Which EOR is best for hiring in Thailand in 2026?

Depends on priority. Teamed leads on Thailand compliance depth (real experts on work permits, Labour Protection Act and SSF, every plan) and cost transparency (zero FX markup). Remote leads on self-serve with its owned-entity network. Oyster on onboarding speed. Deel and Rippling on platform. G-P on enterprise governance. Ask any provider: real Thailand employment-law experts, or a generalist ticket queue?

Does my EOR handle work permits for foreign employees in Thailand?

Yes, a Thailand EOR should handle Non-Immigrant B Visa coordination and work permit applications from the Department of Employment for foreign employees. The EOR is the legal employer responsible for the permit. Ask each provider: is it included in the EOR fee, do real experts run the process, and how long does it take?

What are the Social Security Fund contributions an EOR passes through in Thailand?

Thai SSF employer contribution is 5% of insured wages up to the wage ceiling set by the Social Security Office, matched at 5% by the employee. Covers sickness, maternity, invalidity, death, child allowance and old-age benefits. All EOR providers pass this through at cost. Compare on EOR fee and FX transparency instead.

What severance obligations does the Labour Protection Act impose in Thailand?

Thailand's Labour Protection Act requires severance on termination without cause: 30 days' pay for less than 1 year of service, scaling to 400 days' pay for 20+ years. Your EOR carries these obligations as the legal employer. Ask each provider: real experts on Labour Protection Act terminations, or a generalist queue?

When does it make sense to set up my own Thai Limited Company instead of using an EOR?

The crossover is typically 8 to 15 employees in Thailand, where Thai Limited Company running costs drop below the cumulative EOR per-seat fee. A BOI promotion can also accelerate the case. Teamed models the crossover proactively. Global Entity & Employment Operations (GEMO) sets up and runs your Thai entity across 90+ markets with no re-onboarding.

How current is this comparison, and how was it scored?

Competitor facts verified 22 June 2026 from each provider's pricing page and G2 listing. Thai statutory facts from the Thai Social Security Office and Ministry of Labour Thailand. Eight providers scored 1 to 5 on five Thailand-focused criteria, no overall winner. Reviewed quarterly, pricing monthly.

Best EOR in Thailand · 2026

The best EOR providers in Thailand in 2026

No single winner. We scored eight EOR providers on a published rubric built around Thailand's rules: Social Security Fund contributions, the Labour Protection Act, work permits, and the month your own Thai entity beats EOR. Teamed leads on compliance depth, cost transparency and lifecycle. Oyster leads on onboarding. Deel and Rippling lead on platform.

Talk to an expert

Rated 4.8 on G2 for service

8
EOR providers scored on one Thailand-focused rubric: $599
Teamed flat fee, FX absorbed at zero markup: 5
Scored criteria, no overall winner

Disclosure

This guide was produced by Teamed, which is one of the eight providers scored below on the same rubric as the rest. We don't crown an overall winner, we don't claim to be the cheapest, and we say plainly where another provider is the better fit for your Thailand hire.

Last reviewed 22 June 2026By Tom Price-Daniel, Co-founder, Teamed

Which EOR provider is best for hiring in Thailand in 2026?

What is an EOR in Thailand?

An Employer of Record (EOR) in Thailand legally employs your people there under the Labour Protection Act B.E. 2541 and related legislation. The EOR issues the Thai employment contract, runs payroll in Thai baht, withholds personal income tax, and remits Social Security Fund contributions on both sides of the employment relationship. You direct the day-to-day work; the EOR carries the obligations of the Thai employer of record.

Companies use an EOR in Thailand to access engineering, sales and operations talent before their own Thai Limited Company is registered or a Board of Investment promotion is secured. Setting up a Thai entity takes weeks to months and requires minimum registered capital. An EOR bridges that gap and, with the right provider, models the crossover point where your own entity saves more than the EOR per-seat fee. For foreign nationals, work permits from the Department of Employment add a further layer your EOR should handle directly, alongside Non-Immigrant B Visa coordination.

Methodology

How we scored this comparison

Each provider is scored 1 to 5 on five criteria, with Thailand's employment framework as the rubric anchor. There is no weighted total and no overall winner. Different providers lead different columns. Teamed is scored on exactly the same criteria as the rest.

