & Contract Terms (4.5/5): Deel offers month-to-month EOR contract flexibility with no long-term minimum commitment. Deposits are required in many countries and typically refunded within 60 days after contract termination. Payments are processed via regulated PSPs in multiple currencies. Deel Shield provides contractor misclassification protection covering up to USD 25,000 in legal costs per contractor.

✓ Customer Experience & Support (4.3/5): Deel provides 24/7 in-house chat support, with a 4.8/5 Trustpilot rating across 7,000+ reviews. Dedicated customer success managers are assigned to larger accounts. Payroll and compliance guidance is supported by Deel AI, with onboarding completed in 2–3 business days in many countries. Support is efficient but less white-glove for very small teams.

✓ Platform & Integrations (4.8/5): Deel offers a modern, self-service global HR platform with 120+ native integrations (including Workday, BambooHR, Personio, Greenhouse, QuickBooks, Xero, NetSuite, Slack, and Microsoft Teams). Supports bi-directional HRIS syncing, open API, Zapier automation, and can function as a standalone global HRIS with onboarding, PTO, documents, org charts, and compliance monitoring.

✓ Entity Ownership (4.5/5): Operates through a strong owned-entity structure in Thailand, allowing Deel to act as the legal employer and maintain direct control over employment, payroll, and compliance.

✓ Onboarding Speed (4.5/5): Onboarding typically completed within 5–7 business days, including contract setup and payroll registration. Faster than most Thailand EOR providers.

✓ On-Site HR Support (4.5/5): Local HR and payroll teams available for employee lifecycle management. Support is structured and responsive, though not boutique white-glove.

✓ Visa & Work Permit Support (4.5/5): Full support for Thai work permits and visas, including coordination for BOI and standard business visas. Well suited for expat hiring compared to many EORs.

✓ In-Country Compliance (4.5/5): Strong compliance across Thai labor law, social security, tax withholding, statutory benefits, and termination procedures.

✓ Local Add-Ons (4.5/5): Supports benefits administration, immigration, equipment provisioning, background checks, and equity/stock option administration where applicable.

✓ Global Coverage & Services (4.0/5): Broad global reach across 100+ countries delivered exclusively through a partner network rather than owned entities. Besides Papaya Global, no other EOR is operating like this. Based on our research, local partners selected by RemoFirst are strong (e.g. ThisWorks for Europe).

✓ Pricing & Transparency (4.5/5): One of the most transparent and affordable EOR pricing models on the market, with no setup or termination fees. However, pricing for mature markets such as Canada, UK, Germany or Spain are significantly higher (min. $399). Overall cost predictability remains a key strength.

✓ Payment & Contract Terms (4.0/5): Flexible contracts with no long-term commitments, fair payroll cut-off timelines, and support for multiple invoice and payout currencies (keep mind that an FX markup may apply in this case).

✓ Customer Experience & Support (3.6/5): Startup- and SMB-friendly support model with dedicated account managers. Day-to-day support handled via ticketing system which is responsive, but complex cases and peak periods may see slower resolution since they rely on local partners’ response times.

✓ Platform & Integrations (4.0/5): Modern, intuitive platform withautomated payroll workflows. However, advanced reporting, integrations to enterprise HCMs, and customization for complex organizational structures are more limited than with larger, enterprise-grade EORs.

✗ Entity Ownership (3.5/5): RemoFirst operates through a vetted local partner in Thailand rather than an owned entity. Partner provides established local presence and Thai labor law expertise.

✓ Onboarding Speed (5/5): Same-day onboarding available through RemoFirst’s streamlined platform. Fast contract generation and efficient employee setup.

✓ On-Site HR Support (4.5/5): Strong local Thai partner handles employment operations. Dedicated account managers provide 24/5 support with expertise in Thai employment practices.

✓ Visa & Work Permit Support (4.5/5): Visa sponsorship available for Thailand. RemoFirst offers visa services in 85+ countries. Partner handles Thai work permit requirements and sponsorship.

