Staffing & Outsourcing in Thailand — Sourcing, Employment and Care, in One Place
Get the people you need without adding headcount, carrying the paperwork, or worrying about Thai labour law.
Workwise sources candidates, employs them as our own staff, runs payroll and social security, and takes care of them throughout the contract — while your team focuses on the work itself.
The problems employers bring to us
- Headcount is frozen, but the work will not wait — a project has to move, seasonal demand is coming, and permanent hires are not an option.
- Paperwork is consuming HR's time — payroll, social security, tax and contracts grow heavier with every contract employee.
- Uncertainty about labour-law compliance for outsourced staff — especially around the entitlements of outsourced employees.
- Positions that stay vacant cost money every day — but internal hiring processes take months.
If any of these is yours, this service was designed for that exact problem.
What our service covers
1. Sourcing & Screening
We search and screen candidates against your brief — office functions, sales, IT, factory and production roles, and language-skilled positions. We check skills, salary expectations and working conditions before anyone reaches your desk.
2. Employment on your behalf — Employer of Record (EOR)
Employees sign their contract with Workwise. We carry the full legal-employer status, so you get the workforce without touching your headcount structure. Internationally this model is known as Employer of Record (EOR) — for foreign companies with no legal entity in Thailand, we offer it as a dedicated service: see Employer of Record (EOR) Thailand
3. Payroll & full statutory benefits
Salary, overtime, social security, workmen's compensation fund, and health/accident insurance — handled correctly and on time every month.
4. Employee care throughout the contract
From day-one orientation to handling on-site issues, through to exit interviews at contract end. If an employee resigns, we take responsibility for finding a replacement in line with the service agreement.
Already have someone? We can employ them for you
Many clients have already found the person they want but cannot add headcount, or are not ready to hire directly. In that case we skip the sourcing step entirely — we sign the employment contract, run payroll, social security and benefits, exactly as we do for staff we source ourselves.
(If your employees remain on your own company's payroll and you only need the back office handled, see Payroll Outsourcing.)
Your employees' data, handled under the PDPA
Outsourcing involves employees' personal data — salaries, records and identity documents. We store and process this data in accordance with Thailand's Personal Data Protection Act (PDPA), restrict access to the responsible team, and include a data processing agreement as part of the service contract, so your legal and compliance teams can verify it.
Why Workwise
We grew through trust, one team at a time. One client began by placing a single business unit's IT staff in our care. As the results proved themselves, other business units followed, eventually including permanent recruitment for their head office. Each unit had different needs, so we assessed and planned each one separately rather than applying one formula across the company.
We flex to your structure. Clients with multiple teams, budgets and benefits conditions — we genuinely adapt contract terms and pricing per team.
We go further than Bangkok. We have sourced factory and production staff in upcountry locations, including briefs as specific as food-science education requirements and realistic commuting radius.
We stay with your people. Following our WISE principle (Wise, Initiative, Strategic, Enthusiastic), we monitor employees continuously and keep you informed — when an issue appears on site, we go and handle it first, so it does not become your burden.
How to start — 5 steps
Talk through the brief
Roles, numbers, budget and working conditions (no cost at this stage).
Receive a proposal
Service structure and pricing designed around your actual brief.
Sign the service agreement
With clear, verifiable terms.
We source and deliver
Screening, shortlisting, your final interviews, then we employ and run orientation.
Ongoing care
Payroll on time, regular reporting, a dedicated contact person, and replacements when needed.
FAQ
Is hiring outsourced employees legal in Thailand? What should we be careful about?
Outsourced employment is fully legal when contracts and benefits are structured properly. Talk to our team about the structure that fits your business.
How are outsourcing fees calculated?
The market generally charges a monthly management fee — either a percentage added to the employee's salary or a flat rate per head per month. We quote based on your actual headcount, role types and contract length.
What does the fee include?
Payroll and overtime administration, social security and workmen's compensation, employee insurance, orientation and exit interviews. Inclusions and exclusions (such as VAT or pass-through costs) are itemised clearly in the quotation.
What if an outsourced employee resigns mid-contract?
We are responsible for sourcing a replacement in line with the service agreement — the risk of a gap in your workforce transfers to us.
What is the difference between Outsourcing and Employer of Record (EOR)?
The core is the same: Workwise is the legal employer. The difference is your situation — if your company has a Thai entity and needs workforce without adding headcount, that is Staffing & Outsourcing; if you have no Thai entity yet and want to hire here, that is EOR. If you are not sure which fits your case, just tell us your situation.
How is this different from hiring freelancers or running fixed-term contracts ourselves?
Hiring directly means your company carries the full employer role — contracts, social security, tax and labour-law risk. Through us, all of that sits with Workwise, including replacing employees who leave.
Can a foreign company with no Thai entity use this service?
Yes, through our Employer of Record (EOR) service — you can employ people in Thailand before registering a company. Employer of Record (EOR) Thailand
We use another provider — is switching complicated?
Employees can transfer with no break in employment. We plan the transition — contracts, social security registration changes, and communication with employees so everyone is confident their terms carry over in full. Starting the conversation one to two months before your current contract ends makes it smoothest.
What is the minimum contract length, and can we later hire an outsourced employee permanently?
Contract length depends on the service format and is agreed in the service agreement. Converting an outsourced employee to your own permanent staff is possible under agreed terms — many organisations use this as a low-risk trial before committing. If you want permanent hiring from the start, see our permanent recruitment service.
Ready to talk through your brief?
Tell us what you need — we will come back with a clear structure and price, with no obligation.
Talk to the Workwise team — free