Thailand’s latest update to the Labour Protection Act, which took effect on 7 December 2025, reflects more than a routine policy shift – it signals a strategic step forward for how work should function in a modern, competitive economy. The amendments strengthen protections for employees while setting clearer, more accountable expectations for employers, reshaping the way organisations structure work, manage compliance, and support their workforce.
For business leaders and HR teams, these changes are a timely reminder that workforce practices cannot remain static. The updated law calls for a more intentional approach to people management – one that balances operational needs with fairness, transparency, and long-term sustainability.
In this blog, we take a practical look at the key updates and their real implications for employers and employees as Thailand strengthens its move toward a more progressive labour framework.
1. Extended Maternity Leave
One of the most notable updates is the increase in maternity leave for female employees. Under the new law:
- Maternity leave has been extended from 98 days to 120 days per pregnancy.
- Employers are required to continue paying wages for up to 60 days of this leave.
- The Social Security Office (SSO) continues to provide maternity benefits for 45 days, which may result in a temporary gap until SSO regulations are updated.
This update reflects the government’s continued support for working mothers, ensuring they have sufficient time to recover and bond with their newborns. For employers, it highlights the importance of proactive workforce planning, ensuring adequate resource coverage and reviewing payroll processes to manage extended leave effectively.
2. Paternity (Spousal Support) Leave
The amendment also introduces paid paternity (spousal support) leave to allow employees to support their partners after childbirth:
- Employees are entitled to 15 days of paid leave to assist their spouse after delivery.
- Leave must be taken within 90 days of childbirth.
- The entitlement applies to all employees regardless of gender, supporting more inclusive caregiving practices.
This update fosters shared parental responsibilities and postnatal support, reflecting a growing global emphasis across the Asia-Pacific region. Countries such as Singapore, Malaysia, Indonesia, South Korea, Japan, and Australia have recently adopted more progressive approaches, highlighting a regional shift toward equitable parental leave and stronger early childcare support.
3. Childcare Leave for Infants with Medical Complications
To support working parents facing health-related challenges, the new amendment includes childcare leave for infants with medical complications:
- Mothers can take 15 days of leave with 50% pay if the newborn has a medical condition that may lead to complications or disabilities.
- A doctor’s certificate confirming the baby’s condition is required.
This provision empowers working mothers to balance caregiving responsibilities with career growth. Organisations that proactively review and adapt HR practices can strengthen employee trust, engagement, and long-term retention – reinforcing a culture of inclusion.
4. Expanded Protections for Contract Workers
The law now grants extension of protections to employees engaged in service contracts with state agencies so that they now enjoy the same fundamental rights as general employees, including minimum wage, holidays, and leave entitlements. This change promotes greater fairness and equal access to labour justice across both public and private sectors.
5. Simplified Reporting Requirements for Employers
Employers with 10 or more employees must still submit annual employment and working conditions reports, but the process is now easier with direct submission to the Labour Department every January.
Preparing for Compliance
Source: user5240577 on Freepik
To stay ahead and ensure compliance, employers in Thailand should use these updates as an opportunity to reassess HR policies, payroll systems, and internal workflows. Key actions include:
- Updating maternity, paternity, and childcare leave policies.
- Adjusting payroll systems to reflect extended leave and payment requirements.
- Training HR teams and managers on new leave entitlements and required documentation.
- Ensuring employees understand their rights, including access to the Labour Court.
- Streamlining workflows for annual employment condition submissions.
How Companies Can Benefit from Digital HR Solutions
Keeping up with regulatory changes can be challenging, especially for organisations managing multi-country teams or expanding their workforce. A modern digital HR and payroll system can help businesses stay compliant, streamline leave management, and maintain accurate records in line with the latest requirements.
For example, a digital HR system can:
- Calculate leave entitlements and wage payments automatically.
- Track maternity, paternity, and childcare leave in a single platform.
- Support compliance with annual reporting obligations.
- Provide employees with a smooth and transparent leave-request experience.
By leveraging digital HR solutions, HR teams can reduce manual workloads and focus on strategic initiatives, while employees benefit from clear, efficient, and compliant HR processes.
Take the next step towards simplifying your HR and payroll processes by partnering with BIPO. Contact us today to learn more about how our scalable solutions can support your business’s growth and compliance needs.
