Introduction
Employer of Record (EOR) services have become a preferred route for companies hiring in Thailand without immediately building a local HR and compliance setup. For startups, SMEs, and even large firms expanding into Southeast Asia, an EOR can provide a compliant way to employ staff in Thailand while the EOR partner manages payroll, statutory contributions, employment contracts, and day-to-day HR administration.
But when teams begin evaluating providers, one question appears almost immediately:
“How much does an EOR in Thailand cost — and what exactly does that price include?”
The challenge is that EOR pricing is rarely “apples-to-apples.” Two providers may quote similar monthly fees, but differ significantly in:
- what is included in the base fee,
- what is charged as an additional service,
- the scope of HR support,
- the depth of compliance handling,
- and the level of local expertise (especially for sensitive topics like probation, termination, severance, and payroll compliance).
This article breaks down EOR Thailand pricing in 2026 in a practical way:
- what’s typically included,
- what’s commonly extra,
- the cost drivers that affect your monthly invoice,
- and how to compare providers confidently.
What “EOR Pricing” Really Means
An Employer of Record model generally includes two layers of cost:
1. Employment Cost (the employee’s cost)
This includes:
- gross salary,
- employer statutory contributions,
- allowances or benefits,
- bonus payments (if applicable),
- and any reimbursable expenses.
2. EOR Service Fee (the provider’s fee)
This covers the EOR company’s work and risk:
- employing the worker through their local entity,
- running payroll,
- managing compliance,
- issuing payslips,
- making statutory filings and payments,
- and providing HR support.
Your total monthly spend is therefore:
Total monthly EOR invoice = (Employee employment cost) + (EOR service fee) + (extras, if any)
Understanding each layer is the key to budgeting accurately.
Typical EOR Pricing Models in Thailand
EOR providers generally price in one of three ways:
1. Fixed Monthly Fee (Most Common)
You pay a fixed fee per employee per month (e.g., “THB X / month”).
✅ Pros:
- predictable budgeting,
- easy to compare at first glance.
❌ Cons:
- some providers keep base fees low by charging many “extras.”
2. Percentage of Payroll
The provider charges a percentage of the employee’s gross salary (e.g., 8–15% of payroll).
✅ Pros:
- scales with seniority and complexity.
❌ Cons:
- may become expensive for senior hires,
- can incentivize opaque “bundled” invoices.
3. Hybrid Fee (Base + Add-ons)
A core management fee plus optional service modules (immigration, benefits upgrades, HR services).
✅ Pros:
- flexible,
- transparent if well-structured.
❌ Cons:
- hard to forecast if your needs change frequently.
What’s Typically Included in EOR Thailand Pricing
While inclusion varies by provider, a “proper” EOR fee in Thailand generally covers the essentials below.
1. Local Employment via the EOR Entity
The EOR becomes the legal employer in Thailand. This includes:
- onboarding the employee under the EOR’s Thai entity,
- ensuring employment relationships align with Thai labor regulations,
- holding the employer-of-record responsibility.
2. Employment Contract & HR Documentation
A compliant EOR should provide:
- Thai-compliant employment contract (often bilingual),
- job title and compensation terms,
- probation and termination clauses aligned with Thai practice,
- internal HR policies or handbook access (depending on provider).
This is more important than it looks — contract structure is where many compliance issues begin.
3. Payroll Processing & Payslips
Base EOR pricing typically includes:
- monthly payroll calculation,
- payslip issuance,
- payroll reports for the client,
- salary disbursement to the employee.
4. Statutory Contributions & Withholding
Thailand includes mandatory employer compliance items (e.g., social security contributions and tax withholding). An EOR fee should cover:
- monthly calculations,
- payments to authorities,
- related filings and reporting.
5. Employee Onboarding & Offboarding Administration
A quality EOR should include:
- onboarding checklist and setup,
- mandatory registration steps,
- final payslip computation,
- clearance and offboarding documentation.
6. Basic HR Support & Employee Queries
Most EORs include a baseline level of HR support such as:
- explaining payslips and deductions,
- answering questions about leave balances,
- managing routine employee documentation requests.
What’s Often Extra (Common Add-Ons)
This is where EOR quotes can diverge dramatically. Many providers advertise a low monthly fee but charge extra for services that most employers end up needing.
1. Immigration (Visa & Work Permit Processing)
For foreign nationals working in Thailand, immigration is frequently charged separately, including:
- initial visa + work permit processing,
- renewals,
- re-entry permits,
- address reporting support (if included at all).
Immigration is one of the biggest “extra” cost areas, especially if you hire expats or relocate talent into Thailand.
2. Benefits Administration Beyond Statutory Minimums
Some EORs include only statutory benefits. Anything above may cost extra:
- private health insurance plan setup,
- life insurance,
- dental or outpatient coverage,
- wellness benefits,
- provident fund support (if offered).
In Thailand, competitive hiring often includes private medical coverage, so this category matters.
3. One-Time Setup / Onboarding Fees
Some providers charge:
- a one-time employee setup fee,
- contract drafting fees,
- HR system access fees,
- “account creation” fees.
This isn’t automatically bad — if it reflects real work — but it should be stated clearly.
4. Termination Handling & Severance Calculations
Complex offboarding events can be charged as extra:
- termination risk review,
- severance calculations,
- dispute handling,
- settlement agreements.
Thailand’s termination and severance practices can become high-risk quickly. Many global EORs treat this as “special services” billing.
