{"id":5889,"date":"2026-07-27T00:53:05","date_gmt":"2026-07-27T00:53:05","guid":{"rendered":"https:\/\/lexnovapartners.com\/?p=5889"},"modified":"2026-07-31T01:44:44","modified_gmt":"2026-07-31T01:44:44","slug":"thai-labor-law-for-foreign-employers","status":"publish","type":"post","link":"https:\/\/lexnovapartners.com\/fr\/thai-labor-law-for-foreign-employers\/","title":{"rendered":"Thai Labor Law for Foreign Employers: A Practical Compliance Guide (2026)"},"content":{"rendered":"\n<p class=\"has-text-align-left wp-block-paragraph\"><strong>TL;DR<\/strong> Thai labor law consultancy helps foreign employers understand their obligations under Thai employment law. This guide covers employment contracts, working hours, statutory leave, termination, severance pay, work permits, and the key compliance requirements for employing staff in Thailand.<\/p>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Introduction:<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Hiring employees in Thailand involves much more than issuing an employment contract and paying salaries each month. Employers must comply with the Labour Protection Act B.E. 2541 (1998), the Social Security Act, work permit requirements for foreign employees, and a range of regulations covering working hours, statutory leave, termination procedures, and severance pay.\u00a0<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Whether you are establishing your first company in Thailand, expanding an existing operation, or growing a <a href=\"https:\/\/lexnovapartners.com\/hotel-industry-thailand\/\" data-type=\"post\" data-id=\"4470\">BOI-promoted business<\/a>, understanding your responsibilities as an employer can help reduce legal risk and avoid costly employment disputes. Thai Labour Courts are well known for providing strong protections to employees, and employers who fail to follow the correct procedures may face significant financial liability, even where there appears to be a valid reason for dismissal.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This guide explains the key employment law requirements that foreign employers should understand, from employment contracts and working hours through to termination, severance pay, work permits, and Social Security. It also explains how Lex Nova Partners supports businesses by combining employment, immigration, corporate, and tax advice under one roof.<\/p>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Key Points<\/strong><\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Thai labour law applies to all employers, including foreign-owned businesses, and sets minimum standards for contracts, working hours, leave, and employee rights.<\/li>\n\n\n\n<li>Termination must follow the correct legal process, including proper notice, written reasons where required, and statutory severance pay to reduce the risk of Labour Court claims.<\/li>\n\n\n\n<li>Foreign employees need both a valid visa and work permit before starting work, and employers must meet the relevant corporate and immigration requirements.<\/li>\n\n\n\n<li>Remote employees working in Thailand remain protected by Thai labour law, with written remote working arrangements recommended to clarify each party&#8217;s responsibilities.<\/li>\n\n\n\n<li>Employment law often overlaps with immigration, corporate, and tax compliance, making integrated legal advice valuable for businesses operating in Thailand.<\/li>\n<\/ul>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>What are the basic employment law requirements for employers in Thailand?<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The <a href=\"https:\/\/faolex.fao.org\/docs\/pdf\/tha220781.pdf\" data-type=\"link\" data-id=\"https:\/\/faolex.fao.org\/docs\/pdf\/tha220781.pdf\" target=\"_blank\" rel=\"noopener\">Labour Protection Act B.E. 2541 (1998) <\/a>forms the foundation of employment law in Thailand. It establishes the minimum rights that employees are entitled to receive and the obligations employers must meet. While businesses are free to offer more generous terms, they cannot provide conditions that are less favourable than those required by law.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Employment Contracts<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Thai law recognises both written and verbal employment agreements. However, written contracts are strongly recommended for every employee. A written agreement provides clear evidence of the terms that have been agreed and significantly reduces the risk of disputes relating to salary, benefits, working hours, duties, confidentiality, intellectual property, and termination.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Section 11 of the Labour Protection Act, states that contracts should specify job title and duties, working hours and location, salary and benefits, and any applicable probationary period.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">For ongoing positions, open-ended employment contracts are generally the most appropriate option. Fixed-term contracts are only permitted in limited circumstances, such as project-based work, seasonal employment, or temporary assignments. To qualify as a genuine fixed-term contract, the agreement must satisfy the requirements set out under <a href=\"https:\/\/lexnovapartners.com\/expertise\/labour-law-and-employment\/\" data-type=\"page\" data-id=\"1616\">Thai labour law<\/a>. If it does not, the contract may instead be treated as permanent employment, together with the associated severance obligations.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Many employers also include a probation period. Although Thai law does not formally recognise probationary employment as a separate legal status, a period of up to 119 days is used in practice. Once an employee reaches 120 days of service, statutory severance rights may begin to apply.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Importantly, an employee cannot simply be dismissed because they have &#8220;failed probation&#8221;. Employers must still follow the correct legal termination process.