Automate payroll in Thailand with Al-powered calculations, local Social Security Office (SSO) handling, and compliant payslips generated in seconds.
Establish credibility and match buyer objections: compliance, local knowledge, pricing clarity, and support.
Local Compliance Without Local Overhead: Ontop automates Thailand tax calculations and CBA (limited coverage) requirements so you avoid setting up a local entity. The platform handles Annual Bonus payments, wage floors, and regional tax variation to keep payroll compliant and predictable. Transparent Pricing And Fees: Pricing clearly shows payroll fees, exchange rates, and contractor or EOR plan costs before payment.
Finance teams get predictable statements with no surprise charges. Human Support When It Matters: Live support helps resolve local queries and edge cases. Dedicated onboarding specialists guide tax registration and social security setup so teams move from hire to pay faster. Global Coverage With Thailand Expertise: Ontop supports hiring across 150+ countries while providing Thailand-specific workflows. Proration for Annual Bonus, CBA (limited coverage) compliance, and Revenue Department (RD) deadline management. Scale globally while keeping local accuracy.
Provide fast facts: minimum wage, pay frequency, bonuses, regional salary ranges. Satisfies informational intent and helps long-tail SEO.
Minimum Wage And Pay Frequency: Thailand's minimum wage is THB 400/day (Bangkok Metropolitan Area 2026; 363-400 varies by province) Daily. With Annual Bonus, annual total reaches the statutory requirements. Many employers pay Discretionary; 1-2 months common or prorate into Monthly payments. Ontop supports both structures.
Average Salary And Net Take Home: National average salary is ~THB 360,000 per year, about ~THB 30,000 per month gross. Ontop displays gross-to-net breakdowns so payroll and offers align with local expectations.
Regional Variation To Budget For: Salaries run higher in Bangkok and Chiang Mai. Bangkok averages THB 40,000 - 120,000 (~40%% above national). Chiang Mai around THB 25,000 - 70,000 (~10%%). Ontop lets you model regional differences in offers and cost projections.
Annual Bonus: Thailand commonly provides Discretionary; 1-2 months common. Payroll logic captures proration rules so payslips match local contract terms.
Thailand's wage structure includes CBA (limited coverage) that set sectoral minimums. Buyers search "minimum wage by sector," "CBA wages." Captures mid-funnel research intent.
National Statutory Minimum Wage: Thailand's national minimum wage is THB 400/day (Bangkok Metropolitan Area 2026; 363-400 varies by province) Daily. Applies to all workers unless a higher sectoral minimum applies. Revised annually.
CBA (limited coverage) Sectoral Minimums: Thailand has multiple active CBA (limited coverage) agreements covering specific sectors. These set minimums higher than the statutory minimum depending on industry and role. Sectors include key local industries.
How Sectoral Wage Floors Affect Payroll: If an employee falls under a specific CBA, you must pay the sectoral minimum. Underpaying triggers wage claims, back pay, and penalties. Ontop stores and applies the correct rate based on employee role and sector.
How Ontop Applies Correct Wage Floors: Ontop maintains an updated CBA database and automatically applies the correct minimum wage. During payroll preview, the system displays which agreement applies and confirms compliance. Removes manual compliance risk.
National Average Salary Benchmark: Colombia's national average salary is approximately ~THB 360,000 per year. Varies by role, experience, and sector. Larger cities run up to 20% higher; rural regions typically align with the statutory minimum.
High-Cost Cities: Bangkok and Chiang Mai: Bangkok offers salaries ~40%% above national average, particularly in tech and finance. Typical range: THB 40,000 - 120,000 annually for mid-level roles. Chiang Mai offers ~10%% premium with strength in innovation and services. Typical range: THB 25,000 - 70,000.
Secondary Cities and Regional Variation: Secondary cities generally sit between 5% to 10% above the national average, depending on local industries. Rural regions typically align with or fall below the national average. When budgeting for diverse teams, account for market research to ensure equitable offers.
How Ontop's Cost Calculator Handles Regional Modeling: Input location and role to preview total employer cost. See how regional differences, wage floors, and benefits combine to show true cost of employment by city.
Buyers search "contract types Thailand," "permanent vs fixed-term." Legal structure and misclassification risk are critical for compliance.
Permanent Full-Time Employment (Permanent Employment Contract): Standard indefinite contract with full statutory protections. Employees get all mandatory benefits (Annual Bonus, Annual Leave (Wan Phak Porn), sick leave, maternity leave, Severance Pay). Termination requires just cause or economic redundancy with notice and severance payout. Employer Social Security Office (SSO) contributions typically 5% employer SSF (capped at THB 750/month)%.
Fixed-Term Contracts (Fixed-Term Contract): Limited-duration contracts (typically for a fixed period, renewable). Used for project work, seasonal roles, or temporary needs. Same taxes and benefits as permanent, but with defined end date. Subject to renewal restrictions and CBA rules. Simpler termination but accrued benefits paid in full.
