Thailand Leave Entitlement Calculator
Accurately determine statutory annual leave entitlement, company-policy pro-rata allocations, carried-forward balances, and Section 67 termination payouts in accordance with Thai employment law.
Leave Parameters
Select your calculation mode and input employment dates. All leave values are evaluated in working days.
- Employee has completed 2 years, 9 months, 25 days (1029 calendar days) (≥ 1 uninterrupted year of service).
- Section 30 statutory minimum: 6 working days per year.
- Standard statutory entitlement of 6 working days applies.
Understanding Thai Annual Leave Law
Annual leave (วันหยุดพักผ่อนประจำปี) in Thailand is regulated by the Labour Protection Act B.E. 2541. Below are the key statutory principles governing leave rights, carry-forward, and termination payouts.
1. Statutory Minimum of 6 Working Days (Section 30)
An employee who has completed one uninterrupted year of continuous service is entitled to not less than six working days of annual holidays. Unlike certain neighboring jurisdictions, Thailand does not mandate a statutory seniority tier (such as 8/12/16 days); six working days remains the universal statutory baseline, though employers frequently offer higher contractual tiers.
2. Working Days vs. Calendar Days
Statutory leave is calculated strictly in working days. When an employee takes leave, weekly rest days and gazetted national public holidays (minimum 13 days annually under Section 29) falling within the leave period cannot be deducted from their annual leave balance.
3. Carry-Forward and Accumulation
Section 30 paragraph 3 enables the employer and employee to agree in advance to postpone and accumulate unused annual leave to subsequent years. Without a written policy or agreement, unused leave does not automatically expire, and employers must manage leave scheduling actively.
4. Section 67 Termination Settlements
Upon termination of employment, unused leave must be paid in wages. Prior accumulated leave must be paid regardless of the reason for termination. Current-year prorated leave must be paid on ordinary employer termination, but is statutorily forfeited if dismissal is based on Section 119 serious misconduct.
Verified Official Legal Sources
This calculator operates exclusively on verified primary legislation and current authoritative guidance from the Ministry of Labour and the International Labour Organization (ILO).
Official statutory repository maintained by the Ministry of Labour, Thailand.
Current International Labour Organization profile on dismissal, severance, and leave in Thailand.
Official guidance establishing the 6 tiers of severance pay up to 400 days.
Frequently Asked Questions
Common questions regarding annual leave entitlement, prorating, and termination compliance under Thai labour law.
