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As businesses worldwide continue to navigate economic uncertainty, the latest ManpowerGroup Employment Outlook Survey (Q2 2025) reveals valuable insights into hiring trends across industries and regions. With data collected from nearly 40,000 employers across 41 countries, this report highlights the resilience of the global labor market, with the Net Employment Outlook (NEO) holding steady at 25% for the third consecutive quarter.​For us, these global insights provide a roadmap for businesses in Thailand to align their workforce strategies with emerging trends, ensuring they remain competitive in a rapidly evolving market.​Key Global Findings and Relevance to Thailand1. Asia Pacific Leads Hiring ConfidenceThe Asia Pacific (APAC) region reports the strongest hiring intentions globally, with a Net Employment Outlook of 30%, a 3-point increase from the previous quarter.India (43%), Taiwan (39%), and China (35%) lead the region, driven by advancements in technology and the creation of new roles.Thailand’s businesses can leverage this momentum by focusing on tech-driven roles and upskilling their workforce to meet the demands of digital transformation.2. Technology and Finance Dominate Industry OutlooksGlobally, the Information Technology (35%) and Financials & Real Estate (32%) sectors report the strongest hiring intentions.For Thailand, the rise of FinTech and digital transformation initiatives presents an opportunity for businesses to attract top talent in these high-demand industries.Manpower Thailand’s expertise in sourcing skilled professionals ensures businesses can meet these demands effectively.3. Company Expansion Drives HiringGlobally, 38% of employers planning to hire cite company expansion as the top reason for staffing increases.In Thailand, businesses looking to expand can benefit from Manpower Thailand’s workforce solutions, which provide tailored recruitment strategies to support growth.​Thailand’s Workforce: Opportunities and ChallengesOpportunitiesTech Advancements: As businesses across APAC invest in technology, Thailand can capitalize by building a tech-savvy workforce.Regional Collaboration: With neighboring countries like Singapore (27%) and China (35%) reporting strong hiring intentions, Thai businesses can explore cross-border opportunities to strengthen their workforce.ChallengesEconomic Uncertainty: Globally, 35% of employers anticipating staffing decreases cite economic challenges as the primary reason. In Thailand, businesses must adopt agile workforce strategies to navigate these uncertainties.Skills Gap: The demand for specialized skills in IT, finance, and healthcare highlights the need for continuous upskilling and reskilling initiatives.​Download the Full ReportGain deeper insights into global hiring trends and their implications by downloading the Q2 2025 ManpowerGroup Employment Outlook Survey.​How ManpowerGroup Thailand Can HelpAt ManpowerGroup Thailand, we understand the complexities of today’s labor market. Backed by global insights and local expertise, we offer comprehensive recruitment and workforce solutions to help businesses thrive.​​Contact Us Today

​In an increasingly competitive global market, the ability to attract and retain skilled talent has never been more crucial. The 2025 Global Talent Shortage Survey by ManpowerGroup reveals alarming trends in workforce availability and highlights the growing challenges employers face across various industries. This comprehensive report provides valuable insights into the current state of the talent landscape, equipping businesses with the knowledge they need to navigate these challenges effectively.​Key FindingsWidespread Talent Shortage: Nearly 75% of employers worldwide report difficulty in finding the skilled talent they need, a significant rise from 36% in 2014.Regional Insights: Countries such as Germany (86%), Israel (85%), and Portugal (84%) are experiencing the highest levels of talent scarcity, while Puerto Rico (53%) and Colombia (59%) report the least difficulty.Industry Challenges: The Information Technology sector faces the most significant shortages (76%), followed closely by Healthcare & Life Sciences (77%) and Energy & Utilities (76%).Skills in Demand: Critical skills such as IT & Data, Engineering, and Sales & Marketing are among the hardest to find.Employer Strategies: To combat these shortages, employers are focusing on upskilling current employees, increasing wages, and offering more flexible work arrangements.HighlightsComprehensive Data: The survey includes responses from over 40,000 employers in 42 countries, providing a robust overview of global talent trends.Actionable Insights: Discover the strategies employers are implementing to overcome talent shortages and how your organization can adapt to these changes.Forward-Looking Statements: Gain insights into future labor demand and economic conditions that could impact your hiring strategies.Download the Full ReportAccess the complete 2025 Global Talent Shortage Survey report to explore these findings in detail and learn how your organization can thrive in this challenging talent landscape.​Please fill in your information to download the full report​​

​In the world of human resource management, even minor oversights can escalate into major issues that impact an organization’s reputation and financial health. Many employers and HR professionals believe that merely complying with labor laws is sufficient. However, there are often overlooked details that can lead to unexpected legal risks.Let’s explore 8 common mistakes employers make and how to avoid them:​1. Unclear Employment ContractsRisk: Ambiguous contracts or missing key details can lead to disputes over benefits, job roles, or contract duration.How to Avoid:Clearly outline job roles, salary, benefits, start and end dates (if applicable).Ensure the contract complies with local labor laws.​2. Incorrect Overtime CalculationsRisk: Underpaying overtime wages can result in lawsuits or hefty fines.How to Avoid:Familiarize yourself with overtime laws (e.g., 1.5x or 2x pay rates, depending on circumstances).Use accurate time-tracking systems or software to manage work hours.​3. Overlooking Leave EntitlementsRisk: Denying legally mandated leave, such as sick leave, maternity leave, or personal leave, can lead to legal disputes.How to Avoid:Develop a clear leave policy that aligns with labor regulations.Communicate these policies to employees through an employee handbook.​4. Incomplete Social Security ContributionsRisk: Failing to pay the required social security contributions can result in fines or legal action.How to Avoid:Implement a payroll system that automatically deducts and submits contributions.Regularly audit payment records to ensure compliance.​5. Improper Termination ProceduresRisk: Terminating employees without proper notice or cause can lead to costly severance payouts or legal claims.How to Avoid:Follow legal termination protocols, such as providing 30 days’ notice or severance pay.Document all termination processes, including notice letters.​6. Discrimination in Hiring PracticesRisk: Rejecting candidates or treating employees unfairly can be interpreted as discrimination, which violates the law.How to Avoid:Create a hiring process that emphasizes fairness and equality.Train managers and HR teams on anti-discrimination practices.​7. Non-Compliance with Data Privacy LawsRisk: Mishandling or using employee personal data without consent can breach data privacy regulations.How to Avoid:Develop a privacy policy specifically for employee data.Obtain signed consent before collecting or using personal information.​8. Neglecting Workplace SafetyRisk: Failing to ensure workplace safety can result in accidents, legal liability, and significant costs.How to Avoid:Regularly inspect the workplace to ensure compliance with safety standards.Provide employees with safety training and protocols.​These seemingly minor mistakes can lead to serious repercussions if overlooked. Adhering to labor laws not only mitigates legal risks but also fosters a positive work environment and enhances organizational credibility.If you’re seeking expert guidance to ensure compliance with labor laws, ManpowerGroup Thailand is here to assist. Let us help you confidently manage your workforce. ​Contact us today to get started!​Contact Manpower today for a free consultation and discover how our customized solutions can help your business thrive in the region and globally.​

