June 12, 2025 | Posted by Team SchooPed-min_2.png)
In 2025, schools across Thailand, from rural classrooms in Chiang Rai to elite international schools in Bangkok, are facing a growing problem - foreign teachers are leaving faster than schools can replace them. At SchooPed, we’ve analyzed over 500 teaching job postings and worked with hundreds of educators and school leaders. The pattern is clear. Hiring great foreign teachers is tough, but keeping them is even harder.
Why are talented foreign teachers walking away? And what can your school do to make them stay? Here are the five key reasons behind this turnover crisis and practical solutions to build a team that thrives in Thailand.
The Problem
Foreign teachers often arrive in Thailand expecting a comfortable lifestyle, but rising costs in cities like Bangkok, Phuket, or Chiang Mai can make salaries feel tight.
Government schools: ฿27,000–฿42,000/month, barely enough for urban living.
Private schools: Often stuck below ฿45,000/month.
International schools: Offer ฿70,000–฿120,000/month, but even these can disappoint experienced teachers facing inflation.
Our data from 500+ job posts shows that 61% of foreign teachers who declined offers pointed to “uncompetitive salaries” as their top reason. Many realize they can earn more in places like Vietnam or China.
The Fix
If your budget can’t stretch to higher salaries, offer benefits that show you value your teachers:
A housing allowance (even ฿5,000/month helps).
Full coverage for work permits and visa fees.
Health insurance or access to affordable clinics.
Paid holidays or a contract completion bonus.
Small perks can make a big difference. One teacher told us, “A housing stipend meant I could live closer to school and feel settled. It kept me here another year.”
The Problem
Foreign teachers often sign up for one job, say, teaching English - only to find themselves running weekend workshops, tutoring after hours, or handling other tasks never mentioned in the contract. This mismatch is a dealbreaker, especially when Thailand’s hierarchical school culture makes it hard to push back on extra duties.
Our 2025 survey found that 48% of foreign teachers who quit within six months felt misled about their roles.
The Fix
Be upfront from the start. Create job descriptions that clearly outline:
Teaching hours (e.g., 20 hours/week in-class).
Extracurricular duties (e.g., event planning, clubs).
Grading or admin responsibilities.
In interviews, paint a clear picture of a typical day:
“You’ll teach five classes, lead a weekly English club, and submit grades every two weeks.”
Transparency builds trust, and trust keeps foreign teachers from packing their bags.
The Problem
Moving to Thailand is a big leap for foreign teachers. Beyond navigating school rules, they’re tackling a new culture - wai greetings, Thai holidays, or unspoken classroom norms like avoiding confrontation. Without support, they feel isolated and overwhelmed.
SchooPed’s Q1 2025 data shows that foreign teachers with structured onboarding are 58% more likely to complete their contracts. Yet many schools offer little more than a class schedule and a smile.
The Fix
Roll out a 30-day onboarding plan that feels like a warm welcome:
Assign a mentor (ideally another foreign teacher) to answer questions.
Provide a handbook with school policies, classroom tips, and Thai cultural basics (e.g., “Don’t point your feet at students, it’s disrespectful”).
Check in weekly to catch issues early.
Here’s the impact of getting onboarding right:
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The Problem
Foreign teachers pour their energy into classrooms, but without recognition or growth opportunities, they feel invisible. Many come to Thailand seeking adventure and professional development, only to find no feedback, no training, and no clear path forward.
The Fix
Show teachers they’re valued:
Drop by their classes and share specific praise (e.g., “Your creative lessons really spark student engagement”).
Start a “Teacher of the Month” program with a small reward, like a gift card or certificate.
Offer access to affordable online certifications (e.g., TESOL or classroom management courses).
A little appreciation goes a long way in keeping foreign teachers motivated.
The Problem
Thailand’s education system blends tradition with modern demands, and that can trip up foreign teachers. Hierarchical structures, where questioning senior staff feels taboo or traditional teaching styles like rote learning can clash with their expectations of autonomy or student-centered methods. When values don’t align, teachers feel out of place.
A Chiang Mai school director shared:
“We used to focus on credentials. Now we ask about teaching philosophy—it’s cut our turnover by 40%.”
The Fix
Hire for cultural fit, not just experience:
When foreign teachers feel connected to your school’s mission, they’re more likely to stay.
Meet Emma, a Canadian teacher who arrived at a Bangkok private school full of excitement. She loved her students but was blindsided by extra duties like weekend school duty and no onboarding to guide her through Thailand’s school culture. “I felt like an outsider, and the salary didn’t justify the stress,” she said. After eight months, she left for a job in Singapore.
Emma’s story is all too common but it’s fixable. With clear expectations, a supportive welcome, and a little recognition, schools can turn frustration into loyalty.
Losing foreign teachers isn’t just a school issue. It’s a challenge for Thailand’s education system. Cultural gaps and budget constraints make retention tough, but schools can take control by focusing on fair pay, transparency, onboarding, recognition, and cultural alignment. These steps don’t require a big budget but just a commitment to valuing teachers.
At SchooPed, we’re dedicated to helping schools keep great foreign teachers. We can:
Ready to keep your best foreign teachers?
👉 Contact us at SchooPed or post a job to connect with motivated educators today.