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Annual leave in Thailand

Parental leave in Thailand

Adoption leave in the Thailand

Other types of leave in Thailand

Public holidays in Thailand

Protect your employees and your business

Thailand's leave policy

If you’re managing a team in Thailand, you need to understand your employees’ rights when it comes to paid time off. This includes being knowledgeable on local labour laws and regulations, which set guidelines on how to handle sick leave, maternity leave, and other types of paid leave.

Your company’s policies on these matters need to be in full compliance with the legal requirements set by Thailand’s laws. This means ensuring that your employees’ entitlements and benefits are aligned with the minimum standards outlined in the regulations. This way, you’re protecting your business from potential legal and financial risks while treating your employees fairly.

In this guide, we will provide everything you need to know about leave entitlements in Thailand and other types of leave that companies typically offer to employees.

Sick leave in Thailand

Thailand has a generous sick leave policy. The country’s labour laws allow employees to take sick leave as needed, but the maximum paid sick leave is 30 regular working days per year.

If an employee is sick for three days or more, the employer may request a medical certificate from a qualified doctor to verify the need for sick leave.

Funeral or bereavement leave in Thailand

The law does not mandate this type of leave. This means that funeral or bereavement leave is dependent on company policy and the agreement between the employer and employee. Specific details, such as the number of leave days and eligibility, can vary significantly from one employer to another.

Employers may offer bereavement leave as part of their benefits package to support employees during their time of loss, but the absence of a statutory requirement provides companies with the flexibility to determine their own policies.

Compassionate leave in Thailand

Compassionate leave is not mandated by law and is typically subject to the employer’s internal policies. The provision of compassionate leave can vary from company to company.

Companies may have their own policies regarding leave for employees who need to deal with personal matters, such as the death of a family member or other events that require their attention. It’s common for employers to consider the individual circumstances and grant leave accordingly.

Leave for employees who have worked for less than one year in Thailand

Employees who have not completed a full year of employment are eligible for annual leave on a pro-rata basis. This means that while the full entitlement to annual leave (typically six days after a full year of service) accrues after completing one year, employees who have not yet reached this mark can still accumulate leave proportional to the amount of time they have worked.

Annual leave in Thailand

Employees who have worked continuously for a full year are entitled to a minimum of six (6) paid days of annual leave under the country’s labour law. Employers have the option to offer more than the minimum annual leave entitlement at their discretion.

Many businesses in Thailand choose to provide more than the minimum leave. This is particularly common in sectors looking to attract and retain talent by enhancing their employee benefits packages. The statutory minimum serves as a baseline, ensuring that all workers receive essential time off, but companies often enhance benefits to increase job satisfaction and remain competitive in the job market.

Moreover, the process of scheduling leave is, by law, the employer’s responsibility. Under Section 30 of the Labour Protection Act (LPA), employers must schedule their employees’ annual leave in advance, without requiring the employee’s consent. This gives employers the flexibility to manage business operations efficiently while ensuring employees utilise their leave entitlements.

Annual leave law in Thailand

The Labour Protection Act (LPA) outlines Thailand’s annual leave entitlement. Specifically, Section 30 of Thailand’s LPA mandates that employers must schedule the employee’s annual paid leave time in advance.

If employment contracts stipulate more than the statutory minimum, employers must adhere to these terms.

Parental leave in Thailand

Maternity leave in Thailand

The Labour Protection Act (Amendment) B.E. 2566 (2023) was amended to extend the duration of maternity leave from 90 days to 120 days. This amendment took effect on March 1, 2024, and mandates that employers provide full pay during the entire leave period. This change aims to support working mothers and encourage gender equality in the workplace. This means employers are responsible for providing 100% of their employees’ regular salary for 45 days, while the social security office covers the remaining days and pays employees 50% of their regular salary.

Is there a maternity leave for foreigners in Thailand?

Yes, the provisions for maternity leave in Thailand, as outlined in the Labour Protection Act, apply to all female employees, regardless of their nationality. Legally employed foreign women in Thailand enjoy the same maternity leave benefits as Thai citizens.

In order to be eligible for the benefits from the Social Security Fund, a foreign worker must have been contributing to the fund prior to taking maternity leave.

Paternity leave in Thailand

There is no mandatory provision at the national level for paternity leave. Some companies may offer paternity leave at their own discretion.

However, new fathers in the public sector are eligible for 15 days of paid paternity leave.

Parental leave in Thailand

There is currently no statutory parental leave in Thailand. Some companies offer parental leave as part of their talent attraction and retention efforts.