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Working Hours and Overtime<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Standard working hours in Thailand are limited to eight hours per day and 48 hours per week for most occupations. Employees must receive a break of at least one hour after working for five consecutive hours.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Any work performed beyond the normal working hours is generally treated as overtime. Employers cannot require employees to work overtime without their consent except in limited emergency situations permitted by law.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Where overtime is worked, employees are entitled to statutory overtime pay. Depending on when the work is performed, overtime may be payable at one and a half, two, or three times the employee&#8217;s normal hourly wage.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Minimum Wage<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Thailand operates a provincial minimum wage system, meaning the applicable daily wage depends on where the employee works. The rates are reviewed periodically by the Wage Committee and may change from time to time.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Thailand\u2019s minimum wage currently ranges from THB 337 to THB 400 per day. Foreign employees are subject to a different rate and the actual minimum wage requirements differ based on nationality.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><em>Minimum salary for foreign employees<\/em><\/h4>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td>Minimum wage\/month (THB)<\/td><td>Nationality<\/td><\/tr><tr><td>50,000<\/td><td>Countries in Europe (except Russia), Australia, Canada, Japan and United States<\/td><\/tr><tr><td>45,000<\/td><td>Hong Kong, South Korea, Singapore and Taiwan<\/td><\/tr><tr><td>35,000<\/td><td>Countries in Asia (except for Japan, Hong Kong, South Korea, Singapore and Taiwan, Cambodia, Myanmar, Laos and Vietnam), South American countries, Eastern European countries, Central American countries, Mexico, Russia and South Africa<\/td><\/tr><tr><td>25,000<\/td><td>Countries in Africa (except South Africa) Cambodia, Myanmar, Laos and Vietnam<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h4 class=\"wp-block-heading\"><em>Minimum salary for foreign employees hired by a BOI company<\/em><\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">New BOI rules also introduce mandatory minimum monthly salary thresholds for foreign employees. The exact salary required depends on the job title, the candidate\u2019s experience, and their educational background.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>Position<\/strong><\/td><td><strong>New Criteria&nbsp;<\/strong><\/td><td><strong>Minimum Salary (THB\/month)<\/strong><\/td><td><strong>Additional Clarifications<\/strong><\/td><\/tr><tr><td>Executive<\/td><td>Must be at least 20 years old (27+ recommended).&nbsp;No specific experience required.<\/td><td>150,000+<\/td><td>Chairman, CEO, and Managing Director roles are exempt from this requirement.<\/td><\/tr><tr><td>Management<\/td><td>At least 27 years old&nbsp;5+ years of relevant work experience.<\/td><td>75,000+<\/td><td>With a relevant degree: salary can be reduced to 50,000 THB.<\/td><\/tr><tr><td>Operations Staff<\/td><td>Minimum age of 22&nbsp;2 to 5 years of relevant work experience.<\/td><td>50,000+<\/td><td>\u2014<\/td><\/tr><tr><td>Engineer<\/td><td>At least 22 years old.&nbsp;Have an engineering degree.2+ years\u2019 of relevant work experience.Without an engineering degree10 years of relevant work experience.<\/td><td>75,000+<\/td><td>With a degree and experience: salary can be 50,000 THB.<\/td><\/tr><tr><td>IT Specialist<\/td><td>Minimum age of 22&nbsp;2 to 5 years of relevant work experience.<\/td><td>50,000+<\/td><td>If no relevant degree: at least 5 years of work experience required.<\/td><\/tr><tr><td>BPO \/ TISO \/ IBPO<\/td><td>Must be at least 22 years old&nbsp;Be also to show proof of relevant training.<\/td><td>35,000+<\/td><td>\u2014<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">These salary requirements must be fully met in order to obtain or renew BOI visa and work permit privileges, and will be reviewed at both the application and renewal stages.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Employers in Thailand are legally required to pay wages at least once a month and issue detailed payslips for employees. The requirements for paying salaries are set out in Section 70 of the <a href=\"https:\/\/lexnovapartners.com\/expertise\/labour-law-and-employment\/\" data-type=\"page\" data-id=\"1616\">Labour Protection Act<\/a>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Foreign employees may also be subject to minimum salary requirements for work permit purposes depending on their nationality and visa category. These immigration requirements are separate from the provincial minimum wage and should not be confused with each other.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Statutory Leave<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Employees in Thailand benefit from several statutory leave entitlements, including:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>At least 13 paid public holidays each year.<\/li>\n\n\n\n<li>A minimum of six days&#8217; paid annual leave after completing one year of service.<\/li>\n\n\n\n<li>Up to 30 days of paid sick leave each year.<\/li>\n\n\n\n<li>Ninety-eight days of maternity leave.<\/li>\n\n\n\n<li>At least three days of paid personal business leave.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Employers are free to provide additional leave benefits, but they cannot reduce these statutory minimum entitlements.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Work Rules<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Businesses employing ten or more employees are required to prepare written work rules covering matters such as working hours, leave, disciplinary procedures, complaints, and termination. These rules must be communicated clearly to employees and filed with the Department of Labour Protection and Welfare.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Well-drafted work rules not only satisfy a legal requirement but also provide an important foundation for handling disciplinary matters and reducing the risk of future disputes.