Hire in Thailand
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Thai Currency
Thai Baht (THB)
The Capital of Thailand
Bangkok
Time Zone in Thailand
GMT+
Important Facts About the Country of Thailand
Introduction to Thailand
Thailand, formerly recognized as Siam and officially titled the Kingdom of Thailand, occupies a significant position in Southeast Asia. The nation transitioned from an absolute monarchy to a constitutional monarchy following a revolution in 1932. Despite this shift, political influence has frequently been wielded by the military, often through coups. Over the past three to four decades, there has been a growing acceptance and support for parliamentary democracy among the populace.
What to Know about Thailand’s Geography
Thailand spans 513,120 square kilometers and shares borders with Myanmar to the north and west, Laos to the north and east, Cambodia to the southeast, and the Gulf of Thailand to the south. The country is divided into six distinct geographical regions, each characterized by variations in population, fundamental resources, natural landscapes, and degrees of social and economic advancement.
Climate in Thailand
Thailand experiences a tropical climate shaped by monsoon winds, featuring three discernible seasons. The period from March to mid-May is characterized by heat, while mid-May to October sees rain brought by the southwest monsoon. From November to February, the northeast monsoon brings relatively dry and cool weather. Overall, Thailand mostly enjoys dry conditions with moderate temperatures.
The Culture of Thailand
The traditional Thai greeting, known as the ‘wai,’ typically begins with the younger individual in the interaction. Hands are pressed together, fingertips pointing upwards, while the head bows to touch the face to the hands. This gesture is often accompanied by the spoken words ‘Sawasdee khrab’ for males and ‘Sawasdee kha’ for females. The elder then responds in kind. Social status and position, including in government roles, also influence the initiation of the wai. For instance, despite being older than a provincial governor, it is customary for the visitor to offer respect first during a meeting.
Religions Observed in Thailand
Buddhism, the predominant religion in Thailand, is followed by 93% of the population. Despite this, the Thai constitution does not designate an official state religion. Among the Isan ethnic group, Tai folk religion holds sway. Additionally, there is a notable presence of Thai Muslims residing primarily in the southern regions.
Languages Spoken in Thailand
Thai, the official language, is spoken by around 88% of the nation’s populace, although only 34% have it as their native tongue. Standard Thai is primarily used in the Bangkok metropolitan area, while Thailand boasts 51 distinct indigenous languages. The percentage of the Thai population proficient in English is estimated to be 27%.
Thailand Human Resources at a Glance
Employment Law Protections in Thailand
Thailand’s legal system blends elements of both western and traditional Thai laws. Governed by a constitutional monarchy, Thailand has a prime minister as head of government, overseeing executive, legislative, and judiciary branches. Traditional Thai laws have roots in the Hindu-Brahmin legal traditions of the Khmer Empire. While the king’s authority is limited under the constitution, they symbolize national identity and unity.
The relationship between employers and employees in Thailand is primarily governed by the Labor Protection Act. This legislation serves as the cornerstone for safeguarding employment rights in Thailand, delineating the rights and responsibilities of both employers and employees. Thai labor laws are known for their emphasis on protecting the rights of employees.
Employment Contracts in Thailand
While it’s not compulsory to have a written employment contract in Thailand, an oral agreement is legally binding for both employers and employees. Nonetheless, it’s highly advisable to have a written contract in place to mitigate potential disputes and safeguard the interests of both parties. The following information is typically included in an employment contract:
The key components to include in an employment contract are as follows:
1. Personal information of both employer and employee
2. Commencement date, duration, and probationary period
3. Employee’s responsibilities and terms of employment
4. Employee’s position within the organization
5. Work schedule, including days and hours
6. Compensation details
7. Entitlements to leave, such as vacation and sick days
8. Confidentiality agreements
9. Intellectual property rights
10. Termination clauses
11. Procedures for resolving disputes
There is no mandate for employment contracts in Thailand to be exclusively written in Thai. Nevertheless, it is advisable to draft contracts in Thai or in a bilingual format, particularly if the employee is a Thai national. This precaution is essential as the employee may encounter difficulties in comprehending contracts written in English or any other language.
Thailand's Contract Terms
Typically, contracts in Thailand are of an indefinite nature, with a designated retirement age set at 60 years old.
