Are paid leave days mandatory in Thailand before 1 year of service?

No. Thai law only requires employers to provide annual paid leave after 12 months of continuous work. Before this period, no legal leave is owed unless your contract explicitly states proportional leave. It's essential to negotiate this point when signing your employment contract in Thailand.

Can my employer refuse to pay me for unused leave at the end of my contract?

In principle, unused annual leave must be compensated upon termination of the employment contract in Thailand, unless otherwise explicitly stated in the contract or internal regulations. If your employer refuses to pay for these days, you can contact the Department of Labour Protection and Welfare (DLPW). A local lawyer can assist you in this process.

How many paid leave days are typically granted in foreign companies in Thailand?

In international companies based in Thailand (tech, finance, consulting sectors), it is common to receive between 10 and 15 days of paid leave per year upon hiring, sometimes more with seniority. The legal minimum of 6 days is rarely applied alone in this context. Leave policies vary by company, employer nationality, and job position.

Are Thai public holidays counted against my paid leave?

No, official public holidays are separate from annual paid leave in Thailand. An employer cannot legally deduct a public holiday from your paid leave quota. If your contract states otherwise or if your employer practices this, it constitutes a violation of the Labour Protection Act. In case of disputes, consult a lawyer specializing in labor law in Thailand.

Does my work visa affect my leave rights in Thailand?

The type of visa (Work Permit, BOI, SMART Visa, etc.) does not directly impact your paid leave rights as long as you are tied to a Thai employer by a local employment contract. However, if you are seconded by your home company (French, Belgian, Swiss, Canadian, etc.) and paid from your home country, the rules of your sending country may apply in addition. Check your secondment agreement and consult your HR department or a local lawyer.

Paid Leave in Thailand: How Many Days in 2026?

In Thailand, every employee who has completed 12 months of continuous work is entitled to a minimum of 6 working days of paid leave per year, according to Article 30 of the Labour Protection Act. Many employers grant between 10 and 15 days depending on seniority and the sector.

The Legal Minimum: 6 Days After 1 Year of Service

The Thai Labour Protection Act (Labour Protection Act B.E. 2541, updated in 2019) sets the minimum at 6 working days of annual paid leave. This entitlement begins after one full year of employment with the same employer.

Before 12 months of service: no mandatory paid leave (but possible by contractual agreement)
From 12 months: a minimum of 6 days guaranteed by law
Beyond that: according to company policy or collective agreement

💡 Good to Know

In large international companies, multinationals, and the tech sector in Thailand, it is common to negotiate 10 to 15 days of paid leave upon signing the contract. The legal minimum of 6 days is a baseline, not a market standard.

Official Public Holidays in 2026

In addition to annual leave, employees in Thailand benefit from 13 official national holidays each year, set by the government. Among the main ones:

New Year's Day (January 1)
Makha Bucha Day (date varies according to the lunar calendar)
Songkran Festival (Thai New Year, April 13-15)
Labor Day (May 1)
King's Birthday (July 28)
Queen's Birthday / Mother's Day (August 12)
Commemoration Day of King Rama IX (October 13)
National Day / King's Day (December 5)
Constitution Day (December 10)
New Year's Eve (December 31)

If a public holiday falls on a weekend, a substitute day is usually granted on the following Monday.

⚠️ Attention

Public holidays do not replace annual paid leave: these are two distinct rights. Always check your employment contract, as some employers may count public holidays against your leave quota — which is against the law.

Proportional Leave and Carry Over

If you have been working for less than a year, your employer may, at their discretion, grant you leave pro-rated based on the months worked. This is not a legal obligation, but a common practice in well-structured companies.

Regarding the carry over of unused leave, Thai law does not explicitly require it: the terms are defined in the contract or internal regulations. It is advisable to check this point upon hiring, especially if you are seconded or sent by your home employer.

✅ Practical Tip

Before signing your contract in Thailand, negotiate the number of leave days, the possibility of carry over, and the policy for cashing out unused days. These elements are not all regulated by law and can vary significantly from one employer to another. If in doubt, have your contract reviewed by a local lawyer.

To Learn More

Paid leave is just one aspect of labor regulations in Thailand. For a complete overview — legal working hours, overtime, termination, work visa — check our guide: Labour Law in Thailand 2026.

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⚠️ Disclaimer

This article is provided for informational purposes only and does not constitute legal advice. Laws and regulations vary by country and change regularly. Consult a qualified professional for your specific situation.