Top 10 EOR Providers for Hiring in Thailand (2027)
Thailand's structural test is the work permit. A foreign hire needs a permit tied to an employer with four Thai staff per foreigner and ฿2 million in capital per permit, so the question is whose entity carries it and how that entity meets the ratio. Most say a partner. I read each record for what it publishes about its Thai entity, nothing more. Ask for the DBD registration and the SSO employer account before you sign. Two APAC firms lead.
How I scored this list
Five things weighted unequally.
Work permit and employing entity, 35%
Which entity signs the contract and carries the work permit, and how many Thai employees it has to meet the four-to-one ratio and ฿2 million in capital per permit. Owned Thai entity scored highest. An unnamed partner scored low.
DBD registration and SSO employer account, 20%
Department of Business Development registration number and affidavit, Social Security Office employer account and Revenue Department tax ID, supplied in writing.
Thai payroll handling, 20%
PND1 filing, monthly SSO e-filing, provident fund, payslips in Thai and English, section 118 severance calculated on the payslip.
Scale and tenure in Thailand, 15%
Years operating, a Bangkok office, local headcount and named clients in Thailand.
Pricing transparency, 10%
Published monthly fee, setup fee, security deposit and FX margin stated before the quote.
The three I'd flag before you scroll.
Spotlight #1
AYP Group runs Thailand on an owned entity, by its own account, inside a 14-market APAC footprint built since 2009. $488 a month per employee, $28 for payroll only, no minimum headcount, and a security deposit in some countries that I would ask about for Thailand. No G2 profile; Google reviews at 4.8/5 are the public evidence. It leads on published pricing and the owned-entity claim.
Spotlight #2
Multiplier is the global platform I would put against AYP for Thailand: Singapore-headquartered, 150+ owned entities by its own count, $459 a month on annual billing or $499 monthly, ESOP administration included. The record does not name the Thai entity; ask for the DBD number before signing.
Spotlight #3
Interloop is the one Thailand-headquartered entry: wholly-owned entities in 8 Asian countries by its own account, with BOI applications, company registration and SMART Visa work sold alongside the EOR line. That matters when the hire is a foreigner and the permit is the problem. No published pricing and no G2, Trustpilot or Clutch reviews, so get the fee per head in writing on the first call.
AYP Group
AYP Group. Owned Thai entity (provider claim), 14+ APAC markets since 2009, $488 a month EOR or $28 payroll only, no minimum headcount. Ask about the security deposit. Best for buyers whose expansion is APAC-only and who want one provider from Bangkok to Tokyo.
Multiplier
Multiplier. 150+ owned entities (provider claim), $459 a month on annual billing, $499 monthly, ESOP administration included, APAC heritage. The Thai entity is not named in the record; ask. Best for mid-market buyers adding Thailand to a flat-priced global programme.
Interloop
Interloop. Thailand-headquartered, wholly-owned entities in 8 Asian countries (provider claim), BOI applications and SMART Visa alongside EOR. No published pricing, no public reviews. Best for a first Thai entry that needs the work permit, BOI file and payroll from one advisor.
Deel
Deel. 150+ countries, owned entities in 100+ markets, $599 a month, setup $0 to $1,000. The record does not say whether Thailand is owned or partnered; ask in writing. Best for buyers who want Thailand inside a global programme on the broadest platform.
Remote
Remote. 100% owned-entity model in 90+ countries (provider claim), $599 a month annual or $699 monthly, $0 setup and termination, #1 on G2 for compliance. Thailand not named in the record. Best for compliance-first buyers with IP to protect on Thai engineering hires.
GotPaid (Great Pyramid)
GotPaid (Great Pyramid). Malaysian firm founded 2008, 450+ clients, EOR in Malaysia, Singapore, Thailand, Indonesia and Vietnam. Platform launched December 2025, no published pricing. Best for buyers running Malaysia and Thailand together who accept a young platform.
G-P (Globalization Partners)
G-P (Globalization Partners). Owned entities in 180+ countries (provider claim), EOR since 2012, from $599 a month, SOC 2 and ISO, in-house legal. Volume discounts unpublished. Best for enterprise buyers who want Thailand in a regulated, owned-entity programme.
People Profilers
People Profilers. Singapore boutique founded 2002 with offices in Thailand, Malaysia, Vietnam and Indonesia, Cloud Payroll with an app. Team of 11 to 50, no published pricing, website down in October 2026. Best for Singapore-headquartered firms adding a few Thai hires.
Rippling
Rippling. HR, IT and finance on one platform, EOR in about 80 countries, custom quote around $499 to $599 a month, setup 5% to 15% of the contract. Entity model: ask in writing. Best for tech companies that want Thai hires on the same system as devices and US payroll.
Oyster
Oyster. 180+ countries, $699 a month, $0 setup, certified B Corporation, G2 4.4 and Trustpilot 3.9. The record does not name the Thai entity; ask which one signs. Best for distributed, mission-driven teams adding one or two Thai hires to a remote-first programme.
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How to verify a Thai EOR before signing.
Five tests to verify a Thai EOR provider before signing.
Step 1
Ask for the Thai legal name, the Department of Business Development registration number and a company affidavit dated this month. Check the number on the DBD DataWarehouse (datawarehouse.dbd.go.th): status, registered capital, directors. A Singapore or Hong Kong company name as the only answer means the employer of record is not in Thailand.
Step 2
Ask for the Social Security Office employer account number, the last monthly SSO return and the last PND1 receipt from the Revenue Department, redacted. "Our partner files it" is the answer that tells you a partner is the employer.
Step 3
If any hire is a foreigner, ask how many Thai employees the entity has on its SSO account and how many work permits it already carries. The Department of Employment wants four Thai employees and ฿2 million in registered capital per permit. A provider that cannot give the count cannot promise the permit.
Step 4
Ask under which rule the arrangement sits: a private employment agency licence from the Department of Employment under the Employment Arrangement and Job-Seeker Protection Act, or an outsourcing contract under section 11/1 of the Labour Protection Act. Then ask who is named as employer on the employment contract, and whether it is bilingual with the Thai text prevailing.
Step 5
Get a gross-to-net for one employee at a target salary with every line named: employer social security 5% capped at ฿875, Workmen's Compensation Fund at 0.2% to 1%, PND1 withholding, provident fund if offered, a severance reserve from day 120 under section 118, the monthly fee, the setup fee and the FX margin on baht disbursement.
How to Choose the Right EOR Provider
When evaluating EOR providers, consider these critical factors: compliance track record (zero violations is non-negotiable), transparent pricing (watch for setup fees, termination costs, and currency conversion markups), country coverage in your target markets, customer support quality (24/7 availability and response times matter), and platform usability for both HR teams and employees.
Also assess local expertise (do they have in-country specialists?), benefits administration capabilities, payroll accuracy (late payments damage employee relationships), contract flexibility (minimum commitments and exit terms), and technology integrations with your existing HR tech stack.
Don't overlook scalability (can they grow with you from 5 to 500+ employees?), data security (GDPR compliance and SOC 2 certification), and customer reviews from companies similar to yours. The cheapest option often becomes expensive when compliance issues arise or service quality suffers.
Find a better EOR — without risk
Compare EOR providers to gain insights on cost, coverage, and contract flexibility, ensuring compliance and payroll continuity.
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