DFDL Thailand is proud to be recognised at the Asia Business Law Journal Thailand Law Firm Awards 2026, securing wins in two categories: Projects & Infrastructure and Taxation. These awards reflect the strength of our cross-border capabilities and our ability to deliver practical, high-impact advice on complex mandates across Thailand.

Thank you to our clients for the continued confidence and to our team for the work behind the scenes that makes results like this possible.

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Managing people risk today goes beyond good intentions, especially when navigating common HR dispute triggers across Southeast and South Asia.

Our ‘15 HR Dispute-Related Legal FAQs for Employers – Series I’ publication breaks down key employment law issues across Bangladesh, Cambodia, Myanmar, and Thailand. From grievance handling and disciplinary action to harassment claims and wage disputes, this handy Q&A format highlights where employers often stumble and how to stay legally sound across borders.

This is the first in a two-part thought leadership series. Series II will cover our other regional jurisdictions, continuing the conversation on practical, compliant HR management in Southeast and South Asia.

Download Series I now with download button and stay ahead of people risk.

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The Labour Protection Act (No. 9) B.E. 2568 (2025) was published in the Royal Gazette on 7 November 2025, effectively amending the Labour Protection Act B.E. 2541 (1998) (“LPA”). The amendment introduces expanded family-related leave entitlements and clarifies the scope of protected workers. The law will come into force on 8 December 2025.

Key Amendments

1. Expanded Maternity Leave Entitlements

Under the new amendment, female employees are entitled to 120 days of maternity leave per pregnancy, an expansion from the prior entitlement of 98 days. Employers are required to provide 60 days of fully paid leave, while the remaining period may be unpaid.

2. Introduction of Parental Leave

Employees whose spouse has given birth are now entitled to 15 days of paid leave, which must be taken within 90 days from the date of childbirth. This entitlement applies regardless of gender

3. Additional Infant-Care Leave

The amendment also introduces a separate category of infant-care leave for female employees. This leave may be taken in specific circumstances when the infant has a medical condition that poses a risk of complications, has abnormalities, or is disabled. During this child medical care leave, the employee is entitled to receive wages at 50% of her regular rate.The comparison between the current and prior leave entitlements can be summarized as follows:

4. Extension of Labour Protection to Government-Contract Workers

The Act clarifies that workers engaged by government agencies through service contracts (i.e., non-civil-service contractual workers) are now explicitly covered under the LPA’s general protections. This significantly broadens the pool of individuals entitled to statutory labour rights and benefits under the Act.

Practical Implications for Employers

Employers should review and update internal policies, employment contracts, and HR procedures to align with the new leave entitlements. Payroll teams must ensure readiness to administer the new paid-leave obligations. Businesses engaged in public-sector service contracts should assess whether their workers now fall under the LPA and adjust compliance practices accordingly.

The amendment reinforces Thailand’s alignment with evolving international labour-protection standards and aims to promote employee welfare in connection with family-related responsibilities.

This article is co-authored by Kraisorn Rueangkul, Partner and Trin Ratanachand, Legal Adviser. The information provided herein is for informational purposes only and does not constitute legal advice. Qualified legal counsel should be consulted for all specific situations.

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Let’s turn our attention to Thailand. Our Partner Noppadon Treephetchara from DFDL Thailand sits down with Joyce Fong from Reed Smith LLP to discuss the country’s arbitration framework and more. They compare Thailand with regional alternatives, review institutional preferences (THAC and TAI), and examine local court support. The episode outlines enforcement procedures, timelines, and practical tips, and concludes with trends and THAC’s modernization efforts. Certainly an essential listening session for lawyers, in-house counsel and business professionals navigating contracts and disputes tied to Thailand.

Listen here: https://reedsmithinternationalarbitration.podbean.com/e/arbitration-in-the-land-of-smiles-thailand-s-growing-appeal/

Listen here: https://www.reedsmith.com/en/perspectives/2025/09/arbitration-in-thailand

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Our M&A Practice Group has been recognized in the Asian Legal Business Asia M&A Rankings 2025, achieving Tier 3 across Malaysia, Thailand, and Vietnam.

This recognition highlights our team’s capability in navigating complex transactions and delivering strategic solutions in dynamic legal markets. While this is a significant achievement, we see it as a stepping stone. Our goal is to keep raising the bar and aim even higher in the years ahead.

A heartfelt thank you to our clients for the continued support and trust.

Find out more about our M&A capabilities here: https://www.dfdl.com/solutions/corporate-ma/

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The Board of Investment (BOI) has issued Notification Por 8/2568 (“Notification”), which will become effective on 1 October 2025. The measure repeals and replaces the earlier requirements on the employment of expat employees (most recently set out in the Notification Por. 3/2567), aiming to provide balance between the promotion of economic growth and local employment and skill development.

Scope of application

The Notification will apply to all BOI-promoted entities that (i) seek to employ new expat employees or (ii) renew the visa and work permits of their existing expat employees.

For the companies which have obtained BOI promotion certificates prior to June 5, 2025, the new requirements will become effective from 1 January 2026.

For the companies which have obtained BOI promotion certificates on or after 5 June 2025, the new requirements will become effective from 1 October 2025.