​In today’s ever-evolving job market, understanding labor market trends is crucial for organizations looking to attract and retain top talent. As we delve into the insights from the latest ManpowerGroup Employment Outlook Survey, we’ll explore the key trends shaping the workforce landscape in 2025. Whether you’re seeking permanent or temporary staff, these insights will help you make informed hiring decisions.​1. Positive Hiring Intentions Across IndustriesThe recent Employment Outlook Survey reveals a Global Net Employment Outlook of 25% for Q1 2025, indicating a robust demand for hiring across various sectors. With 41% of employers planning to hire, organizations can expect a competitive landscape for talent acquisition. This is particularly promising for companies looking to fill both permanent and temporary roles.Key Insight: If your organization is in a growth phase or facing increased demand, now is the ideal time to ramp up your recruitment efforts.​2. Sector-Specific Growth OpportunitiesCertain industries are experiencing stronger hiring demands, particularly in Information Technology, Finance, and Real Estate. The survey highlights that these sectors are not only leading in hiring intentions but also showing resilience against economic fluctuations. If your organization operates within these industries, focusing your recruitment strategies here can yield positive results.Key Insight: Tailor your recruitment campaigns to target sectors with the highest growth potential to attract the right candidates.​3. The Importance of Upskilling and ReskillingAs the job market evolves, so do the skills required by employers. The survey indicates that organizations are increasingly prioritizing candidates who demonstrate a commitment to continuous learning. By investing in upskilling and reskilling initiatives, companies can enhance their workforce's capabilities and adapt to changing market demands.Key Insight: Encourage candidates to showcase their commitment to professional development, which can be a significant differentiator in the hiring process.​4. Diversity and Inclusion: A Priority for EmployersThe latest findings show that 30% of companies report having fully achieved gender equality, reflecting a growing emphasis on diversity and inclusion in the workplace. Organizations that prioritize diverse hiring practices not only enhance their company culture but also improve their overall performance.Key Insight: Highlight your commitment to diversity in your job postings and recruitment materials to attract a broader range of candidates.​5. Flexibility and Remote Work: Meeting Candidate ExpectationsThe demand for flexible work arrangements continues to rise, with many candidates seeking remote or hybrid opportunities. Companies that offer flexibility in their work models are more likely to attract top talent. This trend is not just a response to the pandemic; it represents a fundamental shift in employee expectations.Key Insight: Consider implementing flexible work policies to enhance your organization’s attractiveness to potential candidates.​Understanding labor market trends is essential for organizations looking to navigate the complexities of recruitment in 2025. With positive hiring intentions, sector-specific growth opportunities, and an emphasis on diversity and flexibility, now is the time to refine your recruitment strategies. Download the full report for more insights.​

As we enter 2025, it’s the perfect time to reflect on your career goals and set resolutions to guide you toward success. Whether actively seeking a new job, planning a career shift, or simply looking to enhance your professional skills, making intentional resolutions can lead to significant growth. Here are the top five career resolutions to consider this year.​1. Enhance Your SkillsIn today’s fast-paced job market, continuous learning is essential. Commit to enhancing your skills by enrolling in online courses, attending workshops, or obtaining certifications relevant to your field. Platforms like Coursera, LinkedIn Learning, and local training centers offer a variety of options.Why it matters: Upskilling not only boosts your employability but also demonstrates your commitment to personal and professional growth.​2. Network More EffectivelyNetworking is a powerful tool for career advancement. Make it a resolution to attend industry events, join professional organizations, and engage with peers on platforms like LinkedIn. Set a goal to connect with several new professionals each month.Why it matters: Building a strong professional network can open doors to job opportunities, mentorship, and valuable industry insights.​3. Revamp Your Resume and Online PresenceYour resume and online profiles are often the first impressions potential employers have of you. Dedicate time to revamping your resume, ensuring it highlights your achievements and aligns with the roles you’re targeting. Don’t forget to update your LinkedIn profile and make it more engaging.Why it matters: A polished resume and strong online presence can significantly increase your chances of being noticed by recruiters.​4. Set Clear Career GoalsTake a moment to define your career goals for the year. Whether it’s landing a specific job, achieving a promotion, or transitioning to a new industry, having clear objectives will help you stay focused. Break these goals down into actionable steps and set deadlines to keep yourself accountable.Why it matters: Clear goals provide direction and motivation, making it easier to track your progress throughout the year.​5. Prioritize Work-Life BalanceIn the pursuit of career success, it’s easy to neglect personal well-being. This year, resolve to prioritize work-life balance. Set boundaries for work hours, schedule regular breaks, and allocate time for activities that bring you joy and relaxation.Why it matters: A healthy work-life balance enhances productivity, reduces burnout, and contributes to overall job satisfaction.​As you embark on your career journey in 2025, consider these resolutions to set yourself up for success. Remember, the key to achieving your career goals lies in commitment and consistency. By enhancing your skills, networking effectively, revamping your resume, setting clear goals, and prioritizing work-life balance, you’ll be well on your way to a fulfilling and successful year ahead.​Ready to take the next step in your career? Apply now or explore new job opportunities with ManpowerGroup Thailand!​

​As we enter 2025, the job market is poised for significant changes that job seekers and career changers should be aware of. Understanding these trends can help you navigate your career path more effectively and make informed decisions. Drawing insights from the latest ManpowerGroup Employment Outlook Survey, here are the key employment trends to watch this year.​1. Increased Hiring Intentions GloballyThe ManpowerGroup Employment Outlook Survey indicates a Global Net Employment Outlook of 25% for Q1 2025. This figure reflects the percentage of employers anticipating an increase in hiring activity, suggesting a positive outlook for job seekers. With 41% of employers planning to hire, there are ample opportunities for those looking to enter or transition within the workforce.Key Takeaway: If you're seeking a new job, now is a great time to explore opportunities across various industries.​2. Focus on Upskilling and ReskillingIn a rapidly evolving job market, employers are increasingly prioritizing candidates who demonstrate a commitment to lifelong learning. The survey highlights that companies are looking for skills that align with technological advancements and industry demands. Job seekers should consider investing in online courses, certifications, and workshops to enhance their skill sets.Key Takeaway: Upskilling not only boosts your employability but also positions you as a competitive candidate in a crowded job market.​3. Emphasis on Diversity and InclusionThe survey reveals that 30% of companies report having fully achieved gender equality, a significant increase from previous years. As organizations strive for greater diversity and inclusion, candidates who can contribute to these initiatives will be highly valued. Emphasizing your experience in diverse teams or your commitment to inclusive practices can set you apart.Key Takeaway: Highlighting your understanding of diversity and inclusion can enhance your appeal to potential employers.​4. Sector-Specific GrowthCertain industries are experiencing stronger hiring demand. According to the survey, the Information Technology (IT) sector leads with high hiring intentions, followed by Finance and Real Estate. If you’re considering a career change, targeting these booming sectors may increase your chances of landing a desirable position.Key Takeaway: Research the industries with the strongest hiring outlooks and tailor your job search accordingly.​5. Remote Work and FlexibilityThe demand for remote work options continues to rise. Employers are increasingly offering flexible working arrangements to attract top talent. This trend is not just a temporary response to the pandemic; it reflects a fundamental shift in how work is structured. Candidates who are adaptable and can thrive in remote or hybrid environments will be in high demand.Key Takeaway: Embrace flexibility in your job search and be prepared to discuss how you can contribute to a remote work culture.​As we look ahead to 2025, staying informed about employment trends is crucial for job seekers and those considering a career change. With a positive hiring outlook, a focus on upskilling, and an emphasis on diversity and flexibility, there are numerous opportunities on the horizon. The Q1 2025 ManpowerGroup Employment Outlook Survey highlights a measured yet optimistic approach among employers in the APAC region, as they prepare for the challenges and opportunities ahead. To explore the complete results of the survey, including global and country-specific data, CLICK HERE.​For Global findings, please fill in the information to download the full report​​

