Thailand Introduces Key Changes to Maternity Leave Law to Strengthen Employee Protection Rights
- leowatanabe5
- Nov 19
- 3 min read
Amendments to the Labour Protection Act concerning maternity leave were published in the Royal Thai Gazette on November 7, 2025, with the implementation scheduled for December 7, 2025. The amendments introduce extended maternity leave, new paternity leave provisions, and additional childcare support that impact employer obligations for companies operating in Thailand. With just weeks until the implementation starts, companies are urged to update policies, reconfigure payroll systems, and prepare for expanded financial obligations related to employee maternity leave.
These amendments are aligned with Thailand´s broader government objectives of addressing the demographic challenges of declining birth rates and an aging workforce, which is impacting the broader APAC region. These changes also align the country´s labor standards more closely with international norms. In the ASEAN region, this reform positions Thailand more competitively in the labor market from a job seeker´s perspective, although Vietnam is still ahead in total maternity leave duration.
The New Obligations Introduced by The Maternity Leave Amendments
Maternity leave extended to 120 days: Statutory maternity leave increases from 98 to 120 calendar days per pregnancy, representing a 22.4% increase.
Employer-paid portion increased to 60 days: The critical cost driver for employers is the extension of mandatory full-wage payment from 45 days to 60 days, representing a 33.3% increase in direct employer costs per maternity leave occurrence. Employers must pay 100% of regular wages for 60 days.
Social Security Fund covers remaining 60 days: The remaining 60 days are covered by Thailand's Social Security Fund at 50% of insured wage (capped at THB 15,000 monthly maximum).
Spousal leave introduced (15 days): For the first time in the private sector, employees whose spouse gives birth are entitled to 15 calendar days of fully-paid leave, usable within 90 days of birth. This creates a new mandatory benefit program for employers with 100% wage payment.
Infant care leave (up to 15 days): Employees caring for newborns with medical complications or disabilities may take up to 15 additional days at 50% pay, provided they submit a medical certificate.
Annual reporting required: Employers with 10+ employees must submit employment conditions reports to the Department of Labour Protection and Welfare by January 2026 and on an annual basis from then on. This requirement is referred to as the "Kor Ror 11" report and aims to enhance transparency and enable government oversight of labor practices across Thailand's private sector. More details regarding the reporting requirements will follow in the coming weeks.
How Thailand Compares to its Regional Peers
Thailand's new provisions position the country mid-range within Southeast Asia:
Vietnam: 180 days maternity leave (6 months) at full pay; 5-14 days paternity leave
Singapore: 112 days of government-paid maternity leave; 2 weeks of paternity leave
Thailand (New Law 2025): 120 days maternity leave (60 employer-paid + 60 SSF); 15 days paternity leave
Malaysia: 98 days maternity leave; 7 days paternity leave
Philippines: 105 days maternity leave; 7 days paternity leave
Indonesia: 90 days maternity leave; 2 days paternity leave
Cambodia: 90 days maternity leave; no statutory paternity leave
The newly introduced 120-day leave in Thailand now exceeds the International Labour Organization´s 14-week minimum recommendations and positions the country above most regional peers except for Vietnam and Singapore.
Key Compliance Deadlines and Practical Implications for Foreign SMEs Operating in Thailand
Date | Requirement |
December 7, 2025 | All amendments take effect; all provisions become mandatory |
Before Dec 7, 2025 | Update work rules, payroll systems, employee policies, training to HR etc |
January 2026 | Submit annual employment conditions report (employers with 10+ employees) |
Immediate financial planning: Companies must incorporate higher maternity leave costs into 2026 budgets and staffing models. The 33% cost increase per occurrence compounds quickly in organizations with substantial female workforces.
Payroll system updates required: Payroll systems must be reconfigured to calculate 120-day maternity leave at 100% pay (60 days), plus new spousal leave (15 days at 100%) and infant care leave (up to 15 days at 50%).
Workforce planning challenges: Extended leave periods (120 days vs. 98 days) create longer operational gaps. Companies expected to face such gaps are urged to develop contingency staffing arrangements or invest in cross-training to maintain productivity during absences.
Non-compliance risk: Failure to provide mandated leave results in fines up to THB 20,000. Terminating employees due to pregnancy carries severe penalties such as imprisonment up to one year or fines up to THB 200,000, or both. Personal liability extends to directors and HR managers.
BizWings Thailand offers integrated back-office solutions for companies operating in Thailand, which include all HR related compliance such as payroll, work rules, and visa services. For more information related to these regulatory changes, contact us at contact@bizwings.co, and we will schedule a call to understand your situation better to provide adequate and personalised advice.