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Tap Macau’s Workforce Without the Complexity: EOR Made Simple

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Tap Macau’s Workforce Without the Complexity: EOR Made Simple

EOR benefits and hiring process in Macau

Hiring international talent in Macau offers immense potential, especially for companies looking to expand into Greater China without the regulatory complexities of Mainland China. As a Special Administrative Region (SAR), Macau operates under its own legal and labor framework, making it both a strategic and accessible location for businesses. With a 99.87% literacy rate and a multilingual population, the region offers a skilled and adaptable remote workforce in Macau, particularly across industries like gaming, hospitality, construction, and retail (Source: GlobalData). However, navigating local labor laws, work permits, and compliance obligations can be time-consuming—especially for companies without a physical presence.

That’s where an Employer of Record (EOR) in Macau becomes a game-changer. Instead of undergoing full business incorporation in Macau, companies can use an EOR to legally hire and manage talent, while staying fully compliant with local laws. From handling payroll in Macau to tax contributions and employment contracts, the EOR model streamlines the entire process. If you’re building a remote workforce, testing new markets, or scaling quickly, EOR solutions offer an efficient alternative to traditional recruitment services in Macau, giving you speed, flexibility, and peace of mind.

EOR benefits and hiring process in Macau

Hiring in Macau doesn’t have to be complicated.

 With the right EOR partner, you get boots on the ground—without getting buried in bureaucracy.

Go global, Stay agile

A Comprehensive Guide to Work Permits in Hong Kong: Eligibility, Essentials, and Key Insights

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A Comprehensive Guide to Work Permits in Hong Kong: Eligibility, Essentials, and Key Insights

A Comprehensive Guide to Work Permits in Hong Kong Eligibility, Essentials, and Key Insights

In an era of global talent mobility, businesses are increasingly expanding their operations beyond domestic markets to access the skills and expertise needed to stay competitive. Hong Kong, with its established position as a gateway to Asia, continues to be a preferred destination for companies seeking to recruit international professionals.

Renowned for its business-friendly regulatory environment, robust legal system, and strategic proximity to regional markets, Hong Kong attracts organisations across financial services, technology, healthcare, logistics, and more. However, while the jurisdiction offers a favourable operating landscape, employing non-local talent requires careful navigation of its immigration framework.

To support this demand, the Hong Kong government has implemented a range of work permit and visa schemes, each tailored to different workforce needs—from experienced professionals and recent graduates to trainees and sector-specific workers. Understanding the distinctions between these schemes is critical to ensuring compliance, avoiding delays, and enabling a smooth onboarding process.

In this article, Galaxy Group offers a structured overview of the available work permits in Hong Kong, highlighting eligibility criteria, key distinctions, and strategic considerations for employers managing cross-border recruitment.

Table Of Content

Description Of Various Work Permit Schemes Specifying Overview, Basic Eligibility Criteria And Notes