Executive SummaryJapan’s new Freelancer Protection Act (FPA) took effect in November 2024. Formally entitled the “Act on Ensuring Proper Transactions Involving Specified Entrusted Business Operators,” the law should bring welcome clarity to the legal status of freelancers and provide them with some much-needed protections, including some of a type that apply mostly in employment relationships, The new law will also increase the compliance burden and risks for companies using freelancers.Note that ManpowerGroup is not a law firm. This Alert is provided to facilitate understanding the services offered by our Japanese operations. Please consult with an attorney if you have any questions about employment law in Japan.​What is a freelancer?The FPA defines a “freelancer” as an individual or corporation with only a single director and no employees that engages in outsourced activities. This definition is clearly intended to exclude SMEs with multiple employees or corporate officers from the scope of the law. However, guidance from the FPA’s principal regulator, Japan’s Fair Trade Commission (FTC) notes that freelancers who rely on the help of cohabitating family members (who are not corporate officers of the company) or the occasional part-time employee will not lose their status. Of course, merely describing an arrangement as “freelancing” will not make it so even if the “freelancer” meets the definitional criteria; if it is functionally an employment relationship, the law will treat it as such.The scope of “outsourced activity” covered by the FPA is broad, including manufacturing, content creation (programming, video, text, pictures, etc.) and the provision of services. This would mean both platform-based food delivery workers and lawyers handling trials for corporate clients as solo practitioners would be freelancers.​Duties of users of freelancersMost of the FPA is directed at users of freelancers, which are essentially any businesses that use them but are not freelancers themselves. The underlying assumption is that freelancers have less bargaining power compared to the companies that use them.A similar assumption underlies the Subcontractor Protection Act.[1] This is an existing law that protects subcontractors from abusive commercial practices by general contractors, in particular delays in getting paid. Some freelancers may also be subcontractors for purposes of that law. However, the FPA extends additional protections to freelancers, as well as imposing duties on a broader range of businesses who use them. [2]For example, the FPA mirrors the Subcontractor Protection Act by prohibiting the imposition of payment terms longer than sixty days on freelancers. [3] There is an exception for contractors who are further outsourcing all or a part of a job to a freelancer, in which case payment is required no later than 30 days from the contractor being paid.The FPA requires that when engaging a freelancer, a business must identify in writing (which may include e-mail or text messages) basic information about the engagement, including:Identification of the client and freelancerDate of engagementNature of engagement (deliverables or services required)The date and place of delivery of deliverables or servicesThe amount of compensation to be paid and payment date​In addition to protecting freelancers from excessively long payment terms, the FPA also prohibits users of freelancers from engaging in various other abusive practices such as:Refusing to accept deliverables or services for reasons that are not the freelancer’s faultReducing the compensation paid to freelancers for reasons that are not the freelancer’s faultSetting prices unreasonably low compared to prices for similar services or deliverablesForcing freelancers to use services or purchase items unless there is a valid reason for doing so, such as to ensure uniformity of output or improve quality of deliverablesRequiring freelancers to provide money, services, or other benefitsRequiring the freelancer to make changes or redo deliverables when the need to do so is not the freelancer’s fault.All of these protections reflect the assumption that users of freelancers will generally be larger business concerns with greater bargaining power that can be used abusively.Employee-style protectionsThe FPA differs from the Subcontractor Protection Act in that it also extends certain protections to freelance workers that are typically associated with the employer-employee relationship. First, the FPA imposes requirements on the content of advertisements soliciting freelancers that are similar to those that apply to job listings.Second, users of freelancers will have certain obligations with respect to those who are pregnant or have child-rearing or other caregiving responsibilities. If the freelancing arrangement is of an ongoing nature, the business usermustmake reasonable accommodations for the freelancer’s situation if requested to do so by the freelancer. If the engagement is not of a continuing nature, the business user must at least make efforts to consider what accommodations might be possible.Third, users of freelancers must have measures in place to prevent harassment and other similar behavior directed at the freelancer which negatively impact the freelancing arrangement or their working environment, and to enable freelancers to raise their concerns about such behavior if it occurs. Canceling a freelancing contract or taking similar retaliatory actions against a freelancer raising such concerns is prohibited.Finally, freelancers in an ongoing arrangement must be given at least thirty days’ prior notice of the termination or non-renewal of their contract, subject to certain exceptions when doing so is not possible. During the notice period the freelancer may request an explanation of the reason for termination or non-renewal and the business user is obligated to disclose their reason.​EnforcementThe dual character of the protections in the FPA makes enforcement complicated. The provisions on payment and other terms can be enforced by raising a complaint to the FTC. Potential violations of the “employment” style provisions, however, should be reported to the Ministry of Health Welfare and Labor (MHLW). Both ministries are empowered to conduct investigations, demand information and issue recommendations and orders for improvement. The Small and Enterprise Agency can also become involved in certain problem situations.There are minor criminal and civil fines for failing to comply with an order or providing false information in response to a demand. The most likely-used sanction will probably be the “name-and-shame” power that seems increasingly common in Japanese regulations.​Compliance issues and solutionsThe FPA will require companies that rely on freelancers to establish at least a minimalist compliance system to use them without unintentional violation. Regulatory guidance issued with the law suggests that such violations may easily occur. For example, deducting a bank transfer fee from a payment to a freelancer will constitute an abusive “reduction in compensation” unless the freelancer has been notified at the time of the engagement.Similarly, businesses that use freelancers to create content should be clear to specify in their terms of engagement that transfer of intellectual property rights are included in the deliverables and reflected in the compensation. Unilaterally declaring the intellectual property rights to belong to the freelancer user risks being deemed an abusive practice.Just casually inquiring to multiple freelancers about their interest in possible engagements risks violating the FPA requirements on solicitations. Soliciting freelancers through technology platforms is also subject to these requirements.Finally, one interesting area where both the FPA and related regulatory guidance are silent is their applicability to freelancers working from abroad for companies in Japan. The ability to work from anywhere is one of the growing attractions of freelancing, but it remains to be seen whether freelancers abroad are protected by the FPA. From a compliance standpoint, the safe assumption should be that they are.ManpowerGroup works with a broad range of freelancers and takes pride in providing compliant workforce solutions to clients in Japan and globally. If you have any questions about this Alert, please contact: [email protected].​[1] The official title is the Act against Delay in Payment of Subcontract Proceeds, etc. to Subcontractors.[2] The Subcontractor Protection Act generally only applies to large general contractors whose capitalization exceeds certain thresholds depending on their line of business.[3] An exception is that in the case of contractors who are further subcontracting outsourced work to freelancers, the payment deadline is no later than thirty days from when the primary contractor is paid.​HR compliance is often a complex subject, and ensuring that your organization meets regulations, especially across various countries, can be challenging. At ManpowerGroup, we offer a variety of HR compliance services. Whether you need assistance locally in Thailand or regionally, we are here to help. See here for more details: https://www.manpowerthailand.com/employers/our-services-manpower/compliance-services ​

