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Summary. Maternity leave Thailand policies differ between private and public sectors, with private sector employees entitled to 98 calendar days of leave (including weekends and holidays). Private sector compensation includes 45 days fully paid by employers, 45 days at 50% pay through the Social Security Fund (capped at THB 7,500/month), and 8 days unpaid. Public sector employees receive more generous benefits with 188 days of leave (98 fully paid and 90 at half pay), plus 15 days of paternity leave for male government employees. Eligibility for SSF benefits requires contributions for at least five months within the 15 months before taking leave. All female employees qualify for maternity leave regardless of nationality. There are ongoing discussions about extending maternity leave from 98 to 180 days to align with international recommendations from organizations like UNICEF, though concerns exist about the financial impact on small businesses and the Social Security Fund. Employers are encouraged to prepare for potential policy changes by reviewing internal policies, planning for extended employee absences, assessing financial impacts, monitoring legal updates, and maintaining clear communication with employees.

Whether you’re expecting a baby or supporting someone who is, maternity leave can be one of those topics that feels simple on paper but becomes surprisingly complicated in real life. If you’re working in Thailand or managing a team, chances are you’ve looked for clear answers and found mostly confusion.

In fact, a 2024 survey revealed that 53% of women extended their maternity leave or took unpaid leave to care for their child, highlighting just how often policies may fall short of meeting real-world needs.

For employees, the questions are personal:

How much time can I take off?
Will I be paid proper compensation?
What if I need more support than the policy allows?

For employers, the questions are practical:

What are we legally required to offer?
How do we support our people without disrupting the business?
Is our current company policy enough?

Maternity leave in Thailand is a legal right, but the details are not always easy to navigate. And with more conversations happening about whether current policies go far enough, it is becoming more important for both sides to understand how things work.

Read next: Global Hiring Guide: Thailand

What are the current provisions for maternity leave Thailand?

Maternity leave Thailand policies differ between the private and public sectors. Both employers and employees need to be aware of these distinctions to ensure compliance and to support expecting mothers effectively.

Private sector

If you work in the private sector, you are entitled to 98 calendar days of maternity leave in Thailand, and this includes weekends and public holidays.

Out of the 98 maternity leave days:

Leave Duration	Payment Source	Payment Details
45 days	Employer	Fully paid at 100% of the employee’s salary
45 days	Social Security Fund (SSF)	Paid at 50% of the employee’s daily wage, capped at THB 7,500/month (based on THB 15,000 cap)
8 days	Unpaid (or employer)	Unpaid unless the employer offers additional coverage or benefits

It’s important to note that eligibility for SSF benefits requires employees to contribute for at least five months in the 15 months before taking leave.

So in total, an eligible employee working in the private sector may receive partial pay for 90 days of maternity leave Thailand (45 days paid by the employer and 45 days partially covered by the SSF).

Public sector

As of 2025, public officials are entitled to up to 188 days (around six months) of maternity leave in Thailand, which includes:

98 days of fully paid leave.
An additional 90 days of leave at half pay.

Generally, both portions of the leave are typically paid directly by the government, so public employees are usually not dependent on the SSF, unlike those in the private sector, as mentioned above.

Additionally, male government employees are entitled to 15 days of paid paternity leave, which can be taken at any time within one year following the child’s birth.

It’s crucial to take note that these provisions apply specifically to government officials and employees. If you are a public servant employed under a government agency but not classified as a government official, your entitlements may vary. Be sure to check with your HR department or agency for more details.

What is the eligibility for maternity leave in Thailand?

Whether you’re applying for maternity leave in Thailand or managing it as an employer, it’s essential to understand who qualifies. Here’s a quick overview:

Who is eligible?

Every female employee in Thailand who works in any sector can access maternity benefits regardless of their employment nationality; this also includes employees under contracts with payment from their employers. As mentioned, the law gives you 98 calendar days off per pregnancy, which includes both the time before and after the birth.

Notice requirements

There’s no official deadline for when you have to inform your employer, but giving early notice is always a smart move. Providing advance information allows your manager to develop appropriate plans, which brings smooth execution for you and your team. You should also verify workplace-specific policies with both HR and team leads since some organizations might maintain their own procedures.