Thai labor legislation categorizes the following distinctions:
- The engagement of work (independent contractor relationship) is regulated by the Thai Civil and Commercial Code.
- The employment relationship (hire of service) is chiefly governed by the Thai Labour Protection Act BE 2541 (1998).
In an employment relationship, the employer and employee have the option to agree on either an indefinite term or a fixed-term employment contract:
Indefinite Term
This type of contract has no specified end date, allowing either party to terminate it with notice or with payment in lieu of notice. However, an employer can terminate the contract without advance notice only with a justifiable cause.
Work Rules in Thailand
An employer employing 10 or more workers must submit their work regulations to the Thailand Ministry of Labor. Additionally, they must maintain an employee register that complies with specific Thai requirements. The work regulations should include, at the very least:
- Typical working days, regular working hours, and intervals for rest
- Guidelines on holidays and procedures for requesting time off
- Regulations regarding overtime and working on holidays
- Scheduled dates and locations for wage disbursement (covering regular pay, overtime, holiday pay, and overtime on holidays)
- Procedures for requesting and taking leave
- Policies on disciplinary actions and the process for grievances
- Procedures for terminating employment and details on severance compensation
Within 15 days of employing 10 or more individuals, the company must announce its work rules. These rules must be maintained at the workplace and distributed to all employees.
Thai Timesheets and Record Keeping
Employers with 10 or more employees must keep records of their employees in the Thai language. These records should include the following information:
- Name, surname, and gender
Nationality - Date of birth and age
- Address
- Commencement date of employment
- Position and responsibilities
- Salary rate and additional benefits
- Termination date
The employer is required to retain employee records for a minimum of two years following the termination of employment.
Additionally, if an employer has 10 or more employees, they must submit a report on employment and working conditions to the Director-General annually in January.
Thailand's Guidelines Regarding Probation Period/Trial Period
A probationary period is permitted, with no specified maximum duration. However, it is typically advisable for it not to exceed 119 days to avoid triggering severance pay obligations at the 120-day mark.
Should the probationary period be extended beyond the initial duration and the combined total of both periods reaches 120 days or more, the employee may become eligible for severance pay upon termination.
Regulations and Rules Regarding Working Hours in Thailand
Generally, the maximum working hours entail six days per week, each day lasting up to eight hours. The total working week should not surpass 48 hours. If a workday falls short of eight hours, it may be extended to nine hours by mutual agreement, provided that the weekly working time does not exceed 48 hours.
Employers are obligated to grant employees a rest period of at least one hour for every continuous period of work lasting five hours or more. While employers and employees can mutually agree on a shorter rest break, the cumulative break time must not be less than one hour for each workday.
The combined total of working hours, inclusive of a one-hour rest break and any overtime, should not exceed 11 hours in a single day.
Furthermore, at least one day per week must be allocated as a paid rest day, commonly observed on Sundays.
Thai Laws Regarding Overtime
For overtime worked on a regular work day, employees are entitled to overtime pay at a rate of 1.5 times their hourly wage.
On rest days, public holidays, or annual leave days, the overtime rate is:
- During normal working hours on a holiday, employees are entitled to receive their normal hourly wage doubled.
- For overtime hours worked on a holiday, employees should receive three times their normal hourly wage.
Rules Regarding Bonus and 13th Month Pay in Thailand
An additional bonus or extra month of salary is not obligatory and is regarded as an additional perk that an employer may choose to offer to an employee. The employer determines the amount of this discretionary bonus.
Termination
An employer or employee can conclude an employment contract by issuing a written notice to the other party beforehand. Typically, this notice period spans one month, unless alternative terms are stipulated within the employment agreement.
Should the employer opt for an immediate termination, void of any advance notice period, they are obliged to compensate the employee with salary in lieu of notice.
In cases of termination without valid cause, there’s a significant likelihood of the dismissed employee pursuing a claim of unfair termination through the labor court. In such instances, the combined claims, inclusive of the final settlement and legal expenses, may surpass any compensation awarded.
Advance notice or payment in lieu of notice is not mandated if termination arises due to severe misconduct by the employee, as delineated below:
The employment termination without advance notice or compensation may be justified if the employee:
- – Engaged in dishonest conduct related to their duties or committed a criminal offense.
- – Intentionally caused damage.
- – Exhibited negligence resulting in substantial harm to the employer or endangered others.
