Multilaw has published the latest edition of How to Hire and Fire, a guide to the rules and regulations governing employment relationships in over 90 jurisdictions around the world.

Due to the resurgence of COVID-19 in Thailand since March 2021, the Cabinet has approved new reductions in employers' and employees' mandatory contributions to the Social Security Fund (SSF).

Under the Thai Social Security Act, B.E. 2533 a company was required to register as an employer at the Social Security Office (SSO) within 30 days after the first employee has started to work for the company.

On June 27, 2025, Thailand issued the new Ministerial Regulation Prescribing the Criteria and Rates for Receiving Unemployment Benefits (No. 2) B.E. 2568 (2025)...

On July 1, 2025, new minimum daily wage rates for Bangkok and certain business types nationwide were published in the Government Gazette, taking effect on the same day.

On July 17, 2024, Thailand issued the Ministerial Regulation under the Revenue Code regarding Revenue Tax No. 394 (B.E. 2567) to increase the personal income tax exemption amount on severance pay for terminated employees.

With regard to the recent Covid-19 outbreak, concerns have been raised regarding health issue in the workplace. As infections can happen very easily, there are certain measures that can be taken by the employer.

Thailand's latest proposals to shore up its social security system for an aging workforce appears to have broader support, and would increase social security benefits and contributions.

With COVID-19 cases continuing to pose a significant threat throughout Thailand, many employers have ordered their employees to work exclusively from home in order to minimize their chances of contracting the virus.

The Employee Welfare Fund, Thailand's much-anticipated financial safety net for employees, is set to launch in late 2025, bringing new contribution requirements for employers and their workforces.

During the COVID-19 crisis, the Thai government asked employers to allow their employees to work from home to prevent infections in the workplace. Working from home subsequently became the norm for employees throughout the country.

On August 26, 2022, Thailand's National Wage Committee voted to raise the minimum wage to THB 328–354 per day (USD 9.01–9.72)—an increase of approximately 5% from the previous range of ...

Businesses in Thailand must be aware of the new act that requires them to provide additional benefits to employees.

On August 26, 2025, the Thai cabinet approved a one-year postponement of mandatory contributions to the Employee Welfare Fund. Originally scheduled to take effect on October 1, 2025, the enforcement date has been deferred to October 1, 2026.

A new amendment for the Labor Law Protection has been announced in the Government Gazette on 5 April 2562 and the Act will come into force 30 days after its publication in the Gazette.

Thailand has amended the Labor Protection Act to significantly expand family leave benefits and strengthen employment protections, effective December 7, 2025.

On December 12, 2025, Thailand's Ministry of Labor published a ministerial regulation prescribing the minimum and maximum wages used as a base for calculating social security contributions.

Thailand's cabinet has approved a draft ministerial regulation that would fundamentally transform how old-age pension and gratuity benefits are calculated under the Social Security Fund. The reform introduces a career average revalued earnings model to replace the current 60-month average salary calculation, affecting both current recipients and future beneficiaries. The regulation includes transitional protections and expanded gratuity entitlements, with implementation expected within eight to ten months f

The Thai parliament has passed the so-called Work from Home Bill—formally known as Labour Protection Act (No. 8) B.E. 2566 (2023)—which amends the country's Labour Protection Act (LPA)...

Thai labor law does not expressly recognize time off in lieu (TOIL) as a substitute for statutory overtime compensation, creating potential legal risks for multinational employers operating in Thailand. Understanding the statutory requirements for overtime, holiday, and holiday overtime pay is essential for compliance, as employee consent alone may not prevent claims for unpaid compensation even when compensatory leave has been granted.