Category – Employees
Scheme Overview Eligibility Notes
General Employment Policy (GEP) Aimed at attracting professionals to work in sectors that contribute to Hong Kong’s economy. A good educational background, typically a first degree in a relevant field.
Technical qualifications, professional abilities, or relevant experience with evidence, in special cases. 		The GEP is quota-free and non-sector-specific.
A confirmed employment offer that matches qualifications or experience and cannot be easily filled by the local workforce.
Tech Talent Admission Scheme (TechTAS) Provides a fast-track process for admitting non-local technology talent for R&D work in Hong Kong. Employer certification under the scheme and a valid quota by ITC.
Candidate for full-time employment in Hong Kong by the employer. 		Work experience is required in some cases.
Enhanced Supplementary Labour Scheme (Enhanced SLS) For the importation of labour at the technician level For non-local low-skilled or semi-skilled workers in industries facing genuine labour shortages.
Employers must prove local labour unavailability and submit a quota application. 		Ensures compliance with minimum wage laws and other labour protections.
Temporary permits are issued.
Foreign Domestic Helper Visa Individuals hired as domestic helpers by Hong Kong residents. A contract is required; the applicant must reside in the employer’s home. Includes specific protections for helpers, such as mandatory insurance coverage and minimum wage.
Special Scheme for Importation of Care Workers for Residential Care Homes Non-local care workers are to address labour shortages in residential care homes for the elderly or disabled. Employers must apply for a quota and prove their inability to recruit locally. Focused on meeting the demand in the healthcare sector.
Requires compliance with training and licensing standards.
Sector-Specific Labour Importation Scheme Designed to address industry-specific labour needs. Non-local workers for specific sectors with critical labour shortages (e.g., construction, manufacturing, etc.). Employers must provide evidence of a genuine shortage and adhere to quota restrictions.
Category – Training
Training Visa Entry arrangements for persons who wish to enter the HKSAR-specific training Visa permit to acquire training not available in the applicant’s country;
It requires sponsorship from a local organisation.
Training must be time-bound and non-repetitive. 		Typically, it is limited to 12 months to acquire special skills and knowledge, and it is not a work permit for employment purposes.
Category - Chinese Nationals
Admission Scheme for Mainland Talents and Professionals (ASMTP) Mainland Chinese residents with skills or experience not readily available in Hong Kong. It requires a confirmed job offer, similar to GEP. Specific to attracting talent from Mainland China.
Quota-free and non-sector-specific.
Admission Scheme for the Second Generation of Chinese Hong Kong Permanent Residents (ASSG) Persons who are the second generation of emigrated Chinese Hong Kong permanent residents from overseas may apply to return to work in the HKSAR under the Scheme. Applicants must be second-generation Chinese Hong Kong permanent residents born overseas.
Aged between 18 and 40.
Proficient in written and spoken Chinese (Putonghua or Cantonese) or English. 		Allows individuals to work, start a business, or reside in Hong Kong.
No prior job offer needed
Category – Students
Student Visa Non-local students accepted into a full-time course at a recognised Hong Kong institution. Requires proof of enrollment, financial resources, and accommodation arrangements. Allows part-time on-campus work and limited internships under certain conditions.
Immigration Arrangements for Non-local Graduates (IANG) Graduates from Hong Kong institutions seeking employment or starting a business. Must apply within six months of graduation for streamlined approval.
No job offer is needed initially.		 Enables fresh graduates to explore opportunities in Hong Kong.
Category – Others
Quality Migrant Admission Scheme (QMAS) Designed to attract global talent across various fields. Highly skilled individuals with exceptional qualifications and achievements.
Points-based system; no prior job offer required. 		Limited quotas
Working Holiday Scheme Youth from specific countries aged 18-30 (or 35 for certain countries) seeking to holiday and work temporarily. Allows work for up to 12 months.
Must hold valid travel insurance. 		Restricted to specific partner countries.
Facilitates cultural exchange.
Top Talent Pass Scheme (TTPS) Seeks to attract talent with rich working experience and good academic qualifications to enhance Hong Kong’s competitiveness High-income earners or graduates from the world’s top 100 universities with relevant work experience Proof of income or educational qualification from eligible universities. An offer of Employment is not required at the time of application.
Apply to non-locals, overseas Chinese nationals, Mainland residents, and non-mainland residents.

Conclusion

Hiring international talent in Hong Kong requires a clear understanding of the territory’s visa framework and a careful approach to compliance. For many businesses, navigating this process independently can be time-consuming and administratively demanding.

Engaging a knowledgeable partner with regional expertise can ease this burden, ensuring applications are correctly structured, timelines are met, and regulatory risks are minimised. With the proper support, companies can focus on growth while ensuring their global workforce is onboarded efficiently and fully compliant.

Galaxy Group supports businesses across Asia with precisely this kind of operational clarity.

Read our Guide “Should You Opt For EOR Services: 5 Key Reasons” to know why you should hire an EOR.

Need guidance on hiring international talent in Hong Kong?

Partner with Galaxy to ease your work permit application process.

Contact us now!

FAQ’S

What is the most common work permit in Hong Kong?

The General Employment Policy (GEP) is the most common work permit aimed at attracting professionals to work in sectors that contribute to Hong Kong’s economy not readily available in Hong Kong.

Yes, most work permits allow dependents to apply for Dependent Visas, enabling them to reside and, in some cases, work or study in Hong Kong; however, one has to follow specific application process for the same.

