The Labour Protection Act (No. 9) B.E. 2568 (2025) was published in the Royal Gazette on 7 November 2025, effectively amending the Labour Protection Act B.E. 2541 (1998) (“LPA”). The amendment introduces expanded family-related leave entitlements and clarifies the scope of protected workers. The law will come into force on 8 December 2025.
Key Amendments
1. Expanded Maternity Leave Entitlements
Under the new amendment, female employees are entitled to 120 days of maternity leave per pregnancy, an expansion from the prior entitlement of 98 days. Employers are required to provide 60 days of fully paid leave, while the remaining period may be unpaid.
2. Introduction of Parental Leave
Employees whose spouse has given birth are now entitled to 15 days of paid leave, which must be taken within 90 days from the date of childbirth. This entitlement applies regardless of gender
3. Additional Infant-Care Leave
The amendment also introduces a separate category of infant-care leave for female employees. This leave may be taken in specific circumstances when the infant has a medical condition that poses a risk of complications, has abnormalities, or is disabled. During this child medical care leave, the employee is entitled to receive wages at 50% of her regular rate.The comparison between the current and prior leave entitlements can be summarized as follows:
| Type of Leave | Previous Entitlement | Current Entitlement |
|---|---|---|
| Maternity Leave | 98 days per pregnancy (45 days of full pay) | 120 days per pregnancy (60 days of full pay) |
| Infant-Care Leave | None | 15 days (50% pay) |
| Parental Leave | None | 15 days (full pay) |
4. Extension of Labour Protection to Government-Contract Workers
The Act clarifies that workers engaged by government agencies through service contracts (i.e., non-civil-service contractual workers) are now explicitly covered under the LPA’s general protections. This significantly broadens the pool of individuals entitled to statutory labour rights and benefits under the Act.
Practical Implications for Employers
Employers should review and update internal policies, employment contracts, and HR procedures to align with the new leave entitlements. Payroll teams must ensure readiness to administer the new paid-leave obligations. Businesses engaged in public-sector service contracts should assess whether their workers now fall under the LPA and adjust compliance practices accordingly.
The amendment reinforces Thailand’s alignment with evolving international labour-protection standards and aims to promote employee welfare in connection with family-related responsibilities.
This article is co-authored by Kraisorn Rueangkul, Partner and Trin Ratanachand, Legal Adviser. The information provided herein is for informational purposes only and does not constitute legal advice. Qualified legal counsel should be consulted for all specific situations.