Thailand compliance depth: Real HR and legal experts with Thailand-specific depth on the Labour Protection Act, Social Security Fund obligations, work permit requirements for foreign nationals, statutory severance, and personal income tax withholding. How fast a real employment-law expert responds when a termination or work permit question needs an answer.
Cost and FX transparency: Whether the headline fee is the real bill. THB-to-billing-currency conversion disclosed and itemised, no undisclosed FX spread, no surprise setup, deposit or year-end fees.
Platform and self-serve: Dashboard depth, HRIS integrations and API surface for teams that want to run Thailand hiring with minimal manual steps.
Onboarding speed: Speed from signed offer to first Thailand payroll, and how well the process holds up as headcount grows.
Lifecycle to entity: Whether the provider moves you from EOR to your own Thai Limited Company or BOI-promoted entity on one system, and models the crossover when EOR stops being the right structure.

How we gathered evidence

Every competitor number on this page is read from the Teamed competitor fact-cache, last verified on 22 June 2026 against each provider's own pricing page and G2. Where a provider does not publish pricing on primary pages (G-P, Rippling), we say so rather than presenting a third-party estimate as the provider's own number. Thai statutory compliance facts reference the Thai Social Security Office (sso.go.th) and Ministry of Labour Thailand (mol.go.th). Teamed's claims come from teamed.global.

Considered & excluded

We scored the eight EOR providers a company hiring in Thailand for the first time would realistically shortlist, from enterprise incumbents to the mid-market specialists.

Multiplier: Scored on the parallel Deel alternatives page. Including a ninth provider would have diluted the Thailand-specific depth per card.
Native Teams: Smaller Thailand-specific track record than the eight scored; its positioning is the low-price end of the market rather than Labour Protection Act depth.

How they score, criterion by criterion

There’s no overall winner. Each column is a different priority. Pick the ones that matter to you, then read the write-ups below.

Provider	Thailand compliance depth	Cost and FX transparency	Platform and self-serve	Onboarding speed	Lifecycle to entity
Teamed(us)	Leads	Leads			Leads
Deel			Leads
Remote
Oyster				Leads
Rippling
Papaya Global
G-P (Globalization Partners)
Velocity Global (now Pebl)

Scored 1–5 on each criterion from the published rubric above. The highlighted cell leads that column. Teamed is scored on exactly the same criteria as every other provider.

Teamed

Us, scored on the same rubric

Best for: fast-growing companies hiring in Thailand that want the real FX on THB payroll, a real person on every plan for Labour Protection Act and work permit questions, and one partner from first contractor through EOR to their own Thai entity.

Teamed is the advisory alternative for Thailand, built around the pillars that matter most when Social Security Fund obligations, work permit requirements and statutory severance are in play. It shows the THB-to-billing-currency conversion rate against a mid-market reference and absorbs FX at zero markup on the fee. Teamed owns a Thai entity, so your Thai staff are employed directly through it, with no partner layer sitting between the contract and the employer obligations.

Real HR and legal experts with Thailand-specific employment-law depth handle the hard moments directly. A work permit question for a foreign hire, a termination under the Labour Protection Act, an SSF reconciliation: these reach a real person with country experience, not a shared queue. Expert access is included on every plan, with no AI bot wall and no support tier to unlock. Teamed is rated 4.8 on G2 for service.

Teamed doesn't try to be your HRIS. It connects to the major HR platforms you already run and is the partner you choose for your Thailand team, from the first contractor through EOR to a Thai Limited Company or BOI-promoted entity on the same system via Global Entity & Employment Operations (GEMO). When the math says your own entity beats EOR, Teamed models it proactively rather than keeping you on a model that no longer fits.

Countries: ~180 via the mixed network (owned entities in 57 markets including Thailand, vetted partners elsewhere)
Entity model: Owns a Thai entity; employs your Thailand staff directly through it; 57 owned entities worldwide plus vetted partners
Onboarding: Expert-guided, with a real Thailand specialist through the transition
Contractors: Yes, with misclassification cover (Guard / Protect)
Pricing: $599 USD / £479 GBP / employee / month, flat, FX absorbed at zero markup · verified 2026-06-22
G2: 4.8/5

Strengths

Shows the THB payroll FX rate against mid-market and absorbs it at zero markup. The cost on the invoice is the cost you pay. Teamed also models the crossover to a Thai Limited Company or BOI entity when EOR stops being the right structure.
Real HR and legal experts on every plan, with Thailand-specific depth on work permits, Labour Protection Act severance, SSF obligations and personal income tax withholding. No AI bot wall, no support tier to unlock. Rated 4.8 on G2.
Teamed owns a Thai entity, so there is no partner layer in Thailand. Your staff are employed directly through the Teamed Thai entity, with one accountable employer for contracts, payroll and statutory obligations.
One partner from first contractor through EOR to your own Thai entity, on one system, with no re-onboarding. Global Entity & Employment Operations (GEMO) sets up and runs your own entity in 90+ countries.