Adoption leave in the Thailand

The current Thai legislation does not explicitly grant adoptive parents the right to paid leave after the adoption of a child. However, companies can offer adoption leave to their employees at their own discretion.

Other types of leave in Thailand

Aside from the statutory leave, there are various types of leave that companies in Thailand provide to their employees. Among the common types are:

Education or training leave in Thailand

Some employers allow employees to take leave to pursue further education or professional training relevant to their jobs. The employer typically sets policies around education or training leave.

Union leave in Thailand

According to agreements between unions and employers, employees involved in union activities may be eligible to take leave for attending union meetings or events.

Study leave in Thailand

This type of leave is provided for employees to pursue further education or professional development not required by law but potentially offered by employers to encourage employee growth.

Volunteer leave in Thailand

Some organisations in the country provide days off for employees to engage in volunteer work, supporting community service or charitable activities.

Unpaid leave in Thailand

While not a benefit per se, employers may offer unpaid leave options for personal reasons beyond the statutory or usual paid leave entitlements, allowing employees flexibility to take extended time off when needed.

Military leave in Thailand

Employers must compensate employees who take military leave at their regular wage rate, according to the leave policy. The annual cap for this compensation is 60 days. This provision ensures that employees fulfilling their military duties do not face financial hardship during their service period.

Public holidays in Thailand

Public holidays in Thailand are announced annually by the government. Businesses and the general public typically observe these days as non-working days. On average, Thailand observes around 19 public holidays per year, although the exact number may vary if the Cabinet declares additional special holidays. When a public holiday falls on a weekend, it is generally moved to the next working day, ensuring employees do not lose their entitlement. Some holidays are region-specific or sector-specific, and employers should take these distinctions into account when planning operations.

Certain holidays—such as Chinese New Year, Christmas Day, and the end of Ramadan—are officially recognised only in the southern provinces of Narathiwat, Pattani, Yala, and Satun.

Labour Day is observed by all sectors except the government, while the Royal Ploughing Ceremony and Khao Phansa Day are observed by the government sector only.

Public Holidays in Thailand

1 Jan Thu

New Year’s Day.

17 Feb Tue

Chinese New Year *.

3 Mar Tue

Makha Bucha Day

20 Mar Fri

End of Ramadan *

6 Apr Mon

Chakri Day

7 Apr Tue

Chakri Day Holiday

13–15 Apr Mon–Wed

Songkran Festival

1 May Fri

Labour Day *

4 May Mon

Coronation of King Vajiralongkorn

5 May Tue

Coronation Day Holiday.

8 May Fri

Royal Ploughing Ceremony *.

31 May Sun

Visakha Bucha Day.

1 Jun Mon

Visakha Bucha Holiday.

3 Jun Wed

Queen Suthida’s Birthday.

4 Jun Thu

Queen Suthida’s Birthday Holiday.

30 Jul Thu

Asahna Bucha Day.

31 Jul Fri

Khao Phansa Day *

28 Jul Tue

King Vajiralongkorn’s Birthday.

11 Aug Tue

Queen Mother’s Birthday Holiday.

12 Aug Wed

Queen Mother’s Birthday.

13 Oct Tue

Passing of His Majesty King Bhumibol.

23 Oct Fri

Chulalongkorn Memorial Day.

5 Dec Sat

King Bhumibol’s Birthday / National Day.

7 Dec Mon

King’s Birthday Holiday.

10 Dec Thu

Constitution Day

25 Dec Fri

Christmas Day *

31 Dec Thu

New Year’s Eve.

Notes (*)

Chinese New Year, Christmas Day, and End of Ramadan are observed only in Narathiwat, Pattani, Yala, and Satun.

Labour Day is observed by all sectors except the government sector.

Royal Ploughing Ceremony and Khao Phansa Day are observed by the government sector only.

Protect your employees and your business

As an employer in Thailand, you need to understand your employees’ rights and entitlements. But keeping up with them can be a lot of work.

When you hire workers with CXC, we’ll ensure your engagements are in line with all local, national and international employment regulations. That way, your workers will get their benefits they’re entitled to, and your business will be protected from risk.

Read about EoR services

FAQ's

What types of paid leave are employees entitled to in Thailand?

Employees in Thailand are entitled to several types of paid leave under the Labour Protection Act, including annual leave, sick leave, maternity leave, public holidays and certain forms of personal leave. Employers in Thailand can offer more generous benefits, but they cannot provide less than the statutory minimum.

The table below summarises the main paid leave entitlements.

