union-imgcross icon
skuad logo

✨Limited Time Offer✨

Employer of Record in India at ($299) $169/month
Employer of Record in Thailand at ($349) $199/month

wdasds

Thank you! Your submission has been received!
Oops! Something went wrong while submitting the form.
union-imgcross icon
skuad logo

Hire, pay and manage your talent in 160+ countries.

wdasds

Loading....
We respect your data. By submitting the form, you agree that we will contact you about our products and services, in accordance with our privacy policy.
Thank you! Your submission has been received!
Oops! Something went wrong while submitting the form.

Leave Policy in Thailand

Updated on:
16 Jan, 2024
G2 badge

Hire and pay dedicated developers in 160+ countries

Offer banner
G2 badge
Monthly
best value
Annually
Pay monthly at a discounted rate with a 12-month commitment
(Save upto 15%)
$
199
/month
(billed monthly)
G2 badge

Hire and pay dedicated developers in 160+ countries

G2 badge
EOR in 
Thailand
Monthly
$
249
/month
(billed annually)
Annually
Pay monthly at a discounted rate with a 12-month commitment
$
199
/month
(billed monthly)
Offer banner
Offer banner

Table of Content

select-drop-down-arrow

The holiday leave policy in Thailand is also known as vacation leave or paid annual leave. Based on the country's annual leave policy, after an employee has completed one full year of consecutive work, they are entitled to no fewer than six days of paid annual leave per year.

For an employee who has worked for less than one full year of consecutive service, an employer may choose to provide the employee with paid annual leave on a prorated basis.

With a global employment and payroll partner like Skuad, it’s easy to employ talent from Thailand – and all over the world.

Rolling Over Unused Annual Leave

Section 30 of Thailand's Labor Protection Act (LPA) states that the employer must schedule (or "fix") the employee's annual paid leave time in advance. Somewhat surprisingly, the law does not require the employee's consent for the employer to schedule their annual leave time. However, annual paid leave may be taken on specified dates if both parties agree to these dates in advance.

According to a decision made by the Supreme Court of Thailand, it is a violation of Section 30 of the LPA for an employer to refuse to carry over its employees' annual leave to the following years. An employee has the right to claim their rightful wages for any unused annual leave days that were carried over from prior years, and the employer has no right to reduce or deduct from the employee's entitlement for any reason.

Section 193/34 (9) of the Civil and Commercial Code of Thailand dictates that the employee must exercise their right to claim these wages for any unused annual leave time within two years of becoming entitled to these wages.

eor pattern

One platform to grow your global team

Hire and pay talent globally, the hassle-free way with Skuad

Talk to an expert

Unused Annual Leave

An employee in Thailand can be terminated without a specific cause. Upon the employee's termination, the employer must honor any and all payments they owe to the employee within three days of the termination of employment. These payments include but are not limited to

  • Unpaid wages or overtime pay
  • Severance pay
  • Unused annual leave days

Processing payroll can be a headache for international employers. Skuad can help you manage your payroll burden for every country where your company employs workers.

Failure To Fix Annual Leave in Advance

According to Section 146 of the LPA, an employer who fails to fix the employee's annual leave in advance may face a maximum criminal fine of 20,000 Thai baht (THB).

Section 64 of the LPA also stipulates that in this situation, the employer is required to pay the employee holiday wages. Even if the employee does not take personal vacation time, the employer is still required to pay the employee's wages for any unused annual leave days.

Public Holidays in Thailand

Public holidays are not considered part of an employee's paid annual leave in Thailand. An employee should be paid for these public holidays and non-working days above and beyond their entitlement to paid annual leave time.

The table below contains all of the public holidays and non-working days for the country in 2024.

Thailand Public Holiday Calendar for 2024

DATE DAY OF THE WEEK PUBLIC HOLIDAY / NON-WORKING DAY
January 1, 2023 Sunday January 1
January 2, 2023 Monday Day off for New Year's Day
March 6, 2023 Monday Māgha Pūjā (also written as Makha Bucha
April 6, 2023 Thursday Chakri Day
April 13, 2023 Thursday Songkran (Thai New Year)
April 14, 2023 Friday Songkran (Thai New Year)
May 1, 2023 Monday Labor Day
May 4, 2023 Thursday Coronation Day
May 11, 2023 Thursday Royal Ploughing Ceremony Day (tentative date)
June 3, 2023 Saturday Visakha Bucha
June 3, 2023 Saturday Queen Suthida's birthday
June 5, 2023 Monday Day off for Visakha Bucha
June 5, 2023 Monday Day off for Queen Suthida's birthday
July 28, 2023 Friday King Vajiralongkorn's birthday
August 1, 2023 Tuesday Khao Phansa Day (Buddhist Lent Day)
August 12, 2023 Saturday The Queen's birthday / Mother's Day
August 14, 2023 Monday Day off for the Queen's birthday / Mother's Day
October 13, 2023 Friday Anniversary of the death of King Bhumibol
October 23, 2023 Monday King Chulalongkorn Day
December 5, 2023 Tuesday King Bhumibol's birthday / Father's Day
December 10, 2023 Sunday Constitution Day
December 11, 2023 Monday Day off for Constitution Day
December 31, 2023 Sunday New Year's Eve

In general, when a public holiday occurs during a weekend, the following business day is considered a paid annual leave day for the employee.

