Understanding APAC’s Remote Work Visas

Since 2015, remote work has been steadily gaining traction across the Asia-Pacific region. As of late 2022, 85% of companies in Asia actively support hybrid work, and most expect virtual working to grow by over 80% in the year ahead, even after reopening physical offices. 

This shift is more than reshaping how people work locally; it is also fueling international mobility. Countries like Indonesia, Malaysia, Thailand, Japan and most recently, the Philippines have started rolling out APAC remote visas in response to growing international interest. For example, Malaysia’s DE Rantau Nomad Pass received over 3,000 applications in its first year, while the Philippines launched its own digital nomad visa program in April 2025. These initiatives reflect a broader shift whereby Asia is positioning itself not just as a hub for outsourced talent but also as a destination for global remote workers seeking lifestyle and connectivity opportunities.

To support this momentum, governments across the region are formalizing pathways for remote workers through dedicated APAC remote visas and frameworks. These programs aim to attract skilled talent, support compliance, and enable cross-border work in a legal, structured way. 

Whether you’re a freelancer looking to apply for APAC remote visas or an employer seeking compliance information, this guide covers the essentials from eligibility criteria and application steps to key benefits. Keep reading to learn how to make it work for you.

What are the APAC remote visa options?

Let’s get straight into the different APAC remote visas that you can apply for if you’re thinking of remote work in Asia.

Destination Thailand Visa

Launched in 2024, the Destination Thailand Visa (DTV) offers up to 5 years of multiple-entry access, with individual stays of up to 180 days per entry.

This APAC remote visa is available for freelancers, remote employees, and digital nomads who engage in soft-power activities such as Muay Thai, cooking classes, and art and music events. 

To be eligible, applicants need to be at least 20 years old, possess foreign-sourced income, be able to show proof of remote employment or a portfolio, and hold approximately THB 500,000 (US$ 14,400) in savings. This APAC remote visa allows couples and children to accompany the primary visa holder as well. 

To apply, simply submit your application via the official Thailand e-visa website or embassy. Visa delivery typically takes several weeks. As of 1 May 2025, Thailand now requires the Thailand Digital Arrival Card (TDAC) to be submitted online at least 72 hours before arrival.

DE Rantau Nomad Pass

Malaysia offers a digital nomad visa called the DE Rantau Nomad Pass. 

Administered by Malaysia’s Digital Economy Corporation (MDEC), the DE Rantau Nomad Pass is available to professionals working for local or foreign employers. It was expanded in June 2024 to include non-IT roles such as legal counsel, tax accountants, managers, and founders. 

Eligibility age begins at 18 to 20, depending on the role and situation, with a minimum annual income of US$ 24,000 for IT or digital roles and US$ 60,000 for non-digital professions. The application process can be initiated online with document requirements including contract, CV, bank statements, health insurance, letter of good conduct, and more. A visa sticker will be issued by the immigration.

With the visa, approved applicants can stay and work for three to 12 months in Malaysia and renew once for an additional up to 12 months (total up to 24 months). You can also bring your dependents like spouse and children, along.

Philippines Nomad Visa

The Philippines has recently approved the Digital Nomad Visa under the Senate Bill No. 299 (Digital Nomad Visa Act) in February 2025 and is expected to go live around July 2025. As of now, applications are not open yet, with guidelines being finalized under Executive Order No. 86 by the Bureau of Immigration and the Department of Foreign Affairs through mid-2025.

With this APAC remote visa, visa holders can stay for 12 months initially, with a possible renewal for another 12 months, totaling up to 24 months. This includes multiple-entry privileges. 

To be eligible, applicants must be 18 and above, be able to prove remote work using digital platforms, show sufficient foreign-sourced income, have valid health insurance, have no criminal record, and not be employed by any Philippine entity. Nationals from countries that also offer digital nomad visas to Filipinos are prioritized. 

When it comes to tax processing, it is worth noting that foreign-sourced income is not taxable in the Philippines, consistent with non-resident rules for stays under 180 days; even with longer stays, income from abroad remains untaxed within the Philippines.

KITAS E33G Remote Worker Visa

Indonesia launched its KITAS E33G Remote Worker Visa in April 2024, one of the long-term APAC remote visas that we’ve mentioned in this list. 

This visa allows applicants to stay in Indonesia for a year, with the option to renew annually up to 6 years in total, and allows for multiple re-entries.

To apply, applicants need to show proof of a remote employment contract with a foreign employer for at least three months, a minimum of US$60,000 per year income or the equivalent of US$5,000 per month, and a bank statement showing at least US$2,000 over the past three months.

For approved applicants with dependents like spouses and children, they can join via Family KITAS (E31B). The processing time is generally 7-14 working days, and application fees range between IDR 12-15 million (approximately US$800-1,290) depending on the provider and method.

Similar to other APAC remote visas, income earned by visa holders is not subject to local taxation if there are no Indonesian-sourced earnings.

Here’s a quick roundup of the APAC remote visas that are available:

Why work remotely in Asia?

In 2025, Asia has become one of the most attractive regions for remote professionals and businesses building distributed teams. From flexible APAC remote visas to affordable living and world-class internet, Asia is positioning itself as the ultimate remote work destination. Here’s why.

Global time zones

One of the biggest benefits of remote work Asia is the ability to take advantage of a global schedule. Businesses can leverage time zone differences to keep operations running 24/7, while remote professionals can create more flexible workdays that better suit their lifestyles.

