Thailand has enacted significant labour law reforms that expand parental leave entitlements for employees. The Labour Protection Act (No. 9) B.E. 2568 (2025), which came into force on December 7, 2025, introduces substantial changes that employers must implement immediately.
Key Changes at a Glance
- Maternity Leave: Increased from 98 days to 120 days
- Paid Maternity Leave: Employers must pay wages at the normal working-day rate for up to 60 days
- Childcare Leave: New entitlement of 15 additional days for caring for a sick, disabled, or special-needs child (50% wage compensation)
- Paternity Leave: 15 days at full pay — a first in Thai labour law
- Contract Worker Protections: Government agency contract workers now receive equivalent benefits to regular employees
Why These Changes Matter
Thailand is responding to declining birth rates — a challenge facing many countries worldwide. According to Minister of Labour Trinuch Thienthong, Thailand is projected to be among the 23 countries most severely affected by population decline by 2100 if no action is taken. These reforms aim to create a more supportive environment for working parents.
The Department of Labour Protection and Welfare has been instructed to urgently ensure that business operators and employers understand and comply with these new requirements.
Compliance Requirements for Employers
Employers with staff in Thailand must immediately:
- Update maternity leave policies to reflect the new 120-day entitlement
- Ensure payroll systems account for the 60-day paid maternity leave requirement
- Establish new childcare leave procedures (15 days at 50% pay)
- Implement paternity leave policies (15 days at full pay)
- Review contracts for government agency workers to ensure equivalent benefits
Why This Matters for NEO Users
Navigating Thailand’s evolving labour laws requires local expertise. NEO connects you with vetted Thai EOR specialists who stay current on these regulatory changes and ensure your workforce remains compliant.
When you use NEO’s marketplace to find a local EOR partner in Thailand, that partner handles the compliance details — updating employment contracts, adjusting payroll for new leave entitlements, and implementing the required policies. Your local Thai EOR provider through NEO’s network ensures your employees receive their correct entitlements under the new law.
This is the advantage of working with local experts: they understand the nuances of Thai labour law and maintain direct relationships with authorities like the Department of Labour Protection and Welfare.
Effective Date
These provisions are now in force as of December 7, 2025. Employers must comply immediately.