Part-Time Contracts: Reduced hours subject to local statutory limits. Salary and benefits are prorated by hours worked. Social Security Office (SSO) and taxes apply pro-rata. Ontop handles prorated Annual Bonus automatically.
Apprenticeships: Training contracts for students or junior profiles with reduced Social Security Office (SSO) contributions where applicable. Includes structured training and on-the-job learning. Misclassification can trigger reclassification penalties.
Self-Employed / Independent Contractor: Independent contractor operating own business. No employer obligations, only invoice payments. Contractor handles own Social Security Office (SSO), taxes, invoicing. Critical: if worker appears to be employee (direction, control, exclusivity), you face reclassification and back-pay exposure.
Compliance Differences Between Contract Types: Tax rates, Social Security Office (SSO) contributions, benefits, termination rules, and Severance Pay accrual vary by type. Misclassification triggers wage claims, penalties, and reclassification costs.
How Ontop Templates & Payroll Logic Handle Each Type: Ontop provides compliant templates for each type and applies correct payroll logic: permanent benefits, fixed-term accruals, part-time prorations, apprenticeship rates, and Independent Contractor invoicing. Avoids misclassification risk.
Explain operational flow from onboarding to monthly payments. Reduces friction and clarifies steps.
Onboarding And Registration: Ontop handles registration with Thailand tax authorities (Revenue Department (RD)) and Social Security Office (SSO) and collects required IDs. Automation plus human verification reduces setup time and avoids compliance gaps. Typical onboarding: a few business days.
Monthly Payroll Calculation: Gross-to-net includes progressive 0% up to THB 150,000 / 5% / 10% / 15% / 20% / 25% / 30% / 35% tax rates, 5% employee SSF (capped at THB 750/month) + income tax% Social Security Office (SSO), and Annual Bonus proration. Platform applies region-specific tax bands, CBA rules, and wage floors for accurate payslips.
Contributions And Filings: Employer contributions include Social Security Office (SSO) (5% employee SSF (capped at THB 750/month) + income tax) and applicable local surcharges. Submitted according to statutory deadlines to Social Security Office (SSO) on your behalf. Ontop maintains records for annual reconciliation.
Payment Execution And Reconciliation: Payments in THB ฿ (Thai Baht) via local bank transfers to local accounts. Ontop shows conversion rates and fees before approval. Audit-ready receipts and instant USD payout options available.
EOR Vs Independent Contractor: Your Options: Choose Independent Contractor plans for flexible work or full EOR for permanent employees. Ontop supports both and highlights compliance differences so you pick the right structure.
Finance teams search "Thailand payroll deadline." Captures operational queries and establishes Ontop as deadline-management partner.
Monthly Tax Withholding & Social Security Office (SSO) Payment Deadlines: Revenue Department (RD) tax withholding due March 31 (PND 91/90 annual return) via Revenue Department (RD) online portal. Social Security Office (SSO) contributions due Monthly by 15th (PND 1) to Social Security Office (SSO) authority. Late payments trigger Late PND 1: 1.5% monthly surcharge + 20% penalty; late SSF: 2% monthly penalty plus interest.
Annual Compliance Deadlines: PND 1 monthly: annual Social Security Office (SSO) reconciliation, due By 15th of month. Annual PND 90/91 Return: due March 31. 50 Tawi (Withholding Tax Certificate): annual employee tax certificate due By February 28.
Payroll Processing Calendar (Monthly Example):
Monthly payroll - PND 1 by 15th - SSF by 15th - annual PND 90/91 March. Key Regulatory Bodies & Filing Channels: Revenue Department (RD):
Income tax. Online filing via official portals.
Social Security Office (SSO): Social security fund.
Department of Labour Protection and Welfare (DLPW): Labor law enforcement.
Penalties for Non-Compliance: Late Revenue Department (RD) remittance:
Late PND 1: 1.5% monthly surcharge + 20% penalty; late SSF: 2% monthly plus interest. Social Security Office (SSO) shortfalls result in fines. Missing documentation increases audit exposure. Audit exposure increases with missing filings. Willful violations can trigger criminal liability.
How Ontop Manages Deadlines Automatically: Ontop tracks all compliance deadlines, sends alerts before due dates, and submits filings automatically. Finance team approves payroll ahead of deadlines. All documentation audit-ready.
Buyers search "how much leave Thailand," "maternity leave," "paid leave entitlements." Impacts total cost of employment and satisfies planning intent.
Annual Bonus (December/January): All permanent employees entitled to Discretionary; 1-2 months common. Typically paid in December/January, or prorated across year. Statutory bonus, not discretionary. Must factor into annual payroll cost.
Annual Leave (Wan Phak Porn): Minimum 6 days/year minimum (after 1 year) of paid vacation annually. Unused leave carryover varies by CBA. Some allow unlimited carryover; others limit carryover. Leave paid at regular rate upon termination if unused.
Sick Leave: Statutory sick leave paid at 30 days/year full pay from employer. Medical certification required after a few consecutive days as per local law. Social Security Office (SSO) may provide supplementary coverage for longer absences.