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Social Security<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Employers must register employees with the Social Security Office and make monthly contributions to the Social Security Fund. Both the employer and employee contribute five percent of the employee&#8217;s salary, subject to the applicable statutory cap.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">These contributions provide employees with access to benefits including medical treatment, maternity benefits, disability support, unemployment assistance, retirement pensions, and survivor benefits.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Complying with these requirements from the beginning helps employers avoid penalties while providing employees with the protections required under Thai law.<\/p>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong><strong><strong><strong><strong><strong><strong><strong><strong><strong><strong><strong><strong>How do I legally terminate an employee in Thailand?<\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The Labour Protection Act B.E. 2541 (1998) forms the foundation of employment law in Thailand. It establishes the minimum rights that employees are entitled to receive and the obligations employers must meet. While businesses are free to offer more generous terms, they cannot provide conditions that are less favourable than those required by law.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Employment Contracts<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Thai law recognises both written and verbal employment agreements. However, written contracts are strongly recommended for every employee. A written agreement provides clear evidence of the terms that have been agreed and significantly reduces the risk of disputes relating to salary, benefits, working hours, duties, confidentiality, intellectual property, and termination.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Section 11 of the Labour Protection Act, states that contracts should specify job title and duties, working hours and location, salary and benefits, and any applicable probationary period.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">For ongoing positions, open-ended employment contracts are generally the most appropriate option. Fixed-term contracts are only permitted in limited circumstances, such as project-based work, seasonal employment, or temporary assignments. To qualify as a genuine fixed-term contract, the agreement must satisfy the requirements set out under Thai labour law. If it does not, the contract may instead be treated as permanent employment, together with the associated severance obligations.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Many employers also include a probation period. Although Thai law does not formally recognise probationary employment as a separate legal status, a period of up to 119 days is used in practice. Once an employee reaches 120 days of service, statutory severance rights may begin to apply.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Importantly, an employee cannot simply be dismissed because they have &#8220;failed probation&#8221;. Employers must still follow the correct legal termination process.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Working Hours and Overtime<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Standard working hours in Thailand are limited to eight hours per day and 48 hours per week for most occupations. Employees must receive a break of at least one hour after working for five consecutive hours.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Any work performed beyond the normal working hours is generally treated as overtime. Employers cannot require employees to work overtime without their consent except in limited emergency situations permitted by law.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Where overtime is worked, employees are entitled to statutory overtime pay. Depending on when the work is performed, overtime may be payable at one and a half, two, or three times the employee&#8217;s normal hourly wage.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Minimum Wage<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Thailand operates a provincial minimum wage system, meaning the applicable daily wage depends on where the employee works. The rates are reviewed periodically by the Wage Committee and may change from time to time.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Thailand\u2019s minimum wage currently ranges from THB 337 to THB 400 per day. Foreign employees are subject to a different rate and the actual minimum wage requirements differ based on nationality.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><em>Minimum salary for foreign employees<\/em><\/h4>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td>Minimum wage\/month (THB)<\/td><td>Nationality<\/td><\/tr><tr><td>50,000<\/td><td>Countries in Europe (except Russia), Australia, Canada, Japan and United States<\/td><\/tr><tr><td>45,000<\/td><td>Hong Kong, South Korea, Singapore and Taiwan<\/td><\/tr><tr><td>35,000<\/td><td>Countries in Asia (except for Japan, Hong Kong, South Korea, Singapore and Taiwan, Cambodia, Myanmar, Laos and Vietnam), South American countries, Eastern European countries, Central American countries, Mexico, Russia and South Africa<\/td><\/tr><tr><td>25,000<\/td><td>Countries in Africa (except South Africa) Cambodia, Myanmar, Laos and Vietnam<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h4 class=\"wp-block-heading\"><em>Minimum salary for foreign employees hired by a BOI company<\/em><\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">New BOI rules also introduce mandatory minimum monthly salary thresholds for foreign employees. The exact salary required depends on the job title, the candidate\u2019s experience, and their educational background.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>Position<\/strong><\/td><td><strong>New Criteria&nbsp;<\/strong><\/td><td><strong>Minimum Salary (THB\/month)<\/strong><\/td><td><strong>Additional Clarifications<\/strong><\/td><\/tr><tr><td>Executive<\/td><td>Must be at least 20 years old (27+ recommended).