Thailand has introduced a wide range of labor law reforms under the Labor Protection Act (No. 9) B.E. 2568 (2025), published in the Royal Gazette on 7 November 2025. Effective 7 December 2025, these amendments broaden family leave entitlements, strengthen worker rights, and extend protections to certain contractors engaged by public sector entities.
The changes mark a significant step towards aligning Thailand’s employment standards with international practices and in promoting a fairer and more inclusive workplace policies.
Key Provisions Under the New Labor Law
Longer Maternity Leave and Increased Pay
Maternity leave has been extended to 120 days per pregnancy, an increase from 98 days. Employers are now required to pay full wages for 60 days, compared to 45 days previously, with the remainder remaining unpaid unless otherwise agreed.
New Childcare Leave for Newborn Health Concerns
Female employees who have already taken maternity leave may now take up to 15 additional days of leave if their newborn suffers from a medical condition, disability, or illness that requires extra care. This leave must be supported by a medical certificate and is compensated at 50% of the employee’s regular wage.
Paid Paternity Leave Introduced
Male employees will now be entitled to 15 days of fully paid paternity leave, which may be taken before or within 90 days after childbirth.
Expanded Protection for Public-Sector Contractors
The scope of the Labor Protection Act has been broadened to include individuals working under service contracts with government agencies, such as ministries, local administrations, state enterprises, and public organizations.
When such contractors are under supervision or control similar to that of regular employees, they must now receive equivalent benefits, including:
- Wages and remuneration;
- Weekly rest days and public holidays;
- Annual and sick leave; and
- Standard working hours and rest periods.
New Annual Reporting Obligation for Employers:
Employers with 10 or more employees are now required to submit an annual report on employment and working conditions to the Department of Labor Protection and Welfare (DLPW) each January.
How Employers Can Prepare
Before the new rules take effect on 7 December 2025, employers should begin reviewing their HR frameworks and internal procedures to ensure compliance. This includes:
- Updating company work rules and policies to incorporate new leave entitlements and reporting requirements.
- Revising employment contracts and ensuring they reflect the extended rights and obligations.
- Training HR and management personnel to ensure consistent application of the new provisions.
- Reviewing service agreements, especially in the public sector, to assess whether workers fall within the Act’s expanded coverage.
- Setting up systems for compiling and submitting annual reports to the DLPW.
Proactive adjustments will help companies mitigate risks and prevent employment issues under the updated legal framework.
Silk Legal’s employment practice advises both domestic and international clients on Thailand’s evolving labor regulations. We assist in updating HR policies, managing compliance audits, and adapting internal frameworks to meet new statutory standards.
Contact us to learn how your business can remain compliant and prepared ahead of the December 2025 implementation date.