The employee may take the substitute leave day at a later date if they so prefer and if the employer agrees. However, the employee must take the substitute leave day within the same calendar year, and unlike regular annual paid leave, the substitute leave day cannot be carried over into the following year.

Types of Leave in Thailand

Employees in Thailand are entitled to various types of annual leave, which we will explain in greater detail below.

As a global employer of record, Skuad can be your company’s human resources partner, relieving you of many administrative tasks, including benefits and leave management.

Personal Business Leave

Any type of personal business leave cannot be treated as part of an employee's paid annual leave time. For example, if an employee must take time off from work to care for a sick child or family member, this is obviously not a vacation, which means it must not be categorized as annual leave. Section 34 of the LPA provides an employee with the entitlement to no fewer than three days of personal business leave per year, to be taken as needed.

Whether to pay an employee for personal business leave is the employer's decision. However, after the employer grants the employee's request for personal business leave time, the employer cannot then deduct those personal business leave days from the employee's annual paid leave time.

Sick Leave

The sick leave policy in Thailand is remarkably generous. As long as an employee is legitimately sick, they are entitled to unlimited sick leave. The only caveat is that an employee may be paid for no more than 30 sick days during any given year. If an illness makes it necessary for an employee to miss three or more days of work, the employer may require the employee to produce a certificate from a qualified medical professional.

Sick leave does not comprise any time an employee is unable to work due to work-related illness or injury.

Maternity Leave

The minimum mandate is 90 days per child as per labor law

The mother is entitled to 90 days of maternity leave, of which 45 of these days are paid. The remaining days can be paid depending on the employer's agreement.

Paternity Leave

Paternity leave is not mandatory in Thailand.

Skuad recommends 3 Working days per birth to be utilized within 2 months of the birth of a child up to 2 children

Sterilization Leave

Employees in Thailand are entitled to take leave following sterilization surgery. The employer should pay the affected employee at a rate equal to their regular wages for as long as the period a qualified medical practitioner prescribes, which the employee or practitioner should provide to the employer via a certificate.

Adoption Leave

There is no specific entitlement in Thailand for adoptive parents to take paid time off from work following the adoption of a child or children.

Bereavement Leave

Bereavement leave is not specified by law in Thailand. Rather, it depends on company policy, and an agreement between the employer and the employee generally dictates allowed bereavement leave.

Military Leave

Male employees are entitled to take military service leave in Thailand for inspection, readiness testing, or military drilling.

The military leave policy in Thailand requires employers to pay the employee at a rate equal to their regular wages for this, not exceeding 60 days per year.

Training Leave

Employees in Thailand are entitled to take unpaid time off for training or skill development. The training program in question must have a definite duration.

An employer can deny an employee's training leave request if the employee previously took 30 days of training leave or took training leave on three or more occasions. The employer can also deny the employee's training leave request if granting it would negatively affect the company's business operations.

Jury Duty Leave and Voting Leave

There is no legally mandated leave policy in Thailand to allow employees to vote or participate in jury duty. Whether to allow an employee to take leave for either of these reasons is up to the employer.  

Let Skuad Handle Employee Leave in Thailand

Do you want the responsibility of dealing with leave policies in Thailand to be expertly handled for you? Contact Skuad today! 

At Skuad, we do the heavy lifting. We take care of hiring, onboarding, paying and staying compliant in 160+ countries, so you can focus on employing the best international talent and expanding globally.

Hire and pay dedicated developers in 160+ countries

G2 badge
limited-offer-banner
EOR in 
Thailand
Monthly
best value
Annually
Pay monthly at a discounted rate with a 12-month commitment
$
199
/month
(billed annually)
G2 badge

Hire and pay dedicated developers in 160+ countries

G2 badge
limited-offer-banner
EOR in 
Thailand
Monthly
$
249
/month
(billed annually)
Annually
Pay monthly at a discounted rate with a 12-month commitment
$
199
/month
(billed monthly)
G2 badge

Building a remote team?

Employ exceptional talent, anywhere, anytime!

Thank you! Your submission has been received!
Oops! Something went wrong while submitting the form.

Skuad is the best solution to hire and expand globally.

Skuad makes building globally distributed teams, quick and hassle-free.

Request demo
start hiring