Employee Benefits in Thailand

When negotiating terms of an employment contract with a candidate in Thailand, here are some of the statutory benefits and paid leave requirements to keep in mind, as well as how an employer of record can support your company’s benefits strategy.

Bonuses and additional payments

In Thailand, there is no statutory requirement for employers to provide annual bonuses to employees. However, bonuses may be granted at the employer's discretion or as stipulated in employment contracts or collective bargaining agreements.

Annual leave

Employees in Thailand are entitled to paid vacation leave after completing one year of service. The statutory entitlement is six working days per year. This leave is fully paid and can be taken throughout the leave year, as agreed between employer and employee.

Additional leave may be offered as part of an employment contract, though it is not required by law. Many employers offer enhanced leave policies to stay competitive and improve retention. 

Unused statutory leave must be taken within two years after it is earned. Payment in lieu of unused leave is only permitted upon termination of employment.

Sick leave

In Thailand, personal and sick leave are governed by the Labor Protection Act. Employees are entitled to up to 30 days of paid sick leave per year, with a medical certificate required for absences of three consecutive days or more. Employers may offer more generous sick leave policies through employment contracts or collective agreements.

Parental leave

Employers must provide 98 days of paid maternity leave, typically consisting of 45 days before and 53 days after childbirth, for each pregnancy, including adoptive and surrogacy-commissioning mothers. Pregnant employees who have contributed to the Social Security Fund are eligible for benefits, with written notice and medical documentation required to be submitted to the employer confirming the pregnancy and expected delivery date.

Additional benefits

In addition to the above, employers are legally required to provide a number of benefits under Thai labor laws. 

• Provident Fund (PF): Employers may voluntarily establish a provident fund, contributing between 2% and 15% of an employee's basic salary for retirement savings.
• Social Security Fund (SSF): Covers healthcare, maternity, disability, and sickness benefits for employees, with employers contributing 5% of the employee's monthly salary.
• Employee Welfare Fund (EWF): Effective October 2025, employers with 10 or more employees must contribute 0.25% of wages to the EWF, providing financial security in cases of job termination, death, or other critical circumstances.

Free public healthcare coverage is provided to all Thai residents, but a majority of the population relies on private healthcare. As your employer of record in Thailand, we can advise you on what is customary and may be able to provide optional supplementary medical insurance coverage for professionals and their dependents at a more cost-effective rate.