Multiple pregnancies

The law doesn’t give extra time off for multiple pregnancies. Whether you’re having one baby or more, you still get the standard 98 days for your maternity leave in Thailand. That said, some companies may be more flexible in practice, especially if recovery time is longer or complications arise, so don’t be afraid to ask for support if you need it.

How is pay treated for maternity leave Thailand?

Once maternity leave Thailand is approved, one of the most common questions employees have is, how does this affect my pay? Here’s a breakdown of how compensation is handled during maternity leave in Thailand:

Government provided benefits (Social Security Fund)

As highlighted above, employees in the private sector who meet the eligibility criteria are eligible for partial maternity pay through the Social Security Fund (SSF).

Eligibility criteria: You must have contributed to the SSF for at least five months in the 15 months prior to taking maternity leave Thailand.
Benefit: 45 days of half-paid maternity leave at 50% of the employee’s salary.
Salary cap: Payments are based on a maximum salary of THB 15,000 per month, so the highest amount SSF will pay is THB 7,500 per month.

Employer’s role in maternity pay

As an employer, you are legally required to provide 45 days of fully paid maternity leave, paid directly by the employer. This is separate from SSF benefits and applies regardless of the SSF eligibility criteria mentioned above.

How pay is calculated

For employees eligible for SSF benefits, the maternity pay in Thailand is based on the average wage over the last three months prior to the leave.

For example:

Mai earns THB 18,000 per month.

Employer’s contribution: 100% of her salary for the first 45 days.

Daily wage: THB 18,000/30 = THB 600 per day
Full pay for 45 days: THB 600 x 45 days = THB 27,000

Social Security Fund (SSF) Contribution: For the next 45 days, SSF will pay 50% of her salary, but it’s calculated based on the salary cap of THB 15,000 per month.

Calculate half pay: THB 15,000 x 50% = THB 7,500 per month
Daily wage: THB 7,500 / 30 = THB 250 per day
Half pay for 45 days: THB 250 x 45 days = THB 11,250

Unpaid leave: The remaining 8 days are unpaid, unless covered by the employer or another benefit.

Total calculation for 98 days of maternity leave in Thailand:

Leave Period	Pay Source	Amount
First 45 days	Employer	THB 27,000
Next 45 days	Social Security Fund (SSF)	THB 11,250
Last 8 days (unpaid)	-	0 baht (unless employer provides additional support)
Total for 98 days	-	THB 38,250

Understanding the Ongoing Discussions and Proposed Changes

There’s been growing talk about extending maternity leave in Thailand from 98 days to 180 days. While nothing is official yet, the push is gaining traction, especially from public health advocates, family support groups, and even some lawmakers.

Why is this being proposed?

The extension of leave periods benefits babies alongside their parents, according to recent observations. Being able to spend additional time with newborns allows both parents to create stronger bonds and to breastfeed their babies while recovering from childbirth, which otherwise are challenging to combine with a short postnatal absence period. Advocates of increased leave support a 180-day policy since it would align Thailand with worldwide recommendations from organizations such as UNICEF.

What are the concerns?

Naturally, not everyone agrees on how this should work. One of the biggest concerns is the financial strain on small businesses, especially if employers are expected to shoulder more of the cost. There’s also the question of whether the Social Security Fund can handle the increased maternity leave Thailand payouts without long-term issues.

How can employers prepare for this?

If the law does change, companies that plan ahead will be better positioned to manage the shift smoothly.

Here’s what you can focus on as an employer right now:

Review and update internal policies: Take a fresh look at your current maternity leave policy. If it only meets the legal minimum, consider how you might adapt to a 180-day model. Even if it’s not required yet, being proactive sends a strong message to your team.
Map out contingency plans for extended absences: Start thinking about how to cover roles for a longer period. This could mean training a backup employee, using job-sharing, or working with temporary contractors. Planning ahead helps maintain business continuity.
Assess the financial impact early: if a longer paid maternity leave Thailand becomes mandatory, it could mean higher short-term costs. Running a few budget scenarios now will give you time to make adjustments without scrambling later.
Watch for legal updates: Keep an eye on announcements from the Ministry of Labour or trusted coverage from news sources. When things change, you’ll want to act fast.
Talk to your team: HR and leadership should align early on how the company wants to approach maternity support, both now and if the law changes. Clear internal communication goes a long way in keeping people supported and informed.

