Thailand Leave Laws and Holidays

Employees are entitled to a minimum of 6 days of paid annual leave after working for one full year with the same employer. The leave entitlement increases with the length of service as per company policy but cannot be less than the legal minimum.

Employees should provide advance notice to their employer before taking annual leave. The required notice period may vary based on company policy but should be reasonable to allow the employer to manage workforce needs.

Annual leave must be approved by the employer. Employers have the right to schedule the timing of annual leave based on operational requirements.

Additional leave beyond the statutory minimum can be granted at the discretion of the employer, based on company policy or through collective bargaining agreements.

Annual leave is accrued on a yearly basis, starting from the date the employee commenced employment. Some companies may allow accrual on a monthly pro-rata basis after the completion of the probation period.

Carry over of unused annual leave to the next year depends on company policy. Typically, a maximum limit of days that can be carried over exists and any excess days may be forfeited.

Unused annual leave is paid out upon termination of employment. The payout is calculated based on the employee's current salary rate.

Unused annual leave is generally not paid out at the end of the year unless the employment contract or company policy specifies otherwise.

Some companies may provide additional rules regarding annual leave, such as blackout periods during busy seasons or restrictions on the maximum length of continuous leave.

Employees are entitled to up to 30 days of paid sick leave per year. This entitlement does not carry over to the following year if unused.

Employees should inform their employer as soon as possible when taking sick leave. In cases of extended illness, a medical certificate may be required, especially if the absence exceeds three consecutive days.

Sick leave does not usually require prior approval, but employees are expected to notify their employer and provide a medical certificate for extended absences to justify the leave.

Additional sick leave beyond the 30 days is not commonly granted. However, in cases of serious or chronic illness, alternative arrangements such as unpaid leave or disability benefits may be applicable.

Sick leave entitlement is reset at the start of each calendar year or employment year, depending on company policy.

Sick leave does not carry over to the next year; it is use-it-or-lose-it within the year it is allotted.

Unused sick leave is not paid out upon termination of employment.

There is no payout for unused sick leave at the end of the year.

For sick leave exceeding three consecutive days, a medical certificate from a qualified doctor is usually required to validate the leave.

The length of military leave depends on the specific requirements of the service or training duty. It is typically granted for the duration of the military service or training.

Employees must provide advance notice and submit a copy of the military orders or other official military documentation to their employer.

While military leave is a statutory right, employees need to present official documentation to confirm the necessity of the leave.

Additional military leave may be granted as required by military service obligations and is not limited by standard leave quotas.

Military leave does not accrue; it is granted based on the requirements of military service.

Carry over of military leave does not apply as it is contingent on specific periods of military service.

Military leave is not subject to payout on termination, as it is intended for use specifically during periods of required military service.

There is no payout at the end of the year for unused military leave.

Employees are protected under Thai law to return to their civilian job after completion of military service, under similar terms and conditions.

The quota for bereavement leave can vary by employer, but typically several days are granted for the death of an immediate family member.

Employees should inform their employer as soon as possible in the event of the death of a close relative.

Bereavement leave is usually granted without formal approval, though notification and some proof of the event (e.g., a death certificate) may be required.

Additional days of bereavement leave may be granted at the discretion of the employer based on individual circumstances.

Bereavement leave does not accrue and is granted as needed.

Bereavement leave is intended for use at the time of the bereavement and does not carry over.

Bereavement leave is not subject to payout as it is intended for immediate use during a specific event.

Bereavement leave is not subject to end of year payout.

Bereavement leave is generally available for the death of immediate family members, though exact definitions can vary by employer.

Pregnant employees are entitled to 98 days of maternity leave, which includes prenatal and postnatal periods, with pay for 45 days by the employer and the remainder by social security.

Employees are required to give advance notice of their expected delivery date as soon as it is known.

Maternity leave is a statutory right and does not require approval, though notice and medical proof of pregnancy are required.

The quota for maternity leave is fixed and additional leave is not provided under Thai law.

Maternity leave is not accrued but is granted as a right when an employee becomes pregnant.

Maternity leave cannot be carried over as it is event-specific and must be used around the time of childbirth.

Since maternity leave is to be taken around the time of childbirth, it does not apply upon termination unless the termination occurs during pregnancy.

Maternity leave does not have an end-of-year payout as it must be used specifically for childbirth-related absence.

Employers are prohibited from terminating the employment of a woman on the grounds of pregnancy.

Fathers are entitled to 15 days of paternity leave, which can be used to support the mother and care for the new baby.

Fathers should provide advance notice as soon as reasonably possible after becoming aware of the pregnancy.

Paternity leave requires employer approval, particularly regarding the timing of the leave.

Additional paternity leave beyond the 15 days is not commonly provided under Thai law.

Paternity leave is granted per childbirth and does not accrue.

Paternity leave cannot be carried over as it is intended to be used shortly after the childbirth.

Paternity leave is specifically for the period following childbirth and thus does not apply upon termination unless the termination occurs around the time of childbirth.

There is no end of year payout for unused paternity leave as it must be used in relation to the birth of a child.

Paternity leave must be taken within a reasonable time frame around the date of childbirth to provide support during the prenatal and postnatal periods.

The quota for personal leave is not mandated by law and is therefore determined by the employer. Typically, companies provide a few days per year for personal matters.

Employees are expected to provide reasonable advance notice when requesting personal leave, subject to approval based on company policy.

Personal leave requires the approval of the employer. Employers may consider the reason for the leave and operational needs when granting approval.

Additional personal leave may be granted at the discretion of the employer based on individual circumstances and company policy.

Accrual of personal leave is not standardized and is defined by each employer. Some may offer it on an annual basis, while others might allow accrual throughout the year.

Carrying over unused personal leave to the next year is generally not permitted, although this can vary based on company policy.

Unused personal leave is not typically paid out when an employee terminates their employment.

Unused personal leave is usually not paid out at the end of the year.

The rules governing personal leave can vary significantly from one employer to another, often depending on the nature of the business and the specific employment contract.