Watch-outs

Lighter self-serve platform and shallower API than Deel or Rippling. The model is advisory, not dashboard-first.
Smaller brand and review base than Deel or Remote. Less recognition in a procurement process that weights market-leader status, and ISO 27001 and SOC 2 are aligned with accreditation in progress, not yet held the way Deel holds them.
The advisory model earns its weight across multiple countries or a growing headcount. A single Thailand hire with no plans to grow may suit a lighter, lower-cost self-serve platform better.

Source: teamed.global/pricing

Deel

Best for: teams that want the deepest all-in-one platform and the broadest native integration catalogue, and will trade FX transparency on THB payroll for platform breadth.

Deel is the market leader and the baseline the rest are measured against. It has the deepest self-serve product in the category and one of the broadest native integration catalogues for global hiring, including Thailand. Its platform covers contract, payroll, compliance and benefits in one system, and for many buyers it is the first name on the shortlist.

The consistent reasons companies look past it are the FX terms and the support structure. Deel does not publish its FX rate or spread, so the THB-to-billing-currency conversion cost is built into the rate rather than shown on the invoice. Its dedicated Slack or Teams support channel sits on the Enterprise tier at $899 per employee per month; Standard support runs through a shared queue. Buyers report the headline can increase once FX and any deposit requirements are factored in.

Against any competitor, Deel keeps the broadest platform and the longest enterprise track record, and holds ISO 27001 and SOC 2 today. For Thailand, the question is whether platform breadth outweighs a readable FX invoice on THB payroll and a real person on a standard plan who can answer a work permit question without a ticket queue.

Countries: ~150-plus reach, full legal employment in 110+
Entity model: A mix of owned entities and vetted partners; ask whether Thailand is owned or partner-served
Onboarding: Fast, deep self-serve
Contractors: Yes, mature contractor and misclassification tooling
Pricing: From $599 Standard, from $899 Enterprise / employee / month · verified 2026-06-22
G2: 4.8/5

Strengths

The deepest all-in-one platform and self-serve depth in the category. Dashboard flows for Thailand contract, payroll and benefits are built without custom development.
One of the broadest native integration catalogues in the category, covering most HRIS, payroll and finance stacks.
Holds ISO 27001 and SOC 2 certifications today, plus mature equity, IP and contractor tooling alongside EOR.
Market-leading brand and the longest enterprise track record. A procurement shortlist passes it on recognition alone.

Watch-outs

Does not publish its FX terms, so the THB salary-conversion cost is built into the rate rather than shown on the invoice.
Reserves its dedicated Slack or Teams support channel for the Enterprise tier ($899 per employee per month). Standard support runs through a shared queue.
Buyers report add-on charges and, in some cases, a large upfront salary deposit for long-notice hires, though these are buyer accounts rather than published Deel terms.

Source: deel.com/pricing

Remote

Best for: teams that want a polished self-serve platform, a published base price and a strong owned-entity narrative, with Thailand in the 90+ EOR country set to confirm.

Remote markets a 100%-owned entity network across its 90+ EOR countries and runs a polished self-serve platform with mature benefits and IP products. If Thailand is in the owned-entity set, your staff are employed by a Remote entity directly. The $599 headline applies on annual billing ($699 month to month), and a dedicated onboarding specialist and named CSM come with the EOR plan.

Remote is more transparent than Deel on FX, though only after the fact. It applies a variable Remote FX rate to cross-currency lines and shows the rate used on the monthly invoice, with no published percentage. Model the annual commitment and the variable FX cost on your real Thailand salary volumes before comparing against the flat-fee providers.

Remote's fit is a team that wants to run Thailand hiring as a product rather than a service. The self-serve flows are polished, benefits administration is mature in-product, and the approach holds up as headcount scales. Against Teamed you trade a zero-markup transparent FX line and the lifecycle path for a larger product suite and the Remote brand.

Countries: 190+ locations across all products, 90+ for full owned-entity EOR
Entity model: Owned-entity led in its core 90+ EOR countries, partners and other products beyond; ask whether Thailand is owned
Onboarding: Dedicated onboarding specialist plus a named CSM on the EOR plan
Contractors: Yes, tiered, with indemnity options
Pricing: $599/mo on annual billing ($699 month to month) · verified 2026-06-22
G2: 4.6/5 (591)

Strengths

A 100%-owned entity network across its core 90+ EOR countries. Confirm with Remote whether Thailand is owned or partner-served.
A polished, well-designed self-serve platform with strong benefits administration and IP-protection tooling, all included in-product.
Pricing published in full: $599 on annual billing, $699 month to month. Budget is predictable without a sales call.
A dedicated onboarding specialist and a named CSM on the EOR plan, backed by in-house HR, legal and tax experts.