✓ In-Country Compliance (5/5): Excellent compliance coverage for Thai labor laws including Social Security Fund contributions (5% employer/5% employee, capped at THB 750/month), severance requirements (up to 400 days for 20+ years), statutory leave, and monthly filings.

✓ Local Add-Ons (4.5/5): Supports Thai statutory benefits including Social Security Fund and workmen’s compensation. Can administer provident fund contributions (tax-deductible up to 15% of salary), private health insurance (common market expectation), life and accident insurance, housing allowances, and annual performance bonuses (typically 1-3 months). Equipment provisioning available.

✓ Global Coverage & Services (4.2/5): Leading global EOR coverage across core hiring markets with consistent, high-touch onboarding support. 65 own entity worldwide and 35 local partners. Well-suited for standard international hires, though invoicing and payroll complexity has been reported once companies operate across multiple markets.

✓ Pricing & Transparency (4.5/5): Clear and predictable pricing with good upfront cost visibility. Significant migration credits when transitioning from another EOR. Only downside: 3% FX markup & high bank wire fees.

✓ Payment & Contract Terms (4.2/5): Open-ended contracts without minimum commitments. Payroll cut-off on the 10th of each month with invoice issued on the 20th, payment due in 7 days. Standard, overall. If one commits to a one-year annual contract, then monthly fee drops to $599 instead of $699,

✓ Customer Experience & Support (4.3/5): 24h SLA in response times. Solid responsiveness for day-to-day operations, handled through off-shore support teams. No support offered via WhatsApp.Teams in 65+ countries, 43 languages spoken, with local experts who help you hire and support talent.

✓ Platform & Integrations (4.3/5): Modern platform designed to handle the basic EOR workflows. However, by far not as strong as its competitors. It feels Pebl is still playing “catch-up”. Integration ecosystem is solid but not as extensive as larger enterprise HR suites.

✓ Entity Ownership (4.5/5): Operates with owned in-country infrastructure.

✓ Onboarding Speed (4.0/5): Around 7–10 business days.

✓ On-Site HR Support (4.0/5): Local HR support available.

✓ Visa & Work Permit Support (4.0/5): Work permit and visa sponsorship supported.

✓ In-Country Compliance (4.5/5): Strong compliance with Thai labor and tax law.

✓ Local Add-Ons (4.5/5): Core benefits and statutory coverage.

✓ Global Coverage & Services (4.5/5): EOR services across 125+ countries, covering compliant employment contracts, payroll processing, statutory filings, terminations, and benefits administration. Supports contractor management (USD 39/month per contractor), global payroll, immigration and visa services, insurance and pension support, background checks, equipment procurement, and equity & stock option administration.

✓ Pricing & Transparency (3.0/5): EOR pricing typically ranges around USD 940 per employee/month plus a one-time setup fee of USD 2,820. Security deposits of 1–2.5 months of total employment cost apply depending on credit checks. FX markup estimated at ~3%. Pricing is sales-led only, with no public or self-serve country-level cost breakdowns.

✓ Payment & Contract Terms (3.0/5): Enterprise-leaning contract structures, often requiring longer minimum commitments (up to 12 months). Invoices are issued around the 15th of the month with net-7 payment terms. Late payments incur 5% interest. Offboarding fees of USD 1,000 may apply. Contracts are standardized, compliance-driven, and relatively rigid.

✓ Customer Experience & Support (4.5/5): Enterprise-grade, consultative support model with dedicated account managers, live chat (≈2-minute first response), phone support, onboarding and termination assistance, compliance alerts, and AI-supported guidance. Strong depth across HR, legal, and compliance topics.

✓ Platform & Integrations (4.0/5): Stable enterprise platform covering payroll, employment documents, time-off, expenses, reporting, and compliance workflows. Includes G-P Assist AI. SOC 2 and ISO 27001 certified. Integrations available with major HRIS/HCM systems (Workday, SAP SuccessFactors, UKG, BambooHR, HiBob). Reliable, but less automation-heavy than newer tech-first platforms.