- – Breached work regulations, rules, or directives despite prior written warnings from the employer.
- – Absented themselves for three consecutive days without notification or valid justification.
- – Received a sentence of imprisonment.
Upon termination of an employment contract, the employer is required to inform the Social Security Office. If the terminated employee is a foreign national, the employer must also notify the Department of Employment of the Ministry of Labour and the Immigration Bureau.
Thailand's Requirements Regarding Notice Periods
In Thailand, the standard advance notice period is 30 days, or the payment of 30 days’ salary in lieu of notice.
Redundancy/Severance Pay in Thailand
If an employee in Thailand is terminated without a valid cause as specified by law, they are entitled to receive severance pay based on their length of service.
- – 30 days’ wages for employment periods of at least 120 days but less than one year
- – 90 days’ wages for employment periods of at least one year but less than three years
- – 180 days’ wages for employment periods of at least three years but less than six years
- – 240 days’ wages for employment periods of at least six years but less than ten years
- – 300 days’ wages for employment periods of at least ten years but less than twenty years
- – 400 days’ wages for employment periods of twenty years or more
Additionally, a dismissed employee is entitled to:
- – Outstanding salary or other expenses
- – Payment in lieu of advance notice if no advance notice is given
- – Payment for accumulated holidays from the previous year
- – Payment for pro-rated unused leave for the current year
Severance pay is not provided to employees terminated for serious misconduct.
Upon termination, including the current month’s salary, unused annual leave, severance pay (and overtime, if applicable), must be disbursed to the employee within three days from the termination date. Nonetheless, payment in lieu of notice should be remunerated to the employee on the termination date.
Restrictive Covenants
Thailand’s legal framework does not bar employers from imposing restrictions on an employee’s actions during employment or following termination.
Non-compete and non-solicitation clauses are designed to safeguard the commercial interests of both parties. These clauses typically entail a reciprocal understanding whereby:
- Enforcing such clauses should not unduly hinder the employee’s ability to earn a livelihood.
- These restrictions typically apply to particular industries and for a reasonable duration.
- They may pertain to either a specified timeframe or a geographical region.
Fixed Term Contacts for Thai Employees
Fixed-term contracts are applicable to specific job categories, such as projects lasting up to two years, temporary assignments, or seasonal employment. The regulations outlined in the Labor Protection Act oversee the implementation of fixed-term employment contracts, requiring them to be documented at the outset of employment. These contracts must unambiguously designate their temporary nature by specifying the commencement and conclusion dates of employment. Additionally, they must expressly indicate that employment will cease at the contract’s expiry.
If the nature of the work does not fall within the specified categories mentioned earlier, an employment contract may be considered indefinite in duration.
In a fixed-term contract:
- – A probation period cannot be included.
- – Neither party can terminate the contract before the agreed end date unless there is a breach of contract.
- – The contract cannot be extended beyond the specified end date.
Tax and Social Security Information for Employers in Thailand
Personal Income Tax in Thailand
Personal Income Tax (PIT) is a direct tax imposed on an individual’s earnings. “Person” encompasses individuals, regular partnerships, unincorporated associations, and undivided estates. Typically, those subject to PIT are required to calculate their tax dues, submit a tax return, and settle any taxes owed on an annual basis, following the calendar year.
Taxpayers fall into two main categories: residents and non-residents. A resident is defined as an individual residing in Thailand for a period totaling more than 180 days within a tax (or calendar) year. Residents are subject to tax on income earned from both domestic and foreign sources that is brought into Thailand. Conversely, non-residents are only liable for taxes on income derived from sources within Thailand.
Taxpayers are entitled to various deductions and allowances when calculating taxable income. These deductions are subtracted from assessable income before allowances are applied. As a result, taxable income is determined by deducting both deductions and allowances from assessable income.