Watch-outs

The $599 rate requires annual billing. Month-to-month is $699, so the comparable price depends on the commitment you can make.
The Remote FX rate is a variable blended rate shown after the fact on the invoice, with no published percentage. Not a zero-markup or itemised mid-market line.
Confirm explicitly whether Thailand is a Remote-owned entity country or partner-served. The 90+ EOR-country figure is the owned-entity set; beyond it delivery runs through partners.

Source: remote.com/pricing

Oyster

Best for: smaller and fast-scaling teams that want automation, a flat published EOR price and human-expert support with a published SLA, including for Thailand hires.

Oyster is the automation-first alternative and a certified B-Corp. Onboarding is fast and guided, with a dedicated Hiring Success Manager through the process. Its published EOR price is a flat $699 per employee per month, and the pricing page explicitly states no setup, onboarding, HR-expert-access or termination charges are added. A published SLA of 24-hour response and sub-72-hour resolution is included. For a first Thailand hire, the combination of a flat published price and a human expert on the onboarding is a strong starting point.

The watch-outs are in the cash and FX detail. Oyster requires a refundable deposit for every EOR engagement, with no amount published on its pricing page. It also charges a currency-conversion fee on any currency mismatch, again with no rate disclosed. White-glove HR advisory is billed separately at $300 per hour rather than included. These are material on a THB payroll where every cross-currency conversion matters.

Oyster offers no productised path from EOR to your own Thai Limited Company or BOI entity, so it can become something you outgrow as Thailand headcount grows. Against Deel you trade platform breadth for speed, a flat published price and a human support relationship without requiring an Enterprise tier. Against Teamed you trade a zero-markup transparent FX line, owned-entity accountability and the lifecycle path for a lower EOR list price and the B-Corp credential.

Countries: ~180 via the mixed network, EOR available in 120+ countries
Entity model: Hybrid: owns or partners with local entities; owned-vs-partner split for Thailand not published
Onboarding: Fast, automated; a dedicated Hiring Success Manager through the process
Contractors: Yes, $29/contractor/month, with strong tooling
Pricing: $699 / employee / month, flat (annual discounts noted, not published) · verified 2026-06-22
G2: 4.4/5 (1447)

Strengths

A dedicated Hiring Success Manager and fast automated onboarding, with a published SLA of 24-hour response and sub-72-hour resolution. Oyster leads the onboarding column on this rubric.
Certified B-Corp with a published flat $699 EOR fee and free essentials (setup, onboarding, HR-expert access, termination). Procurement teams screening on values get an easy yes.
Strong contractor tooling at $29 per contractor per month, with payments in 120+ currencies and country-specific IP agreements.
A large G2 review base of roughly 1,447 reviews, plus SOC 2 Type II and GDPR posture.

Watch-outs

Requires a refundable deposit to start an EOR engagement, with no amount published, and charges a currency-conversion fee on any currency mismatch, with no rate published.
White-glove HR advisory is billed separately at $300 per hour rather than included, and there is no productised path from EOR to your own Thai entity.
Oyster does not publish whether Thailand is owned-entity or partner-served, or its overall owned-vs-partner split. Ask before you commit.

Source: oysterhr.com/pricing

Rippling

Best for: teams consolidating HR, IT and payroll onto one platform, where Thailand EOR is part of a broader system migration rather than a standalone hiring decision.

Rippling is the alternative if you want HR, IT and payroll on one unified system. Its 600+ integrations sit on a single employee graph, and EOR hires in Thailand slot into the same workflow as every other employee in your company. Device and app provisioning travel with the hire, which matters for a tech team building out in Bangkok.

EOR is the newer part of the Rippling product, covering 80 countries through a hybrid mix of Rippling-owned subsidiaries and partners. It does not publish EOR pricing on its primary pages; a $499 starting figure appears on Rippling-owned blog content, and a base HR-platform fee sits on top. Confirm whether Thailand is in the 80-country EOR set before shortlisting it, and get the all-in monthly number in writing.

Advisory depth on Thailand-specific employment law, work permits and Labour Protection Act obligations is lighter than the specialist providers. Rippling is built to replace your HR stack, not to be your Thailand employment-law partner. For a team with a Thailand hire and no broader consolidation plans, a dedicated EOR is usually a cleaner fit.

