Last updated: October 27, 2026
Hiring in Thailand involves more than agreeing on a salary. Employers need to consider local wage rates, working hours, leave, social security, termination rights, and work authorization for foreign employees.
This guide summarizes key Thailand employment requirements for foreign companies in 2026. Rules can vary by employee status, business activity, and location, so confirm the requirements that apply to your specific workplace before making payroll or employment decisions.
Companies hiring across Southeast Asia may also need to compare local rules. See our guides to Malaysia Employment Law 2026 and Indonesia Employment Law 2026.
Key Thailand Employment Law Updates for 2026
Foreign employers should pay particular attention to these changes and requirements:
- Social Security: For Section 33 insured employees, the monthly contribution wage ceiling increased to THB 17,500 from January 2026. At a 5% contribution rate, the maximum employer contribution is THB 875 per month.
- Employee Welfare Fund: Contribution collection is scheduled to begin on January 1, 2027. Under the current announced schedule, the initial rate is 0.25% from the employer and 0.25% from the employee.
- Family-related leave: Thailand’s Labour Protection Act (No. 9) B.E. 2568 took effect on December 7, 2025. It increased maternity leave to 120 days and added leave entitlements for certain childcare and childbirth-related circumstances.
- Minimum wage: Rates vary by province, district, and certain business sectors. Employers should check the rate applicable to each employee’s actual workplace.
1. Minimum Wage in Thailand
Thailand does not have one daily minimum wage that applies uniformly to every location and business. The applicable rate depends on the employee’s workplace and, in some cases, the type of business.
The Ministry of Labour’s current published schedule includes rates from THB 337 to THB 400 per day. For example, a rate of THB 400 applies in Bangkok and to certain hotel and service businesses nationwide. Other areas have different rates.
Before setting or changing wages, employers should verify:
- The employee’s actual place of work
- The current provincial or district rate
- Whether a sector-specific rate applies
- The effective date of the relevant wage notification
Use the Ministry of Labour’s minimum wage announcement to review the published schedule. A daily rate should not automatically be treated as a statutory monthly salary by multiplying it by a standard number of workdays.
2. Employment Contracts
Employers should give employees clear written terms, even where the law does not require every employment relationship to use an identical contract format.
A written employment agreement should cover the employee’s:
- Position and duties
- Salary, pay frequency, and other compensation
- Work location and working schedule
- Probation arrangements, if applicable
- Benefits and leave
- Employment term, if fixed-term
- Notice and termination provisions
- Applicable workplace rules
The contract should accurately describe the work arrangement. Repeated fixed-term contracts for a role that is effectively ongoing may create legal and dispute risks. Employers should assess the facts and applicable law rather than relying on the contract label alone.
3. Working Hours, Rest Days, and Workplace Rules
For general work, normal working hours should generally not exceed eight hours per day or 48 hours per week. Some hazardous work is subject to a lower limit. Employers should check whether the nature of the work is covered by special rules.
The Labour Protection Act also sets requirements for rest periods, weekly holidays, traditional holidays, and overtime. In general, employees must receive at least one weekly holiday, with special arrangements possible for certain types of work.
Employers with 10 or more employees must prepare Thai-language work rules containing required information such as working hours, rest periods, holidays, overtime, leave, discipline, grievance procedures, and termination. The Ministry of Labour summarizes employer and employee duties in its employment rights guidance.
4. Leave Entitlements
Employers should distinguish statutory leave from any more generous benefits offered under company policy or an employment agreement.
Key statutory leave areas include:
- Weekly holidays: At least one weekly holiday, subject to rules for particular types of work.
- Traditional holidays: At least 13 traditional holidays each year, including National Labour Day.
- Annual leave: At least six working days of annual leave after an employee has worked continuously for one year. Employers may provide more.
- Sick leave: Employees may take sick leave for as long as they are sick, subject to the statutory paid-leave limit and documentation rules.
- Maternity leave: Up to 120 days per pregnancy. Employers must pay normal wages for up to 60 days of maternity leave.
- Childcare leave in specified circumstances: An employee may take up to 15 additional days to care for a newborn with qualifying medical complications, disability, or a related condition. The statutory wage payment for this leave is 50%, subject to the law’s requirements.
- Leave for an employee whose spouse gives birth: Up to 15 days of paid leave under the amended law.
The family-related changes took effect on December 7, 2025. Employers should update leave policies, employee handbooks, payroll settings, and manager guidance to reflect the amended law. See the Thai Government’s summary of the amendment.