New requirements

1. Minimum income

The BOI now requires the proof of minimum income of the expat at the time of application as set out in the below table:

For the first-time applicants, the employment agreement must be submitted for the verification of the minimum income. For renewals, the forms PND1 Kor or PND 1 showing the employee’s income must be submitted for verification.

2. Thai to Foreign employment ratio

The above new requirements regarding the minimum salary thresholds and the Thai to foreign employment ratio will not apply to the expats whose work period in Thailand is less than 6 months.

Recommended next steps

We recommend that BOI-promoted companies and applicants review the income thresholds and the Thai to foreign employees ratio to meet the requirements under the Notification, where applicable, in order to ensure the full; compliance with the new regulations when the law becomes effective.

For further information or assistance with implementation, please feel free to reach out to us: Kraisorn Rueangkul

The information provided here is for information purposes only and is not intended to constitute legal advice. Legal advice should be obtained from qualified legal counsel for all specific situations. 

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We are delighted to share that three of our DFDL offices – namely Cambodia, Laos and Thailand have been shortlisted for ‘Firm of the Year’ at the asialaw Awards 2025. Additionally, Vansok Khem, Kristy Newby and Audray Souche were also nominated as ‘Female Lawyer of the Year’ in their respective jurisdiction.

These recognitions highlight the strength of their expertise and the trust they continue to earn from clients and peers alike. The awards celebrate excellence across 20 jurisdictions and 28 practice areas and industry sectors, following rigorous research, interviews, and client feedback. To be shortlisted alongside so many outstanding firms and individuals is already an honor in itself.

We extend our congratulations to all the nominees and look forward to the ceremony on 6 November at the Hilton Saigon in Ho Chi Minh City, Vietnam, where the winners will be announced. Wishing the very best of luck to everyone shortlisted!

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DFDL Thailand collaborated with Thomson Reuters Practical Law Global with this article, with Kraisorn Rueangkul, partner, and Trin Ratanachand, legal adviser, as contributors. The article aimed to provide a high-level overview of the key practical issues regarding employment and employee benefits law in Thailand.

Download your complimentary copy of the Employment and Employee Benefits in Thailand by clicking the download button:

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Employment disputes rank among the most high-stakes challenges for organizations in Thailand. 

Beyond legal compliance, these disputes disrupt workplace culture, erode investor confidence, and threaten long-term operational resilience.

In this exclusive, high-level session, you’ll gain access to advanced, actionable strategies to mitigate risks while maintaining workforce stability.

What We’ll Cover

• Common Pitfalls in Cases of Misconduct or Performance Issues
  Many disputes stem from delayed documentation, missing warnings, inconsistent discipline, or vague company policies. Addressing these gaps early reduces the risk of claims and strengthens your legal footing.
• Termination With Cause vs. Without Cause under Thai Law
  We’ll clarify the legal definitions, focusing on when immediate dismissal without severance is allowed. Understanding this distinction is crucial for lawful and defensible termination decisions.
• Procedural Aspects of Both Types of Terminations (in Contentious Matters)
  Understand the step-by-step process for filing labor complaints through the Labor Protection Office or Labor Court, including essential pre-litigation requirements. Learn about key pre-litigation steps such as documentation, mediation, and statutory timelines, with a focus on strict compliance to prevent claim dismissals.
  
  Gain insight into how courts assess critical documents like warning and termination letters. We’ll also share best practices for preparing compelling evidence and strategies to strengthen your position for a favorable outcome.

Who Should Attend?
Exclusive event with complimentary admission for HR leaders, in-house counsel, compliance officers, and business executives.

Special Offering:
1:1 afternoon meeting available upon request.

Reserve your spot now

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On April 2025, Thailand’s Cabinet made waves by announcing it had approved in principle a proposal to update the Foreign Business Act (FBA) – Thailand’s main legal framework for foreign investments – with the objective to modernize and improve the country’s economic competitiveness. The possibility of a modernization of the FBA, mostly unchanged since its enactment in 1999, has been welcomed favorably by foreign investors, while also raising questions about the extent of the changes it proposes in practice.

In recent years, Thailand has emerged as one of Southeast Asia’s most attractive destinations for foreign direct investment. In 2024 the ASEAN-6 economies collectively received approximately USD 225 billion in FDI, an increase of around 10 percent over 2023, with Thailand capturing a growing share of that inflow[1]. In the first four months of 2025, foreign investment into Thailand climbed more than 40% year on year, driven in large part by projects in the Eastern Economic Corridor (EEC), Thailand’s flagship economic zone, including new energy, logistics and advanced manufacturing facilities[2].

Yet, despite Thailand’s attractiveness and impressive momentum, the country can remain complex to access for foreign investors due to various restrictions and limitations under the FBA. This new pathway for Thailand to open further to foreign capital has been met with diverse reactions from stakeholders, that need to be nuanced in light of the actual scope of amendments proposed by the Thai government.

To download a complimentary copy of the FBA Amendment Update, please click on the below button:

The information provided here is for information purposes only and is not intended to constitute legal advice. Legal advice should be obtained from qualified legal counsel for all specific situation.

[1] UNCTAD World Investment Report 2025
[2] Royal Thai US Embassy

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