Countries: 80 for EOR (185+ for contractor payments)
Entity model: Hybrid mix of Rippling-owned subsidiaries and partners; the split is not published
Onboarding: Fast, self-serve; white-glove reserved for enterprise
Contractors: Yes, contractor payments plus Contractor-of-Record
Pricing: Not published on primary pages; $499 starting figure cited on Rippling blogs, plus HR-platform base fee · verified 2026-06-22
G2: 4.8/5

Strengths

The most powerful unified HR, IT and payroll platform on this list. Rippling publishes 600+ integrations on one employee graph and co-leads the platform column on this rubric.
New Thailand hire setup, payroll and access provisioning live in one workflow with every other employee, including device and app management.
Holds SOC 1 Type II and SOC 2 Type II plus ISO 27001, a deep security stack for an enterprise procurement gate.
A live entity-versus-EOR cost calculator on the same platform, so the crossover is at least visible if you use Rippling for both EOR and payroll.

Watch-outs

EOR covers only 80 countries. Confirm Thailand is in that set before shortlisting, since coverage is materially lower than the dedicated EOR providers.
Does not publish EOR pricing on primary pages. The $499 figure surfaces on Rippling-owned blogs; a base HR-platform fee sits on top. Get the all-in number before you compare.
Thailand-specific advisory depth on work permits and Labour Protection Act obligations is lighter than specialist providers. Built for platform consolidation, not country-specific employment-law support.

Source: rippling.com/eor

Papaya Global

Best for: enterprises running multi-country payroll at scale across Southeast Asia and beyond, where finance-grade consolidation and a licensed payments arm matter more than advisory depth on individual countries.

Papaya Global is the payroll-at-scale choice for enterprises managing Thailand alongside many other markets. Its platform spans 160+ countries, runs 130+ payment currencies, and adds a licensed payments arm. For a finance team consolidating multi-country payroll that includes Thailand, the unified data backbone and audit-ready filings are the draw.

The EOR base now starts from $499 per employee per month on Papaya's own pricing page, but it is built for Fortune-500-scale buyers. Most of its EOR footprint is partner-delivered: it owns full EOR entities in 40 countries and reaches the rest through vetted in-country accounting-firm partners. Confirm whether Thailand is one of the owned 40. An FX processing fee applies on conversion with no percentage published, and payment wallets must be pre-funded with a buffer.

For a Thailand hire inside a large multi-country programme, the consolidation saving can be real. For a fast-growing company running Thailand as a standalone country, the complexity and enterprise pace make it heavyweight. Price the full stack rather than the headline, because the conversion margin and pre-funding requirement are supplied via your account manager rather than published.

Countries: 160+ reach, 40 via owned EOR entities
Entity model: Hybrid: 40 owned EOR entities, the majority of the footprint partner-delivered
Onboarding: Weeks, enterprise-paced
Contractors: Yes, COR/AOR plus AI-assisted classification
Pricing: From $499 / employee / month, plus pre-funded wallet and FX processing fee · verified 2026-06-22
G2: 4.5/5 (53)

Strengths

A strong enterprise payroll and data backbone across 160+ countries and 130+ payment currencies, plus a licensed payments arm. Few providers consolidate Southeast Asian payroll data at this scale.
Mature automation and reporting for finance teams running complex multi-country payroll including Thailand. Month-end consolidation and reconciliation are where it wins time back.
Named connectors to Workday, SAP SuccessFactors, Oracle HCM and NetSuite, plus a self-serve integration layer that slots into an enterprise tech stack.
A deep certification set: ISO 27001, ISO 27701, SOC 1 Type II and SOC 2 Type II, plus GDPR, for enterprise procurement gates.

Watch-outs

Owns full EOR entities in only 40 of its 160+ countries. A Thailand hire may run through a partner, and the FX processing fee adds an undisclosed cost on THB payroll.
Wallets must be pre-funded with a buffer, and the FX margin is supplied via your account manager rather than published. Price the all-in Thailand cost before comparing with flat-fee providers.
Built for Fortune-500 scale. Smaller fast-growing teams find the product complexity, enterprise pacing and thin G2 review base (roughly 53 reviews) a mismatch.

Source: papayaglobal.com/pricing

G-P (Globalization Partners)

Best for: large enterprises where reach, a deep certification stack and analyst recognition matter more than published pricing or Thailand-specific advisory speed.

G-P markets 180+ country reach, 100+ legal entities and a 200+ partner network, and has a long enterprise track record. For a large enterprise with a complex Thailand programme where governance and audit are the primary bar, G-P clears it. It markets itself as the number-one EOR by analysts; we report that as its own claim, not ours.

