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253 Jobs in Bangkok

Employment contracts in Thailand typically run a full calendar year, with the Thirteenth Month Bonus paid before the New Year break.

Jobs by occupation in Bangkok

• Software Development jobs in Bangkok28
• Marketing Managers jobs in Bangkok24
• Marketing Specialists jobs in Bangkok9
• Sales Managers jobs in Bangkok8
• Business Intelligence jobs in Bangkok7
• Account Managers and Executives jobs in Bangkok7
• General Managers jobs in Bangkok7
• Technical Sales jobs in Bangkok6
• Maintenance and Repair jobs in Bangkok6
• Customer Service Managers jobs in Bangkok5
• IT Managers jobs in Bangkok5
• Hospitality and Travel jobs in Bangkok5
• Network and Systems Support jobs in Bangkok5
• Financial Managers jobs in Bangkok5
• Data Analysis and Mathematics jobs in Bangkok5
• Logistics and Operational Support jobs in Bangkok5

Jobs by city in Thailand

• Phuket53
• Rayong39
• Samut Prakan35
• Chon Buri32
• Chiang Mai9
• Si Racha8
• Saraburi8
• Phra Nakhon Si Ayutthaya6
• Bang Yai5
• Phetchaburi5

Questions

• What permits do foreign workers need to work in Thailand?

  Non-Thai nationals must hold a valid work permit issued by the Ministry of Labour and a Non-Immigrant B visa or similar category sponsored by their employer. Employers typically handle the permit application and renewal process, though the worker is responsible for maintaining legal status and ensuring documentation remains current.

• What types of employment contracts are standard in Thailand?

  Contracts are typically permanent, fixed-term (often renewable annually), or temporary. Most formal positions use written contracts specifying job duties, salary, benefits, and termination clauses. Thai labour law requires clear terms regarding probation periods and grounds for dismissal.

• What are typical working hours in Thailand?

  The standard working week is eight hours daily, five to six days per week, totalling 40–48 hours. Overtime beyond these hours requires additional compensation, usually at a premium rate. Many employers offer flexibility, but hours depend on the sector and position.

• Is the Thirteenth Month Bonus mandatory?

  Yes, the Thirteenth Month Bonus—paid before New Year—is a statutory benefit for most employees on permanent and fixed-term contracts. The amount is typically one month's regular salary, though employers may pay more.

• What deductions come from a Thai payslip?

  The Social Security Fund contribution is the primary statutory deduction, calculated as a percentage of gross salary. Income tax withholding, health insurance, and other voluntary deductions may also appear. Employees receive an itemised payslip showing all deductions.

• How often is salary paid in Thailand?

  Monthly payment via bank transfer is the standard. Payments are typically made on a fixed date each month, and employers must provide written payslips detailing gross pay, deductions, and net amount due.

• What documents do employers typically request?

  Thai national ID (or passport for foreigners), educational certificates, medical clearance, and references are standard requirements. Work permit and visa documentation is mandatory for non-Thai nationals. Some roles may require additional qualifications or background checks.

• How is the working year structured in Thailand?

  The calendar year shapes the working schedule, with the Thirteenth Month Bonus and New Year break marking the main annual rhythm. Many employers observe public holidays and allow annual leave accrual. The wet and dry seasons can affect outdoor sectors.

• What happens during probation in Thailand?

  Probationary periods typically last three to six months, during which either party can terminate with shorter notice. Probationers usually receive full statutory benefits but may face different notice periods or dismissal grounds than permanent staff.

• Can workers refuse overtime in Thailand?

  Overtime is generally voluntary unless specified in the contract, but employees who decline may face workplace pressure or scheduling consequences. Compensated overtime is mandatory for employers to offer when operationally required; refusal protects the worker from penalty.