✓ Entity Ownership (4.5/5): G-P operates through its own entity in Thailand, enabling direct employment without reliance on third-party partners. This provides stronger compliance control and more direct support.

✓ Onboarding Speed (4.0/5): Standard EOR onboarding timelines of several days to a couple of weeks. Thailand’s work permit and visa requirements for foreign nationals can extend timelines.

✓ On-Site HR Support (4.0/5): Access to local and regional APAC expertise through owned entity. Support available for Thai labor law compliance with direct escalation paths.

✓ Visa & Work Permit Support (4.0/5): Visa sponsorship available for foreign employees. Thailand requires employer sponsorship under correct visa type (mainland vs free zone). G-P can sponsor directly through its owned entity.

✓ In-Country Compliance (4.5/5): Strong compliance coverage for Thai labor laws including Social Security Fund contributions (5% employer/5% employee), severance requirements, statutory leave, and monthly payroll filings.

✓ Local Add-Ons (3.5/5): Supports statutory benefits and can administer competitive local packages. Health insurance and provident fund options available to attract Thai talent.

✓ Global Coverage & Services (4.4/5): Coverage across 100+ countries via partner entities. Supports full EOR scope: compliant employment contracts, payroll, statutory filings, terminations, and HR advisory. Proven experience with large, multi-country enterprise rollouts. Partner-led delivery means execution quality varies by country.

✓ Pricing & Transparency (3.7/5): No public pricing. Fees provided after sales scoping. Pricing varies by country and partner. FX fees and local employer burden not always disclosed upfront, impacting cost predictability for procurement-led buyers.

✓ Payment & Contract Terms (4.5/5): Jurisdiction-specific, enterprise-grade contract templates. Clearly defined payroll cut-offs and payment timelines. Payroll pre-funding required in some countries. Additional administrative steps apply in ICP-heavy jurisdictions.

✓ Customer Experience & Support (4.2/5): Dedicated client success managers for enterprise accounts. Strong experience handling complex, multi-entity, and regulated environments. No unified 24/7 global support model; responsiveness depends on local partner execution.

✓ Platform & Integrations (3.9/5): Provides payroll reporting, time tracking, and document management. Not a full HRIS and not automation-first. Limited integrations compared to SaaS-led EORs like Deel, Rippling, or Oyster.

✕ Entity Ownership (3.0/5): Safeguard Global does not operate through an owned Thai entity. Services are delivered via a trusted long-term local partner, which slightly reduces direct control compared to owned-entity models.

✓ Onboarding Speed (4.0/5): Typical onboarding completed within 7–10 business days, which is strong for Thailand and well managed through the local partner.

✕ On-Site HR Support (3.5/5): No Safeguard-employed HR staff physically on-site. However, support is delivered in the Thai time zone, and the local partner maintains an office in Bangkok, enabling localized coordination when required.

✓ Visa & Work Permit Support (4.0/5): Work permit and visa coordination supported through experienced local specialists; timelines are competitive for standard Thai employment cases.

✓ In-Country Compliance (4.5/5): Strong handling of Thai labor law, personal income tax, Social Security Fund (SSF), severance rules, and statutory employment requirements via an established local partner.

✓ Local Add-Ons (4.0/5): Core benefits, payroll administration, and statutory reporting supported; flexibility is solid but not as extensive as premium owned-entity providers.

✓ Global Coverage & Services (3.9/5): Teamed provides EOR services in ~40 countries, primarily through in-country partner model . Coverage is focused on core hiring markets, with execution quality depending on local partners. Service breadth is narrower than large global EOR providers.

✓ Pricing & Transparency (4.0/5): Pricing is provided upfront after consultation. Average pricing is ~$540 per employee/month, with no setup fee, no VAT, and mostly no FX markup. A security deposit equal to one month of total employment cost applies.

✓ Payment & Contract Terms (4.2/5): No minimum commitment. Standard notice periods apply (e.g. 60 days in the Netherlands). Invoices are issued around the 17th of the month with 7-day net payment terms. Payroll cut-off is typically the 10th of the month. Late payment interest applies at 4% p.a..