&nbsp;No specific experience required.<\/td><td>150,000+<\/td><td>Chairman, CEO, and Managing Director roles are exempt from this requirement.<\/td><\/tr><tr><td>Management<\/td><td>At least 27 years old&nbsp;5+ years of relevant work experience.<\/td><td>75,000+<\/td><td>With a relevant degree: salary can be reduced to 50,000 THB.<\/td><\/tr><tr><td>Operations Staff<\/td><td>Minimum age of 22&nbsp;2 to 5 years of relevant work experience.<\/td><td>50,000+<\/td><td>\u2014<\/td><\/tr><tr><td>Engineer<\/td><td>At least 22 years old.&nbsp;Have an engineering degree.2+ years\u2019 of relevant work experience.Without an engineering degree10 years of relevant work experience.<\/td><td>75,000+<\/td><td>With a degree and experience: salary can be 50,000 THB.<\/td><\/tr><tr><td>IT Specialist<\/td><td>Minimum age of 22&nbsp;2 to 5 years of relevant work experience.<\/td><td>50,000+<\/td><td>If no relevant degree: at least 5 years of work experience required.<\/td><\/tr><tr><td>BPO \/ TISO \/ IBPO<\/td><td>Must be at least 22 years old&nbsp;Be also to show proof of relevant training.<\/td><td>35,000+<\/td><td>\u2014<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">These salary requirements must be fully met in order to obtain or renew BOI visa and work permit privileges, and will be reviewed at both the application and renewal stages.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Employers in Thailand are legally required to pay wages at least once a month and issue detailed payslips for employees. The requirements for paying salaries are set out in Section 70 of the Labour Protection Act.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Foreign employees may also be subject to minimum salary requirements for work permit purposes depending on their nationality and visa category. These immigration requirements are separate from the provincial minimum wage and should not be confused with each other.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Statutory Leave<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Employees in Thailand benefit from several statutory leave entitlements, including:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>At least 13 paid public holidays each year.<\/li>\n\n\n\n<li>A minimum of six days&#8217; paid annual leave after completing one year of service.<\/li>\n\n\n\n<li>Up to 30 days of paid sick leave each year.<\/li>\n\n\n\n<li>Ninety-eight days of maternity leave.<\/li>\n\n\n\n<li>At least three days of paid personal business leave.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Employers are free to provide additional leave benefits, but they cannot reduce these statutory minimum entitlements.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Work Rules<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Businesses employing ten or more employees are required to prepare written work rules covering matters such as working hours, leave, disciplinary procedures, complaints, and termination. These rules must be communicated clearly to employees and filed with the Department of Labour Protection and Welfare.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Well-drafted work rules not only satisfy a legal requirement but also provide an important foundation for handling disciplinary matters and reducing the risk of future disputes.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Social Security<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Employers must register employees with the Social Security Office and make monthly contributions to the Social Security Fund. Both the employer and employee contribute five percent of the employee&#8217;s salary, subject to the applicable statutory cap.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">These contributions provide employees with access to benefits including medical treatment, maternity benefits, disability support, unemployment assistance, retirement pensions, and survivor benefits.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Complying with these requirements from the beginning helps employers avoid penalties while providing employees with the protections required under Thai law.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>How do I legally terminate an employee in Thailand?&nbsp;<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Terminating an employee in Thailand is rarely as straightforward as many foreign employers expect. Even where there are legitimate concerns about an employee&#8217;s performance or conduct, dismissal must follow the procedures set out under the Labour Protection Act. Failing to do so can expose an employer to claims for wrongful dismissal, statutory severance, compensation for unfair termination, and legal costs.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Thai Labour Courts place significant emphasis on employee protection. While every case depends on its own facts, employers that overlook the correct process often find that a defensible dismissal becomes an expensive dispute.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Notice Requirements<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Unless an employee is being dismissed for one of the serious offences listed under Section 119 of the Labour Protection Act, employers must provide advance notice of termination or make a payment in lieu of notice.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The notice must be given on or before a wage payment date and takes effect on the following wage payment date. In practice, this usually means giving one full pay period&#8217;s notice, although the required notice cannot exceed three months.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Many employers choose to make payment in lieu of notice, particularly where they want the employee to leave immediately or where allowing them to remain in the workplace could create operational or commercial risks.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>The Reason for Termination Matters<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">One of the most common mistakes made by employers is failing to properly document the reason for dismissal.