For a fast-growing company it is usually heavyweight. G-P publishes no EOR price on any primary page, gating it behind a demo and proposal. Base-tier support runs through the G-P Assist AI assistant; a dedicated success manager and direct access to G-P's HR and legal teams are reserved for the higher EOR Prime tier. A work permit question on a Thailand hire is not the moment to discover that human employment-law access is a paid upgrade.

The case for G-P in Thailand is governance at scale: a deep certification stack, a large in-country legal team and the procurement posture large organisations require. Procurement, security and legal reviews tend to pass it quickly. Against Teamed you trade published pricing, fast advisory access and the lifecycle path for enterprise breadth and analyst recognition.

Countries: 180+ via 100+ owned entities + 200+ partners
Entity model: Owned-entity-led (100+ entities) plus a 200+ partner network; per-country owned-vs-partner split not published
Onboarding: Enterprise governance, AI-led base support
Contractors: Yes, self-serve contractor product at $39/contractor/month
Pricing: Not published; quote-only, gated behind a demo · verified 2026-06-22
G2: 4.4/5 (1028)

Strengths

Genuine enterprise-grade scale and reach: 180+ countries marketed, 100+ legal entities and 200+ global partners over a long track record.
One of the deepest compliance and security certification stacks here: ISO 27001, 27017, 27018 and 42001, plus SOC 2 Type II, on a self-serve trust portal.
A large in-country HR, legal and compliance team and strong analyst recognition, a trust signal for enterprise buyers running Thailand alongside many other markets.
A transparent self-serve contractor product at $39 per contractor per month, with Wise-powered payments and AI misclassification checks.

Watch-outs

Publishes no EOR per-employee price on any primary pages, only a demo request and Request a proposal. A like-for-like Thailand comparison takes a sales call.
Base-tier support runs through the G-P Assist AI assistant. A dedicated CSM, quarterly reviews and direct HR and legal access are reserved for the higher EOR Prime tier.
Enterprise focus, enterprise-paced onboarding and a quote-led model make it a poor fit for a rapidly growing company that needs fast, direct answers on Thailand work permits and Labour Protection Act questions.

Source: globalization-partners.com

Velocity Global (now Pebl)

Best for: companies with broad reach needs and a preference for a simple flat headline, comfortable with an AI-first support model and a quote-led contract for complex Thailand engagements.

Velocity Global rebranded to Pebl in September 2025 and repositioned as an AI-first platform. It reaches 185+ countries with owned entities in 65 of them, and brings real depth in immigration and complex cross-border engagements. Thailand is within its published footprint; whether it is owned-entity or partner-served is worth confirming directly before you sign.

The published headline is a flat $399 per employee per month, marketed as all-inclusive. Reportedly the real all-in base lands higher once setup and FX are factored in, and Pebl does not publish its FX rate or spread anywhere on its own pages. Model the THB conversion on your real Thailand salary volumes before comparing against the zero-markup providers.

Day-to-day support is AI-first through the Alfie assistant, which smart-routes to a human specialist when expertise is needed, backed by 200+ in-country experts. For a team hiring people in Bangkok without M&A or immigration complexity, a specialist advisory provider gives a more direct line to Thailand employment-law depth. Customer experience is still settling after the September 2025 rebrand.

Countries: 185+ reach, owned entities in 65
Entity model: 65 owned entities plus an in-country partner network; ask whether Thailand is owned or partner-served
Onboarding: AI-led, onboarding in as little as 24 hours
Contractors: Yes, 180+ countries (no price published)
Pricing: $399 USD published; reportedly higher all-in once setup and FX are added · verified 2026-06-22
G2: 4.6/5

Strengths

One of the widest published footprints in the category, 185+ countries, with owned entities in 65.
A simple published headline of $399 per employee per month, easy to compare at a glance before modelling the all-in cost.
Real depth in immigration and complex cross-border engagements, including work permit and visa support. The carve-out and relocation practice is a differentiator the generalists do not match.
Holds ISO 27001:2022 and SOC 2 Type 2, plus an in-house legal team backed by Baker McKenzie.

Watch-outs

Publishes no FX terms. Reportedly the real all-in base lands higher than $399 once setup and FX are added. Pin the all-in Thailand number down before you sign.
Day-to-day support is AI-first via the Alfie assistant. Confirm how fast it routes to a human Thailand employment-law expert for a work permit or Labour Protection Act question.
Customer experience is uneven as the company settles after its September 2025 rebrand to Pebl.

Source: hellopebl.com/eor-pricing

Why the shortlist matters

Behind every line item is a real person, in a real place.