14 weeks (98 days) maternity of maternity leave. Paid at 45 days full pay from employer + 45 days from SSO by the local health entity. Additional parental leave may apply.
Public Holidays: Thailand observes ~13 public holidays national holidays annually. Employees receive full pay or premium pay if required to work. Regional variations exist. Severance Pay: Permanent employees receive 10-400 days of last wage depending on tenure (Labour Protection Act 2019) when terminated without just cause. Severance Pay is a significant liability, must be accrued regularly and paid in full at termination.
How Ontop Automates Benefit Accrual & Compliance: Ontop automatically calculates Annual Bonus, leave balances (by CBA type), maternity deductions, and Severance Pay reserves. Payslips show accruals and deductions clearly. Audit-ready.
Decision makers need concrete cost inputs. Provide contribution ranges, deduction rates, and sample calculations for budget decisions.
Employer Social Security Office (SSO) And Additional Charges: Employer Social Security Office (SSO) varies by sector and contract. Approximate rates:
Employee Deductions And Tax Bands: Employee deductions include 5% employee SSF (capped at THB 750/month) + income tax% Social Security Office (SSO) and progressive Revenue Department (RD) tax: 0% up to THB 150,000 / 5% / 10% / 15% / 20% / 25% / 30% / 35% Regional/local taxes may add extra percentages.
Total Employer Cost Example: Scenario: Permanent employee in Bangkok at THB 50,000 gross/month/month gross.
For annual planning, expect the total employer cost to be roughly ~5% above gross (SSF) above the gross salary, plus applicable statutory accruals for benefits.
Clarify payment rails, currency handling, and worker features that influence adoption and retention.
Local THB ฿ (Thai Baht) Transfers And Pay Runs: Payroll in Thailand typically uses THB ฿ (Thai Baht) payments via local bank networks to local accounts. Ontop supports local rails so workers receive funds on payday in a single auditable run. No conversion friction.
Multi-Currency And Dynamic Conversion: When paying from other currencies, Ontop shows rates and fees before confirmation. Finance leaders get transparent previews. All conversions logged for audit.
Ontop Wallet And Instant USD Payouts: Workers receive USD via Ontop wallet backed by U.S. bank for fast access. Instant payouts reduce waiting times. Visible on worker dashboard and app. Useful for remote workers or USD preference.
Visa Debit And Worker Perks: Ontop issues Visa cards (physical or virtual) for immediate fund access. Security controls (instant freeze, limits) and perks (cashback, travel benefits, reduced transfer fees).
Buyers search "Thailand payroll mistakes," "how to avoid penalties." Fear-based content drives conversions.
Severance Pay Underestimation
Risk Level: HIGH
Thailand's 2019 Labour Protection Act added a 7th tier of severance: 400 days for 20+ years of service. Many employers only budget for the pre-2019 maximum of 300 days. The rate is based on the last regular daily wage including allowances. Ontop calculates Thai severance using the current 7-tier table and flags long-tenure employees approaching higher thresholds.
Work Permit Category Mismatch
Risk Level: HIGH
Foreign workers in Thailand need work permits listing specific job positions and employer locations. Working outside the permitted scope - even for the same employer - violates the Foreign Business Act. Fines are THB 5,000-100,000 and the employer faces criminal liability. Ontop manages Thai work permit applications and tracks permitted job scope for all foreign employees.
Ontop supports payroll for both contractors and employees in Thailand. The platform provides contractor (Independent Contractor) contract templates and full EOR services for employees so you can choose the structure that fits compliance and operational needs.
Ontop applies local employer contribution rules (typically around 5% employee SSF (capped at THB 750/month) + income tax) and sector-specific rates when calculating payroll liabilities. The system presents a clear breakdown of employer charges during payroll preview so you know the total cost before approval.
Yes, mandatory bonus structures like Annual Bonus are common. The standard structure is Discretionary; 1-2 months common, usually paid in December/January or prorated across the year. Ontop supports both approaches and reflects proration on employees' payslips and in cost projections.
Employees typically see Social Security Office (SSO) deductions around 5% employee SSF (capped at THB 750/month) + income tax and progressive Revenue Department (RD) income tax withholding between 0% up to THB 150,000 / 5% / 10% / 15% / 20% / 25% / 30% / 35% depending on income bracket and region. Ontop calculates and withholds the correct amounts based on salary, location, and personal circumstances.
Yes, Ontop provides cost previews that include employer contributions, taxes, statutory charges (like Severance Pay accruals), and regional variation. Use these previews to budget hires accurately and compare contractor versus employee scenarios.
No. Ontop can operate as your Employer of Record (EOR), handling all legal employer responsibilities and registrations. You avoid the complexity and cost of setting up a local company. Alternatively, if you have an entity, Ontop can serve as your payroll processor.
Common risks include misclassifying employees as contractors, missing Revenue Department (RD) payment deadlines, and failing to adhere to CBA (limited coverage) rules. Ontop's automation and expert support mitigate these risks.
