Managing employee leave and vacation entitlements is a crucial aspect of compliance and employee satisfaction when operating in Thailand. The country's labor laws provide a framework for various types of leave, ensuring employees receive adequate time off for rest, illness, and significant life events. Understanding these regulations is essential for employers to maintain legal compliance and foster a positive working environment.
Thai labor law mandates specific minimum entitlements for different types of leave, including annual vacation, public holidays, sick leave, and parental leave. While the law sets the minimum standards, many companies choose to offer more generous leave policies as part of their employee benefits package. Navigating these requirements, especially for foreign companies, necessitates a clear understanding of the statutory obligations and common practices.
Annual Vacation Leave
Employees in Thailand are legally entitled to a minimum amount of annual vacation leave. After completing one full year of service, an employee is entitled to at least six working days of annual leave per year. This is the statutory minimum, and many employers offer more days, often increasing with years of service.
- Minimum Entitlement: At least 6 working days per year after 1 year of service.
- Accrual: Entitlement typically accrues after the first year. Some employers may allow pro-rata accrual during the first year.
- Carry-over: Unused annual leave can often be carried over to the following year, subject to company policy or agreement.
- Payment: Employees are entitled to their normal wages during annual leave.
| Service Duration | Minimum Annual Leave Entitlement |
|---|---|
| Less than 1 year | No statutory minimum |
| 1 year or more | 6 working days per year |
Public Holidays
Thailand observes a number of public holidays throughout the year, which are typically paid days off for employees. The exact number and dates of public holidays can vary slightly each year, often including traditional festivals, royal-related dates, and international observances.
- Number of Holidays: Employers must grant employees at least 13 public holidays per year, including the National Labour Day.
- Designation: The employer announces the specific public holidays for the year, selecting from the official list published by the government.
- Work on Holidays: If an employee is required to work on a public holiday, they are entitled to receive overtime pay at a rate of at least double their normal hourly wage, in addition to their regular pay for the day.
Common public holidays include New Year's Day, Makha Bucha, Chakri Memorial Day, Songkran Festival, National Labour Day, Coronation Day, Visakha Bucha, Asarnha Bucha, Khow Phansa (Buddhist Lent), The Queen Mother's Birthday, The King's Birthday, and Constitution Day. Specific dates for 2025 will be officially announced closer to the year.
Sick Leave
Employees in Thailand are entitled to sick leave. The law specifies the maximum amount of paid sick leave per year.
- Entitlement: Employees are entitled to take sick leave for as long as they are actually ill.
- Paid Sick Leave: An employee is entitled to receive normal wages for sick leave for up to 30 working days per year.
- Medical Certificate: For sick leave of three consecutive days or more, an employer may require the employee to provide a medical certificate from a qualified doctor.
- Unpaid Sick Leave: Sick leave exceeding 30 working days in a year is typically unpaid, unless otherwise stipulated in the employment contract or company policy.
| Type of Sick Leave | Maximum Duration (Paid) | Medical Certificate Required |
|---|---|---|
| Paid Sick Leave | 30 working days/year | For 3+ consecutive days |
| Unpaid Sick Leave | Unlimited | May be required |
Parental Leave
Parental leave in Thailand primarily focuses on maternity leave, with specific provisions for female employees. Paternity and adoption leave are not explicitly mandated by statutory law but may be offered by employers as a benefit.
Maternity Leave
- Entitlement: A female employee is entitled to maternity leave of not more than 98 days per pregnancy. This period includes both days before and after delivery.
- Paid Leave: The employer is required to pay wages for maternity leave for a period not exceeding 45 days. The remaining portion of the 98 days may be covered by social security benefits, subject to contributions and conditions.
- Medical Certificate: A medical certificate may be required.
| Type of Parental Leave | Maximum Duration | Paid By Employer | Paid By Social Security |
|---|---|---|---|
| Maternity Leave | 98 days | Up to 45 days | Potentially remaining |
Paternity and Adoption Leave
There is no statutory entitlement to paid paternity or adoption leave under Thai labor law. Some progressive employers may offer a few days of paid leave for fathers or adoptive parents as part of their benefits package.
Other Types of Leave
Thai labor law also provides for other specific types of leave, and employers may offer additional leave types beyond the statutory requirements.
- Business Leave (Personal Leave): While not strictly defined by law, many companies offer a certain number of days per year for employees to attend to personal matters. This is typically paid leave and the number of days is determined by company policy.
- Sterilization Leave: An employee is entitled to leave for sterilization procedures, with the duration determined by the doctor's certificate. This leave is paid.
- Military Service Leave: Male employees are entitled to leave for military service calls, training, or testing. This leave is paid for a period not exceeding 60 days per year.
- Training/Study Leave: Employees may be granted leave for training or study, often related to their work. The terms (paid/unpaid, duration) are typically subject to agreement between the employer and employee or company policy. There is no statutory minimum for this type of leave.
- Bereavement Leave: There is no statutory requirement for bereavement leave, but many companies offer a few days of paid leave upon the death of an immediate family member.
- Sabbatical Leave: Sabbatical leave is not a statutory entitlement and is typically offered by employers for long-serving employees for extended periods of professional development or rest, usually unpaid or partially paid, based on company policy.