5. Payroll Adjustments / Off-Cycle Payroll
Charges may apply for:
- bonus payroll runs,
- commissions,
- retroactive payroll corrections,
- expense reimbursements processing,
- multi-currency payroll.
6. Expense Management & Allowances
If you want the EOR to manage:
- recurring allowances (internet, travel, mobile),
- per diem,
- expense reimbursements,
this may be charged per transaction or as a module.
7. Custom Reporting or Finance Integration
Some EORs charge for:
- customized cost center reporting,
- integration with your HRIS (BambooHR, Workday, Deel integrations, etc.),
- monthly invoice customization.
Key Cost Drivers for EOR Thailand Pricing
Even with the same provider, pricing can vary based on your situation. Here are the most common cost drivers.
1. Employee Type: Local Thai vs Expat
Hiring Thai nationals is generally simpler and cheaper.
Hiring expats can increase costs because of:
- immigration processing,
- additional compliance steps,
- higher payroll complexity,
- sometimes higher expectations for benefits.
2. Headcount & Volume
Most EOR providers offer better pricing at scale. Cost per employee often decreases when you have:
- 5+ employees,
- 10+ employees,
- or regional multi-country coverage.
If you plan to scale, negotiate volume-based pricing early.
3. Job Level & Compensation Complexity
Senior hires often bring:
- bonus structures,
- variable pay,
- stock option questions,
- allowances,
- and contract negotiation complexity.
Even if the service fee stays flat, “extras” tend to grow.
4. Benefits Strategy
Your benefits decisions can easily become a major cost driver:
- Do you offer private health insurance?
- Is coverage employee-only or employee + dependents?
- Do you provide allowances?
- Do you offer paid leave above statutory minimums?
Some EORs allow benefits “pass-through” at cost, while others add admin markups.
5. Payroll Frequency & Adjustments
A stable payroll (same salary monthly) is simple.
Payroll becomes costlier with:
- frequent changes,
- commissions,
- reimbursements,
- bonus cycles,
- multiple pay schedules.
6. Compliance Complexity (Industry & Role)
Certain industries or roles increase compliance oversight:
- regulated industries,
- high-risk termination environments,
- roles involving sensitive personal data.
If your team works with personal data or financial systems, you may need stronger controls.
7. Language & Documentation Requirements
If your organization requires:
- bilingual Thai-English contracts,
- internal policy localization,
- Thai-language employee support,
this can impact pricing depending on provider coverage.
How to Compare EOR Quotes (Avoiding Hidden Costs)
When comparing EOR providers, don’t stop at the monthly fee. Ask for a “full cost map.”
Here’s a practical checklist:
Ask for a Fully Itemized Sample Invoice
Request an example invoice based on:
- your employee’s salary,
- your benefits plan,
- and your expected payroll variations.
It should clearly show:
- gross salary,
- employer contributions,
- EOR fee,
- taxes / withholdings,
- benefits,
- and any additional charges.
Confirm What “Included HR Support” Means
Ask:
- Is there a dedicated account manager?
- What’s the response time SLA?
- Is employee support available in Thai?
- Are contract amendments included?
Clarify Termination Support
Thailand terminations can be sensitive. Confirm:
- whether severance calculation support is included,
- whether legal review is included,
- what is charged if disputes arise.
Clarify Immigration Pricing Upfront
If you might hire expats, get:
- initial processing costs,
- renewal costs,
- and any extra government or courier fees.
Ask About Markups
Some EORs add markups to:
- benefits premiums,
- foreign exchange,
- expense reimbursements.
It’s not necessarily wrong — but you need to know.
Budgeting Example: What Your Monthly Cost Might Include
While exact pricing varies, a well-planned EOR budget should account for:
- Employee cost
- gross salary
- employer statutory contributions
- benefits
- EOR fee
- fixed monthly management fee or % payroll
- Optional extras
- immigration
- insurance
- off-cycle payroll
- termination support
A good budgeting approach is to forecast:
- base monthly cost
- plus a buffer for “event-based costs” (e.g., visa processing, bonus months, contract changes)
When EOR Is the Right Choice (And When It Isn’t)
EOR is a strong fit if:
- you want to hire quickly in Thailand,
- you don’t want to build local payroll and HR operations immediately,
- you want compliance support and risk management,
- you need flexibility while testing the market.
Consider alternatives if:
- you have a large team and want full internal control,
- you need to invoice clients locally under your own entity (EOR doesn’t replace your commercial structure),
- you require specialized licenses tied to your own Thai entity.
For some companies, a phased approach works best:
Start with EOR → validate the market → transition to local entity when scale justifies it.
Conclusion
EOR Thailand pricing is not just a monthly service fee — it’s a combination of:
- employee employment costs,
- statutory employer obligations,
- provider service scope,
- and variable “extras” that depend on your hiring strategy.
To compare providers properly, you need to look beyond headline pricing and evaluate:
- what’s included vs extra,
- how immigration and benefits are handled,
- how termination risk is supported,
- and whether the provider’s model is transparent enough for forecasting.
A strong EOR partner should help you:
- budget accurately,
- stay compliant in Thailand,
- support employees professionally,
- and scale your team without hidden surprises.
Looking to hire in Thailand?
At Aster Lion, we focus on clear cost breakdowns, locally grounded HR guidance, and practical compliance execution — so you can hire in Thailand with confidence and predictability.
Contact us to learn how we can simplify your hiring process.