Employer of Record (EOR)

Are you looking to expand your business into Asia?

If you are looking for an efficient way to grow your employees fast and professionally in your field?

Interloop’s Employer of Record (EOR) is the most flexible, cost-effective method for both your business and employees to grow. When you are using Interloop’s International’s EOR & secondment services, we become the legal employer of your staff and second them back to you under a service agreement. Interloop’s EOR and secondment contract allows you to remove all the unnecessary costs and time associated with setting up and maintaining a legal entity, investing minimum capital, annual company administration, etc. – allowing you to expand into a new country in as little as 1 day.

The Best
Employer of Record Services, On Record.

An Employer of Record is an entity that takes on the responsibility of traditional employment liabilities & tasks so that the company stakeholders can focus more on diversifying and expanding a business, and less on running its daily operations. Basically, it improves the managerial capacities of the board of members.

The best-in-class EOR services by our team at Interloop eliminate the long, tedious, & expensive task of setting up a subsidiary within your international employees’ countries. How? By using our infrastructure & established payroll resources. In layman terms, outsource your back-office administrative tasks relating to all your global employees to us.

The reins of management will still be in your hands as you will be the functioning employer. So, while you and your team focus on doing the R&D and devise strategies for business growth, we take care of all the rest that’s wasting all that time you can otherwise spend on brainstorming!

Once you partner with us, all your international staff will report to us. Also, we will handle everything relating to back-office payroll, employee benefits, & regulatory technicalities associated with global staffing. We have a wholly-owned infrastructure model in place: Interloop owns the entire infrastructure in every country so that you can unlock the full international potential of your company.

Talk to us & we will also provide other auxiliary HR services if you don’t have the required resources, technical expertise, or bandwidth.

When is
Secondment or EOR used?

As a solution for overseas expansion.

As you know, hiring staff overseas can be a headache sometimes, you must follow each country’s compliance and be familiar with all the rules relating to labor and unemployment. A secondment contract is the perfect solution for companies looking to expand in Asia but doesn’t have the headcount or a legal entity set up locally to employ the people they want to hire in Asia.

Using Interloop’s Employer of Record or Secondment service, we can contractually employ the identified staff members and second those staff members to the client, enabling the client to benefit from the services of the local staff.

As a solution for headcount freezes and headcount caps.

Secondment contract is a perfect solution when a manager or employer has the resources to employ but a limited ability to maintain or add headcount.

In this situation, Interloop will take all the tasks of reviewing the proof of worker eligibility, employee administration work, etc. – off from you, giving you both the time and resources to focus on growing your business. Using Interloop’s PEO/ EOR or Secondment service enables the manager to move the existing or potential employees that they have identified under Interloop’s headcount, ensuring that the manager can use their budget to achieve business outcomes despite the headcount freeze. Interloop employs and payrolls the employees and seconds them onsite to provide services to the client.

What does Interloop’s EOR or Secondment Services include?

Discuss terms of employment
Prepare all necessary employment contracts directly with contract staff
Handle all enrolments and terminations
Administer monthly employee/employer social security contributions
Provide workers compensation insurance
Calculate employee salaries
Maintain employee salary records
Calculate annual leave
Maintain annual leave records
Calculate employee statutory sick leave
Maintain employee sick leave records
Maintain records of any unpaid leave

EOR
Onboarding
Flow-Chart

General Information on
Labour Regulations

Work Hours & Holidays

Maximum number of General Non-Hazardous Work:
- 8 hours per day, not exceeding 48 hours per week
At least 1 off day per week and 1 hour of rest every 5 hours of continuous work per day
Employees entitled to no fewer than 13 national holidays per year, minimum of 6 days of annual vacation after working consecutively for 1 full calendar year

Maternity Leave

90 days of maternity leave including holidays, but paid leave shall not exceed 45 days

Paid Sick Leave

Set at a maximum of 30 working days per annum
Employees who worked…
- 120 days but less than 1 year will be entitled to 30 days of severance pay
- 1 to 3 years will be entitled 90 days of severance pay
- 3 to 6 years will be entitled 180 days of severance pay
- 6 to 10 years will be entitled 240 days of severance pay
- 10 years will be entitled 300 days of severance pay

Overtime Pay

For work performed over 8 hours per day (48 hours per week), the Overtime Pay rate shall be as follows:
- Overtime Pay on Working Days: Not less than 1.5 times of hourly rate
- Holiday Pay for Monthly Salaried Workers: Not less than 1 time of hourly rate (8 hours max per day)
- Holiday Overtime Pay: Not less than 3 times of hourly rate

Social Security Contributions

Withheld from the monthly wages of each employee
The prescribed rate is 5% for the 1st 15,000 baht salary
- The maximum fee is 1,500 baht or 750 baht for employee and employer
The employer is required by law to match the contribution of the employee
- Contributions must be remitted to the Social Security Office by 15th day of following month
- For late payments a surcharge will be charged at 2% per month of the amount due