​As we navigate the evolving landscape of work, understanding employee sentiments has never been more crucial. The Global Talent Barometer 2024 provides invaluable insights into what today’s workforce values, their levels of job satisfaction, and their confidence in career advancement.Key Highlights:Meaningful Work: 80% of workers believe their jobs offer meaning and purpose, emphasizing the importance of fulfilling roles in today’s job market.Job Satisfaction: Despite high satisfaction levels, 35% of employees are considering changing jobs in the next six months, highlighting a critical need for employers to enhance retention strategies.Daily Stress: Nearly half of the workforce (49%) reports experiencing daily stress, with those managing lower stress levels twice as likely to remain in their positions.Confidence in Skills: While 74% feel confident in their skills and opportunities for growth, there’s a notable gap in training and mentorship, with only 39% having access to a mentor in the past six months.The report delves into various factors influencing well-being, job satisfaction, and confidence across different demographics and industries. From the perspectives of remote workers to the unique challenges faced by specific age groups and genders, these insights are essential for shaping effective workplace strategies.​By understanding the evolving needs of employees, organizations can foster a more engaged and satisfied workforce, paving the way for sustainable growth and success.Download the Full Report to explore the comprehensive findings and gain deeper insights into workforce trends, fill in your information below.Please fill in your information to download the full report.​

In today's competitive job market, advancing your career requires more than just hard work; it demands strategic planning and continuous self-improvement. As professionals in Thailand navigate their career paths, here are some practical tips to enhance your career prospects:​1. Upskill and ReskillAs technology changes fast today skills can quickly become outdated. The ManpowerGroup Talent Shortage Survey shows that 75% of employers have trouble finding candidates for jobs. due to a lack of qualified candidates. Invest in sharpening your skills or learning new ones with online courses and workshops. Get certifications linked to your field to stand out.​2. Network EffectivelyBuild a strong professional network by attending industry events and joining professional groups. Use platforms like LinkedIn to connect with peers and mentors. Many jobs are filled through referrals—emphasizing how crucial networking is.​3. Seek Feedback and Mentorship Feedback is essential for growth. Regularly ask supervisors and coworkers for feedback. Finding a mentor helps too since having one often boosts career growth.​4. Set Clear Career Goals Define what you want in your career and set goals you can reach. Whether aiming for a promotion or exploring a new industry or launching your own business having a plan keeps you focused. Use the SMART method (Specific Measurable Achievable Relevant Time-bound) to map out your objectives.​5. Embrace Lifelong Learning The job market is constantly changing, and continuous learning is key to staying relevant. Pursue lifelong learning by going to conferences or joining courses. Read materials related to your industry. Companies appreciate employees who show a dedication to learning.​6. Improve Soft SkillsTechnical skills matter a lot. However communication and teamwork are just as important. Employers look for people who can work well with others and handle change easily. Join team projects or volunteer to build these skills.​7. Stay Informed About Industry TrendsKeeping up with industry trends can give you a competitive edge. Read industry publications. Follow thought leaders on social media and join webinars. Staying informed helps professionals advance in their careers.​8. Boost Your Online Presence In today’s digital world a strong online presence can greatly benefit your career. Update your LinkedIn profile. Share relevant content and join industry discussions. This visibility attracts potential employers and highlights your skills. Advancing your career in Thailand requires a proactive approach and a commitment to continuous improvement. Following these tips helps boost your career chances and reach your job goals.​How ManpowerGroup Thailand Can HelpManpowerGroup Thailand helps you grow your career. We offer personal career coaching and provide many job opportunities along with resources to boost your skills. Whether you’re looking to upskill, explore new career paths, or connect with industry leaders, our team is here to guide you every step of the way.​Join us in facing challenges and enjoying your successes!​Advance your career with us​

​In today’s rapidly evolving business landscape, workforce planning has become more crucial than ever. As organizations face a myriad of challenges—from technological disruptions to geopolitical uncertainties—having access to reliable data and insights is essential for making informed decisions. This is where the Total Workforce Index™ (TWI) comes into play.Understanding the Total Workforce Index™​The Total Workforce Index™ is a comprehensive tool designed to help organizations navigate the complexities of the global labor market. For over a decade, the TWI has provided valuable insights by scoring markets on more than 200 unique factors, categorized into four key areas:Availability: Measures the access to skilled workers and labor force participation.Cost Efficiency: Evaluate wage, benefits, and operational metrics to identify cost-effective markets.Productivity: Assesses potential workforce productivity based on various economic indicators.Regulation: Analyzes the regulatory environment affecting workforce engagement.By leveraging the TWI, organizations can make data-driven decisions that align with their strategic goals.​Key Findings from the 2024 Report1. The Impact of Technological DisruptionWith automation and AI reshaping industries, companies must invest in technology infrastructure to remain competitive. The TWI highlights markets that are ready to embrace these changes, enabling organizations to identify regions with high innovation readiness and a sustainable supply of tech talent.2. Addressing the Talent ShortageThe ongoing talent shortage continues to challenge employers. The TWI provides insights into workforce availability, helping organizations develop targeted recruitment and retention strategies. By understanding the dynamics of talent pools, businesses can ensure a steady pipeline of skilled workers.3. Navigating Economic and Geopolitical RisksInflation, political instability, and currency volatility are significant factors influencing workforce investments. The TWI equips organizations with the insights needed to mitigate these risks, allowing for better budget management and strategic location planning.4. Evolving Workforce MetricsThe addition of new metrics related to AI readiness and sustainability reflects the changing demands of the labor market. Companies can use real-time TWI data to align their talent strategies with emerging trends, focusing on skills development in areas like AI and green technologies.​Why Choose ManpowerGroup Talent Solutions?At ManpowerGroup, we understand that effective workforce planning requires a proactive approach. Our Talent Solutions leverage the insights from the Total Workforce Index™ to help organizations across industries make informed decisions. Here’s how we can support your business:Customized TWI Analysis: Receive tailored insights based on your specific market needs, helping you navigate workforce challenges effectively.Expert Consultation: Connect with our Talent Solutions consultants to discuss your unique challenges and develop strategies that align with your organizational goals.Access to Comprehensive Data: Explore detailed market profiles and reports that provide a deeper understanding of workforce dynamics.​As the labor market continues to evolve, organizations must adapt their workforce strategies to stay competitive. The Total Workforce Index™ offers invaluable insights that empower businesses to make informed decisions in an increasingly complex environment.To learn more about how the TWI can enhance your workforce planning, please fill in the information below to download the full report and discover the tools available to help your organization thrive.​Fill in the information below to download the full report and discover the tools available to help your organization thrive.​​​ 

In ManpowerGroup’s 2024 Age of Adaptability report, we emphasize the increasing demand for personalized employee experiences, especially in compensation and benefits. As the business landscape evolves, the traditional model of fixed salaries is being replaced by a need for greater customization.​A recent HR.com report reveals that 70% of leaders believe updating total rewards strategies is essential to align with changing attitudes toward compensation. At Manpower, we can help you navigate these changes effectively.​As we move further into the 21st century, adopting best practices in compensation, such as agile models, pay transparency, and wellness offerings, is crucial. Our services enable your employees to tailor their rewards based on personal preferences, enhancing satisfaction and engagement.​Embrace Flexible Compensation ModelsThe post-pandemic world demands flexible compensation strategies that reflect real-time business needs. By partnering with Manpower, you can shift away from rigid pay grades and allow employees to choose benefits that best suit their lifestyles.​Promote Pay Transparency and EquityPay transparency is vital for fostering equity within your organization. While many hesitate to adopt it, the movement towards open salary disclosures is gaining traction. Manpower can assist you in leveraging pay equity software to analyze compensation data and ensure fairness across all levels.​Support Your Employees HolisticallyThe pandemic has transformed employer-employee relationships, leading to a stronger focus on mental health and work-life balance. With Manpower’s innovative solutions, you can offer benefits like Lifestyle Accounts that cater to your employees' diverse needs.​Additionally, we prioritize upskilling and reskilling, personalizing development opportunities to boost engagement and satisfaction.​Leverage AI for Smart Decision-MakingAccording to HR.com, 60% of leaders plan to use AI to enhance compensation strategies and identify disparities. At Manpower, we ensure that AI tools are unbiased and data-driven, helping you maintain fairness and competitiveness in your compensation practices.​As we look to the future, nearly 75% of leaders agree that compensation and total rewards will be a priority. Let ManpowerGroup guide you through these changes to stay competitive and motivate your workforce effectively.​Take the Next Step in Compensation Innovation—Contact Us!​