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Following the 2019 amendments to the Labour Protection Act, employers are required to state the reason for termination in writing at the time the employee is dismissed. This is an important procedural requirement. If no reason is given, the employer may lose the ability to rely on that reason later if the employee brings a claim before the Labour Court.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">For that reason, the decision to terminate should always be supported by appropriate documentation. Performance reviews, written warnings, disciplinary records, attendance reports, investigation findings, or evidence of misconduct may all become important if the dismissal is later challenged.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Dismissal With and Without Cause<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Thai labour law clearly defines termination with and without cause. Section 119 of the LPA established the grounds for termination without severance, which include dishonesty, gross negligence, or serious breaches of company rules.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In the situation where an employer makes the decision to terminate a member of staff, they must provide advance notice that equals one full pay cycle or provide a payment in lieu of this notice.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Severance Pay Obligations<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Severance pay is required under Section 118 of the Labour Protection Act and is calculated based on the length of time the employee had been working for the company. The standard severance pay rates are as follows:<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>Employment period<\/strong><\/td><td><strong>Severance pay<\/strong><\/td><\/tr><tr><td>120 days \u2013 1 year<\/td><td>30 days salary<\/td><\/tr><tr><td>1 \u2013 3 years<\/td><td>90 days salary<\/td><\/tr><tr><td>3 \u2013 6 years<\/td><td>180 days salary<\/td><\/tr><tr><td>6 \u2013 10 years<\/td><td>240 days salary<\/td><\/tr><tr><td>10 \u2013 20 years<\/td><td>300 days salary<\/td><\/tr><tr><td>20 years and more<\/td><td>400 days salary<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">Failure to provide proper notice or pay the required severance can lead to legal consequences, including court ordered reinstatement of the employee or compensation\/ damages, depending on the Labour Court\u2019s decision.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">If an employee is fired using either statutory or nonstatutory causes, the employee is entitled to the following statutory payments:<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>Statutory payment<\/strong><\/td><td><strong>With cause<\/strong><\/td><td><strong>Without cause<\/strong><\/td><\/tr><tr><td>Wage until the employee\u2019s last day of work<\/td><td colspan=\"2\">Yes<\/td><\/tr><tr><td>Payment instead of advance notice<\/td><td>No<\/td><td>Yes<\/td><\/tr><tr><td>Severance pay<\/td><td>No<\/td><td>Yes<\/td><\/tr><tr><td>Payment for unused annual leave<\/td><td>Only accumulated unused annual leave<\/td><td>Both accumulated. Prorated annual leave<\/td><\/tr><tr><td>Other payments<\/td><td colspan=\"2\">If any<\/td><\/tr><tr><td>Compensation for unfair dismissal<\/td><td colspan=\"2\">At the court\u2019s discretion<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>When Can an Employee Be Dismissed Without Severance?<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Thai law recognises a limited number of circumstances where severance is not payable. Section 119 of the Labour Protection Act includes situations such as:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Dishonesty or fraud against the employer.<\/li>\n\n\n\n<li>Intentionally committing a criminal offence against the employer.<\/li>\n\n\n\n<li>Wilfully causing significant damage to the business.<\/li>\n\n\n\n<li>Gross negligence resulting in serious loss.<\/li>\n\n\n\n<li>Repeated breaches of lawful work rules after receiving a written warning.<\/li>\n\n\n\n<li>Abandoning work without a valid reason for the period prescribed by law.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">These exceptions are interpreted narrowly. Employers should avoid assuming that poor performance, personality conflicts, or isolated mistakes amount to serious misconduct. Where there is any doubt, obtaining legal advice before proceeding with termination is often far less expensive than defending a Labour Court claim afterwards.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Redundancy<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">In cases of redundancy or business restructuring, employers must provide advance notice and be able to provide a valid reason for the redundancy. The employer must also notify the Labour Inspector.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">If ten or more employees are affected, additional consultation procedures are required. This includes informing employee representatives or labour unions in advance, engaging in good-faith discussions regarding the reasons for termination, and exploring alternatives to redundancy.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">If these procedures are not properly followed, it may result in claims of unfair dismissal.<\/p>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<figure class=\"wp-block-image size-full\"><a href=\"https:\/\/lexnovapartners.com\/contact-us\/\"><img fetchpriority=\"high\" decoding=\"async\" width=\"1000\" height=\"362\" src=\"https:\/\/lexnovapartners.com\/wp-content\/uploads\/2025\/02\/cta-articles-lex-nova.webp\" alt=\"lex nova partners\" class=\"wp-image-4666\" srcset=\"https:\/\/lexnovapartners.com\/wp-content\/uploads\/2025\/02\/cta-articles-lex-nova.webp 1000w, https:\/\/lexnovapartners.com\/wp-content\/uploads\/2025\/02\/cta-articles-lex-nova-300x109.webp 300w, https:\/\/lexnovapartners.com\/wp-content\/uploads\/2025\/02\/cta-articles-lex-nova-768x278.webp 768w, https:\/\/lexnovapartners.com\/wp-content\/uploads\/2025\/02\/cta-articles-lex-nova-18x7.webp 18w\" sizes=\"(max-width: 1000px) 100vw, 1000px\" \/><\/a><\/figure>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong><strong><strong><strong><strong><strong><strong><strong><strong><strong><strong><strong><strong><strong><strong><strong>Can a foreign company hire foreign employees in Thailand?