Deductions Allowed for the Calculation of PIT
| Type of Income |
Deduction |
|---|---|
| Income from employment | 50% but not exceeding THB 100,000 |
| Income received from copyright | 50% but not exceeding THB 100,000 |
| Income from letting out property: building & wharves | 30% |
| Income from letting out property: agricultural land | 20% |
| Income from letting out property: all other types of land | 15% |
| Income from letting out property: vehicles | 30% |
| Income from letting out property: any other type of property | 10% |
| Income from liberal professions | 30% except for medical profession (60% is allowed) |
| Income derived from contract of work whereby the contractor provides essential materials besides tools | actual expense or 60% |
| Income derived from business, commerce, agriculture, industry, transport, or any other activities not specified above | actual expense or 60% depending on the types of income |
PIT Rates applicable to taxable income
| Taxable Income (THB) |
Marginal Taxable Income (THB) | Tax Rate (%) |
|---|---|---|
| 0 – 150,000 | 150,000 | Exempt |
| 150,001 – 300,000 | 150,000 | 5.0 |
| 300,001 – 500,000 | 200,000 | 10.0 |
| 500,001 – 750,000 | 210,000 | 15.0 |
| 750,001 – 1,000,000 | 250,000 | 20.0 |
| 1,000,001 – 2,000,000 | 1,000,000 | 25.0 |
| 2,000,001 – 5,000,000 | 3,000,000 | 30.0 |
| Over 5,000,000 | 35.0 |
Social Security in Thailand
Social Security encompasses the protection offered by society to its members by collectively sharing risks associated with loss or reduction of income due to various circumstances such as sickness, maternity, death, disability, old age, unemployment, medical care provision, and child support.
Employers are required to enroll employees as “insured persons” when they begin working at an age not below 15 and not exceeding 60 years old within the establishment, which employs one or more individuals. This registration must be completed with the social security office within 30 days from the start of employment.
If the number of employees grows, employers must complete new employee registration forms for those who have never been issued a social security card. Even if a new employee already possesses a social security card, the employer must still provide a list of the insured individuals joining the company to the social security office.
Employers are tasked with deducting social security contributions from employees’ salaries each month and remitting them to the social security office by the 15th of the subsequent month. For example, contributions for January must be settled by February 15th.
According to the Social Security Act of 1990 (BE 2533), 5% of wages should be withheld for contributions. Both employers and employees are required to make monthly contributions to the social security fund based on the employee’s monthly wages. Contributions are calculated from a monthly salary base capped at THB 15,000, with the maximum monthly contribution amount from both employer and employee set at THB 750.
While the statutory health insurance program may not fully meet the needs of expatriates, many expats, as well as locals, opt to purchase private health insurance. Often, employers include health insurance as part of their benefits package.
The social security contribution rates are as follows:
| Type of Insurance |
Paid by Employer (%) |
Paid by Employee (%) |
Total (%) |
|---|---|---|---|
| Disability, maternity, and death benefits | 1.5 | 1.5 | 3.0 |
| Child and old age benefits | 3.0 | 3.0 | 6.0 |
| Unemployment benefits | 0.5 | 0.5 | 1.0 |
| Total social security tax | 5.0 | 5.0 | 10.0 |
*The above rates serve as a broad guideline. Actual rates charged by GoGlobal will differ.
Important Information for Thai Employees
Salary Payment
Payment of salary must occur at regular intervals as stipulated in the employment contract, whether on an hourly, weekly, monthly, or other predetermined basis.
Payslip
Issuing a payslip is not obligatory in Thailand, but it is recommended to provide employees with one monthly or in accordance with the payment period.
The payslip should display the net salary alongside details of deductions, such as social security contributions and withholding tax.
Additionally, the payslip should include the following information:
- Employer details: company name, tax ID, and address
- Employee particulars: name and job title
- Contributions to social security by both employer and employee
- Withholding tax amount
- Hours worked, encompassing overtime or holiday hours
- Salary breakdown, covering overtime pay, bonuses, advances, and commissions
Annual Leave
Employees are eligible for 30 days of paid sick leave annually. Should the illness persist, they can take unpaid leave with a medical certificate. Employers may request a medical certificate for absences lasting three consecutive days. Days missed due to work-related injury or illness are not counted as sick leave.
Sick Leave
Employees are entitled to 30 days of paid sick leave annually. If the illness extends beyond this period, employees can take unpaid leave, provided they provide a medical certificate. Employers may request a medical certificate if an employee is absent for three consecutive days. It’s important to note that sick leave does not cover days when the employee is unable to work due to work-related injury or illness.
Personal Business Leave
Employees have a statutory entitlement to three working days of personal business leave per year.