​The Rise of Green Jobs and Sustainable CareersThe job market is evolving, with a growing demand for "green jobs" focused on environmental sustainability.  As companies strive to reduce their environmental impact, they seek professionals with expertise in renewable energy, conservation, and other green sectors.​ManpowerGroup Thailand: Leading the Way in Green Job PlacementManpowerGroup Thailand recognizes this trend and is committed to connecting talented individuals with green job opportunities. They understand the positive impact these careers can have on both the environment and the future of work.​Exploring the Diverse Landscape of Green JobsGreen jobs encompass a wide range of industries and roles, offering opportunities for individuals of various backgrounds and skillsets. ​Some key areas include:Renewable Energy: Solar panel installation, wind turbine maintenance, energy storage systemsEnvironmental Conservation: Wildlife biologists, environmental scientists, park rangersSustainable Agriculture: Organic farming, sustainable forestry, water resource managementGreen Construction: Energy-efficient building design, sustainable materials sourcing, green building certification​​A Growing Demand with a Bright FutureThe International Labor Organization predicts the creation of 24 million new green jobs globally by 2030. This presents a unique opportunity for job seekers to align their careers with their environmental values while enjoying long-term job security.​Innovation and Technological Advancements in Green IndustriesGreen industries are at the forefront of innovation, developing eco-friendly products and services. This creates a demand for professionals who can implement sustainable business practices and drive positive change.​Equipping Job Seekers with Green SkillsManpowerGroup provides comprehensive workforce solutions and career development programs to equip individuals with the skills needed to succeed in the green economy.​Benefits for Employers Embracing SustainabilityCompanies adopting sustainable practices can benefit from:Improved Efficiency and Cost SavingsEnhanced Brand Reputation and Customer LoyaltyAttracting and Retaining Top Talent​The Impact of Renewable EnergyThe renewable energy sector is a major driver of the green economy.  With advancements in technology, careers in solar, wind, and hydroelectric power are experiencing significant growth.​Expanding Green Practices Across IndustriesThe green movement extends beyond energy to areas like sustainable transportation, waste management, and eco-friendly consumer products.  This creates a demand for professionals who can develop and market sustainable solutions for the environmentally conscious consumer.​Shaping the Future of WorkGreen jobs offer a path towards a more sustainable future, benefiting both individuals and the planet. With the support of organizations like ManpowerGroup Thailand, we can build a workforce that prioritizes environmental responsibility and drives positive change on a global scale.​​The future of business – and our planet – depends on getting this transition right. Download the full “Building Competitive Advantage with A People-First Green Business Transformation” white paper now and take the first step by understanding the people priorities at the heart of green business transformation​Learn more about our ESG Strategy: CLICK HERE

​The automotive industry needs leaders who can adapt to the fast-changing environment, embrace diversity and innovation and manage complex stakeholder relationships. This ManpowerGroup Global Insights report analyzes the top five trends impacting the automotive industry and its workforce today.​What are the key trends driving business transformation in the automotive industry? How are employers and employees managing the accelerating pace of change? How will the transformation of the automotive industry impact the future of work?​Download the full “Automotive World of Work 2024 Outlook” report to delve deeper into the workforce impacts within the evolving automotive industry.

​Performance appraisal is a crucial process in any organization, serving as a systematic evaluation of an employee's job performance and contribution to the company's goals. It provides valuable insights into areas of strength and areas needing improvement, facilitating constructive feedback and goal setting for professional development. By fostering accountability and recognizing achievements, performance appraisal plays a vital role in enhancing employee engagement and organizational success.​​Question: I have a performance appraisal session coming up with my manager. What should I do to prepare for it in order to get a good review? Also, how should I do a self-appraisal that puts me in a good light?​​​Feeling anxious about appraisals is normal. While nerve-wracking, performance appraisals are an essential part of the productivity management process to help organizations and individuals excel. ​​The main goals of appraisals are to help organizations: Assess, communicate, and improve employees’ performance and identify areas to improve to ensure their development is in line with organizational objectives. Create a transparent and constructive feedback loop by facilitating open dialogue between employees and leaders. ​​At the end of the day, appraisals are meant to help both organizations and employees excel. To make the most out of your review with your manager, it is important to approach the session with a positive and open mindset. View it “as an opportunity for both personal and professional growth rather than mere criticism,” advises Ms.Thikhamporn Khamkaen, Associate Director of Professional Perm,ManpowerGroup ThailandLikewise, managers conducting the performance appraisal should also keep in mind that reviews are not meant to be a one-sided affair, but a mutually consultative feedback session where both employers and employees can bring up issues important to them. ​The (Not So) Secret Ingredient to Acing Your AppraisalPreparation is essential for a productive appraisal session. Prior to your review, allocate sufficient time, at least one to two weeks, to reflect on your accomplishments for the year, the challenges faced and areas for improvement. However, as most appraisals are done annually, it is always good to regularly record your work progress and achievements to avoid missing anything, says Mr Loan Cao, Operations Manager, Staffing Outsourcing & HR Consulting Services, ManpowerGroup Vietnam, who recommends doing this weekly or monthly. ​​​Tips for Preparing for The Performance Review 1. Conduct a Self-Assessment: Reflect on your performance for the year and evaluate what you have done well, areas that you found challenging and needed more support as well as your goals for the coming year. Prepare information that supports your points, including quantifiable metrics and examples so that you will come across as being more objective. Some questions you can ask to help you get started:What are my key accomplishments and contributions since the last assessment period?What specific skills or competencies have I developed or improved upon?What challenges or obstacles have I encountered, and how did I address them?How have I contributed to team projects or collaborations?What are my career aspirations, and how can I align my current efforts with my long-term goals?What are some of the supports I would like to receive from my manager that I think will help me grow? Need help planning a career map? Click here for tips.​2. Don’t Point Fingers: While you are encouraged to provide feedback and share about your challenges, it is important to not turn it into a complain session or point fingers at others for your performance shortfalls. “Avoid going in with the view that ‘I am right, and he is wrong’, otherwise such appraisals would be counterproductive and not helpful to anyone,” advises Mr. Rohit Chattree, Operations Director for Manpower Singapore. Doing so may convey that you lack professionalism and accountability, even if some of your claims may be valid. It may also indicate that you are not receptive to feedback, which can be a red flag for managers. ​3. Focus on the Next: Employees should adopt a forward-looking mentality during employee evaluations. “Focus on what is next and what contributions you can make for the projects that are ahead of you” instead of lingering on past achievements, advises Mr. Chattree. If you feel that you did not perform well for the year, take accountability for it, and proactively come up with a plan to address performance issues and how you plan to achieve your goals. The key is to show that you’re receptive to your manager’s feedback and seek to improve. It also helps if you highlight the support you need during the session so that your manager is aware and has a clearer idea of how to help you excel and grow. ​​As you prepare for your performance review, keep in mind that it's not just a review of past achievements, but an opportunity for growth and development. Here's to your success in your next performance appraisal! ​