<\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Yes, but employing foreign nationals in Thailand involves more than simply offering a job. Before a foreign employee can begin working, both the employer and the employee must satisfy a number of legal requirements relating to immigration, employment, and corporate compliance.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">For many foreign businesses, this is where employment law begins to overlap with company law and immigration. The business must also ensure it is properly structured to support the work permit application and continues to meet its ongoing compliance obligations.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Work Permits and Non-Immigrant Visas<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">A foreign national must obtain both a valid Non-Immigrant &#8220;B&#8221; (Business) Visa (or other form of visa that permits work such as a Non-Immigrant O (marriage) visa or the Long Term Residency (LTR) visa and a work permit before commencing employment in Thailand. Working without the appropriate authorisation is illegal and may expose both the employee and the employer to criminal and administrative penalties.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Importantly, holding a visa alone does not grant permission to work. Likewise, obtaining a work permit does not remove the requirement to maintain valid immigration status. The two are required together and should be managed as part of a single application strategy.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Thai-to-Foreign Employee Ratio<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">To support a Work Permit, businesses are required to employ four Thai employees for every one foreign employee. This is commonly referred to as the 4:1 ratio. The company must also have 2 Million THB registered capital per foreign employee as well.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">However, this is not an absolute rule. BOI-promoted companies are not subject to this quota. Depending on the promoted activity, the BOI may approve additional foreign positions that would not otherwise be available under the standard quota. Foreigners who are married to a Thai National and have a Non-Immigrant O visa are subject to reduced requirements of 2 Thai employees and 1 Million THB is capital.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Businesses should therefore assess their eligibility before assuming the standard ratio applies.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Restricted Occupations<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Not every occupation is open to foreign workers. Thailand reserves certain professions and occupations exclusively for Thai nationals, and work permit applications must accurately reflect the duties the employee will perform.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Applying under an unsuitable occupation category can lead to delays or refusal of the application. Before recruiting overseas talent, employers should confirm that the proposed role is legally available to foreign workers and that the employee&#8217;s qualifications support the application.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Why Coordination Matters<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Many businesses view employment contracts, visa applications, work permits, payroll, and tax registrations as separate administrative tasks. In practice, they are closely connected.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">For example, the salary stated in the employment contract should align with the work permit application and payroll records. Changes to an employee&#8217;s position may require updates to both immigration records and employment documentation. Likewise, terminating a foreign employee often triggers obligations relating to work permit cancellation, visa status, Social Security, payroll, and, for BOI-promoted companies, ongoing promotion conditions.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Managing each of these requirements separately can create unnecessary delays and increase the risk of inconsistencies.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">At Lex Nova Partners, our employment lawyers work alongside our immigration, corporate, and tax teams to provide a coordinated service for foreign employers. Rather than treating work permits, employment contracts, payroll compliance, and corporate obligations as separate matters, we help clients manage the entire employment lifecycle through a single point of contact.<\/p>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong><strong><strong><strong><strong><strong><strong>Do Thai labour laws apply to remote workers?<\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Yes. Employees who work remotely from within Thailand remain protected by Thai labour law. Simply allowing an employee to work from home, or signing an employment contract that refers to another country&#8217;s laws, does not remove an employer&#8217;s obligations under the Labour Protection Act where Thai law applies.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">As remote and hybrid working arrangements have become more common, Thailand introduced specific provisions governing work-from-home arrangements through the Labour Protection Act (No. 8) B.E. 2566 (2023). These amendments provide greater certainty for both employers and employees by recognising remote work as a legitimate form of employment while establishing minimum requirements for remote working agreements.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Remote Work Agreements<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Where employees work remotely, employers should ensure the arrangement is documented in writing. A well-drafted remote work agreement should clearly address matters such as:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>The employee&#8217;s normal working hours.<\/li>\n\n\n\n<li>The location from which the employee will perform their duties.