Recent developments in Thailand
We understand the challenges of keeping up with regulatory changes. That’s why we actively monitor these developments, so you don’t have to. Below is an overview of the key labour law and employment changes affecting Thailand in 2026.
Minimum wage framework (2026)
Thailand continues to apply a regional daily minimum wage system rather than a single national monthly minimum wage. In 2026, daily minimum wage rates generally range between THB 337 and THB 400, depending on the province and sector. The THB 400 daily rate has been expanded to cover Bangkok and certain industries nationwide. Employers must apply the rate applicable to the employee’s work location and sector.
Remote and work-from-home arrangements (2026)
Remote work remains governed by amendments to the Labour Protection Act rather than a standalone remote work law. Employers and employees may agree on work-from-home arrangements, including working hours, performance expectations, and communication requirements. In 2026, clear written agreements and policies remain best practice to ensure compliance and avoid disputes.
Extended maternity leave (2026)
Maternity leave entitlements remain expanded in 2026. Female employees are entitled to up to 120 days of maternity leave, with employer-paid wages for up to 60 days. This framework continues to support working parents and gender equality in the workplace.
Employee Welfare Fund (mandatory savings scheme) (2026)
Thailand is preparing for the implementation of the Employee Welfare Fund (EWF), with mandatory employer participation beginning in October 2026. Employers that do not already provide a qualifying provident fund or equivalent employee benefit scheme will need to register and contribute. This reform strengthens long-term financial protection for employees.
Social security contribution base updates (2026)
From 2026, updated minimum and maximum wage bases apply for calculating social security contributions. These changes directly affect payroll costs and employee benefit calculations, requiring employers to update payroll systems accordingly.
