HR administration services in Thailand.
Recruitment and placement, employment contracts, work rules, SSO registrations, leave tracking, performance documentation, exit processing. We support the people-side admin so your management can spend their time managing.
What HR compliance does Thailand require?
Employment in Thailand is governed mainly by the Labour Protection Act, which sets the floor every employer has to meet. Any employer with ten or more employees must keep written work rules — drafted in Thai, displayed at the workplace and kept on premises for labour-inspector review — alongside an up-to-date employee register. Regardless of headcount, every employer must grant statutory leave, pay severance when it is due and stay within the legal limits on working hours.
Most of these obligations are documentary, and most disputes turn on whether the documents are in order. Getting the employment contracts, work rules and records right at the outset is far cheaper than untangling them once a disagreement has already started — and it is the difference between a clean termination and a costly one at the Labour Court.
The full HR compliance brief.
From the first contract to the final settlement, we own the legal and administrative scaffolding around your people so your managers can manage.
Work rules & employee register
Bilingual work rules drafted, displayed at the workplace and kept on premises, with the employee register set up and kept current for any employer at or above the ten-staff threshold.
Bilingual employment contracts & onboarding
Contracts that meet statutory minimums, plus the offer letters, onboarding paperwork and Social Security registration that bring new hires on compliantly.
Statutory leave & benefits administration
Annual, personal, sick and maternity leave tracked correctly, with benefits and Social Security contributions administered to the letter of the Act.
Severance calculations & terminations
Severance worked out by length of service, with warning letters, mutual agreements and termination records that hold up under scrutiny.
HR compliance health-check
A full review of existing contracts, work rules and records, mapping the gaps against current law before they turn into liabilities.
Labour-dispute support
Documentation and representation through the Kor Ror 11 notification and the Labour Protection Office, with our litigation team on hand if a matter escalates.
What the law guarantees your staff.
The Labour Protection Act fixes minimum leave, working hours and severance. These are the headline figures every Thai employer is held to.
Statutory entitlements
- At least six days' paid annual leave once an employee completes one year of service.
- Up to 30 days' paid sick leave a year, certified where required.
- Maternity leave of 120 days per pregnancy under the 2025 amendment, with the employer paying part of the wages and Social Security covering the rest.
- Fifteen days' paid paternity and parental leave for the private sector, introduced by Labour Protection Act No. 9 and in force from December 2025.
Working time & severance
- A maximum of eight hours a day and 48 hours a week, with overtime paid at no less than 1.5 times the hourly rate.
- Severance graded by length of service — from 30 days' pay after 120 days of work up to 400 days' pay after 20 years.
Recent reforms employers need to track.
- Labour Protection Act No. 9, in force from December 2025, raised maternity leave to 120 days and introduced 15 days of paid paternity and parental leave.
- New work-from-home and "right to disconnect" protections give remote staff the same rights as on-site staff and a right to refuse after-hours contact.
- The daily minimum wage has ranged from THB 337 to THB 400 by province since 1 July 2025.
- Employers with ten or more staff must file an annual employment-conditions report each January.
- The Personal Data Protection Act governs how employee personal data is collected, stored and used.
How we set up HR compliance.
A clear sequence — from auditing what you have to handling the people who leave — so nothing slips through the cracks.
Health-check
We review your current contracts, work rules and records and map every gap against the law as it stands today.
Draft and implement
We draft bilingual work rules, display them at the workplace and set up the employee register, ready for labour-inspector review.
Contracts and onboarding
We issue compliant employment contracts and onboarding paperwork, including Social Security registration for each new hire.
Ongoing administration
We administer leave, benefits and payroll support so day-to-day obligations stay met without management effort.
Exits
We handle terminations end to end — severance calculations, mutual agreements, the Kor Ror 11 notification and Labour Protection Office support.
Thai labour law is detailed. Getting the paperwork right protects both sides.