​In today's dynamic workplace environment, significant shifts are fundamentally altering our understanding of work. The interplay of technological advancements, global interconnectedness, and rapidly evolving social and economic dynamics has unleashed a wave of transformative influences, creating a focal point where innovation and adaptability intersect.​A paradigm shift in the relationship between employers and employees is emerging as traditional job roles undergo recalibration and reinvention in response to unprecedented changes and opportunities. The pillars of creativity, collaboration, and adaptability stand as central tenets for navigating a prosperous future in the workplace, particularly as sustainability, digitalization, and automation reshape the landscape of labor.​Outlined in our latest workforce trend report for 2024 are 4 pivotal forces shaping the trajectory of work, along with a detailed exploration of the 14 underlying trends accelerating this transformation. Additionally, we offer key insights and actionable takeaways to empower your business to remain at the forefront of these developments.​2024 Workforce Trends Report: The Age of AdaptabilityWorkforce Evolution Post-Pandemic: The COVID-19 pandemic reshaped work dynamics, fueling ongoing discussions on worker preferences versus employer needs, leading to the emergence of new work paradigms emphasizing flexibility, autonomy, and skills development as enduring priorities.The emergence of "The New Employer-Employee Compact": Businesses and their workforce navigate a new landscape, fostering a redefined relationship encapsulated in "The New Employer-Employee Compact," emphasizing the quest for equilibrium in hybrid work models and mutual commitment to societal issues.Acceleration of Transformative Forces: The report highlights the rapid acceleration of automation, a heightened focus on an equitable green transition, and the transformative impact of generative AI, reshaping industries and economies, thereby elevating the demand for specialized skills and adaptability.Critical Role of Workforce Potential: The ability to unlock workforce potential becomes pivotal in driving growth and productivity amidst these transformations, prompting employers to embrace candidates with diverse career paths, underscoring the increasing openness towards non-traditional backgrounds.The Power of People in Shaping the Future: Amidst evolving employer-employee relationships, the report emphasizes the fundamental role of individuals in shaping the future of work, emphasizing the desire for work-life balance, commitment to career growth, well-being, and shared values.Insights into Transformative Forces: Over a decade, the report has tracked Shifting Demographics, Tech Advancement, Competitive Drivers, and Individual Choice. For 2024, it unveils 14 underlying trends illuminating both employee and employer perspectives, offering valuable insights into the evolving world of work.​​Download the full report now [CLICK HERE]

Chances are, if I were to ask you to close your eyes and picture a green job, images of majestic wind turbines, solar farms, or electric vehicles (EV) may come to mind. Undoubtedly, glossy marketing around business sustainability often invokes those stereotypical images.​However, our latest ManpowerGroup Global Insights white paper, “Building Competitive Advantage with A People-First Green Business Transformation,” finds that the coming wave of over 30 million projected new green jobs globally in the next decade will encompass far more than renewables and EVs.​While those industries are certainly part of the picture, many existing roles will evolve to become sustainable and entirely new careers that either currently don’t exist or are in their infancy will also emerge. For example, consider a carpenter constructing with eco-friendly materials, or an “edible design engineer” creating biodegradable packaging that leaves no waste when consumed.​As sustainability transforms businesses large and small, people and talent will remain at the heart of this shift more than any single technology. With reskilling and redevelopment, workers in diverse occupations will form the backbone of green progress and innovation for years to come. The human element powers the technology, not the other way around.​So rather than getting distracted by visions of turbines or solar panels, the most crucial component underpinning the acceleration to net-zero is us. Because, at the core of any successful business transformation lies the indispensable involvement of people. Individuals driving change, steering strategy, and propelling the future through their skills and labor each day.  The People Powering the Green FutureThe green transition is no longer a vision of the future; it's unfolding right before our eyes. Already, 70% of employers say they are currently or actively planning to recruit green talent. Yet, despite the demand, only 1 in 8 workers (15%) currently have more than one green skill. This exponential shortage leaves companies urgently competing for the few skilled candidates that exist. At the same time, employers cited finding qualified candidates (44%), creating effective reskilling programs (39%), and identifying transferable skills (36%) as the top barriers to execute green transitions.​Excitement about the green future is coupled with genuine concerns; worries about roles becoming obsolete, fears of being left behind without acquiring new technical skills quickly. Even amongst the more optimistic group, unease lingers. Our research found 70 of white-collar workers say they are ready to embrace the green transition, compared to 57% of their blue-collar peers. While more than half sounds optimistic, this enthusiasm gap shows nearly half have concerns, which could severely slow sustainability initiatives.​It's important to not ignore the voices and concerns of frontline and blue-collar workers who feel deeply apprehensive about how these seismic job changes may undermine their job security and livelihoods. Without proper communication, change management and inclusion from the outset, lack of understanding risks disengagement or lack of buy-in from the very people needed to make this transition succeed. But done right, with people put first, the green revolution represents a phenomenal opportunity for upskilling, talent retention, and attraction for people in every industry and sector. This potential for growth spans both white and blue-collar roles across various functions. Bringing People Along for the JourneyLeading companies recognize that recruiting alone won't solve the challenges in a tight talent market. Instead, they are investing heavily in customized pre-, re-, and upskilling programs. These initiatives not only show employees how their roles will evolve but also illuminate the new green responsibilities they'll take on, presenting exciting career development opportunities on the horizon while building competencies internally. From automotive technicians needing updated diagnostics capabilities for electric vehicle issues to electrical engineers requiring rapid reskilling on leading battery storage system design and safety practices. For factory workers and operators, cross-training on end-to-end cell manufacturing best practices is essential as global production scales exponentially to meet demand. Getting this transformation wrong, by neglecting to invest in the existing workforce, risks high turnover and an inability to adopt new green technology rapidly enough to meet customer and regulatory pressures. Conversely, companies embracing transparency and upskilling inclusively position themselves for optimal retention, productivity, innovation, and market share. The Vital Role of Perception & MessagingAuthentic messaging is pivotal during times of uncertainty and change. Clear communication of evolving sustainability commitments and visible environmental actions positively influences 60% of candidates in their job considerations. This approach particularly resonates with purpose-driven talent, as 66% of Gen Z and 64% of Millennials believe sustainability efforts will enhance their work. However, perception gaps exist between how committed employees think their company’s leadership is to be going green versus the bold net-zero targets set. This discrepancy underscores the absolute imperative of authenticity in showcasing sustainability progress. Powering the Future TogetherGovernment, investors, consumers, academia, and businesses all play complementary roles in enabling an equitable and responsible transition for workers. Essential to this is smart labor policy funding for transferable skills training for displaced roles. Companies leading the green charge must make comprehensive reskilling accessible across all demographic groups. Most critically, every employer needs to bring their people along by communicating with empathy, upskilling inclusively, and putting talent first every step of the way. Because at its heart, powering the future green economy reliably relies on empowering the people who make it possible. The future of business – and our planet – depends on getting this transition right. Download the full “Building Competitive Advantage with A People-First Green Business Transformation” white paper now and take the first step by understanding the people priorities at the heart of green business transformation.