Applications typically take 4-6 weeks to process after all required documents are received, however the same varies from case to case. A longer processing time may be required during summer rush period between June and August.

Not in every case but many of them allow applying for permanent residency after seven years of continuous lawful residence in Hong Kong.

Yes, most work permits are not available to nationals of Afghanistan, Cuba, and North Korea due to specific restrictions.

Why Global Teams Use EOR in Singapore?

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Why Global Teams Use EOR in Singapore?

EOR Singapore

Singapore has been consistently ranked the most pro-business country globally and one of the least corrupt nations globally. This makes it a prime destination for companies eyeing APAC expansion. However, like any country, setting up a business in Singapore involves time-consuming processes—from entity incorporation to employment compliance. That’s where an Employer of Record (EOR) becomes a game-changer. An EOR service in Singapore is a trusted third-party partner who legally employs your talent, handles HR operations, payroll, taxes, and compliance, without needing you to open a local entity.

Infographic- Why Global Teams Use EOR in Singapore

Ready to Scale Your Global Workforce with Ease?

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Hidden Challenges of Cross-Border Employee Mobility in Taiwan

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Hidden Challenges of Cross-Border Employee Mobility in Taiwan

Hidden Challenges of Cross-Border Employee Mobility in Taiwan

Organisations are steadily broadening their regional and international reach in today’s fast-paced global landscape. Taiwan, praised for its robust digital ecosystem, dependable governance, and central positioning in Asia, remains an attractive destination for global enterprises. Yet, beneath it’s appeal lie subtle complexities surrounding cross-border employee mobility, particularly in relation to immigration, labour laws, and regulatory requirements.

 

Transferring staff internationally requires more than logistical preparation – it necessitates a comprehensive awareness of the host country’s legal, cultural, and economic environment. Although Taiwan’s employment structure is broadly investor-friendly, it comes with distinct challenges. These include employment contracts in Taiwan, changing norms around employee benefits in Taiwan, and legislation that favours local employee protection.

 

Understanding these less obvious but critical aspects of employee mobility is essential for any organisation seeking a smooth and sustainable expansion into Taiwan. In the sections that follow, we will examine the hidden challenges that businesses must anticipate and navigate to ensure both compliance and operational success in this dynamic market.

Table Of Content

Social and Cultural Meshing

Foreign professionals in Taiwan often encounter social and cultural hurdles that complicate workplace integration. The local communication style, which avoids confrontation and promotes politeness, may lead to miscommunication. Confucian traditions, which emphasise hierarchy and respect for titles, can clash with the flatter organisational cultures common among expatriates.

 

Given the importance of Guanxi networks, business practices such as after-hours gatherings may feel obligatory and complicate social interactions. Informal language barriers and limited awareness of cultural norms may further inhibit cohesion. To address these issues, employers should provide pre-arrival cultural training, ongoing language support, dual-language communication, mentorship, and inclusive team-building. Emphasising diversity training and fostering cross-cultural dialogue are also critical for long-term integration.

The Immigration Framework in Taiwan

Taiwan adopts a layered immigration policy, with distinct categories for foreign nationals, Mainland Chinese citizens, and individuals from Hong Kong and Macau. Programs like the Employment Gold Card and simplified channels via the Workforce Development Agency (WDA) have enhanced accessibility for select professionals. Yet, companies must still navigate a thorough application and approval process.

 

Foreigners may only work in Taiwan if their individual qualifications and employer credentials meet specific criteria. Most foreign employees are required to hold a relevant degree or possess considerable industry experience. Simultaneously, employers must demonstrate financial viability, often through revenue or capital thresholds, to sponsor foreign staff.

Facing Labour Law Restrictions and Employment Risk

Taiwan’s labour system does not support ‘at-will’ employment. Termination must have substantial legal grounds, such as restructuring or underperformance. Additionally, procedural compliance is essential, encompassing notice periods, severance compensation, and job search leave.

 

While designed to uphold workers’ rights, these provisions may prove difficult for foreign firms less familiar with the local framework. Misaligned employment contracts in Taiwan  or improperly managed terminations can lead to costly legal disputes and reputational damage.