Frequently Asked Questions

1. Can maternity leave be extended?

Not officially, but some employers may allow extra unpaid days or let you use annual leave to take more time off. Public sector employees sometimes get approved for longer leave depending on agency rules.

2. What happens if an employee doesn’t meet the SSF eligibility criteria?

They can still take maternity leave, but only the employer-paid portion applies, which is the first 45 days of full pay. There would be no SSF support without eligibility.

3. Can maternity leave be taken early?

Yes, maternity leave can start during pregnancy. The law gives flexibility on when the 98 days begin, but once it starts, the duration counts from then.

4. How soon should an employee inform their employer about maternity leave Thailand?

While there’s no official deadline, it’s best practice to inform your employer as early as possible to allow for better workforce planning and adjustments to work schedules. Many companies may have their own internal policies on advance notice, so be sure to include this within your leave policy or check with our HR.

5. What happens if an employee has a miscarriage or stillbirth?

In cases of miscarriage or stillbirth, employees are still entitled to their original maternity leave. However, the length of leave may depend on specific circumstances and/or company policies. Generally, employees would receive the first 45 days of paid leave under the employer’s responsibility and potentially SSF support if eligible.

6. Can a father or partner take paternity leave in Thailand?

Yes, male employees in the public sector are now entitled to 15 days of paid paternity leave, which can be taken within the first year of the child’s birth.

As for employees in the private sector, paternity leave is not legally mandated on a national level, but you may be eligible for it based on your company’s internal policy.

7. Are employees on maternity leave entitled to benefits like bonuses or raises?

Employees on maternity leave are entitled to the same benefits they would receive if they were actively working, unless specified otherwise in company policy.

As an HR professional or employer, it’s important to clarify this within your policy while ensuring fairness and transparency throughout the entire process.

8. What happens if an employee returns to work late after maternity leave Thailand?

Employees are generally expected to return to work once their maternity leave ends. If an employee wishes to extend their leave beyond the legally mandated periods, it may require additional approval.

If an employee fails to return on time, they might face penalties or be considered for termination, depending on the company policy.

9. What if an employee is sick or has complications during maternity leave?

If an employee experiences complications or other health issues related to pregnancy or childbirth, they may be entitled to additional medical leave, separate from their existing maternity leave.

These would typically be covered under sick leave policies, though some companies may choose to extend maternity leave in such cases.

10. Does maternity leave in Thailand apply to foreign employees?

Yes, all employees are eligible for maternity leave in Thailand regardless of nationality, as long as they are eligible for the SSF contributions or are entitled to employer-provided leave.

Streamline Maternity Leave in Thailand with Omni

Maternity leave in Thailand is a crucial benefit that supports employees in achieving a healthy work-life balance. Hence, it’s important to have the right HR tools to manage such benefits effectively.

Omni’s all-in-one HRIS makes it possible to manage the entire end-to-end employee life cycle in one platform. Our robust time-off management capabilities allow HR teams to streamline the management process of maternity leave in Thailand.

With customizable leave allowances, employers can set maternity leave criteria based on Thailand standards, company policies, and individual eligibility for SSF. Omni simplifies compliance efforts and standardizes benefit allocation for teams, ensuring both legal compliance and consistent support for employees.

These automated processes help HR professionals track eligibility, manage maternity leave applications, and ensure proper reimbursement with ease, while ensuring employees get the time they need to recover and return to work productive and engaged.

Omni also seamlessly integrates with your team’s most loved work tools, such as Slack, enabling managers to receive and manage time-off approvals directly within the messaging platform, removing time-consuming steps from leave management with a quick push of a button. With automated calculations, employees and managers can easily view parental leave balances in real-time without the intervention of HR.

Our employee self-service portal empowers employees to swiftly submit their maternity leave requests, automatically routing them to the appropriate managers with customizable approval workflows. And our user-friendly mobile application allows for on-the-go approvals and communication, so you can manage leave balances and employee benefits from anywhere.

Our localized solutions and unified system merge your maternity leave Thailand management efforts with payroll processing, facilitating automatic, accurate calculations and compliance with local regulations.

Try out Omni for free today!

Book a demo with us today to learn more about how Omni can transform your leave management processes, saving you time, reducing administrative burdens, and enhancing overall efficiency.

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