Protecting Your Employment Rights in Thailand

Claim Your Complimentary 1 – Hour Consultation regarding Employment law in Thailand

Employment Law

Know Your Rights

There are two main bodies of law in Thailand that govern employment: (1) the Civil and Commercial Code, and (2) the Labor Protection Act (collectively the Employment Laws). These laws apply equally to both Thai nationals and expatriates, Thai and Foreign-owned enterprises.
There is no discrimination under the Employment Laws between Thais and Foreigners.


We have set out below a summary of the rights and protections of employees in Thailand under Thailand’s employment law.
This is not exhaustive but covers the core areas. All financial figures are the current figures and are subject to review.

Holiday

Employees are entitled to the holidays as detailed below:

  • The employees who have worked continuously for one full year are entitled to an annual holiday of no lesser than six working days.
  • The employees who have worked for lesser than one year are entitled an annual holiday on a pro-rata

In addition to the above, the employees are entitled to no lesser than 13 days of traditional holiday each year (inclusive of the National Labor Day). The traditional holidays are to be in accordance with the public’s annual holiday, religious holiday, or local customary holiday.

Working hours

Employees’ working hours shall not exceed eight hours per day. If the working period in any one day is less than eight hours, the remaining hours can be added to the other normal working days upon mutual agreement between the employer and employee. However, such working hours shall not exceed nine hours per day and 48 hours per week.

Rest periods

Employees are entitled to at least one hour rest period after working for five hours consecutively. The rest period can be agreed otherwise between the employer and employee, however, the total rest period per day shall not be less than one hour.

Pension rights

The employer is required to enroll its employees for Social Security within 30 days from the date of which the employer hire the employees. Such employees contributing to the social security fund are known as insured people. An insured person aged 55 and above is entitled to old-age benefits as follows:
  • Contributed for not lesser than 180 months (whether consecutively or not): entitled to the monthly living allowances or known as superannuation pension in the amount of 20% of the average wage (capped at THB 15,000) for the last 60 months before retirement; or
  • Contributed for over 180 months (whether consecutively or not): entitled to the monthly living allowances or known as superannuation pension in the amount of 20% of the average wage (capped at THB 15,000) for the last 60 months before retirement plus an extra 1.5% for each additional year.

Maternity leave/pay

Pregnant female employees are entitled to no more than 98 days maternity leave.

Pregnant female employees are entitled to their normal earnings for the period of 45 days from their employer and pay for the other 45 days from the Social Security Fund.

Statutory sick pay

Employees are entitled to sick pay equal to their wage for a normal working day for the entire period of time taken as sick leave, but not exceeding 30 working days per year.

Statutory notice periods

Where period of employment is not specified in the employment contract, if the employer wishes to terminate the employment contract, a written advance notice must be given to the employees on or before the due date of wage payment and such termination shall take effect on the following due date of the wage payment.

If the employer wishes to immediately terminate the employment contract, the employer shall render a payment in lieu of advance notice to the employees in the amount to be paid up until following due date of the wage payment

Unfair dismissal

Unfair dismissal of employees are as follows:

  • Immediate dismissal without cause and without severance pay;
  • Termination of the employment contract without payment of unused annual leave;
  • Termination of the employment contract due to violation of work regulations by the employees without prior warning; or
  • Termination of employment contract under the ground prohibited by

Accordingly, in case of unfair dismissal, if the court see that the dismissal of employees is unfair, the court may order the employer to reinstate the employee or order the employer to compensate the employee as the court see fits.

Statutory redundancy payment

A statutory redundancy payment or known as severance pay in Thailand must be provided to the employees if the employer dismisses the employees without cause. The details of severance pay are summarized as follows:

Length of service Severance pay rate
120 days but less than one year 30 days
One year but less than three years 90 days
Three years but less than six years 180 days
Six years but less than 10 years 240 days
10 years or more 300 days
More than 20 years 400 days

*** Kindly be advised that Thailand currently does not offer Paternity Leave or Share Parental Leave.

Claim Your Complimentary 1 – Hour Consultation

Scroll to Top

TALK TO A LAWYER

Get professional legal advice

Navigating Company Incorporation with Confidence.

We have the expertise to help you start your business quickly and efficiently.