Leave type	Statutory entitlement in Thailand
Annual leave in Thailand	At least 6 working days after one year of service. Employers may grant annual leave on a pro-rata basis before the employee completes one year.
Sick leave in Thailand	Employees may take sick leave for as long as they are genuinely ill, with wages payable for up to 30 working days each year.
Public holidays in Thailand	At least 13 paid traditional holidays each year, including National Labour Day.
Maternity leave in Thailand	Up to 120 calendar days per pregnancy, including holidays, with employer-paid wages for up to 60 days. This entitlement has applied since 7 December 2025.
Sterilisation leave in Thailand	As certified by a medical practitioner

A medical certificate may generally be requested where an employee takes sick leave for three consecutive working days or more. Employers should administer certification requirements consistently and in accordance with the Labour Protection Act.

Thailand’s leave system differs from many other countries in Asia. For example, annual leave only becomes a statutory entitlement after one year of service, while the country provides one of the highest minimum public holiday entitlements in the region. The expansion of maternity leave and introduction of paid spousal-support and additional childcare leave have also significantly strengthened Thailand’s statutory family-leave framework since December 2025.

Many private employers in Thailand also provide additional leave, such as marriage leave, compassionate leave or birthday leave, as part of their employment package. These benefits are contractual rather than statutory.

How many vacation days do employees get in Thailand?

Employees in Thailand are entitled to at least six working days of paid annual leave after completing one year of continuous service. Employers in Thailand can provide more annual leave, but they cannot reduce the statutory minimum.

Employers may grant annual leave on a pro-rata basis before an employee completes one year of service. Annual leave dates may be determined in advance by the employer or agreed between the employer and employee. Although six days is the legal minimum, many employers in Thailand offer more to remain competitive. Professional and multinational employers commonly provide between 10 and 15 days of annual leave for office-based employees, particularly in sectors such as technology, financial services and life sciences.

Annual leave is separate from public holidays and sick leave. Employees in Thailand continue to receive their normal salary while taking approved annual leave.

When developing a leave policy in Thailand, employers should also decide:

When annual leave starts accruing.

How employees request leave.

Whether unused leave can be carried forward.

Whether unused leave is paid out when employment ends.

These arrangements should be clearly documented in the employment contract or employee handbook. Carry-over and termination-payment rules must remain consistent with Thai law. Accrued statutory annual leave may need to be paid when employment ends, depending on the circumstances of termination.

In summary, the statutory minimum for vacation days in Thailand is six working days after one year of service, although many employers provide additional annual leave to attract and retain employees.

How does sick leave work in Thailand?

Employees in Thailand are entitled to take sick leave for as long as they are genuinely ill. Employers must pay wages for up to 30 working days of paid sick leave each year if they are genuinely unable to work because of illness. Employers cannot require employees to use annual leave instead of their statutory sick leave entitlement.

Employees should notify their employer in Thailand as soon as reasonably possible if they are unable to attend work. If sick leave lasts for three consecutive working days or more, employers may request a medical certificate from a licensed medical practitioner. If obtaining a certificate is not reasonably possible, employers should consider other appropriate evidence.

Absence resulting from a qualifying work-related injury or occupational illness is generally managed under the workers’ compensation framework and is not treated in the same way as ordinary statutory sick leave.

Where an employee’s illness extends beyond the 30 days of employer-paid sick leave, Social Security benefits may become available for eligible employees who meet the contribution requirements under Thailand’s Social Security system. Social Security income-replacement benefits are subject to separate eligibility, certification and contribution requirements and do not automatically extend the employer’s 30-day wage-payment obligation.

Many international employers provide additional paid sick leave beyond the statutory minimum as part of their overall employee benefits package.

A clear sick leave policy should explain notification procedures, medical-certificate requirements, payroll treatment and how longer absences will be coordinated with Social Security. CXC can manage these records and payroll adjustments through its local EOR framework.

In summary, the statutory sick leave in Thailand entitlement is up to 30 working days of paid leave each year. Longer absences may involve Social Security benefits if the employee meets the eligibility requirements.

What maternity and parental leave are employees entitled to in Thailand?

Female employees in Thailand are entitled to up to 120 calendar days of maternity leave per pregnancy, including weekends and public holidays. The entitlement increased from 98 to 120 days with effect from 7 December 2025.

The 120-day entitlement covers leave taken before and after childbirth, which allows employees flexibility based on medical advice and their individual circumstances.

Thailand now also provides statutory spousal-support leave. An employee whose lawful spouse gives birth may take up to 15 calendar days of leave at full pay to support the spouse following childbirth. This leave must generally be taken within 90 days of the birth.

An eligible female employee may also receive up to 15 additional days of childcare leave where her newborn has an illness, congenital disorder, disability or qualifying medical complication. This leave is paid by the employer at 50% of the employee’s normal wages and requires appropriate medical certification.