<\/li>\n\n\n\n<li>The equipment and technology provided by the employer.<\/li>\n\n\n\n<li>Data protection and confidentiality obligations.<\/li>\n\n\n\n<li>Performance expectations and reporting procedures.<\/li>\n\n\n\n<li>The circumstances in which the employer may contact the employee outside normal working hours.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Setting these expectations at the beginning helps avoid misunderstandings while giving both parties greater certainty about their respective responsibilities.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Employment Rights Remain the Same<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Working remotely does not reduce an employee&#8217;s statutory rights. Employees working from home remain entitled to the same protections as office-based staff, including minimum wage, overtime pay where applicable, statutory leave, Social Security benefits, and protection against unfair dismissal.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Employers should also remember that occupational health and safety obligations do not disappear simply because an employee is working from another location. Businesses should still take reasonable steps to provide a safe working environment and ensure employees have the equipment necessary to perform their role safely.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Cross-Border Remote Working<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Remote working can become more complex where employees perform their duties across multiple jurisdictions. Issues relating to tax residency, permanent establishment risk, immigration status, payroll, and employment law may arise depending on where the employee is physically located and which entity they are working for.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">For international businesses, these arrangements should be reviewed before they are implemented. What appears to be a simple work-from-home arrangement can have wider implications for corporate compliance, taxation, and immigration.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Lex Nova Partners advises businesses on both domestic and cross-border employment arrangements, helping employers structure remote working policies that align with Thai labour law while taking into account the wider legal and regulatory considerations that may affect international operations.<\/p>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong><strong><strong><strong><strong><strong><strong><strong><strong><strong><strong><strong>Why foreign employers choose Lex Nova Partners for Thai labor law consultancy<\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Employment issues rarely involve labour law alone. Hiring foreign employees, restructuring a business, or terminating staff can also affect work permits, visas, payroll, tax, Social Security, and BOI compliance.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Lex Nova Partners brings these areas together under one roof. Our employment, immigration, corporate, and tax teams work closely to provide practical advice that helps businesses stay compliant while supporting their commercial objectives.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">We regularly assist clients with:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Employment contracts and HR policies.<\/li>\n\n\n\n<li>Disciplinary procedures and employee terminations.<\/li>\n\n\n\n<li>Severance and redundancy planning.<\/li>\n\n\n\n<li>Labour disputes and Labour Court representation.<\/li>\n\n\n\n<li>Work permits and Non-Immigrant &#8220;B&#8221; Visas.<\/li>\n\n\n\n<li>Payroll, Social Security, and employment tax compliance.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Whether you are hiring your first employee or managing an established workforce, we provide clear, commercially focused advice tailored to your business.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">If you would like to review your employment practices or discuss a specific workplace issue, contact Lex Nova Partners to arrange a consultation with our employment law team.<\/p>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong><strong><strong><strong><strong>Frequently Asked Questions<\/strong><\/strong><\/strong><\/strong><\/strong><\/h2>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>What are the basic employment law requirements for employers in Thailand?<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Employers must comply with the Labour Protection Act B.E. 2541 (1998): provide written employment contracts, observe maximum working hours of 8 per day and 48 per week, pay at least the provincial minimum wage, grant statutory leave (13 public holidays, 6 days annual leave after 1 year, 98 days maternity leave, 3 days personal leave), post written work rules if employing 10 or more staff, and contribute to the Social Security Fund.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>How much severance pay is required under Thai law?<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Severance ranges from 30 days wages (120 days to under 1 year service) to 400 days wages (20 or more years service), calculated on the employee&#8217;s last rate of basic salary plus fixed regular payments. No severance is payable for employees with under 120 days service or those terminated for serious misconduct under Section 119 of the LPA.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>How do I legally terminate an employee in Thailand?<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Give advance written notice on or before a wage payment date (effective the following pay date). State the reason for termination in writing at the moment of dismissal, under Section 17\/1, reasons not stated at dismissal cannot be raised in a later dispute. Pay severance at the applicable LPA rate unless the employee is dismissed for serious misconduct under Section 119.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Can a foreign company hire foreign employees in Thailand?