Settlr Global
People & HR
Employer of Record, payroll, visas, and fractional CHRO, with or without your own Thai company.
We employ your people in Thailand. You direct the work. Scope roles, start dates, and entity vs EOR on the first call. Your first hire can start in about 2 days, without waiting on incorporation.
EOR – Local Hire from ฿8,999 · EOR – Expat Hire from ฿10,999 · Per employee, per month
Salary runs, PND.1, SSO, provident fund, and payslips on one shared calendar, with a named owner for exceptions before the first cycle closes.
Non-B, LTR, and Smart Visa routes move in parallel with onboarding. Then renewals and 90-day reporting stay on the same desk so nothing slips.
Org design, hiring plans, compensation, and performance. Senior people judgment on retainer as headcount grows, without a full-time seat.
How we partner
A named owner from day one. Questions go to someone who already knows your roster, not a ticket queue or escalation ladder.
EOR, payroll, and visa routes stand up without a heavy IT project, and without waiting on incorporation when you hire through us.
Works with or without a Thai entity. We plug into how you already run finance and HR. No rip and replace of the tools you trust.
Built as one desk
One mandate covering hire, pay, immigration, and judgment, with scope you can read before anyone starts.
EOR, payroll, visas, and fractional CHRO sit on the same desk, not a Frankenstein of vendors stitching handoffs across inboxes.
One calendar, one owner for exceptions, and the same Thailand context from first hire through the next renewal.
Engagements open with named owners and a written scope: what we run, what you keep, and how exceptions get raised.
You see the working model before headcount moves. No surprise add-ons mid-cycle, no opaque handoffs when something slips.
Before you hire
Two utilities. No account required.
Questions
Yes. Through Employer of Record, Settlr Global legally employs your people in Thailand while you direct the work day to day. Payroll, tax withholding, Social Security, and labor law compliance sit with the EOR, so you can start headcount without waiting on company registration.
EOR suits early headcount, market validation, and speed. Most companies reconsider once local contracting, licenses, or longer-term headcount make a Thai entity cheaper and cleaner to operate. You can run EOR while incorporation is underway, then transfer employment contracts once the entity is live. No hiring gap.
A compliant run covers salary calculation, personal income tax withholding, employee and employer Social Security, any provident fund contributions, payslips, and the PND.1 filing on the statutory calendar. Settlr Global owns the cycle and the exception list so pay dates do not slip when someone joins mid-month or leaves mid-cycle.
Usually yes for local employment. Most foreign hires need a Non-Immigrant B visa plus a separate work permit; LTR and Smart Visa routes can bundle work authorization differently. Remote work for a foreign employer follows different rules than working for a Thai entity. Use the Visa Matcher for a first cut, then we confirm the route against your employment model.
EOR and payroll keep people legally employed and paid. Fractional CHRO is the judgment layer: org design, hiring plans, compensation bands, performance, and people decisions as headcount grows. Senior HR leadership on retainer without a full-time seat. It sits on the same desk as employment and immigration so advice matches how Thailand actually runs.
Either works. Many clients start with EOR plus visas for the first hires, then add payroll under their own entity or bring in fractional CHRO as the team scales. Others want the full loop from day one. The consultation maps headcount, start dates, and entity status onto a single plan. You only open the desks you need.
Talk to a Settlr Global people specialist. We map headcount, EOR or entity, payroll, visas, and fractional CHRO onto one plan. Then you open only the desks you need.