Thailand does not currently provide a general shared parental leave entitlement under which maternity leave can be transferred between parents. However, the maternity, childcare and spousal-support entitlements introduced or expanded in December 2025 provide a significantly broader statutory family-leave framework.

Compared with many other countries in Asia, Thailand’s maternity leave is relatively generous. Many multinational employers provide benefits beyond the statutory entitlements, such as extended paid parental leave, adoption leave or additional family-care leave, as part of their global benefits programme.

Employers hiring employees in Thailand should distinguish between statutory leave and company benefits when developing their leave policies.

To summarise, the statutory maternity leave in Thailand entitlement is 98 days. There is currently no statutory paternity or shared parental leave requirement for most private sector employers.

Is maternity leave paid in Thailand?

Yes, maternity leave is paid in Thailand, but the payment is shared between the employer and the Social Security system for eligible employees.

Under the Labour Protection Act, employers in Thailand are required to pay the employee’s wages for up to 60 days of maternity leave per pregnancy. This increased from 45 days with effect from 7 December 2025.

The employee may also qualify for maternity and income-replacement benefits from the Social Security Fund if the relevant registration and contribution requirements are satisfied. Social Security benefits do not necessarily correspond directly to every remaining day of statutory maternity leave, so employers should not describe the arrangement as an automatic division of the 120 days between the employer and Social Security.

Because employer payments and Social Security benefits operate under different rules, businesses should understand both before calculating maternity pay.

For international companies hiring employees in Thailand, payroll administration during maternity leave should also account for:

Employer-paid maternity wages.

Social Security eligibility.

Payroll reporting.

Statutory leave records.

This helps ensure maternity payments are processed correctly while meeting local employment requirements.

In summary, employers in Thailand are responsible for paying wages for up to 60 days of the 120-day statutory maternity leave entitlement, while eligible employees may also receive maternity benefits through Thailand’s Social Security system.

What are the employer obligations during maternity leave in Thailand?

Employers in Thailand must grant eligible employees maternity leave, pay the employer’s portion of maternity leave wages, maintain statutory employment rights during the leave period and administer payroll correctly. These obligations are set out under the Labour Protection Act and related employment laws.

Since 7 December 2025, employers must provide up to 120 calendar days of maternity leave per pregnancy and pay normal wages for up to 60 days. Employers must also administer the new spousal-support and additional childcare leave entitlements where the statutory conditions are satisfied.

Granting maternity leave is only one part of an employer’s responsibility. Employers in Thailand should also ensure the employee’s pay, leave records and statutory contributions are managed correctly while they are away from work.

During maternity leave in Thailand, employers should:

Calculate and pay the wages for which they are legally responsible.

Maintain accurate payroll and leave records.

Continue making statutory Social Security contributions where applicable.

Coordinate payroll with any Social Security maternity benefits the employee may be entitled to receive.

Prepare for the employee’s return to work.

Employers in Thailand should also be mindful of their obligations when making employment decisions involving pregnant employees. An employer must not terminate an employee because of pregnancy. Employers should also avoid unfairly transferring or otherwise disadvantaging an employee because she is pregnant or exercises a statutory maternity-related right. Dismissal, disciplinary action or changes to employment terms should never be linked to an employee’s pregnancy or use of statutory maternity leave. Any employment decisions should be based on legitimate business or performance reasons and comply with Thai labour law.

For international employers, maternity leave in Thailand often involves coordination between HR, payroll and local compliance teams. This is particularly important where payroll is managed outside Thailand, as local statutory requirements may differ from those in other countries.

What is the leave policy in Thailand for private companies?

Private companies in Thailand must provide the statutory leave required under Thai labour law, but they can offer more generous leave through their own company policies. Most employers combine the statutory minimum with additional benefits to remain competitive in the local job market.

A well-developed leave policy in Thailand should explain both the legal entitlements and the company’s internal procedures. This helps managers apply leave consistently and gives employees a clear understanding of their entitlements.

A typical leave policy in Thailand covers:

Policy area	What should be included?
Leave entitlements	Annual leave, sick leave, maternity leave, public holidays and other statutory leave, including business, military service, sterilisation, spousal-support and additional childcare leave.
Eligibility	When employees become entitled to different types of leave.
Approval process	How leave requests should be submitted and approved.
Supporting documents	When medical certificates or other documentation are required.
Carry-over rules	Whether unused annual leave can be carried forward.
Payment during leave	Which leave types are paid and how they are administered.