​ManpowerGroup’s Environmental, Social, and Governance (ESG) report, "Working to Change the World" ManpowerGroup unveils significant progress toward environmental and social goals. The report highlights achievements across key pillars: Planet, People & Prosperity, and Principles of Governance.​Key highlights include:​PlanetReduced direct emissions by 32%, compared to 2019 baseline (Scope 1 and 2), bringing us closer to our 2045 net-zero ambitionProcured renewable electricity in key markets including Australia, France, Japan, Spain, and the UK. We aim to acquire 100% renewable energy in our key markets by 2030Began converting fleet vehicles to electric in six countries, Belgium, France, Germany, Italy, the Netherlands, and the UK, adding more than 300 EVs in the past year​People & ProsperityPartnered with EIT InnoEnergy to commit to train and upskill up to 800,000 workers for green jobs in the battery value chain across Europe by the end of 2025.Announced ambition to train, upskill, and/or place as many as 10 million people for green jobs by 2030.Expanded Manpower MyPath® and Experis Academy programs, building employability for growth jobs across industries. To date, over 230,000+ lives have been transformed through MyPathPledged to train and place over 45,000 refugees in jobs in Europe over the next three years.Aspire to achieve 50% women in global leadership roles by 2025, furthering our commitment to gender equity.Launched programs to advance disability inclusion and LGBTQ+ employment in Italy, Singapore, Spain, and the UK, continuing our commitment to champion Diversity, Equity, Inclusion, and Belonging (DEIB) in the workplace.​Principles of GovernanceRecognized as one of the World’s Most Ethical Companies by Ethisphere for the 14th timeHonored by the Human Rights Campaign as one of the best places to work for LGBTQ+ equalityEarned new EcoVadis ratings in eight countries and globally in 2022, bringing our total of Platinum, Gold, Silver, and Bronze ratings to 24+ countries and at the global levelDeveloped comprehensive guidelines for ethical and responsible use of artificial intelligence (AI)​These milestones showcase ManpowerGroup's commitment to advancing sustainable business practices that value both social progress and environmental stewardship.​Click here to download the full report.​

​Excelling in the Spotlight: The Art of Public Speaking MasteryIn our rapidly evolving, interconnected world, leaders aren't just the captains of their organizations; they are also the face and voice that represents their brand to the public. Great leaders of today channel their personal qualities and express them through sharply honed public speaking skills, shaping the public perception of their organization with every appearance. So, what does it take for these leaders to shine on stage and in front of cameras, and what strategies can we use to captivate our own audience?​The Key Attributes of Accomplished Public Speakers:​Confidence: Confidence forms the foundation of successful public speaking. Leaders must exude self-assurance in their words, body language, and demeanor. This not only reflects the leader's self-belief but also fosters trust and credibility among the audience.​​​Authenticity: With so much exposure to media, the public today is better than ever at detecting a put-on. It is much better in the long run to be able to say what you truly believe with grace, and the audience will be able to recognize it even among a sea of imitation.​Clarity: The ability to convey complex information clearly and succinctly is paramount. Whether it’s stakeholders, employees, or the general public, a good public speaker is able to adjust and adapt their message for any scenario.​Composure: Public speaking can be intense, and leaders should remain composed even in challenging moments. When put on the spot with an unexpected question or handling a sensitive topic, good speakers must remain calm, respond thoughtfully, and maintain control of the conversation.​Effective Strategies for Exceptional Public Speaking:​Message Preparation: Leaders should craft their key messages in advance, ensuring alignment with the organization's goals and values. These messages should be adaptable to various contexts while maintaining consistency.​Audience Awareness: Understanding the audience's perspectives, interests, and concerns helps leaders tailor their messages to resonate with the intended recipients, whether it's investors, customers, or the general public.​Public Speaking Training: Public speaking training programs, such as our upcoming Public Persona Workshop, equips leaders with essential skills and techniques. These programs offer hands-on experience, refining everything from storytelling to handling challenging questions.​Active Listening: Effective communication involves not only speaking but also active listening. Leaders should attentively listen to their audience, which includes taking notes and responding thoughtfully, fostering engaging and collaborative conversations.​Step Up Your Game​Are you in charge of your company’s communications? Are you an executive looking to influence the industry? Are you someone who often finds themselves in front of the media? Or perhaps you are an entrepreneur set on making a name for yourself?​Becoming an exceptional leader involves mastering the art of public speaking—a critical milestone on the path to becoming a skilled communicator and an influential figure. This is where our Public Persona Workshop comes into play. Guided by seasoned experts, it provides a platform to practice and refine the skills that set outstanding leaders apart.​Utilize principles of narrative design to tell a compelling storyLeverage narratives as a part of modern corporate identityLeverage Strengths to become a highly effective communicatorLearn to quickly engage and establish rapport with any audienceHandle the media and members of the press in any situationJoin us for a 2-day transformative workshop experience designed to give you powerful skills and tools to take your public speaking to the next level. See additional information HEREor contact us at Line OA: @manpowergroup_th for details and reserve your seat today!​Learn the techniques that top executives use to craft impactful narratives and ace interviews. Elevate your communication game with our 𝐏𝐮𝐛𝐥𝐢𝐜 𝐏𝐞𝐫𝐬𝐨𝐧𝐚 𝐰𝐨𝐫𝐤𝐬𝐡𝐨𝐩! Join us for a transformative 2-day workshop led by industry pros. 𝐖𝐡𝐚𝐭 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐠𝐚𝐢𝐧: • Utilize principles of narrative design to tell a compelling story • Leverage narratives as a part of modern corporate identity • Leverage Strengths to become a highly effective communicator • Learn to quickly engage and establish rapport with any audience • Handle the media and members of the press in any situation 👥 𝐌𝐞𝐞𝐭 𝐎𝐮𝐫 𝐄𝐱𝐩𝐞𝐫𝐭 𝐈𝐧𝐬𝐭𝐫𝐮𝐜𝐭𝐨𝐫𝐬: 👉 Bon Jakobsen - Executive Media Coach With nearly two decades of experience, Bon is a seasoned media coach, a certified Strengths coach, and the top talent in public speaking coaching. 👉 Montri Bootnak - Senior Executive Coach Montri has advised executives from many of the world’s biggest multinational companies, helping them shape their personal branding and career strategies. 👉 Chayuti Chetsandtikhun - Learning and Development Manager With over 6 years of experience in program development and communications, Chayuti has extensive experience as a curriculum designer, facilitator, and keynote speaker. 𝐌𝐚𝐫𝐤 𝐘𝐨𝐮𝐫 𝐂𝐚𝐥𝐞𝐧𝐝𝐚𝐫: 🗓️ Date: November 21-22, 2023⏰ Time: 9:00 AM - 4:00 PM 🏨 Venue: Hyatt Regency Bangkok Sukhumvit 🎟️ Limited seats available! Reserve your spot now with the early bird price of 45,900 THB (From 59,900 THB, VAT excluded) at https://bit.ly/3EBdoEzThis inclusive package covers lunch, coffee breaks, and an unparalleled learning journey.For further details, please contact us via Line OA: @manpowergroup_th​​

