Summary of Thailand’s New Maternity Leave Law 2025: Female Employees Are Entitled to 120 Days of Maternity Leave
The Royal Gazette has announced the Labour Protection Act (No. 9) B.E. 2568 (2025), expanding employee rights on maternity leave, spouse support leave for childbirth, and additional leave to care for children with illness, health risks, or disabilities. The law will take effect from 7 December 2025 onward.
Key Updates Explained Simply
1) Maternity Leave Extended to 120 Days
Female employees are entitled to maternity leave of up to 120 days per pregnancy, increased from the previous 98-day framework.
2) Employer-Paid Wages for Up to 60 Days
Employers must pay wages during maternity leave at the normal working-day wage rate, for up to 60 days.
3) Spouse Support Leave of Up to 15 Days
Employees are entitled to take up to 15 days of leave to support their spouse during childbirth, within 90 days from the childbirth date.
Additional Leave to Care for Children
The new law also allows female employees to take additional consecutive leave of up to 15 days to care for a child who is ill, at risk of disease, or has a disability, subject to the conditions prescribed by law.
Summary Table of New Maternity Leave Entitlements
| Topic | New Entitlement | Notes for HR / Employers |
|---|---|---|
| Maternity Leave | Up to 120 days per pregnancy | HR policies and payroll systems should be updated to support the new leave period. |
| Wages During Maternity Leave | Paid wages for up to 60 days | Payment must be calculated based on the employee’s normal working-day wage. |
| Spouse Support Leave for Childbirth | Up to 15 days | The entitlement must be used within 90 days from the childbirth date. |
| Additional Childcare Leave | Up to 15 days | Applicable where the child is ill, at risk of disease, or has a disability, subject to legal conditions. |
How Should Employers and HR Teams Prepare?
- Update employee handbooks and leave policies to comply with the new law.
- Adjust payroll systems to support 120 days of maternity leave and employer-paid wages for up to 60 days.
- Define required supporting documents, such as medical certificates or childbirth-related documents.
- Communicate the new entitlements clearly to employees to reduce confusion and potential labor disputes.
- Review wage calculations carefully before each payroll closing cycle.
Conclusion
The new maternity leave law under the Labour Protection Act (No. 9) B.E. 2568 (2025) represents a significant expansion of protection for employees and families, particularly the 120-day maternity leave entitlement, spouse support leave for childbirth, and additional childcare leave in necessary cases.
Employers and HR teams should promptly update leave policies, internal documents, and payroll calculation systems to ensure compliance, transparency, and reduced labor law risk.
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