5. Social Security and Workmen’s Compensation
Employees working in Thailand may be required to register under the Social Security Fund, subject to the applicable rules and exceptions. Foreign nationality alone does not necessarily remove an employee from the system. Employers should confirm each employee’s status with the Social Security Office.
For Section 33 insured employees in 2026:
- The contribution rate is generally 5% for the employer and 5% for the employee.
- The maximum monthly contribution wage base is THB 17,500.
- The maximum employer contribution is THB 875 per month.
- The maximum employee contribution is THB 875 per month.
Employers should also check their obligations under the Workmen’s Compensation Fund, which is separate from the Social Security Fund. The applicable contribution depends on the employer’s business and risk classification.
Thailand’s government portal provides information on social security coverage for foreign workers. For individual cases, confirm registration and contribution requirements directly with the relevant authority.
6. Employee Welfare Fund
The Employee Welfare Fund is separate from the Social Security Fund. Under the latest published schedule, collection is set to begin on January 1, 2027, following a Royal Decree that postponed the previously scheduled October 1, 2026 start date.
The announced initial contribution schedule is:
| Period | Employer contribution | Employee contribution |
|---|---|---|
| January 1, 2027–December 31, 2031 | 0.25% of wages | 0.25% of wages |
| From January 1, 2032 | 0.50% of wages | 0.50% of wages |
Coverage and exemptions depend on the law and the employer’s arrangements, including qualifying provident fund or welfare arrangements. Employers should confirm whether their business and employees are covered, and monitor any subsequent official guidance.
The revised start date is set out in the Royal Decree update. Employers should align payroll planning with the operative rules and any later official announcements.
7. Probation and Severance Pay
Thai law does not establish 119 days as a universal maximum probation period. The important statutory threshold is generally 120 consecutive days of service: in qualifying employer-initiated terminations, an employee who has completed that period may be entitled to statutory severance.
The general statutory severance schedule is based on continuous service:
| Length of continuous service | Minimum severance |
|---|---|
| 120 days to less than 1 year | 30 days’ wages |
| 1 year to less than 3 years | 90 days’ wages |
| 3 years to less than 6 years | 180 days’ wages |
| 6 years to less than 10 years | 240 days’ wages |
| 10 years to less than 20 years | 300 days’ wages |
| 20 years or more | 400 days’ wages |
Some statutory exceptions may apply, including specified serious misconduct cases. Employers should review the facts, applicable legal conditions, and supporting documentation before relying on an exception.
Termination may also involve notice or payment in lieu, accrued leave, unpaid compensation, and other contractual or statutory amounts. A severance calculation should be checked against the employee’s service record and wage components.
8. Work Permits and Foreign Employees
Foreign employees must have the immigration status and work authorization required for their specific role and circumstances. Employers should not assume that a visa alone authorizes employment or that one company-level ratio or rule applies to every business.
Before a foreign employee starts work, employers should confirm:
- The employee’s permitted role and work location
- Whether a work permit or other authorization is required
- Whether the employer meets the conditions for the relevant route
- Whether changes to duties, location, or employer require an update
- Whether social security registration is required
Immigration, employment, and corporate requirements can interact. Check the employee’s individual case with the relevant Thai authorities or a qualified local adviser.
2026–2027 Thailand HR Compliance Checklist
Foreign employers should:
- Check the applicable minimum wage for every employee’s work location and sector.
- Review written employment terms, job duties, pay, and termination provisions.
- Track working hours, rest periods, weekly holidays, and overtime.
- Maintain Thai-language work rules when the workforce reaches the statutory threshold.
- Update leave policies for the amended maternity and family-related leave provisions.
- Register eligible employees and apply the correct Social Security contribution ceiling.
- Review Workmen’s Compensation Fund obligations separately.
- Prepare for Employee Welfare Fund contributions from January 1, 2027, while checking coverage and exemptions.
- Track each employee’s service date and review severance before termination.
- Confirm work authorization for foreign employees and review any changes in role or workplace.
How BigFish Global Consulting Can Help
BigFish Global Consulting supports international companies with HR and workforce administration across Southeast Asia. Depending on your needs, support may include:
- Employer of Record (EOR) services
- Payroll and statutory contribution administration
- HR consulting and employment documentation
- Work visa and immigration support
- Company registration and business expansion support
Explore our Employer of Record services, Payroll services, or HR services, or contact BigFish Global Consulting to discuss your requirements.
This article provides general information for business planning and is not legal advice. Thai employment requirements may depend on the employee, business, and workplace. Confirm current rules with the relevant Thai authority or a qualified local professional before acting.
