Thailand Updates Labour and Immigration Framework: Key Changes Employers Should Know 

Recent amendments to the Labour Protection Act and new immigration rules introduce extended employee benefits, employer reporting duties, and digital visa processing. 

Thailand’s legal environment is undergoing a reform in the fields of labour protection and immigration. In September 2025, several legislative and administrative changes were introduced that will affect employers, human resource departments and foreign employees working in the Kingdom.  

Labour Protection Act amendments

The most important development on the employment side is the amendment of the Labour Protection Act, which introduces extended benefits and new obligations for employers. The amendment represents the most comprehensive update of Thai labour law in years. Under the new rules, female employees are entitled to 120 days of maternity leave instead of 98, and employers must pay full wages for the first 60 days. The remaining period may be covered under Thailand’s Social Security Fund, depending on forthcoming subordinate regulations. A new form of leave known as neonatal leave has also been created, granting fifteen days of paid absence at half salary when a newborn suffers illness or disability and a medical certificate is provided. In addition, spouses will have the right to fifteen days of paid leave to assist with childbirth and childcare. Another innovation is the requirement that all employers with ten or more employees submit an annual report on employment and working conditions to the Department of Labour Protection and Welfare by the end of January each year.

Business compliance impact

These measures collectively enhance employee rights and are likely to raise the level of social protection in Thailand’s labour market. They also create new administrative obligations for businesses. Employers will need to review and amend internal work regulations and employment contracts, revise payroll and human-resources systems to account for the new leave categories and payment rules, and prepare for the annual reporting requirement to avoid non-compliance. Foreign-owned companies in labour-intensive industries such as manufacturing, hospitality and healthcare should anticipate some increase in labour costs due to the longer paid leave and expanded benefits. 

Visa and work-permit reform

At the same time, the government is implementing minor changes to Thailand’s immigration and visa framework. A key element of this reform is the consolidation of existing visa categories. Authorities have announced their intention to reduce the number of non-immigrant visa types from seventeen to seven broad categories in order to simplify procedures and improve administrative efficiency. This restructuring is part of an effort to digitalise the visa and work-permit process. The Ministry of Labour and the Immigration Bureau are working together to integrate digital platforms that will allow foreign employees and their employers to manage applications, renewals and extensions online. The transition to an electronic system is expected to shorten processing times and reduce paperwork, although it will also require companies to ensure that their immigration documentation is accurate and consistent with their employment records. 

Tourism visa adjustments

Other immigration measures under discussion include an adjustment to the visa-exemption scheme for tourists. The current sixty-day visa-free stay for many nationalities may be reduced to thirty days, with a possibility of extension for an additional month. The government has also announced plans to introduce a modest tourist entry fee intended to fund tourism infrastructure and public healthcare.  

Employer preparation

The combined effect of these labour and immigration reforms is to align Thailand’s policy direction more closely with international standards while reinforcing regulatory oversight. In practical terms, employers should begin preparing for these changes now. Human-resources departments should familiarise themselves with the new digital immigration procedures and monitor the publication of subordinate regulations that will specify the technical details of the visa consolidation plan.  

Policy objectives

The amendments to the Labour Protection Act and the forthcoming immigration framework reflect the government’s dual objective of protecting employees and attracting foreign investment through a more transparent and predictable regulatory environment. Employers who adapt early will be better positioned to operate efficiently under the new rules and to benefit from the increased legal clarity these reforms are designed to provide.