Training Leave
Employees have the right to request leave for training purposes. Nevertheless, an employer reserves the right to decline such requests if the employee has already utilized training leave on three occasions or for a cumulative duration of 30 days.
Maternity Leave
Women employees are granted maternity leave for a period of 98 days per pregnancy, encompassing absences for prenatal medical appointments.
The maximum fully paid leave during maternity is limited to 45 days, and this entitlement is separate from the 30 days allocated for sick leave.
Additionally, a female employee covered by Thai Social Security may be eligible for supplementary benefits under specific circumstances. These benefits include:
- A one-time payment of THB 15,000 is disbursed per childbirth.
- An additional cash benefit, equivalent to 50% of monthly wages (capped at THB 15,000), is provided for a maximum of 90 days. This benefit is applicable solely for the initial two deliveries.
Other Parental Leave
Paternity Leave
Male employees in Thailand do not have specific paternity rights.
Surrogacy Leave
A surrogate mother is entitled to a maximum of 98 days of maternity leave. However, employees who become parents through surrogacy, such as through adoption, do not have any entitlement to maternity or paternity leave.
Military Leave
An employee has the right to take military service leave for mobilization exercises, inspections, military training, or combat readiness testing as outlined by military service laws. During this leave, the employer must pay the employee’s wages at the standard rate, consistent with regular work, for a period not exceeding 60 days per year.
Sterilization Leave
Both male and female employees are eligible for sterilization leave.
During this leave, the employer is required to provide wages as specified in a medical certificate.
Trade Union Leave
An employee serving as a committee member of a labor union is granted leave to fulfill their duties, such as attending government-mandated meetings.
Leave of Absence
In addition to the mentioned leaves, including ordination, compassionate, paternity, absence, and educational leave, any other types of leave will be at the discretion of the employer and typically without pay unless otherwise agreed upon by the employer.
Public Holidays
An employer is required to provide employees with at least 13 public holidays per year, aligning with official annual holidays, religious observances, or local traditional holidays.
Should a public holiday coincide with an employee’s regular day off, the employee is entitled to a substitute day off.
Benefits to the Employee in Thailand
Provident Fund
A provident fund is created through a mutual agreement between employers and employees, aiming to provide additional benefits to employees and encourage retirement savings. Managed by Thai financial institutions, voluntary contributions typically range from 2% to 15% of the employee’s salary. Employees have the freedom to contribute more than their employers. These contributions enjoy tax exemptions up to a specified limit, thereby reducing tax obligations. The maximum allowable contribution is capped at 15% of annual wages or THB 500,000, whichever is lower.
1) Retirement at the age of 55 or older as outlined in the governing regulations
2) Resignation
3) Death
Upon termination of membership, individuals are entitled to the entire benefit package as outlined in the fund’s regulations. Moreover, the law permits portability between provident funds and allows for installment payments.
Employee Welfare Fund
All employees working for companies with over 10 employees must be enrolled in the Employee Welfare Fund, unless eligible for an exemption. This fund is designed to offer financial protection to employees upon resignation, termination, or for their legal beneficiaries in the event of death.
Both employers and employees are mandated to contribute to the fund at rates specified by Ministerial Regulations, not exceeding 5% of wages.
Workmen Compensation Fund (WCF)
Apart from social security contributions, employers are mandated to make an annual contribution ranging from 0.2% to 1% of employees’ annual wage to the WCF, with the rate contingent upon the risk level associated with the business. Under the Workmen’s Compensation Act, employers are obliged to furnish benefits for employees who incur injury, illness, or death while engaged in their work.
The calculation of the contribution is based on an annual wage per employee capped at THB 240,000, encompassing all remunerations such as holiday pay, overtime pay, and bonuses.
Compensation is dispensed on a monthly basis, amounting to 60% of the monthly wages, with a minimum threshold of THB 2,000 and a maximum cap of THB 9,000. For serious injuries, medical expenses are covered up to THB 50,000, and rehabilitation expenses are covered as necessary, up to THB 20,000. In the event of death, funeral expenses up to a maximum of 100 times the minimum daily wage are provided.
Life-Death Benefits
A maximum funeral grant of THB 50,000
Survivors’ allowance disbursed to the designated beneficiary, as stipulated in writing by the insured individual
Disability Benefits
Employees who have made contributions for a minimum of three months within the 15 months preceding their disability are eligible for non-occupational disability benefits. These benefits comprise:
Costs for medical examinations or treatments, as well as for medicines or medical supplies, are covered. Furthermore, expenses for treatment and hospital admissions, along with those for physical, mental, and occupational rehabilitation, are also included.
