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    | 1 minute read

    Thailand Amends Labour Law to Expand Parental Leave from 2025

    by activpayroll

    From 7 December 2025, amendments to Thailand’s Labour Protection Act introduce enhanced parental and infant-care leave entitlements. These changes present important considerations for global payroll and mobility teams, who must update policies, payroll systems, and reporting processes to ensure compliance. 

    Key Changes in the Amended Labour Protection Act

    • Maternity Leave: The entitlement increases from 98 days to 120 days per pregnancy, with employers required to pay full wages for up to 60 days.
    • Infant-Care Leave: Up to 15 additional days of leave may be taken where a newborn has a medical condition, congenital disorder, or disability. A medical certificate is required, and employers must pay at least 50% of normal wages.
    • Spousal / Parental Support Leave: Employees whose lawful spouse gives birth are entitled to 15 calendar days of paid leave within 90 days of childbirth, with employers paying full wages.
    • Protection for Service-Contract Workers: Labour protections, including leave entitlements, are extended to workers engaged under supervised service contracts with government agencies.
    • Annual Reporting Requirement (Kor Ror 11): Employers with 10 or more employees must submit an annual employment-condition report every January. 

    Implications for Global Payroll and Mobility Teams 

    • Policy and compliance updates to handbooks, work rules, and employment contracts.
    • Payroll system changes to reflect extended maternity leave, infant-care leave at partial pay, and fully paid spousal leave.
    • Cost planning to account for increased employer-paid leave obligations.
    • Employee communication to ensure clear understanding of entitlements and documentation requirements.
    • Training for HR, payroll, and mobility teams to ensure accurate application of the amended provisions.
    • Process updates to ensure timely and accurate completion of the Kor Ror 11 annual report. 

    Preparing for the Changes 

    • Review all parental and family leave policies to ensure alignment with the new statutory requirements.
    • Update HR documentation, including handbooks, internal policies, and employment contracts.
    • Configure and test payroll and HR systems for the updated leave types and payment rules.
    • Train HR, payroll, and mobility teams on eligibility, documentation, and system changes.
    • Communicate the updated entitlements and processes to employees in advance of the effective date.

    Thailand – Global Insights

    For further detailed guidance on payroll, employment law, and compliance in Thailand, visit our Thailand Global Insights on the activpayroll website. 

    Next Steps 

    If you would like to understand how these new leave entitlements may impact your payroll, mobility, or HR policies, please get in touch. Complete our Contact Us form, and a member of our expert team will be happy to assist with your queries. 

     

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