​Thailand is a great place to work and live. The country offers a blend of cultures, warm locals, delicious food, and affordable living. If you are a foreigner and wish to work here, note that Thailand’s work permit application process can sometimes be complex and confusing.Before you start working here, it will be beneficial to know about the fundamentals of work visas and work permits in Thailand. Our guide will help you go through the application process.Step 1: Document PreparationTo legally work in Thailand, you must apply for a work permit. To do that, you must first get the appropriate work visa. Once you have the proper visa, you can apply for a work permit. That said, there are certain documents that you and your employer need to prepare for the application process. Documents Required from Foreign Individuals:Original passport and copies of Non-Immigrant visa page, latest entry page, and biodata pageCopies of work experience certificates from previous employersCopies of educational certificates or degrees A recently issued medical certificate Three photos 3 ✕ 4 cm. in size, taken no more than six months agoOther job-relevant certificates and licensesDocuments From Employer (Company):A work permit application form (WP.3)Company registration certificate and list of shareholdersVAT certificate and filingsSocial Security payment formsCorporate income tax filingsEmployment contract between the company and the foreign individualRemember to sign all copies of your documents, and certain documents might need to be translated into Thai, especially if they are written in a language other than English. So, check that all your documents are readied to avoid unnecessary delays and ensure a smooth interaction with the Ministry of Labour.Step 2: Non-immigrant Visa ApplicationThere are different types of work visas available for foreign nationals to apply for a work permit once they enter the country, such as the Non-Immigrant B visa (Learn more about the types of work visas here). On the other hand, if you enter Thailand with a tourist or other type of visa, you can convert your visa to non-immigrant with 90 days validity at Thai embassies or consulates. The required documents may include:A passport or travel document with at least 6 months validity remainingA visa application formAn approval letter issued by the Thai authorities, such as the Department of Employment, the Board of Investment of Thailand (BOI), or the Industrial Estate Authority of Thailand (IEAT)A copy of the employment contract between the applicant and the employing companyVarious corporate documents of the employer, such as the invitation letter, certificate of incorporation, shareholders list, company affidavit, etc.Please be aware that the list of documents provided above is not exhaustive, and the necessary documents may differ between embassies.Step 3: Work Permit Application Work permits in Thailand are granted by the Department of Labour. You and your employer need to submit all the documents to the office within ninety days before the visa expires. On top of that, both you and the hiring company must meet the qualifications specified by the Labour Department to be considered for a work permit.If the employer meets specific requirements, such as having total assets or registered, paid-up capital exceeding thirty million Baht, and if a management position is being applied for, or if the application is submitted under a BOI-promoted company, it can be processed at the One-Stop Service Center.​Step 4: Work Permit ApprovalAfter submitting all the application documents, you will get a notification slip indicating the date on which the permit can be collected. The official work permit booklet will be issued by the Department of Labour to foreign employees. The process usually takes around 7-10 business days. In the case of an application via the One-Stop Service Center, the document can be processed and issued on the same day.When you get your work permit in Thailand, you must be present with the original passport in hand to get the work permit stamp from the Department of Labour.After getting your work permit, be sure to have your visa extended from ninety days to at least one year.The work permit application process may sound simple, but in reality, it can be tiring, and many issues can arise. You can make the experience better by getting assistance from a work permit service provider like ManpowerGroup Thailand.ManpowerGroup Thailand’s Work Permit ServiceManpowerGroup Thailand offers a full range of work permit services in Thailand, including consulting, compiling, organising, and expediting work permit and Non-B Visa applications. We can also assist in obtaining Non-O visas for spouses and children of employees, as well as handling reports to immigration, re-entry permits for overseas travel, and application renewal. At first, it may seem difficult to obtain a work permit in Thailand. Albeit, with ManpowerGroup’s services, issues can be anticipated and solved to make the process as easy as possible.See more details of our work permit service, click here.​Interested to learn more? Contact us using the form below.Fill your Requirements​About ManpowerGroup ThailandManpowerGroup is the world’s leading workforce expert. We offer comprehensive services ranging from recruitment services, HR consultant services, payroll outsourcing, outplacement services, and more. With more than 20 years of experience providing services in Thailand, you can rest assured that our experts will offer solutions that help your organization transform in a fast-changing world of work.Contact us LINE OA: @manpowergroup_thCall Center: 02-171-2345E-mail: [email protected]: www.manpowerthailand.com

​Due to its growing economy, low cost of living, rich culture, and supportive expatriate community, Thailand is a popular destination for foreigners searching for work. If you are reading this article, you may already have a work permit in Thailand and have employment that you find satisfying. But you might wonder what to do when you want to change your job.​As a foreigner in Thailand, switching jobs can be a complex and often confusing process that requires careful attention to the stringent process. ​Can Foreigners Transfer Work Permits in Thailand?If you plan to change employment, you must get a new work permit application. You are not allowed to have a job different from the one you were given a work permit for. You are also not allowed to work with a different employer from the one stated in your application.​If you are terminating your employment, you are required to return your work permit to the Labor Department. You have to do so if you want to apply for another work permit with another company.​As a foreigner, you can transfer your work permit from your previous employer to your new employer. However, it is not “transferring” per se; instead, you must cancel and re-apply for both your work permit and visa. Oftentimes, when foreigners change their jobs they are expected to leave the country before getting a new visa and work permit.​Nevertheless, there is a way for foreign workers to stay in Thailand whilst transferring their work permits in Thailand.​How To Legally Transfer Your Work Permit​​To begin, you have to cancel your current work permit. Coordinate with your employer to inform the Ministry of Labour about your resignation date. This step is crucial to ensuring that your leave from the company coincides with the submission of your new work permit application.​Canceling Work Permit & VisaAfter completing the previous steps, you must terminate your work permit with the Ministry of Labour. Next, take your passport to the Immigration Office to cancel your visa. Your visa must also be canceled the same day that the work permit is canceled. ​It is imperative that when canceling your visa, you leave the country the same day, as the visa is directly associated with the work permit. Also note that when you leave the country the visa is voided and it will affect the work permit. So, immediately after canceling your visa apply for an extension of stay at the Immigration Office This extension will allow you to remain in Thailand for an additional seven days.​​​​Getting a New Work PermitOnce you have canceled your work permit and successfully applied for an extension of stay, the next step is to get your new work permit with the documents provided by your new employer. Timeframe for the approval process can vary, but it usually takes approximately seven days to issue the work permit in Thailand.​While waiting for the new work permit to be processed, you should work with your new employer in preparing the documents for extending the extension of stay from seven days to one year. Furthermore, these documents must be submitted to the Immigration Bureau immediately after obtaining the new work permit within seven days of the extended visa.​If you successfully followed this process, rest assured that you can avoid having to leave the country to re-apply for a new work visa.​A Possible ComplicationWhile applying for a new work permit, there is still a chance you will have to leave and re-enter Thailand. This can happen if the Ministry of Labour does not do the renewal within seven days (within the extension of stay).​What About the Process of Changing Jobs Between BOI-Affiliated Companies?If you are employed at a BOI-affiliated company and wish to switch to another BOI-affiliated company, the process is much simpler. You don’t even have to cancel your work permit. Simply transfer it to your new position.In summary, transferring your work permit in Thailand is doable but can be complicated, and those unfamiliar with the process risk having to leave and re-enter the country, which takes time and could raise even more issues. With assistance from ManpowerGroup, you can be confident that transferring your work permit in Thailand will be a breeze.​To see more details of our work permit service, click here.​About ManpowerGroup ThailandManpowerGroup is the world’s leading workforce expert. We offer comprehensive services as a premier recruitment agency in Thailand, ranging from visa & work permit services, recruitment services, HR consultant services, payroll outsourcing, outplacement services, and more. With more than 20 years of experience providing services in Thailand, you can rest assured that our experts will offer solutions that help your organization transform in a fast-changing world of work.​Contact us LINE OA: @manpowergroup_thCall Center: 02-171-2345E-mail: [email protected]: www.manpowerthailand.com​