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Written Agreements

Thailand's labor law does not mandate that all contracts of employment be concluded in writing. However, all employers who employ more than 20 employees must conclude a "working conditions agreement" with the employees or their union, which must be in writing. The mandatory elements to be included in this contract are the following:

• Employment or working conditions
• Working days and hours of work
• Wages
• Employee welfare benefits to be provided
• Conditions of termination of employment
• Petition procedure for the employee
• Renewal or amendment procedure of the working conditions agreement

In addition, fixed-term contracts must be concluded in writing.

Oral Agreements

The labor law of Thailand allows for the use of oral employment contracts. However, all employers with more than 20 employees must conclude a “working conditions agreement” with employees or their union, which must be in writing. In addition, fixed-term contracts must be concluded in writing. To minimize risk for the employer, it is highly advisable to use written agreements whenever possible.

Implied Agreements

Thailand's Labour Protection Act and Civil and Commercial code refer to the existence of implied employment contracts. However, the law does not describe the circumstances under which an employment contract may be implied. To minimize risk for the employer, it is highly advisable to use written agreements whenever possible.

Thailand's labor law states that a normal working day lasts 8 hours and cannot exceed 9 hours. The total normal working hours per week cannot exceed 42 hours. In instances where the employer and employee have arranged overtime work, the additional work cannot exceed 9 hours daily and 48 hours weekly. The employer must provide a weekly rest period of 1 day per week, and the time between each rest period cannot exceed 6 days.

Employees are entitled to a rest period of 1 hour daily after working continuously for no more than 5 hours. For employees aged less than 18 years, employers are obliged to provide a break of at least 1 hour after continuously working for no more than 4 hours.

1 January: New Year’s Day; Full moon, 3rd Thai lunar month (February): Magha Puja; 6 April: Chakri Memorial Day; 13–15 April: Songkran Festival; 5 May: Coronation Day; May arbitrary date: Royal Ploughing Ceremony and Farmer’s Day; Full moon, 6th Thai lunar month (May): Vesak; Full moon, 8th Thai lunar month (July): Asalha Puja; First waning moon, 8th Thai lunar month (July): Beginning of Vassa; 12 August: The Queen Sirikit’s Birthday; 23 October: King Chulalongkorn Day; 5 December: King Bhumibol Adulyadej’s Birthday Anniversary; 10 December; Constitution Day; 31 December: New Year’s Eve.

Thailand's employment law does not mandate a probationary period. In practice, an employee becomes eligible for severance pay after working for 120 days, so many businesses consider the maximum probationary period to be 119 days.

The only reference to a probationary period in Thailand's Labour Protection Act is a provision that states that "a probationary contract shall also be deemed as an indefinite period contract of employment." However, this does not mean that a probationary employee is given the same employment protections as a regular, permanent employee.

Notice Period

The labor law of Thailand states that where a date of termination is provided in the employment contract, the employer need not give advance notice of dismissal. Where no period of time is specified in the contract of employment, the employer or the employee may terminate the employment contract by providing advance notice in writing to the other party on or before the due date of wage payment for the termination to take effect on the following due date of wage payment. For example, for employees paid on the 5th of each month, notice on or before April 5th is required for termination to be effective on May 5. The advance notice need not be longer than 3 months. In addition, a probationary employment contract is deemed to be an indefinite contract of employment for notice purposes.

An employer is permitted to pay the wages due to the employee during the notice period and immediately dismiss the employee.

Severance Benefits

Thailand's labor law mandates the payment of severance benefits to dismissed employees as follows:

• If the employee has continuously been employed with the employer for more than 120 days, but less than 1 year, they will be entitled to a payment equal to 30 days of wages
• If the employee has continuously been employed with the employer for more than 1 year but less than 3 years, they will be entitled to a payment equal to 90 days of wages
• If the employee has continuously been employed with the employer for more than 3 years, but less than 6 years, they will be entitled to a payment equal to 180 days of wages
• If the employee has continuously been employed with the employer for more than 6 years, but less than 10 years, they will be entitled to a payment equal to 240 days of wages
• If the employee has continuously been employed with the employer for 10 or more years, they will be entitled to a payment equal to 300 days of wages

Minimum Wage

Thailand's minimum wage varies by province, ranging from THB (Thai Baht) 337 to 400 per day as of 2025, and it is mandatory for all employers, including foreign companies, to comply with these provincial rates. Wages must be paid at least once per month unless otherwise stipulated in favor of the employee.

Overtime, Holiday & Vacation Pay

Thailand's labor law states that an employer cannot require an employee to work overtime unless the employee’s prior consent is obtained on each occasion. However, if the nature of the work requires it to be performed continuously and stoppage may cause damage to machinery, or if it is emergency work, an employer may require an employee to work overtime as necessary.

Any overtime work done by the employee on a working day is to be paid at a rate of no less than 150% of the normal hourly wage. If an employee works overtime on a statutory holiday, the employee is entitled to be paid no less than 300% of their normal hourly wage. Employees who perform (non-overtime) work on a holiday are entitled to be paid no less than 200% of their normal hourly wage.

Employees are entitled to their regular wages during annual leave.

Visas

Thailand's Ministry of the Interior issued ministerial laws defining visa types, some of which are issued only to diplomatic or official passport holders. In contrast, others are issued to persons wishing to enter and temporarily stay in Thailand or to individuals wishing to enter and take up residence in the kingdom. The different visa types entitle their holders to different rights concerning the length of stay in Thailand, and visa fees vary according to visa type. General visa categories are as follows:

• Non-quota immigrant visas
• Transit visas
• Non-immigrant visas
• Tourist visas
• Courtesy visas
• Official visas
• Diplomatic visas
• Long-term resident visas

Work Permits

Foreign nationals require a work permit issued by the Director-General of Labor to work in Thailand. An employer who wants to hire a foreign national as their employee has to apply for the permit and pay the fees. Foreign nationals entering Thailand to work must have already obtained a non-immigrant visa to apply for a work permit. The permit is then issued within 7 business days of receipt of the application. The work permit should specify the work location, work period, nature of the work, and the employer's details. The permit is granted for 2 years or the job's duration in the case of temporary work. The permit can be renewed for a period of 2 years, but the consecutive period of work cannot exceed 4 years.

An employee is required to keep the permit at the place of work. If it is lost or damaged, a new permit can be issued by applying within 15 days of the loss.