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Against the backdrop of a global shift toward expanded parental rights and demographic changes in Thailand, specifically declining birth rates and an aging population, the newly amended Labour Protection Act B.E. 2541 (1998) ("Amended Act") was approved by the House of Representatives on 16 July 2025 and later by the Senate on 15 September 2025, introducing additional leave entitlements for both mothers and their spouses. Significantly, this marks the first time that Thailand will offer parental leave and infant care leave, aligning its policies with those of many other countries.
We can assist by guiding you through the relevant steps to prepare for these upcoming mandatory legal changes and implement these new terms and conditions.
Summary of the key changes under the Amended Act are as follows:
98 days for each pregnancy.
Employers are required to pay full wages for up to 45 days of maternity leave.
120 days for each pregnancy.
Employers are required to pay full wages for up to 60 days of maternity leave.
Following the utilization of maternity leave, a female employee is entitled to take up to an additional 15 days of infant care leave if the infant suffers from a medical condition that poses risks of complications, abnormalities, or disabilities.
Employers are required to pay at least 50% of the employee's normal wage throughout the duration of this leave.
Employees are entitled to take leave to assist their spouse who has given birth, for up to 15 days per pregnancy, which must be utilized within 90 days of childbirth.
Employers are required to pay full wages to employees throughout the duration of this leave.
The Amended Act is pending submission for royal endorsement, after which it will be published in the Royal Gazette and will become effective 30 days after its publication in the Royal Gazette. It is expected to be enacted within 2025.
Employers are advised to review these new requirements, inform relevant stakeholders, and consider what internal changes may need to be implemented within the organization to comply with the Amended Act. This includes updating work regulations, the employee handbook, and other employment-related documents and HR leave procedures to account for these new types of leave.
Should you need assistance on this, please contact us.
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