Thailand HR Law Updates 2025: What Employers Should Know

As of July 2025, Thai employment law is undergoing major evolution. Several reforms are now in effect or pending implementation, affecting wages, benefits, workforce protections, and equality. Here’s a structured roundup of what every employer in Thailand—local or foreign—should know and act on.

1. Minimum Wage Increase – Effective Jan 1, 2025

• The Minimum Wage Committee raised the daily minimum wage to ฿337–฿400, depending on the province. Major cities like Bangkok, Chon Buri, Phuket, and Ko Samui now sit at the ฿400/day cap (pkfthailand.asia).
• What to Do: Update payroll immediately, especially for Thai staff and ensure foreign worker visa quotas (4 Thai : 1 foreign) remain compliant (pkfthailand.asia).

2. Higher Employer Pension Contributions

• The Labor Protection Act was amended to introduce mandatory contributions to the employee welfare fund via a Royal Decree and Ministerial Regulation in 2025 (lorenz-partners.com).
• What to Do: Implement processes for regular contributions to comply with the new fund rules and adjust payroll systems accordingly.

3. Security Deposit Restrictions Lifted

• Employers previously restricted from collecting security deposits from staff on general grounds now face stricter limits—only in roles with clear financial/property risk, and only if governed by ministerial rules (pimlegal.com, lorenz-partners.com).
• What to Do: Review and revise any deposit-collection policies to avoid noncompliance.

4. Parental and Family Leave Enhancements

• 2025 brings expanded paid parental leave, with improved entitlements for both mothers and fathers—though exact durations are still under refinement (pimlegal.com).
• What to Do: Update employee leave policies, prepare HR systems for longer paid leaves, and adapt workforce planning accordingly.

5. Greater Protection for Gig and Temporary Workers

• Protecting non‑permanent workers, including freelancers and gig economy staff, has become a key focus. Thai labor law now mandates closer protections akin to permanent employees (pimlegal.com).
• What to Do: Re-evaluate your contractor arrangements and benefits accorded; ensure legal compliance on leave, insurance, and contributions.

6. Formalizing Digital Records & Contracts

• In line with broader digital governance trends, electronic employment records and digital contracts are now formally recognized (pimlegal.com).
• What to Do: Digitize hiring and documentation processes; ensure data is stored securely per Thailand’s PDPA.

7. Softer Requirements on Posting Work Rules

• Amendments remove the need to file work rules with the Labor Office. Instead, employers must:
  1. Announce them within 15 days of adopting or revising rules,
  2. Display them on‑site or digitally, and
  3. Keep copies readily accessible (tilleke.com).
• What to Do: Audit your work rules policy and implement site-based visibility measures.

8. Anti‑Discrimination & Equality Laws

• With the Anti‑Discrimination Bill entering cabinet and the Anti‑Ethnic Protection Bill passed through parliament, Thailand is strengthening protections based on ethnicity, gender orientation, disability, and more (en.wikipedia.org).
• Additionally, as of Jan 23, 2025, same-sex marriage is legal in Thailand under the Marriage Equality Act (en.wikipedia.org).
• What to Do: Introduce or update your diversity, equity, and inclusion (DEI) policies, training, and complaint channels. Ensure your family leave and benefits reflect diverse family structures.

9. Health & Safety, and Union Rights

• Employers face tighter OH&S regulations, including stricter protocols and possible new mandates for continuity planning during strikes or lockouts in essential sectors (knowledge.dlapiper.com).
• Union rights and collective bargaining protections are expanding; employers must adapt to more robust frameworks .
• What to Do: Conduct health and safety audits, boost staff training, and strengthen communication channels to address workplace grievances proactively.

10. Enhanced Termination & Severance Rules

• Thailand’s severance pay remains tied to tenure, with top bracket now equivalent to 300 days’ wages for over 10 years of service (skuad.io). A revenue code update (July 2024) raised the severance pay tax exemption to the lesser of 400 days’ wages or ฿600,000 (knowledge.dlapiper.com).
• What to Do: Ensure termination policies and compensation packages align with statutory obligations, and update payroll/tax investments accordingly.

🔚 Final Takeaway

2025 marks a milestone year for Thai HR law modernization. From wage hikes and stronger gig protections to equality reforms—including the historic legalization of same-sex marriage—Thailand is setting higher standards for workplace fairness. Employers must adapt with strategic planning and legal vigilance—a timely investment in compliance, reputation, and employee trust.

Let me know if you’d like a more tailored summary—for example, how these changes impact your contractor agreements, expatriate payroll handling, or DEI compliance efforts.