Limited Sectoral Mobility and Workforce Reassignment Issues

A frequently overlooked obstacle is limited sectoral mobility. Employees in Taiwan are typically retained within their current industry – transitions from manufacturing to services, for instance, are rare. This limits versatility and complicates workforce planning for organisations aiming to develop cross-functional teams.

 

In addition, evolving policies on the minimum wage in Taiwan and entitlements require businesses to recalibrate their workforce mobility strategies accordingly.

 

Our guide: Minimum Wage Trends in 2025 : A Comprehensive Global Overview

Permit Approvals and Employer Eligibility

Companies seeking to employ foreign professionals must meet specific qualifying conditions, including revenue or trade volume benchmarks. Without such credentials, even highly skilled individuals may be unable to obtain a valid work permit.

Learn more about “How to Apply for work permit in Taiwan“

Even intra-company transfers face scrutiny, requiring adherence to employment law and confirmation that the local entity is authorised to sponsor overseas employees.

Legal Disputes and Employment Litigationy

Mediation is commonly encouraged in Taiwan, but courts frequently intervene in unresolved employment cases. Disputes often center around unfair dismissal, contract ambiguity, or workplace discrimination.

 

To avoid complications, businesses must operate in accordance with Taiwanese labour standards, especially in areas involving Taiwan employee benefits, severance practices, and reassignments. Failing to do so could result in back pay, reinstatement orders, or legal penalties.

Managing Non-Compete Covenants

To safeguard intellectual property and sensitive information, many businesses use post-employment restrictions. In Taiwan, non-compete clauses are only valid if four requirements are met:

  • The employer has a lawful interest to protect
  • The employee had access to sensitive business information
  • The clause is logical in scope and duration (maximum two years)
  • The employee receives fair compensation

Such clauses may be deemed invalid without adequate compensation or clarity, which could potentially increase competitive vulnerability.

 

Our guide: How to Hire International Employees : A Comprehensive Guide

Remote Work and the Shifting Definition of Employment

The growing trend of remote work has altered the traditional understanding of employment. Courts in Taiwan now evaluate employment status based on practical controls, operational integration, and economic dependence – rather than relying solely on contractual designations or physical presence.

 

Companies with a remote workforce in Taiwan should carefully structure these arrangements to avoid unintentionally triggering employer obligations under Taiwanese law.

Strains in the Compensation and Payroll Processes

Managing payroll in Taiwan entails compliance with tax regulations, social contributions, and the Labour Standards Act. Salaries must meet the legal minimums, and statutory benefits – such as National Health Insurance, labour insurance, and retirement funding – must be applied correctly.

 

Although the average salary in Taiwan varies across sectors, international employers must ensure that their compensation structures meet both legal and market demands to recruit and retain qualified personnel.

Conclusion

Cross-border employee mobility in Taiwan offers immense opportunities but also demands informed navigation. From immigration compliance to local employment laws, success hinges on expert support.

At Galaxy Payroll, we deliver more than consultation. We offer a fully managed solution for companies relocating employees, setting up new branches, or testing the market without full legal incorporation.

Our offerings include:

  • Business incorporation in Taiwan and regulatory compliance
  • Legally Compliant Employment Contracts in Taiwan
  • Comprehensive payroll services in Taiwan, including taxation and benefits
  • Immigration assistance, including permits for foreigners who can work in Taiwan
  • Employer of Record (EOR) options for companies not ready to establish an entity
  • Operational support for both remote and hybrid teams

With Galaxy Payroll as your compliance and payroll partner, you gain clarity, avoid regulatory setbacks, and scale operations efficiently.

 

Disclaimer: This blog is for informational purposes only and does not constitute any legal advice.

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FAQ’S

Can foreigners work in Taiwan legally?

Yes, foreigners can work in Taiwan legally, provided they obtain the appropriate work permit and meet eligibility criteria such as qualifications, salary thresholds, and sector-specific requirements.

Cultural and family integration, work permit and visa compliance, employment contract alignment, managing compensation and employee benefits and adapting to Taiwan’s Compliance system, are some of the lesser-known but critical challenges.