According to IDC’s recent study, 68% of APAC companies already employ over 70% of full-time remote employees and 30% remote contractors. Roughly 78% plan to hire even more remote staff in the next 12-18 months, highlighting strong momentum for asynchronous collaboration across time zones.

Affordable lifestyle

Living in Asia often means a better quality of life for less. Countries like Vietnam, Thailand, Malaysia and the Philippines offer a lower cost of living, excellent amenities, and an abundance of coworking and co-living spaces, perfect for freelancers and digital nomads.

For example, digital nomads relocating under the newly introduced Philippines Nomad Visa can enjoy beachfront living in Siargao or the vibrant city life in Manila depending on their lifestyle preferences.

‍Reliable internet across the region

Asia continues to lead in internet infrastructure, with countries like Singapore, South Korea, and Japan regularly ranking among the top globally for broadband speed and reliability. 

In 2025, 5 of the 10 fastest average internet speeds globally were found within APAC, making the region a top destination for digital professionals.  

Cultural diversity and thriving nomad communities

From Tokyo’s high-tech lifestyle to Bali’s surf-and-work communities, Asia offers rich, multicultural experiences, and it’s home to some of the largest and most active remote work communities. 

Countries are equally responding to the rise of remote work Asia with new, accessible APAC remote visas as mentioned above. These visas not only simplify the legal process but also actively encourage professionals to make Asia their long-term base. 

What to consider before choosing a remote work Asia destination?

We’ve just listed some solid APAC remote visas available, so how do you decide on a country to work from or hire from? Considering various aspects of a visa helps you determine its suitability for you, so here are the main ones:

1. Visa length and renewability

Your choice when considering APAC remote visas should align with how long you intend to stay, whether the visa supports renewals, and if multiple entries are permitted. Asia’s remote work visas vary widely: Thailand allows up to 5 years, Malaysia and Indonesia offer 12-month visas, generally renewable once, while the Philippines is expected to allow up to 2 years total.

2. Personal income tax treatment

While APAC remote visas may exempt foreign-sourced income from local tax, most do not offer any specific tax relief. As highlighted by a Grand Thornton review, 79% of digital nomad visa programs do not exempt individuals from personal income tax, and 85% do not shield employers from corporate tax risks. 

Therefore, savvy tax planning is essential, as some countries may still classify income as locally sourced depending on where and how the work is performed. For example, Malaysia’s DE Rantau Nomad Pass does not provide tax exemptions and individuals may be taxed on income earned while physically in Malaysia, especially if the stay exceeds 60 days.

3. Quality of infrastructure and facilities

Long-term remote work requires access to reliable internet, quality healthcare, international schools for those relocating with family, and coworking spaces. Although not always codified, these factors potentially affect day-to-day life and productivity. 

4. Employer obligations and tax risks

For employers, remote work across borders can trigger major compliance considerations. 

• Employers may still face local payroll and employment law requirements, including tax withholding, benefits, and corporate tax exposure, even if employees are hosted in another country on APAC remote visas. 
• Grant Thornton warns that remote work arrangements may inadvertently establish a permanent establishment for the company, creating income tax liability for corporate profit attributable to the employee’s host country. 
• HR and payroll teams need to be wary of double tax treaties, local registration duties, and social contribution roles in both home and host countries to ensure compliance with regulations across the region.

What does this mean for employers operating in Asia?

With location-fluid or remote work Asia, your employees don’t work from the same physical space as your headquarters. That shift brings both opportunities and new challenges for HR and operations leaders.

1. Onboarding, payroll, and leave management work differently across borders.

When managing remote employees across Asia, core HR processes such as onboarding, payroll, and leave policies must be tailored to each worker’s local regulations and cultural context. 

More often that not, you’ll require effective HR tools like Omni that facilitates compliant onboarding and document collection, track time and attendance across countries, handle multi-country payroll, tax withholdings, and final pay, as well as account for local labor laws when your employees leave.

Without a unified system and workflow, remote teams may suffer from inconsistent processes, creating compliance gaps and employee dissatisfaction that could lead to costly penalties and high turnover.

2. Legal and compliance risks multiply with location fluidity.

Hiring employees who practice remote work in Asia means you will have to comply with dual compliance: the laws of your home country (where your business is based) and the laws of your employee’s country of residence under APAC remote visas. 

This often includes local payroll taxes, employment contracts tailored to each country’s labor code, and local rules on benefits, tertmination, and leave entitlements. Failing to comply to these rules can expose your business to penalties, tax liabilities, and reputational damages. 

Supporting Remote Work Asia with Omni

Understanding APAC remote visas is just the start, effectively managing remote employees across countries takes the right tools and infrastructure. From compliance to culture, every touchpoint matters when you’re building a distributed team. That’s where Omni comes in.

Learn more: Compliance Without Complexity: Managing Multi-Country HR Operations

Omni’s award-winning HR platform is built for global teams, making it easy to manage people, payroll, and compliance in one place. With Omni, you get: 

• Centralized employee records across multiple countries.
• Seamless onboarding and offboarding workflows tailored to local requirements.
• Time-off tracking, performance reviews, and document management.
• Integrated multi-country payroll with accurate, timely payments.
• Full compliance visibility across jurisdictions.
• And when you need boots on the ground, our Employer of Record (EOR) service lets you hire internationally without setting up a local entity. 

Whether your team is based in Manila, Bali, Bangkok, or all three - Omni simplifies how you hire, manage, and scale across the APAC region. Book a product tour with our team today and see how we can support your remote hiring strategy.