The fee, the FX and the support model are not abstractions. They decide whether the person you hired in Barcelona or Rome is paid right, on time, by someone who knows their employment law. That is what the ranking is really measuring.

What each stakeholder evaluates

Criterion	Legal	Finance	People Ops	Security
Thailand work permit complexity	Ask whether the provider has real HR and legal experts with Thailand experience who handle work permit applications and renewals directly, or routes them to a generalist ticket queue.	Work permit delays stall a Thailand hire and can create compliance exposure. Know who handles the permit application and how fast before you sign the MSA.	You want a direct line to a real Thailand employment-law expert when a work permit renewal or a Labour Protection Act termination question is urgent.	An owned Thai entity means one data-processing chain for employment data. A partner adds a sub-processor that needs its own review.
FX on THB payroll	Ask for the FX policy in writing. Thailand payroll runs in THB; the spread matters on every monthly conversion.	Most EOR providers do not publish their THB-to-billing-currency conversion rate. On a USD 60,000-equivalent annual salary, an undisclosed 2% FX spread is roughly USD 1,200 per year per employee. At five employees in Thailand that is USD 6,000 of invisible cost per year.	An itemised FX line avoids payroll-reconciliation surprises at Thai year-end.	A timestamped rate against a public reference is an auditable record for your finance and compliance teams.
Path to your own Thai entity	Ask when EOR stops being the right model. A Thai Limited Company often becomes more cost-effective as headcount grows, and a BOI promotion can reduce corporate income tax for qualifying businesses.	An EOR that models the crossover and helps you set up the Thai entity keeps you from overpaying EOR fees past the breakeven month.	A managed transition via Global Entity & Employment Operations (GEMO) avoids re-onboarding employees onto a new contract at entity setup.	Your own Thai entity gives you full control over data residency and employment contracts in Thailand.

Decision checklist

Read the small print before you sign. Most EORs require a deposit and many layer on setup, offboarding, minimum-term, no-exit, termination or admin fees. Teamed takes a one-month refundable deposit, charges no onboarding or offboarding fees (an early-exit fee may apply if you leave within 3 months, set out in your contract), and sets the costs out up front.
Choose on Thailand compliance depth if real HR and legal experts who handle work permits, Labour Protection Act severance and SSF obligations matter more than platform breadth. Teamed leads this column: it owns a Thai entity and employs your staff directly through it.
Choose on cost transparency if a salary invoice you can read matters. Teamed shows the THB-to-billing-currency FX rate against mid-market and absorbs it at zero markup. Deel does not publish a rate; Remote shows a blended rate after the fact; Pebl publishes no FX rate at all.
Choose on lifecycle if you plan to set up your own Thai Limited Company or BOI-promoted entity. Teamed leads this column, with the crossover modelled proactively and Global Entity & Employment Operations (GEMO) running your own entity across 90+ markets.
Choose Deel if platform breadth, the deepest native integration catalogue and the largest brand matter most for your Thailand hire.
Choose Remote if you want a polished self-serve product, a disclosed FX rate visible on the invoice and owned entities (confirm Thailand is in the set), with annual billing acceptable.
Choose Oyster if fast, automated onboarding and a dedicated Hiring Success Manager matter more than Thailand employment-law advisory depth, and you have confirmed the deposit and currency-conversion fee.
Choose Rippling if you want HR, IT and payroll on one platform for Thailand and every other market, and you have confirmed Thailand is in the 80-country EOR set.
Choose Papaya Global if enterprise payroll automation across Thailand and many other markets is the priority and a partner-delivered Thai hire is acceptable.
Choose G-P if you are a large enterprise where the widest owned-entity-led footprint matters more than published pricing or fast advisory access.
Choose Velocity Global (Pebl) if you have immigration complexity in Thailand and want a broad footprint with a simple flat headline, and you have modelled the all-in cost.
Ask every provider one question before you sign: do real HR and legal experts handle a work permit application or a Labour Protection Act termination, or does it go to a generalist queue?

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When another provider here is the better choice.

Choose Deel if platform breadth, the deepest integrations and the largest brand outweigh seeing the FX on your Thailand salary invoice.
Choose Remote if a polished self-serve product, owned entities and a disclosed FX rate matter most, and annual billing is acceptable.
Choose Rippling if you want your whole HR, IT and payroll stack on one platform across Thailand and every other market you operate in.
Choose G-P or Papaya Global if you are an enterprise where owned-entity-led breadth or payroll-at-scale matters more than speed or advisory agility.
Choose Oyster if fast, automated onboarding is the priority and you have confirmed the deposit, currency-conversion fee and Thailand entity model.

