Thailand’s key employment law, the Labour Protection Act B.E. 2541 (1998), has a major update for 2025. This briefing provides a clear breakdown for employers, separating what is now official law from what is still under review.
✅ Official Law (Effective Dec 7, 2025): The Labour Protection Act (No. 9) is now official. It was published in the Royal Gazette on November 7, 2025, and includes new parental leave entitlements (maternity, spousal, and infant care), as well as protections for government subcontractors.
⏳ Proposed Reforms (Still Under Review): A separate, broader package of changes, including a potential 40-hour workweek and other new leave types (e.g., family care, menstrual leave), is still in the legislative process and is not yet law.
This article details the new law employers must comply with by December 7, and then reviews the proposals to watch for in the future. For a complete overview of the foundational rules, please see our main guide:
Employment Contracts and Labour Laws in Thailand: Key Facts and Guidelines
Part 1: Official 2025 Amendments (Effective December 7, 2025)
The Labour Protection Act (No. 9), B.E. 2568 (2025) is now law. It was published in the Royal Gazette on November 7, 2025, and all employers must be in full compliance by its effective date of December 7, 2025.
Key Changes for Employers
- Maternity Leave: Extended to 120 days.
- Employer Paid Portion: Increased from 45 days to 60 days.
- Spousal (Paternity) Leave: A new entitlement of 15 fully-paid days for an employee to assist their spouse.
- Infant-Care Leave: A new entitlement of 15 days at 50% wage compensation for a female employee in specific medical cases.
- Government Subcontractor Protections: Labour Act protections are extended to certain workers on “service contracts” with government agencies.
- Annual Reporting: A new mandatory report on employment conditions is required by January for companies with 10+ employees.
Detailed Breakdown of the New Law
Here is a detailed analysis of each new provision and its impact.
1. Expanded Maternity Leave (Section 41 & 59)
The total maternity leave period is extended from 98 days to 120 days per pregnancy. The pay structure has been updated accordingly:
Employer’s Obligation: The employer’s mandatory paid portion is increased from 45 days to 60 days at the employee’s full, regular wage.
Social Security: The Social Security Office will cover the remaining 60 days (at 50% of the insured wage, capped at THB 15,000/month), plus a lump-sum childbirth allowance.
2. New Spousal (Paternity) Leave (Section 41/1 & 59/2)
A new right to paid leave is established for any employee to assist their spouse after childbirth.
- Entitlement: 15 days of leave.
- Timing: The leave must be utilized within 90 days of the childbirth.
- Pay: This is fully paid (100%) by the employer at the employee’s regular wage.
3. New Infant-Care Leave (Section 41, para. 4 & 59/1)
This is a new, separate leave category for a female employee in addition to her 120-day maternity leave.
- Entitlement: 15 days of leave.
- Condition: The leave can be taken only if the employee’s newborn has a medically certified serious illness, abnormality, or disability that requires continuous care.
- Pay: This is compensated at 50% of the employee’s regular wage, paid by the employer.
4. Government Subcontractor Protections (Section 4/1)
This new provision targets “service contracts” (จ้างเหมาบริการ) used by government agencies. If a worker under such a contract is directly supervised or controlled by the government agency, that agency must ensure the worker receives rights and benefits (such as leave, pay, holidays) no less than those stipulated in the Labour Protection Act. It also grants these workers access to the Labour Court for disputes.
5. Annual Employer Reporting (Section 139/1)
Employers with 10 or more employees must now file an annual report on their employment conditions and working status with the Department of Labour Protection and Welfare. This report is due by the end of January each year.
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Recommended Actions for Employers
All employers must take immediate steps to ensure compliance by the December 7, 2025 effective date.
- Review and Update Policies: All internal documents, including company work regulations, employee handbooks, and employment contracts, must be amended to reflect these new entitlements.