Employment contracts in Taiwan must comply with the Labour Standards Act and include necessary terms such as wages, working hours, leave, and termination. Bilingual contracts should specify the governing language in case of disputes.

Spouses and dependents may face challenges like visa restrictions, job limitations, and adapting to local schools and healthcare systems. Proper support can ease their integration.

Minimum Wage Trends in 2025: A Comprehensive Global Overview

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Minimum Wage Trends in 2025 : A Comprehensive Global Overview

Minimum Wage Trends in 2025: A Comprehensive Global Overview
Remuneration is a critical aspect of working conditions. Decent work is productive work that provides workers with adequate earnings, ensuring satisfactory living conditions for workers and their families,” explains the International Labour Organization (ILO).
 
Policymakers across the globe seek to equalize opportunities and outcomes for their citizens through distinct labour market policies, which are influenced by each nation’s economic conditions, political landscape and cost of living.
Why Is This Important?
For employers operating internationally or those expanding into new markets, adhering to the varied labour laws in each jurisdiction is essential. A clear understanding of minimum wage rates, which differ significantly across countries, allows businesses to identify the most suitable regions for expansion while aligning with their financial plans.
Furthermore, having insight into the worldwide minimum wage strategically benefits employers planning to hire a diversified workforce.

Table Of Content

Minimum Wages Around The World

Countries with higher living costs, such as the United States and Germany, generally establish higher minimum wages to ensure workers can afford basic necessities.

 

Luxembourg, with its finance- and technology-driven economy, offers a high minimum wage of approximately USD 2,711 per month for unskilled workers. In contrast, Vietnam, which relies on low-cost manufacturing as part of its “China Plus One” strategy, has a regional minimum wage ranging from USD 151 to USD 194 per month.

 

France, with its strong tradition of labour unions advocating for higher wages, sets a minimum salary of USD 1,851 per month. In the Philippines, where union influence is comparatively weaker, the minimum wage ranges between USD 169 and USD 231 per month, depending on the region.

 

For distinct reasons, Switzerland and Ethiopia are examples of countries without a national minimum wage. Switzerland relies on collective bargaining and economic flexibility, making a national minimum unnecessary, whereas in Ethiopia, where over 80% of the workforce is employed informally in agriculture and street vending, introducing a national minimum wage could lead to higher unemployment and increased labour costs.

Regional Insights

To comprehensively compare minimum wage levels across the globe, we have categorised the data based on continents. This allows us to observe significant regional differences and clarify how minimum wages vary according to local economic conditions, labour market policies, and cost of living.

  • Europe: Minimum wages tend to be higher, particularly in wealthier nations such as Luxembourg, the United Kingdom and the Netherlands. These countries set minimum wage rules to ensure workers meet basic living expenses in their high-cost economies.
  • North America: The United States and Canada also have relatively high minimum wages, though the range varies widely within each country. The U.S. has different wage standards by state, while Canada has a progressive wage scale across provinces.
  • Asia: Minimum wages starkly contrast between advanced economies (such as South Korea) and developing nations, like Indonesia and India. The variation is due to differing economic structures – with more developed countries offering higher wages, for workers to keep up with living standards.
  • Australia and New Zealand: Both countries feature relatively high minimum wages, reflecting their higher living costs and strong labour protections.
  • South America: Minimum wages in South America tend to be lower than other continents. Countries like Brazil and Argentina have minimum wages that are significantly lower than those in Europe or North America. However, these wages are still adjusted to meet the economic context of the region.
  • Africa: African countries such as South Africa have minimum wages that are comparatively low, especially when compared to more developed regions, reflecting the economic challenges faced in many parts of the continent.
Global Minimum Wage Comparison by Country and Continent :
Global Minimum Wage Comparison by Country and Continent
While this is a non-exhaustive list of minimum wage rates across various countries, we encourage you to visit ILOSTAT for a complete list and for more precise wage comparisons using PPP-converted figures.

Countries Without a Statutory Minimum Wage

Several nations operate without a statutory minimum wage, each for distinct reasons. Let’s delve into some noteworthy examples.
Countries Without a Statutory Minimum Wages

How Galaxy Payroll Can Help?

