ENGLISH SUMMARY · 27 OCTOBER 2026
Thailand’s labour market in 2026: AI, people and the SME response
Key findings from Adecco Thailand Salary Guide 2026 and clearly separated applications by FranchiseX.
Read the sample correctly: the online survey covered 1,567 professionals in Thailand in September–October 2025. 83% worked full-time; 60% were Gen Y and 29% Gen X. It does not estimate the composition or views of Thailand’s entire workforce. Percentages below follow the source PDF, whose tables may differ from the press-release summary.
1. More selective hiring
The report used a 1.6% forecast for Thailand’s 2026 GDP growth. This was a forecast at the time of preparation, not the actual full-year result or a current forecast. It describes cautious hiring, automation and project-based talent.
Adecco Thailand Salary Guide 2026, printed pages 5–6.
2. Different sectors, different pressures
The report identifies opportunities in technology, healthcare, renewable energy/EVs and premium hospitality, while manufacturing, logistics and offline retail face cost and transformation pressures. FranchiseX application: check local demand and branch economics rather than assuming a uniform national trend.
Adecco Thailand Salary Guide 2026, printed pages 7.
3. Stability and career development
Among survey respondents, 72% had no current plan to change jobs and 23% planned or considered a change. Some of the 72% remained open to opportunities. 82% reported a salary increase in 2025, and 69% preferred permanent/full-time employment. Reported reasons for considering leaving included limited career progress (47%), insufficient compensation (35%) and poor work–life balance (34%).
Adecco Thailand Salary Guide 2026, printed pages 12, 15–18.
4. AI skills must lead to outcomes
The report notes potential job-change salary increases of 20–25% for some scarce-skill talent, versus a typical 10–15%. These are not annual raises for all workers. FranchiseX applications include reporting, sales analysis and inventory planning, measured against time, quality and business results; these examples are not Adecco case studies.
Adecco Thailand Salary Guide 2026, printed pages 3, 8.
5. Working across generations
71% of respondents saw diverse perspectives and problem-solving as a strength. Reported challenges included communication styles (70%) and work values (56%). 19% reported active organizational initiatives for cross-generation collaboration. These are respondent perceptions, not measured productivity or a census of all employers.
Adecco Thailand Salary Guide 2026, printed pages 20–22.
6. Use salary ranges in context
The Thai article includes nine selected monthly base-salary ranges, not whole salary tables. Adecco’s figures come from its clients and candidates, exclude bonuses and benefits, and vary by role, company, location and qualifications. Experience means total career experience. The ranges are not national or SME averages.
Adecco Thailand Salary Guide 2026, printed pages 29, 36–38, 51, 54, 56, 67, 71.
7. A FranchiseX action plan
Map repetitive work; assess AI/data/digital skills; run one pilot; measure results; develop branch managers; turn successful practices into SOPs; and scale proven learning. This is FranchiseX’s application of the findings, not advice directly attributed to Adecco.
Adecco Thailand Salary Guide 2026, printed pages 5–8, 15–22. Interpretation by FranchiseX.
Source and scope
Adecco Thailand. (2026). Adecco Thailand Salary Guide 2026. Published 14 January 2026. Page references use the report’s printed page numbers.
Read or download the original report ↗
Read the complete Thai article, salary examples and references ↗
Prepared for educational discussion by FranchiseX Community By TDWI. Recommendations are FranchiseX interpretations, not Adecco endorsements.