Thailand is introducing significant changes to leave entitlements for expecting parents. These include an increase in maternity leave from 98 to 120 days (with employer-paid wages for 60 days, increased from 45 days), a new employer-paid leave entitlement of up to 15 days for mothers to care for newborns with health complications, and a new employer-paid parental leave entitlement of up to 15 days for employees, regardless of gender, to assist their spouse who has given birth. The effective date of the changes has yet to be confirmed.
Background
The amendments to the Labor Protection Act were approved by the Thai Senate on 15 September 2025. The law is currently pending publication in the Royal Gazette and will take effect 30 days after such publication.
Key details
The most relevant details for employers to note include the following:
Increase in maternity leave
Female employees will be entitled to 120 days of maternity leave per pregnancy, increased from the current 98 days.
Employers will be required to pay full wages for 60 days of maternity leave, increased from the current 45 days.
Additional leave for newborns with health complications
The amendments introduce a new leave entitlement of up to 15 days for a female employee to care for a newborn with an illness that puts them at risk of complications, an abnormality, or a disability. This leave is available after the standard maternity leave has been used.
Employers will be required to pay 50% of wages during this leave. The employee must present a medical certificate to the employer along with the leave request.
The legislation does not specify whether the 15 days are calendar or working days, nor does it specify whether the leave may be taken non-consecutively.
New parental leave for employee whose spouse has given birth
There is currently no entitlement to paternity or spousal leave for employees in the private sector.
Employees, regardless of gender, will have a new right to take up to 15 days of parental leave to assist their spouse who has given birth. This leave must be taken within 90 days of childbirth.
Employers will be required to pay full wages during this leave.
The legislation does not specify whether the 15 days are calendar or working days, nor does it specify whether the leave may be taken non-consecutively.
Annual reports on employment and working conditions
As a new obligation, employers with ten or more employees will be required to submit an annual report on employment and working conditions to the Department of Labor Protection and Welfare by January of each year. Additional details are expected to be announced at a later date.
Employer action: ACT
Employers should monitor for updates on the effective date of the changes, which will be 30 days after the law is published in the Royal Gazette, as well as any implementing regulations or regulatory guidance.
In the meantime, they should review the changes and prepare to update their family leave policies and procedures and employee handbooks, as needed, to ensure compliance from the effective date.
The Lockton Global People Solutions Compliance Practice will update this article once the effective date is confirmed.
Further Information
Bill on Amendments to the Labor Protection Act | Senate (opens a new window)