✓ Customer Experience & Support (4.4/5): White-glove, service-led model with dedicated account managers, phone support, onboarding and termination assistance, and typical first response times within 24 hours. Support quality is a core strength.

✓ Platform & Integrations (4.0/5): Provides core HRIS functionality including contracts, time off, expenses, cost calculators, and reporting dashboards. Lacks mobile apps, zero-touch onboarding, and native HRIS/ATS/accounting integrations.

✓ Entity Ownership (4.0/5): Operates through local structures enabling compliant employment.

✓ Onboarding Speed (4.0/5): Predictable onboarding timelines aligned with Thai labour requirements.

✓ On-Site HR Support (4.0/5): Local payroll and HR support for standard employment cases.

✓ Visa & Work Permit Support (4.0/5): Immigration support available for common Thai work permit routes.

✓ In-Country Compliance (4.5/5): Strong handling of payroll tax, social security, and employment contracts.

✓ Local Add-Ons (4.0/5): Standard benefits administration and payroll services.

✓ Global Coverage & Services (4.4/5): EOR services across 120+ countries, including contractor management, global payroll outsourcing, statutory compliance, benefits administration, and immigration support in selected jurisdictions.

✓ Pricing & Transparency (4.0/5): Generally clear pricing and competitive for scaleups at $505 per EOR contractor, though FX markups apply (stated ~2%, reported higher in some cases) and country-level cost breakdowns are not always fully transparent upfront.

✓ Payment & Contract Terms (4.0/5): No minimum contract commitment and flexible agreements. However, invoices are issued early and short payment windows (often ~7 days) can impact cash flow.

✓ Customer Experience & Support (4.3/5): Improved support quality in recent years with a solid self-service knowledge base. Support experience and escalation handling can vary by region.

✓ Platform & Integrations (4.5/5): Strong, modern platform with clean UX, efficient onboarding, and good multi-country reporting. Integration depth and automation are slightly behind top tech-first EORs.

✓ Entity Ownership (4.5/5): Operates through a registered in-country structure, enabling compliant employment and work permit sponsorship without relying solely on third-party agents.

✓ Onboarding Speed (4.5/5): Onboarding typically completed within 7-10 business days once documentation is in place, which is fast for the Thai regulatory environment.

✓ On-Site HR Support (4.0/5): Local HR coordination is available for payroll, contracts, and employee administration, though support is more operational than consultative.

✓ Visa & Work Permit Support (4.5/5): Strong support for work permits and non-immigrant visas, including renewals and employer compliance with Ministry of Labour requirements.

✓ In-Country Compliance (4.0/5): Solid compliance with Thai labour law, social security, tax withholding, and statutory benefits. Processes are standardized rather than highly customized.

✓ Local Add-Ons (3.5/5): Core benefits and statutory add-ons supported; limited flexibility for bespoke benefits or non-standard compensation structures.

Aster Lion performs strongly in local compliance and personalised support but scores lower on pricing transparency, software capabilities, and global scalability. The provider fits organisations hiring specifically in Thailand rather than companies seeking a multi country technology platform with unified workflows. Its value lies in high touch execution rather than automation or breadth.

This score reflects deep understanding of Thai labour law, payroll rules, social security, and contract structures. Aster Lion’s local presence enables more reliable document handling and practical support, which is important in a market with nuanced termination rules and strict statutory processes. The main limitation is speed and scalability, as onboarding and payroll operations rely heavily on manual workflows.

Aware delivers strong country-level execution but scores lower on global scalability, automation, and pricing transparency. The service is well-suited for Thailand-focused hiring but not designed for multi-country EOR programs requiring unified workflows or integrations. Its strengths lie in local HR capability rather than software depth.

This reflects strong local statutory knowledge, solid payroll processes, and practical support with onboarding and HR administration. Aware’s experience in Thai labour markets, especially in IT and outsourced staffing, provides additional stability for employers unfamiliar with local norms. Variability in onboarding speed can occur due to manual workflows and occasional government processing delays.