On 24 September 2025, the Thai House of Representatives unanimously approved in principle two draft Labour Protection Bills, signalling the most significant potential overhaul of the country’s employment landscape in decades.
This legislative initiative, now under review by an ad hoc committee, aims to align Thailand’s labour standards with modern societal needs and global benchmarks, focusing on work-life balance, inclusivity, and employee welfare.
The first draft bill proposes substantive changes to basic employment terms. A key amendment is the reduction of the standard working week from 48 hours to 40 hours, with a further limit of 35 hours for hazardous occupations. This shift acknowledges evolving productivity models and employee well-being.
Furthermore, the mandate for at least two weekly rest days, with no more than five consecutive working days, seeks to systematically combat employee burnout. Also, paid annual leave will increase to 10 days after 120 days of continuous service —a significant increase from the previous 6 days after 1 full year — giving employees greater flexibility and time off from their employment.
The second draft bill introduces pioneering social provisions. It enshrines a broad non-discrimination clause that protects employees on the basis of disability, gender identity, religion, beliefs, or political views. Notably, it institutionalises menstrual leave, granting female employees up to three days per month, distinct from sick leave—a measure that, as reported by Bangkok Post, aims to destigmatise health issues and promote gender-sensitive workplaces.
The introduction of family care leave, allowing up to 15 days annually, and stringent requirements for private, equipped breastfeeding facilities with dedicated break times reflect an intent to support employees’ parental responsibilities and address one of the causes of Thailand’s declining birth rate.
Collectively, these drafts impose new obligations on employers to foster inclusive and supportive environments. While the final form of the legislation is pending review, its underlying principles mark a clear move towards a global standard for Thailand’s labour protection regulations. Businesses should anticipate these changes and begin evaluating their policies and hiring models to ensure future compliance.