Staying informed about minimum wage regulations is crucial for global employers to ensure compliance, maintain a competitive workforce, and avoid potential legal consequences. Given the significant wage variation across countries, businesses must carefully plan their employee distribution and scaling efforts.
 
To streamline global payroll management, services like Payroll Outsourcing and Employer of Record (EOR) offer solutions for managing market entry, hiring, complex wage laws, tax requirements, and legal compliance – without establishing a local entity.
 
At Galaxy Payroll, we specialise in assisting companies with market expansion by establishing new entities or entering new markets with a “boots on the ground” approach. Our “plug and play” solution system saves clients significant time and prevents costly errors. You can focus on expanding your business while we handle the complexities behind the scenes.
 
Partner with us for seamless corporate scaling.
 
 

Disclaimer: This blog is for informational purposes only and does not constitute any legal advice.

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FAQ’S

What is minimum wage, and why is it important for employers?

Minimum wage is the lowest hourly, daily, or monthly salary that employers must pay their employees to ensure access to basic necessities and protection against exploitation. It is a legal mandate by the government binding employers to commit to minimum wages as fixed under the statute for work performed during a given period. Minimum wage rates can vary significantly based on location (country, state or region) and sometimes even by industry or occupation.  For global employers, understanding minimum wage ensures compliance with labour laws, prevents legal penalties, and promotes fair employee compensation.

Minimum wages differ significantly by country and even by region within a country due to various factors affecting each region, such as inflation, economic conditions and labour policies. Employers should check the latest local regulations before fixing salaries.

As of 2025, countries with the highest minimum wages include Luxembourg, Netherlands, Australia, New Zealand, United Kingdom, Ireland, Germany, France, etc. with Luxembourg paying the highest at US $ 2711 to US $3254 per month. However, the exact figures vary due to exchange rates, cost of living and government policies.

Cambodia, Sudan, Burundi, Rwanda, Georgia, Eswatini, Gambia, Guinea-Bissau, Kyrgyzstan, Uganda, Ghana, Nigeria and Madagascar are some of the countries that have lower minimum wages.

Governments typically review and adjust minimum wages annually, but some make changes more frequently based on inflation or economic crises. Employers should stay updated on local labour laws to ensure compliance.

Failure to comply with minimum wage laws can result in fines, legal action, back payments to employees, and reputational damage. In some jurisdictions, repeat violations can lead to business license revocations.

Certain exceptions such as internships, apprenticeships, or training periods where lower wages are permitted, may apply. However, these exemptions vary by country and should be reviewed carefully.

Employers can monitor government labour websites, consult local legal experts, or use compliance management services to stay informed about wage updates and regulatory changes.

Yes, employers must account for payroll taxes, social security contributions, healthcare and other employee benefits. These elements can significantly impact total labour costs in different countries.

In many countries, labour unions negotiate minimum wage levels through collective bargaining, often resulting in industry-specific wage agreements that employers must follow.

 

Work Permits in Thailand: What Employers Should Know?

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Work Permits in Thailand : What Employers Should Know?

Work Permits in Thailand What Employers Should Know

Thailand is a gateway to the ASEAN Economic Community, offering access to a market of 676.6 million consumers and robust trade connections with neighbouring economies such as China and India. To achieve high-income status by 2036, the Royal Thai Government has outlined a 20-year Strategy that drives economic transformation through Thailand 4.0. This initiative fosters innovation across key sectors like automation, aviation, biofuels, and digital industries, while the Eastern Economic Corridor (EEC) plays a pivotal role in accelerating industrial growth.

 

To further strengthen its position as an economic hub, Thailand offers various visa programs designed to attract skilled professionals and investors. The SMART Visa targets individuals in 13 key S-Curve industries, while the Long-Term Resident (LTR) Visa offers tax incentives for high-potential individuals. The Thailand Elite Visa also permits long-term stays ranging from 5 to 20 years, providing exclusive privileges such as settlement assistance and VIP services. These visa programs and BOI incentives help create a favourable environment for expatriates to contribute to Thailand’s thriving economy.

 

This guide provides employers with a detailed overview of work permit in Thailand and work visa regulations, empowering them to navigate the application process and ensure compliance with Thai labour laws.

