Thailand is ushering in a new era of workplace rights under the Labour Protection Act (No. 9) B.E. 2568, officially published in the Labour Protection Act Amendments 2025 on 7 November 2025, effective 7 December 2025. These reforms modernise Thai labour law, enhancing family support, protecting vulnerable workers, and meeting international standards.
Maternity leave now extends from 98 to 120 days per pregnancy, with employers required to cover full pay for the first 60 days, instead of 45. New provisions include 15 additional days of childcare leave at 50% pay for mothers whose newborns have health complications, disabilities, or congenital issues—medical certification is required. For the first time, fathers are entitled to 15 days of fully paid paternity leave, usable before or within 90 days of childbirth, supporting gender-equal caregiving.
The Act also introduces one day of menstrual leave per cycle, separate from sick leave; pay is determined by company policies or collective agreements. Additionally, protections now cover contracted workers under government bodies, state enterprises, and public organizations who perform duties akin to regular staff—these workers gain rights to a minimum wage, holidays, proper work hours, leave, and can resolve disputes through the Labour Court.
To streamline compliance, employers with 10 or more employees must submit an annual Form Kor Ror 11 employment report digitally each January via the Department of Labour Protection and Welfare’s Labour Protection Act Amendment. This update simplifies reporting, reducing administrative burdens.
With the 7 December 2025 deadline fast approaching, organisations should update HR policies, payroll systems, and employee handbooks, train managers on the new rules, and clearly communicate entitlements to staff. These reforms mark a profound shift toward more just, inclusive, and globally-aligned employment practices, and employers who proactively adapt will stand out as champions of workplace wellbeing.
Leap29’s Director Simon Duff shares his perspective
I see Thailand’s 2025 labour law reforms as a positive and necessary evolution. These changes don’t just tick compliance boxes—they reflect a genuine commitment to employee well-being and gender equality. For me, it’s exciting to see legislation that supports families, acknowledges health needs, and extends protections to previously overlooked workers. Yes, it means adjustments for employers, but it also opens the door to stronger workplace cultures and better talent retention. At Leap29, we believe embracing these reforms isn’t just good practice—it’s good business.”
