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Hiring & Recruiting in ThThailand.






Country Capital



Baht (฿) (THB)

Understanding Thailand’s business culture is crucial for ensuring sustainable and compliant operations. However, identifying skilled employees capable of fostering company growth, while simultaneously adhering to Thailand’s employment compliance laws, is the true key to effective hiring ventures.

Recruiting in Thailand

If you’re in charge of recruiting in Thailand, it’s best to have some understanding of the Thai language. While most people in Thailand speak a decent level of English, it’s important to know basic-level Thai to navigate the bureaucracy and show sensitivity to the culture.

In Thailand, you’ll find many different options for recruiting. A good place to advertise positions is JobsDB.com, one of the largest online job databases as well as a useful website to find bilingual candidates. Jobthai.com and jobtopgun.com are other notable websites for recruiting in Thailand. Many local professionals are also on LinkedIn, which allows companies to directly reach out to certain types of workers, including independent contractors.

According to the country’s laws, you must have 4 local employees for every international employee. In 2016, the Government of Thailand published the Government Gazette the Royal Decree on Recruitment of Foreigners B.E. 2559 (A.D. 2016) (Royal Decree), which protects the interests of international workers in the country. The law includes certain restrictions against recruiting international employees, including the following:

  • Companies must receive permission from the Director General (DG) of the Department of Employment to recruit international employees.
  • Any international recruiter must be licensed by the DG.
  • Companies must place a guarantee with the DG against the expenses and damages that could come from hiring international employees.
  • Employers could face civil and criminal penalties for failing to comply with the Royal Decree, with a maximum prison term of 3 years.

Thailand employment laws

One of the best ways to stay compliant when hiring is to draft a strong employment contract. In Thailand, this contract can be oral or written. However, we recommended a written contract that clearly states the employee’s compensation, benefits, and termination conditions before the new hire’s first day. Make sure to specify currency amounts in Thai baht (THB) instead of another currency.

Working hours in Thailand cannot exceed 48 hours a week, and employees cannot work more than 36 weekly hours of overtime. Thailand employment laws also stipulate that employees get a minimum of 1 rest day per week, and the interval between those rest days cannot exceed 6 days.

Onboarding in Thailand

Every company onboards employees differently, so you’ll need to determine the best way to introduce new employees to your company’s processes while keeping the following best practices in mind:

  • Go over the employment contract with all new employees to ensure they agree with the terms.
  • Schedule any necessary training for the employee’s first day or week.
  • Have the employee sign a code of conduct.
  • Develop a buddy program.

Grow globally with G-P.

G-P never forgets that behind every hire is a human being. That’s why we’ve backed our fully customizable suite of global employment products with our robust team of HR and legal experts, so we can remain at your side, ready to support you as you build your global teams. With the #1 Global Growth Platform™, you have the recruitment tools and services you need to find your perfect full-time or contract match.

Contact us today to learn more about how we can help you recruit, hire, and onboard anyone, anywhere.


THIS CONTENT IS FOR INFORMATIONAL PURPOSES ONLY AND DOES NOT CONSTITUTE LEGAL OR TAX ADVICE. You should always consult with and rely on your own legal and/or tax advisor(s). G-P does not provide legal or tax advice. The information is general and not tailored to a specific company or workforce and does not reflect G-P’s product delivery in any given jurisdiction. G-P makes no representations or warranties concerning the accuracy, completeness, or timeliness of this information and shall have no liability arising out of or in connection with it, including any loss caused by use of, or reliance on, the information.

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