Table Of Content

Regulation of Foreign Employment in Thailand

The Alien Working Act B.E. 2551 (2008) primarily regulates foreign employment in Thailand, requiring all foreigners to secure a work permit before employment in Thailand alongside strict compliance with immigration laws. 

 

However, certain occupations – such as labour, agriculture, accounting (excluding internal audits on occasions), civil engineering, clerical roles, legal services, and more – are strictly prohibited for foreigners. Only Myanmar, Laos, and Cambodian nationals can work in the labour and domestic sectors.

 

Therefore, one must refer to the list of restricted occupations before planning a career move in Thailand.

Who needs a Work Permit in Thailand?

All foreign nationals who wish to work legally in Thailand must obtain a work permit, except those exempted under the laws governing work permit requirements in the Kingdom. Specifically, a work permit is required for:

  • Foreign nationals employed by a Thai company or a foreign entity operating in Thailand.
  • Entrepreneurs wishing to establish and run a business in Thailand.
  • Freelancers or self-employed individuals providing services in Thailand (even if not employed by a company).

In summary, if you work in Thailand, you must obtain a work permit before commencing any work unless you fall under specific exemptions.

Exemption from a Work Permit

Under Thai law, certain activities are not classified as ‘work’ and do not require a work permit. These exemptions include:

  • Attending meetings, seminars, exhibitions, or trade fairs.
  • Attending technical training or seminar.
  • Purchase of goods at a trade fair. 
  • Participating in business visits, academic lectures, or board meetings of one’s company.

Exemptions also apply to:

  • Diplomats or Consulars entering Thailand for official duties.
  • UN officials and representatives of member countries.
  • Personal Servants of above officials.
  • Individuals on missions under Government agreements or to benefit education, culture, arts or sports.
  • Individuals with Government’ special permission.

Entry for Work Without a Work Permit in Special Cases

At its discretion, the Government can conditionally allow foreigners to enter the kingdom without a work permit in exceptional cases to fulfill ‘urgent and essential work’ for a period not exceeding 15 days, provided that they submit a written notification (form WP-10) along with other required documents.

In such cases, foreigners can enter Thailand with any visa, including a transit visa.

How do you get a Work Permit in Thailand?

While employers can submit applications on employees’ behalf, the permit is only issued after the employee legally enters Thailand.

  • Before applying, those entering on a tourist or transit visa must convert their status to a Non-Immigrant B Visa.
  • Required documents include a passport with a valid Non-Immigrant B visa, educational qualifications, work references, a medical certificate, three recent photographs (5×6 cm), and, if applicable, additional documents for licensed professions or marriage to a Thai national.
  • Applications must be submitted to the Department of Employment in Bangkok or provincial employment offices. Depending on the case, additional evidence or translations may be necessary to complete the process efficiently.

 

Visas and Immigration Law

Foreign nationals who intend to remain in Thailand to work or conduct business must obtain a work permit and comply with visa requirements in various visa categories, including tourist, visitor transit, immigrant, non-quota immigrant, and non-immigrant.  While many non-immigrant visas exist, a valid non-immigrant B visa is a prerequisite for applying for a work permit. It also entitles the holder to apply for multiple re-entry visas and permanent residency.

 

The non-immigrant visas include several categories. Some work visas among them are as follows:

Visas and Immigration Law

Duration of a Visa and Work Permit in Thailand

The duration of a work permit or visa depends on the purpose for which it is issued. For example:

Duration of a Visa and Work Permit in Thailand

Renewal Conditions for Work Permits

  •           A work permit must be renewed before it expires to avoid lapsing.
  •           During renewal, the applicant must provide proof of tax payments for the previous year.

Work Permit and Visas for BOI Promoted Companies

The Board of Investment (BOI) Thailand promotes valuable investments, offering a fast-tracked visa and work permit process for priority-sector businesses.

 

A foreigner in this category can enter Thailand for investment assessments, project work, or activities benefiting investment, provided they submit essential documents such as company registration, academic credentials, and project details.

 

A foreign applicant seeking permission to work under the Investment Promotion Act must apply for a work permit within 30 days of the BOI’s approval and may engage in authorised work while the application is being processed.