<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Yes, subject to work permit and visa requirements. Foreign employees must hold a valid non-immigrant business visa and a work permit before starting work. The standard quota is 4 Thai employees per foreign employee. Penalties for employing workers without valid permits reach THB 800,000 per worker under the current 2026 enforcement framework.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>What is the minimum wage in Thailand in 2026?<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Daily minimum wages vary by province, ranging from THB 337 to THB 400 as of 2025. The Wage Committee reviews rates periodically. Verify the current province-specific rate with the Ministry of Labour or contact Lex Nova Partners for the applicable rate for your location.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>What happens if I dismiss an employee without following Thai labour law?<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Wrongful dismissal exposes the employer to standard severance plus compensation for unfair termination. Total awards commonly reach 6 to 18 months of salary inclusive of severance, plus legal fees of THB 100,000 to THB 500,000 or more. Employees pay no court fees and do not require legal representation, making the Labour Court highly accessible to claimants.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Do Thai labour laws apply to remote workers?<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Yes, if the employee is physically located in Thailand. The LPA (No. 8) B.E. 2566 (2023) introduced formal provisions for work-from-home arrangements. Remote work agreements must be in writing and specify contact conditions. Thai law also applies where the employment contract references Thailand or where the work directly benefits a Thai entity.<\/p>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p class=\"wp-block-paragraph\"><em>Please note that this article is for information purposes only and&nbsp;<strong>does not constitute legal advice<\/strong><\/em><\/p>\n\n\n\n<script type=\"application\/ld+json\">\n{\n  \"@context\": \"https:\/\/schema.org\",\n  \"@type\": \"FAQPage\",\n  \"mainEntity\": [\n    {\n      \"@type\": \"Question\",\n      \"name\": \"Does Thailand have an AI law?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"No, Thailand does not have a standalone AI law as of early 2026. The country's AI governance currently rests on the PDPA, the National AI Strategy and Action Plan (2022\u20132027), and sector-specific regulations from bodies such as the Bank of Thailand and the SEC. However, the ETDA held public hearings on Draft Principles for AI Legislation in mid-2025, and a dedicated AI Act is expected to be prepared in 2026. Foreign businesses should prepare for a risk-based classification system that will impose specific duties on high-risk AI applications.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"What is Thailand's AI policy for foreign companies?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Thailand's AI policy for foreign companies is defined by the requirements of the PDPA and the Foreign Business Act. Foreign AI businesses must comply with data protection obligations, obtain the correct business licence or BOI promotion for their activities, and secure work permits for foreign employees. 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Non-compliance carries administrative fines up to 5 million THB and potential criminal penalties.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"Can a foreign company use AI services in Thailand?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Yes, a foreign company can use and provide AI services in Thailand, but it must comply with the Foreign Business Act and the PDPA. Most AI services fall under List 3 of the FBA, meaning majority foreign ownership requires either BOI promotion or a Foreign Business License. Companies providing AI services to Thai customers must also register for VAT on digital services and ensure PDPA compliance for any personal data they process. Obtaining a BOI promotion is the most common route for foreign AI companies because it provides tax incentives, full foreign ownership, and work permit facilitation.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"What are the data privacy requirements for AI companies in Thailand?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"AI companies in Thailand must comply with the PDPA's full requirements: obtaining consent or establishing another lawful basis for data processing, providing clear privacy notices, respecting data subject rights, reporting breaches within 72 hours, appointing a Data Protection Officer where required, and ensuring adequate safeguards for cross-border data transfers. The PDPC has been actively enforcing the PDPA since 2024, with total fines exceeding 21.5 million THB as of August 2025. 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The BOI has also designated digital and AI as a priority sector for 2025\u20132026, and total tech investment applications exceeded 500 billion THB in 2025.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"What licenses does an AI company need to operate in Thailand?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"An AI company in Thailand typically needs either a BOI promotion certificate or a Foreign Business License to operate with majority foreign ownership. If your AI application is active in regulated sectors such as financial services or healthcare, you may also need sector-specific licences from the relevant Thai regulator. The specific combination of licences depends on your company's activities, ownership structure, and target market.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"How do I set up an AI company in Thailand as a foreigner?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"The most common route is to apply for BOI promotion under the software and digital services category, register a Thai limited company with 100% foreign ownership, and obtain work permits for your foreign team. The process typically takes four to six months from BOI application to operational readiness. Structure, tax, and immigration decisions must be coordinated from the start to avoid delays and restructuring costs. 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