- Prepare HR and Payroll Systems: Reconfigure payroll and HR software to accurately process the new pay structures (60-day maternity) and track the new, fully-paid leave categories (spousal fully-paid and infant care at 50% wage compensation).
- Plan and Communicate: Prepare clear internal announcements for all staff. Provide specific guidance and training for managers and HR personnel to ensure they understand and apply the new rules consistently.
Part 2: Proposed Reforms (Still Under Review)
It is important to distinguish the new law (Part 1) from a separate, more extensive package of reforms that are still in the early legislative stages. The following proposals are not yet law.
Current Status (Updated as of October 28, 2025)
These proposals are progressing steadily through the legislature. After passing their first reading on September 24, 2025, the bills were referred to a special ad hoc committee for detailed review.
That committee held eight meetings and completed its initial review on October 28, 2025. The bills are now moving toward their second and third readings in the House of Representatives.
Critical Implementation Change: The committee has approved extending the proposed enforcement timeline from the original 30 days to one year (365 days) after its eventual publication in the Royal Gazette. This extended transition period provides businesses a much longer and more practical runway to prepare for these significant changes.
Business & Economic Context
These proposals continue to face significant opposition. Thailand’s major business groups (including the Thai Chamber of Commerce, Federation of Thai Industries, and Thai Bankers’ Association) oppose the package, citing concerns over a potential ~17% rise in unit costs and increased administrative burdens for SMEs.
In response, the Labour Minister has accepted several private-sector proposals for consideration, including:
- Establishment of a joint government–private committee to conduct a quantitative impact assessment.
- A phased-in implementation over 5–10 years to minimize economic shocks.
- Retention of the tripartite minimum-wage mechanism, paired with automation and reskilling incentives.
- Simplification of labour administration (e.g., consolidated visa/work permit processing).
Draft Amendment on Working Time & Leave (ID 443)
This bill proposes significant changes to modernize working hours and leave entitlements.
- Reduced Workweek: Proposes to cap the standard workweek at 40 hours, a reduction from the current maximum of 48 hours per week. (For hazardous work, the cap would be 35 hours, down from 42).
- Guaranteed Rest: Mandates at least two rest days per week, with no more than five consecutive workdays (the current rule is one rest day after six).
- Increased Annual Leave: Proposes that employees become entitled to 10 days of annual leave after completing 120 days of service. (This is a major change from the current rule: 6 days after one full year of service).
Draft Amendment on Equality & Family Support (ID 442)
This bill focuses on enhancing workplace equality and supporting employees with family responsibilities.
- Expanded Non-Discrimination: Adds clear prohibitions against discrimination based on disability, gender identity, religion, or political opinion.
- New Menstrual Leave: Proposes up to 3 days per month for menstrual leave, which would not be counted as sick leave.
- New Family-Care Leave: Creates a new leave category of up to 15 days per year for employees to care for a close family member.
- New Lactation Rights: Requires employers to provide a private lactation room and allow two paid 30-minute breaks per day for nursing employees for up to one year after childbirth.
Forward Planning and Considerations
The bill has clear momentum and is progressing. However, the final text is not yet set, and employers should expect continued debate as it moves to the Senate.
The most significant development—the one-year implementation timeline—makes immediate, panicked changes unnecessary but increases the importance of long-term strategic planning.
While these proposals are not yet law, prudent employers can use this information to:
- Operational Impact: Begin modeling how a 40-hour workweek could affect staffing, shift schedules, and overtime budgets.
- Policy Readiness: Assess your capacity to track new, complex leave types (like menstrual or family-care leave) and consider the practical aspects of implementing such policies with sensitivity and privacy.
Implication for employers: Expect additional committee review and potential phased implementation; final text may change before the second and third readings.
Need More Information?
- Read the Full Guide: For a deep dive into contracts, overtime, termination, and more, see our comprehensive guide Employment Contracts and Labour Laws in Thailand: Key Facts and Guidelines
- Get Expert Advice: For specific questions, please contact us.