Smart Visa

The SMART Visa is a specialised visa that attracts skilled professionals, investors, executives, and entrepreneurs to targeted industries. It provides long-term stay options and exemption from work permits. It’s benefits include extended reporting requirements, fast-track services at international airports, and permission for spouses and children to stay and work in Thailand.

 

The visa has various categories, such as T, I, E, and S. Applicants must obtain a qualification endorsement before applying, and they can extend their visa through a streamlined renewal process. The SMART Visa simplifies work authorisation and fosters innovation and investment in Thailand’s priority sectors.

Single Window For Visa And Work Permit System

Bangkok’s One-Stop Service Center (OSSC) simplifies obtaining visas and work permits for foreigners to streamline the process. It’s main objective is to accelerate the application and renewal procedures and complete processing within three hours. The OSSC handles various services, including visa and work permit applications, renewals, multiple re-entry permit issuances, visa class changes, and fine payments.

Duties of Employers

The Foreign Working Act, 1978, specifies employers’ duties regarding issuing and maintaining work permits. Employers must:

  • Not allow foreigners to perform any function other than that described in their work permit.
  • Report changes in employment, transfers, and termination of foreign employees to labour authorities within 15 days.
  • Ensure that dismissed employees return their work permits to the labour authorities in Bangkok or to the provincial Department of Employment.
  • Ensure that permit holders obtain prior permission to change their occupation or workplace.
  • Notify the Immigration Bureau of any address changes every 90 days.
  • Report any change in address or status to the local police within 24 hours.
    The law does not force employers to return the work permit of their foreign employees, but if employers or employees wish to return it, they are allowed to do so.

Please read our Latest Guide On: Building Trust in Short-Term Employment – 7 Key Strategies 

Fines and Penalties

Thai laws are strict regarding compliance with work permits and visas.

 

Foreigners working without a valid work permit may face imprisonment of up to five years, a fine of 2,000 to 100,000 Baht, or both.

 

Employers who hire foreigners without a work permit may be fined 10,000 to 100,000 Baht per employee. While allowing a foreigner to work beyond the permitted scope can lead to a fine of up to 10,000 Baht.

 

Non-compliance or violations of other laws may result in one-time or daily fines until the laws are complied with.

 

Therefore, employers and employees must strictly adhere to work permit and immigration laws to avoid fines and legal issues.

Conclusion

Expanding into Thailand presents distinct challenges, particularly in navigating the complexities of work permits and visa regulations. However, with a clear understanding of the legal requirements, eligibility criteria, and compliance obligations, businesses can ensure a smooth entry into the market.

 

As a trusted leader in the workforce outsourcing industry, Galaxy Payroll brings 18 years of experience providing Employer of Record (EOR), outsourced payroll, and immigration services across Asia Pacific. Our expertise and established network enable us to streamline the work permit, visa process and employment process, ensuring full compliance with Thai regulations.

 

Galaxy Payroll is your trusted partner if you are considering hiring in Thailand. We will manage the work permit, visa, employment, payroll, and compliance processes, allowing you to focus on your core business objectives confidently.

 

Read our latest guide on : Employee Engagement in Difficult Times: 6 Key Strategies

Fast-Track Your Work Permit & Visa in Thailand

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FAQ’S

What types of work permits are available in Thailand?

Work permits are typically issued for regular employees, executives, specialists and investors, with varying durations and conditions.

The Ministry of Labor, Thailand, generally processes applications within 30 business days. However, discrepancies in the applications, the requirement for additional documents, or departmental workloads may extend the processing time.

Yes, but you can work with an employer only if your work permit allows it specifically. Therefore, you must cancel it and get a fresh visa and work permit, when changing to a new employer. Do note also that the immigration department typically requires you to leave the country upon cancellation of your visa and work permit.

 

However, you can apply for an extension of stay. If granted, you can meanwhile obtain a new work permit to avoid leaving Thailand.

The Thailand Elite Visa is a long-term, privilege-entry visa designed for affluent individuals, investors and frequent visitors. It offers multiple entry benefits, extended stay options (5 to 20 years), and exclusive services like airport assistance, concierge support and lifestyle perks.