Employers with 10 or more employees must maintain written work rules in Thai covering matters including working days, holidays, leave, disciplinary procedures and termination. A separate employee handbook or bilingual policy may also be used to communicate the rules more clearly to an international workforce.

Many multinational employers operating in Thailand also include additional benefits such as marriage leave, compassionate leave, volunteer leave or birthday leave. These benefits are determined by the employer rather than Thai law. Once incorporated into an employment contract, work rules or established company policy, they may become binding employment conditions.

Having a clearly documented leave policy also helps reduce disputes about leave balances, approvals and payroll, particularly where employees work remotely or managers are based outside Thailand.

What other types of leave exist in Thailand?

In addition to annual leave, sick leave and maternity leave, Thai law provides several other types of statutory leave, while many employers choose to offer additional leave through company policy.

Some leave types are required by law, whereas others are offered as employee benefits to support recruitment and retention.

Leave type	Statutory position
Public holidays	At least 13 paid public holidays each year.
Sterilisation leave	Available where certified by a medical practitioner.
Military service leave	Employees called for military service are entitled to leave in accordance with the Labour Protection Act, with employer-paid wages for up to 60 days per year.
Personal business leave	Employees are entitled to at least three paid working days per year for necessary personal business.
Marriage leave	Not required by law.
Compassionate or bereavement leave	Not required by law.
Birthday leave	Optional employer benefit.
Volunteer leave	Optional employer benefit.

Although several leave types are optional, they have become common among multinational employers and organisations competing for experienced professionals. Providing additional paid leave can strengthen an employer’s value proposition, particularly in sectors where skilled employees have multiple job opportunities.

When introducing additional leave benefits, employers in Thailand should document the eligibility criteria and approval process to ensure they are applied consistently across the workforce.

In summary, Thai labour law provides several statutory leave entitlements, while many employers expand their leave policy in Thailand by offering additional paid leave as part of their employee benefits program.

What is the annual leave carry-over rule in Thailand?

Thai labour law does not give employees an automatic right to carry all unused annual leave into the following year. However, the Labour Protection Act expressly allows employers and employees to agree in advance that unused annual leave will be accumulated and carried forward to future years. Whether annual leave can be carried forward depends on the employment contract, collective agreement or the employer’s leave policy.

This gives employers flexibility to decide how unused leave is managed, provided employees receive at least their statutory annual leave entitlement. Employers are responsible for fixing annual leave dates in advance or agreeing them with employees, so a carry-over or forfeiture policy should not be used to prevent employees from taking their minimum statutory leave.

Common approaches include:

Requiring employees to use annual leave before the end of the leave year.

Allowing unused leave to be carried forward for a limited period.

Setting a maximum number of days that can be carried over.

Paying out unused annual leave when employment ends, where required.

Whatever approach is adopted, the rule should be clearly documented and communicated to employees. Unclear carry-over arrangements can lead to disputes over leave balances, particularly where employees have accumulated unused leave over several years. When employment ends, the employer may be required to pay the employee for accrued or unused annual leave. The precise entitlement depends on whether the leave relates to previous years or the year of termination and on the reason and circumstances of termination. Employers should therefore confirm the outstanding balance before processing final payroll.

Many multinational employers also align their Thailand leave policy with regional HR practices while ensuring local employment requirements continue to be met. A global “use it or lose it” policy should not be applied in Thailand without reviewing its interaction with the employer’s obligation to schedule leave and pay qualifying unused entitlements.

How does CXC help companies stay compliant with Thailand leave regulations?

CXC helps employers manage statutory leave in Thailand by administering leave in line with Thai labour law and integrating leave management with payroll and employment administration. This reduces the administrative burden on HR teams while helping businesses meet their local employment obligations.

Managing leave in Thailand involves more than approving employee absences. Employers need to track leave balances, calculate paid leave correctly, administer maternity leave, update payroll records and ensure statutory entitlements are applied consistently. They must also keep policies current when the law changes, as demonstrated by the maternity, childcare and spousal-support leave reforms effective from December 2025.

CXC supports employers throughout this process by managing:

Annual leave tracking and accruals.

Sick leave administration.

Maternity leave administration.

Payroll adjustments during periods of leave.

Statutory leave record management.

Employment documentation linked to leave.

Ongoing updates where employment requirements change

For companies using CXC’s Employer of Record service, leave administration forms part of the wider employment relationship. This means leave, payroll, statutory benefits and employment records are managed through one local employer, reducing the need to coordinate multiple providers.

This is particularly valuable for international businesses hiring employees in Thailand for the first time. Instead of interpreting local leave requirements themselves, they can rely on local employment specialists to administer statutory leave consistently while supporting employees throughout the employment lifecycle.

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