EOR · Employer of Record

To employ a foreigner in Thailand the employer must be a Thai company, and that company must meet requirements such as registered capital and the number of Thai staff before a work permit is granted. The basis is the Emergency Decree on the Management of Foreign Workers' Employment (พ.ร.ก.การบริหารจัดการการทำงานของคนต่างด้าว พ.ศ. 2560) and the Department of Employment's (กรมการจัดหางาน) review criteria. A freshly formed company rarely meets these conditions at once, and incorporating before you have tested the market is the wrong order.

An Employer of Record fills that gap. Our Thai entity becomes the employer on paper, signs the employment contract and handles visa, work permit, payroll and social security. The employee takes direction from you and does your work.

It fits these situations:

• A Korean company sending one expatriate first, for market research or key-account management
• A brand hiring one or two local sales or technical-support staff while deferring incorporation
• A manufacturer that wants a local contact person for products we already hold and import
• A company with a Thai entity that does not yet meet the foreign-employment requirements

Area	Us (employer)	You
Employment contract	Contract under Thai labour law, in our name	Salary, allowances and working conditions
Visa	Non-Immigrant B sponsorship documents, extensions of stay	Passport, CV and other personal documents
Work permit	Application and renewal with the Department of Employment; changes of role or workplace	Job description
Payroll	Monthly payroll calculation and payment, withholding tax filing	Funding and approval of payroll
Social security	Social Security Fund registration and contributions	—
Exit	Work permit and visa cancellation, final settlement	Decision and notice

We perform this ourselves and do not subcontract to another agency. Direction of work, performance management and HR decisions remain yours. Candidate sourcing and legal representation in labour disputes are outside the scope; we can point you to the right people if needed.

1. Confirm headcount, role and workplace — work permit requirements differ by nationality, job and location
2. Agree employment terms — salary, allowances, contract period and reporting lines among you, the employee and us
3. Visa sponsorship documents — we prepare the sponsorship papers as employer; the employee obtains the visa at a Thai embassy or consulate
4. Work permit after arrival — application to the Department of Employment, then the extension of stay
5. Social security and tax registration — Social Security Fund enrolment and withholding tax registration
6. Monthly operation — payroll, tax and social security filings, management of changes
7. Exit or transfer — cancellation at the end of employment, or transfer of employment when you incorporate

How long each step takes depends on nationality, role and document readiness; we walk through it case by case in the consultation.

If we hold your registrations through license holding and imports through IOR, EOR lets your people sit under the same entity. With the licence, the import and the staff in one place, a local operation runs during launch without a company of your own.

You do not need all three at once. If the product comes first, start with registration and the holder; if people come first, start with EOR — and move each piece to your own entity once the business is established.