Thai labour law — primarily the Labour Protection Act — sets minimum standards for working hours, leave, severance, and termination. Most employment disputes are won or lost on the documentation: contracts, work rules, warning letters, and termination records.
We provide HR administration support that keeps the documentation right: bilingual employment contracts that meet statutory minimums, work rules prepared and displayed in the workplace as required for employers with ten or more staff (since the 2017 Labour Protection Act amendment these no longer have to be filed with the authorities), leave tracking, performance documentation, and exit paperwork.
We also handle recruitment and candidate filtering. An experienced HR professional takes your role requirements, screens the often large volume of CVs you receive, and filters out those who don't meet them. They run the first-round interview and forward only qualified, requirement-matched candidates to you for a second interview — so you spend your time on a shortlist of genuine fits, not on screening. Because we are based in Thailand, with native Thai language skills and an understanding of local hiring norms and culture, we can read and assess Thai candidates in ways that are difficult for an overseas employer screening alone. We then manage the offer, contract and onboarding paperwork so new hires start fully compliant from day one.
We do not act as your day-to-day HR department for performance management or training. That is owned by your business. We handle the legal and administrative scaffolding around it — including bringing the right people in.
What we do
- Recruitment — candidate sourcing, screening and shortlisting
- Placement — interview coordination, offer letters and onboarding
- Employment contracts (bilingual)
- Work rules drafting and workplace display (companies with 10+ employees)
- SSO registration for new hires
- Leave entitlement tracking (annual, personal, sick, maternity)
- Warning letters and performance-management documentation
- Termination paperwork (with-cause and without-cause)
- Severance calculations under the Labour Protection Act
- Exit interviews and final-pay reconciliation
- Employee handbook drafting
What you get
- Templates compliant with current Labour Protection Act
- Work rules prepared, displayed and kept on premises correctly for companies above the 10-employee threshold
- Termination handled with the documentation that holds up at the Labour Court
How we work
Recruitment and candidate filtering
An experienced HR professional screens CVs against your role requirements and runs the first-round interview, forwarding only matched candidates to you. We then issue offers and contracts for the people you hire.
Documentation review
We audit existing contracts and work rules; identify gaps against current law.
Templates and registration
Bilingual contracts and work rules prepared; work rules displayed and kept on premises as required.
Day-to-day support
New-hire onboarding, leave tracking, performance documentation, warning letters.
Exits
Resignation or termination handled with the right paperwork and severance calculation.
Speak with our team
Send a message — typical response within one hour during office hours.
WhatsApp +66 95 332 2447 Send an Enquiry Call +66 2 026 0600Frequently asked
Do you handle recruitment and placement?
Yes. An experienced HR professional screens the CVs you receive against your role requirements and runs the first-round interview, forwarding only qualified, requirement-matched candidates to you for a second interview — so you spend your time on a shortlist of genuine fits, not on screening. Because we are based in Thailand, with native Thai language skills and an understanding of local hiring norms, we can read and assess Thai candidates in ways that are difficult for an overseas employer screening alone. We then manage the offer, contract and onboarding paperwork so new hires start fully compliant. We can run recruitment as a standalone service or bundled with ongoing HR administration.
Do I need work rules?
Yes — if you have 10 or more employees. Work rules must be prepared, displayed in the workplace and kept available for labour-inspector review. Since the 2017 Labour Protection Act amendment they no longer have to be filed or registered with the Department of Labour Protection and Welfare (DLPW).
What's the severance entitlement?
It depends on length of service — from 30 days' pay (at 120 days+) up to 400 days' pay (at 20 years+) of service. Plus separate payment in lieu of notice.
Can you defend a Labour Court case?
We prepare the documentation and coordinate with our litigation team. Most disputes settle at the Labour Inspector stage before reaching court.
Is HR administration part of payroll?
They overlap. Payroll runs the monthly cycle; HR administration owns the contracts and documentation around it. We offer both as a bundle.
Reviewed by the Khonsu Legal team · 1 July 2026
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Schedule a consultation with our multilingual legal and accounting team.