Teamed leads Thailand compliance depth, cost transparency and the lifecycle to your own entity, not every column. A buyer with different priorities should pick differently. We'd rather lose the deal than mismatch the engagement.

Frequently asked questions

Which EOR is best for hiring in Thailand in 2026?
It depends on your priority. Teamed leads on Thailand compliance depth, with real HR and legal experts handling work permits, Labour Protection Act obligations and SSF questions directly on every plan. It also leads on cost transparency, with FX absorbed at zero markup and the rate shown against mid-market. Remote leads on self-serve product polish with its owned-entity network. Oyster leads on onboarding speed. Deel and Rippling lead on platform breadth. G-P leads on enterprise governance. The most useful question: can you reach a real HR or legal expert with Thailand employment-law depth when you need one, and can you see the FX rate on your Thai payroll invoice?
Does my EOR handle work permits for foreign employees in Thailand?
Yes, a Thailand EOR should handle work permit applications and renewals for non-Thai employees, alongside Non-Immigrant B Visa coordination. Foreign nationals need a valid visa and a work permit from the Department of Employment before starting work in Thailand. The EOR is the legal employer and is responsible for the work permit application. Ask each provider directly: is work permit management included in the EOR fee, do real HR and legal experts run the process or is it outsourced to a local agent, and what is the typical processing time?
What are the Social Security Fund contributions an EOR passes through in Thailand?
The Thai Social Security Fund requires employers to contribute 5% of an employee's insured wages, subject to the wage ceiling set by the Social Security Office. The employee also contributes 5%. Both sides are remitted monthly by the employer. The SSF provides sickness, maternity, invalidity, death, child allowance and old-age benefits under the Social Security Act B.E. 2533 and its amendments. All EOR providers pass through the employer SSF contribution at cost. Compare providers on the platform fee and FX transparency, not on statutory SSF contributions, which are the same for every employer in Thailand.
What severance obligations does the Labour Protection Act impose in Thailand?
Thailand's Labour Protection Act B.E. 2541 (1998) requires employers to pay severance when terminating employment without cause. The scale runs from 30 days' pay for less than one year of service to 400 days' pay for employees with 20 or more years of service. Additional compensation may apply if the employer fails to give adequate notice. Your EOR carries these obligations as the legal employer and should handle severance calculations, notice periods and payment through payroll. Ask each EOR whether real HR and legal experts advise on terminations under the Labour Protection Act directly, or whether the question goes to a generalist queue.
When does it make sense to set up my own Thai Limited Company instead of using an EOR?
The crossover point is typically in the range of 8 to 15 full-time employees in Thailand, where the fixed cost of running a Thai Limited Company (registered capital, directors, accounting, annual filings) falls below the cumulative EOR per-seat fee. The calculation depends on your salary levels, your EOR fee and whether you need a local trading presence or bank account. A Board of Investment promotion can also reduce corporate income tax for qualifying businesses and accelerate the case for your own entity. Teamed models this crossover proactively and flags the month your own Thai entity beats EOR. Global Entity & Employment Operations (GEMO) sets up and runs your entity in Thailand alongside 90+ other markets with no re-onboarding of existing EOR employees.
How current is this comparison, and how was it scored?
Competitor facts come from the Teamed competitor fact-cache, last verified on 22 June 2026 against each provider's own pricing page and G2. Thai statutory compliance facts reference the Thai Social Security Office (sso.go.th) and Ministry of Labour Thailand (mol.go.th). Each of the eight providers is scored 1 to 5 on five Thailand-focused criteria with no weighted total and no overall winner. We review the page quarterly and re-verify pricing monthly.

Common questions

Which EOR provider handles work permits and Labour Protection Act requirements best in Thailand?
Teamed leads on Thailand employment-law requirements: real HR and legal experts for work permits, Labour Protection Act terminations and SSF obligations, standard on every plan, and a Thai-owned entity. Remote markets a 100%-owned entity network; confirm Thailand. G-P and Velocity Global run broad owned-entity footprints for enterprise governance. Oyster, Papaya Global, Rippling and Deel are lighter on Thailand-specific advisory depth.
What is the real cost of hiring in Thailand through an EOR?
Three layers. First, the headline EOR fee: published rates run roughly $399 to $699 per employee per month, with G-P and Rippling quote-only or blog-only. Second, Thai SSF employer contributions at 5% of insured wages up to the wage ceiling, passed at cost by all. Third, FX on the THB conversion for providers that do not disclose their rate, an estimated 1.5 to 3% of salary. Teamed absorbs FX at zero markup and shows the rate against mid-market.

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