On 24 September 2025, the Thai House of Representatives approved, in principle, two draft Labour Protection Bills that could lead to the most significant update to Thailand’s employment framework in decades. The drafts are now undergoing review by an ad hoc committee before moving forward in the legislative process.
These proposals aim to bring Thailand’s labour standards in line with contemporary workplace expectations and international practice, with a clear emphasis on work-life balance, employee well-being, and inclusive work environments.
Key Changes to Working Hours and Leave
One of the draft bills focuses on core employment conditions. The headline reform is the proposed reduction of the standard working week from 48 hours to 40 hours, with a cap of 35 hours for hazardous occupations. This adjustment reflects global shifts toward productivity-oriented working models.
In addition, employees would be entitled to at least two weekly rest days, ensuring no more than five consecutive working days. Paid annual leave entitlement would also increase to 10 days after 120 days of continuous service, compared with the current 6 days after one full year of employment.
Expansion of Employee Protections and Inclusive Benefits
The second draft bill introduces several social and equality-focused provisions. It includes a broad non-discrimination guarantee covering disability, gender identity, religion, belief, and political opinion.
A notable change is the formal introduction of menstrual leave, allowing up to three days per month separate from sick leave. The bill also provides for family care leave of up to 15 days per year, along with requirements for workplaces to provide suitable breastfeeding facilities and dedicated break periods for nursing parents.
These measures are intended to reduce barriers to workforce participation and respond to demographic challenges, including Thailand’s declining birth rate.
Preparing for Compliance
While the final form of the legislation will depend on the committee review and subsequent readings, the direction is clear: employers should prepare for more robust employment protection standards and increased administrative obligations.
Businesses should begin:
- Reviewing existing working hour policies
- Assessing leave entitlement structures
- Evaluating HR policies for inclusivity and non-discrimination
- Planning facilities and operational adjustments for parental support
SILQ will continue to monitor the progress of these draft bills and provide updates as the legislative process advances.