Hiring Employees in Thailand

Legal Framework for Hiring

Thailand’s labor laws are primarily governed by the Labour Protection Act B.E. 2541 (1998), which outlines the rights and duties of employers and employees. The Ministry of Labour oversees the enforcement of these laws, ensuring fair labor practices and workplace safety. ​

Work Rules in Thailand

An Employer who employs 10 or more persons shall provide the work rule in Thai and the record of Employees in Thai.

The employer shall announce the work rule within 15 days of the date that the Employer employs 10 or more persons.

The rules shall contain at least the following details:

• Working days, normal working time and rest periods
• Holidays and rules of taking Holidays
• Rules governing Overtime and Holiday Work
• The date and place of payment of Wages, Overtime Pay, Holiday Pay and Holiday Overtime Pay
• Leave and rules of taking Leave
• Discipline and disciplinary measures
• Lodging of grievances and
• Termination of Employment, Severance Pay and Special Severance Pay.

Pay Date Each Month and Proration Rule

• Need to be concerned:
  • Monthly Payday:
    • Suggested specifying the Monthly Payday in the Employment Contract clearly.
    • Wages must be paid within a month (1-31)-Section 70 of LPA
    • It does not block employees from disputing to the Labour Court if the payment cannot be paid within a working month.
  • Proration Rule:
    • No straightforward prescribe in TH LPA.
    • Commercial & Civil Law is applicable for this proration (Section: 193/6):
      • 30 days a month: Applicable for a month 28,31

*Proration Rule: Fixed 30 days (Section 193/6)

Social Security Contributions

Source of SSF:

• • Employee
  • Employer
  • Government

• What benefits do these contributions provide?
  • *Social Security Act B.E. 2533 (1990)
    • Sickness
    • Maternity
    • Child Allowance
    • Invalidity
    • Unemployment
    • Old Age Pension @ 55
    • Death
• Employer Obligations:
  1. Report to Social Security Department.
  2. Contribute on a monthly wages.
  3. SSF Contribution on the 15th of the next month.

For late payments a surcharge will be charged at 2% per month of the amount due.

Workmen’s Compensation

What benefits do these contributions provide?

• Sickness
• Invalidity
• Death

Employee Welfare Fund (EWF)

• Background:
  • Under TH Labour Law Act 2541 (1998)- Section 126- 138 but had remained unimplemented since the law’s enactment including Royal Decrees and Ministerial regulations of 2024
  • EWF Committee published the Regulations Concerning Savings, Contributions, and Additional Payments to the Employee Welfare Fund B.E. 2567 (2024) in the Government Gazette on November 23, 2024,
  • Fund is established and administered by the Department of Labor Protection and Welfare & governed by a committee with representatives from various government.
  • Effective: 1st October 2025

• Why Employee Welfare Fund?
  • Financial Security for Employees: when person leaves job or in case of death.
  • Support for Uncompensated Dismissals: Assisting employees who are terminated without receiving severance pay.
  • Encouraging Long-term Savings: For better financial stability.
• Source of Employee Welfare Fund:
  • Employer & Employee contribution & interest or fruit of the Employee Welfare Fund
  • Government Support.

Employee Welfare Fund (EWF) – Eligibility Requirement:

Eligible Employees:

• The EWF is mandatory for all employees, regardless of employment type:
  • Non-fixed term
  • Fixed term contract
  • Under probation
  • Daily
  • Employees who are hired after retirement – even if they are over 60 years old & temporarily under an employment contract.
• Not eligible:
  • Consultants, Freelancers
  • Managing Director
  • Independent Sales Representative
  • Student or Intern

Key Obligations for Employers:

• Registration to the https://eservice.labour.go.th/ (recommended) on 1st October for E-Service submission to obtain user & password (the system is currently being developed)
• Enrollment the employee to the Department of Labour Protection and Welfare within 30th October (Sor.Kor.Law 3 & Sor.Kor.Law 3/1)
• Deducting contribution: Employers are responsible for deducting contributions from employee  wages and making payments to the fund effective 1st October 2025.

Submission & Payment Details:

• Monthly contribution report via e-service portal
• Monthly Submission Report & Payment Due : 15th of following month
• Payment Method:
  • A – Via online payment with a certain Bank &
  • B – By Cheque at File a claim for withdrawals at the Office of Labor Protection and Welfare.

Employee Rights and Withdrawal of Contributions from the Employee Welfare Fund

Employee’s Role:

• Employees are responsible to submit the beneficiary designation form for receiving money from the Employee Welfare Fund (Sor.Kor.Law 5) to the Office of Labor Protection and Welfare
• File a claim for withdrawals at the Office of Labor Protection and Welfare.
• Employee not allows to withdraw their EWF if it still employ with current employer.

Eligible Cases for Contribution Withdrawal:

• Employee Leaves the Job: This includes resignation, retirement, employer termination, employer & employee agreed to end the contract, or contract expiration.
• In the Event of Employee’s Death: The legal heirs of the employee are entitled to receive the accumulated contributions and any applicable returns such Child, Spouse, Parents.
• Or to the person designated by the employee in the beneficiary designation form for receiving money from the Employee Welfare Fund (Sor.Kor.Law 5).

Employee Welfare Relevant Forms:

Penalties for non-compliance: 

• Fines of up to THB10,000, and potential imprisonment for up to 6 months.

Late Contributions:

• A monthly surcharge of 5% on overdue contributions.

Annual Report Detailing Employment and Working Conditions (Known as the Kor Ror 11 Form or Kor.Ror.11)

Important Update as of 7 December 2025:

• To ensure transparency and compliance, employers with ten or more employees are now required to submit an annual report detailing employment and working conditions (known as the Kor Ror 11 form or Kor.Ror.11) to the Department of Labour Protection and Welfare.
• The report must be submitted by January of each year.
• The effective date is within every January of the following year.

Provident Fund

• Background:
  • Voluntarily between the employer and employees.
  • Register with The Securities and Exchange Commission (SEC)

• • Under the Provident Fund Act B.E.2530 (1987)
  • Securities and Exchange Act B.E. 2535 (1992)

• • Managed by professional fund management called “Asset Management Company (AMC)”
• Objectives:
  • Promote the saving of employees.
  • Provide benefits for employees and their families.
• Benefits:
  • Tax Benefit
  • Returns on Investment
  • Retirement
  • Death
  • Disabilities and
  • Resign from the company
• The voluntary contributions range:
  • From 2% to 15% of Basic Salary
  • On the condition that employer contributions must be equal to or higher than that of the employee.

Compliance and Best Practices

To ensure compliance and promote a positive workplace culture, employers should:

• Stay Informed: Regularly update knowledge on labor laws and regulations.​
• Maintain Accurate Records: Keep detailed records of employment contracts, payroll, and tax filings.​
• Provide Training: Offer regular training on workplace safety and professional development.​
• Promote Fair Practices: Ensure non-discriminatory hiring and employment practices.​

Please note that all the information listed below are to be used as a general guideline. For more detailed accounts of Thailand’s employment laws and regulations, please visit the official governmental websites.

Updated on: November 2025