Introduction
On 7 November 2025, the Labour Protection Act (No. 9) B.E. 2568 (2025) (“Act“) was officially published in the Government Gazette. The amendments set out in the Act, which introduce enhanced maternity and family-related leave entitlements for employees in Thailand, will take effect on 7 December 2025.
These changes reflect the Government’s continued focus on strengthening labour protection, supporting family welfare, and aligning employee benefits with modern workplace expectations.
Below is a summary of the key updates that employers should be aware of.
Key Changes
- Extended maternity leave entitlement (120 days total)
Female employees are now entitled to up to 120 days of maternity leave per pregnancy, with the employer required to pay wages for up to 60 days. This represents an increase from the previous entitlement of 98 days’ leave with 45 days of paid wages.
- Additional childcare leave for medical reasons (up to 15 days)
After using the maternity leave, female employees may take an additional 15 days of consecutive leave to care for their newborn child if the child has a medical condition, namely:
- risk of complications,
- congenital abnormalities, or
- disabilities.
A medical certificate from a licensed medical practitioner must be provided. During this leave, the employer must pay wages at 50% of the employee’s regular daily wage.
- Leave for supporting a spouse who gives birth (up to 15 days)
Employees are now entitled to up to 15 days of paid leave to assist their spouse during childbirth. This leave may be taken before or on the date of leave, within 90 days from the child’s date of birth.
The employer must pay wages at the employee’s full daily rate for up to 15 days.
What This Means for Employers
These amendments introduce significant new obligations for employers operating in Thailand or subject to Thai labour law. Employers should begin preparing for compliance before the law takes effect on 7 December 2025.
Key recommendations include:
- Updating human resources (“HR“) policies, work rules, employment handbooks and internal regulations to reflect the new leave entitlements.
- Ensuring payroll, time-off and HR systems are configured to account for new leave types and payment requirements.
- Communicating updated benefits to employees, line managers and HR personnel.
These changes signal Thailand’s commitment to raising labour protection standards and providing more comprehensive support to working families.
Disclaimer
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Please note also that whilst the information in this publication is correct to the best of our knowledge and belief at the time of writing, it is only intended to provide a general guide to the subject matter and should not be treated as legal advice or a substitute for specific professional advice for any particular course of action as such information may not suit your specific business and operational requirements. You should seek legal advice for your specific situation. In addition, the information in this publication does not create any relationship, whether legally binding or otherwise. Rajah & Tann Asia and its member firms do not accept, and fully disclaim, responsibility for any loss or damage which may result from accessing or relying on the information in this publication.
