Thailand has enacted the Labour Protection Act (No. 9) B.E. 2568 (2025), introducing a series of amendments to modernize the country’s employment law framework. The Act was published in the Royal Gazette on 7 November 2025 and will take effect 30 days after publication.
The changes expand worker protections, update family-related leave entitlements, and simplify compliance procedures for employers. Collectively, they reflect Thailand’s effort to strengthen employee welfare and align domestic labour standards with international norms.
Expanded Protections for Contracted Workers
A key reform extends statutory protections to individuals previously outside the full scope of the Labour Protection Act.
- Government agencies
- State enterprises
- Public organizations
These workers are now entitled to the same fundamental benefits as other employees, including:
- Minimum wage protections
- Weekly and traditional holidays
- Annual and sick leave
- Maternity and other family-related leave
Any disputes arising from these employment relationships will now fall under the jurisdiction of the Labour Court, ensuring a dedicated and consistent legal process.
Enhanced Leave and Family Support Provisions
The amendments introduce several new and expanded forms of leave, addressing both family and health-related needs.
Maternity Leave
- Increased to 120 days per pregnancy, with the first 60 days fully paid.
- An additional 15 days of paid leave at 50% of wages is available where the newborn suffers from medical complications, disorders, or disabilities.
Paternity Leave
Fathers are now entitled to 15 days of paid paternity leave to support their spouse following childbirth.
Menstrual Leave
The Act introduces one day of menstrual leave per menstrual cycle, separate from sick leave. Wages for this leave are to be paid in accordance with the employer’s internal policy or collective labour agreement.
These changes reflect a policy emphasis on gender inclusivity, family welfare, and equitable workplace support.
Simplified Employer Reporting Obligations
Employers with ten or more employees must now submit their annual employment and working conditions report directly to the Director-General of the Labour Department each January.
This replaces the previous multi-step submission process and aims to simplify compliance management.
Market and Industry Reactions
Initial responses to the new law have been mixed.
- Labour advocates have welcomed the reforms as a positive step toward improved welfare and closing protection gaps for contract-based workers.
- Employers and business groups, including SMEs and public sector contractors, have expressed concern about the potential increase in operating costs linked to expanded paid leave entitlements and benefit coverage.
Observers note that the practical impact will depend on how efficiently organizations adapt their human resource policies and financial systems to comply with the updated obligations.
Broader Policy Context
This legislative reform reflects Thailand’s broader policy trend toward enhanced worker protection and social support. It also serves as part of a demographic response to the country’s declining birth rate and aims to promote better work-life balance for employees.
- Review and update internal HR policies and employment contracts
- Revise payroll systems to reflect new entitlements
- Prepare for annual compliance reporting under the new rules
These amendments mark an important evolution in Thailand’s labour landscape, balancing economic considerations with strengthened employee rights and social welfare objectives.
This article is provided for general informational purposes only and does not constitute legal advice. Readers should seek professional counsel before acting on any information contained herein.