Care Allowances
A parent covered by insurance, having contributed for at least 12 months within a 36-month span, is eligible for a monthly child allowance of THB 600 per child, with a cap of three children.
Old Age Benefits
An insured individual aged 55 or above, having contributed for a minimum of 180 months (non-consecutive payments included), is entitled to receive old-age pension benefits. These benefits are determined based on the percentage of monthly wages and the duration of contributions, as outlined in the Ministerial Regulations.
Rules Regarding Visas and Foreign Workers in Thailand
General Information
Thai labor laws and regulations typically encompass both domestic and foreign workers. Nonetheless, certain provisions specifically pertain to foreign nationals, which include:
- The Working of Foreigners Act BE 2551 (2008), outlines the prerequisites for work permits.
- The Emergency Decree on the Work of Aliens BE 2560 (2017), delineates the criteria for business and work visa stipulations.
According to these regulations, individuals from foreign countries are prohibited from engaging in work or providing services within Thailand unless they possess a work permit sanctioned by the Department of Employment of the Ministry of Labor.
Starting from July 2018, the implementation of a new labor legislation capped the percentage of foreign staff to a maximum of 20% within industrial and service sectors.
Exceptions to the quota regulations may be granted to foreign nationals if their work entails specialized skills unavailable locally or if their establishment is endorsed by the Board of Investment of Thailand.
The typical visa category for foreign workers in Thailand is the “Non-immigrant visa B” or “Non-B” visa. The issuance of this visa is contingent upon the following criteria:
- The employer must maintain a ratio of four Thai employees for every one foreign employee.
- The employer’s registered capital should be at least THB 2 million or THB 3 million for each foreign employee, depending on the nature of the employer’s business.
- The foreign employee must receive a salary exceeding the minimum amount specified.
The typical validity period for a Non-B visa and work permit is one year, and renewal applications can be made without the foreign employee needing to depart the country.
To initiate the process for obtaining a work permit and visa, the following documentation must be presented to the Immigration Bureau and Department of Employment:
The application requires the completion of forms and submission of various documents, including:
- – Certified copies of academic credentials
- – Employment history records and certificates from prior employers
- – Official letter of employment from the company
- – Sworn affidavit
- – Financial statements and tax filings of the company
Typically, it takes approximately seven business days from the submission of documents to acquire the work visa and permit.
Long-Term Visas (LTR)
Starting September 2022, Thailand has initiated the Long-Term Resident Program (LTR), providing an opportunity for “work from anywhere professionals.” The LTR visas will be available to four distinct categories of foreigners, outlined as follows:
1. Affluent Global Citizens – Reserved for individuals possessing assets totaling at least US $1 million (self-sponsorship required).
2. Affluent Pensioners – Designed for retirees aged 50 years or older with a steady annual pension or income (self-sponsorship required).
3. Remote Work Professionals – Tailored for remote workers employed by established international companies (self-sponsorship required).
4. Skilled Experts – Intended for experts or professionals in specified industries employed by companies or research/education institutions.
5. Dependents – Includes spouses and children under 20 years old of LTR visa holders.
Public Holidays Recognized by Thailand in 2024
| Occasion | Date | |
|---|---|---|
| 1 | New Year’s Day | January 1 |
| 2 | Substitution for Makha Bucha Day | February 26 |
| 3 | Substitution for Chakri Memorial Day | April 8 |
| 4 | Songkran Festival | April 15 |
| 5 | Substitution for Songkran Festival | April 16 |
| 6 | Labour Day | May 1 |
| 7 | Substitution for Coronation Day | May 6 |
| 8 | Visakha Bucha Day | May 22 |
| 9 | H.M.Queen Suthida Bajrasudhabimalalakshana’s Birthday | June 3 |
| 10 | Substitution for Asarnha Bucha Day | July 22 |
| 11 | Substitution for H.M.King Maha Vajiralongkorn Phra Vajiraklaochaoyuhua’s Birthday | July 29 |
| 12 | H.M.Queen Sirikit The Queen Mother’s Birthday | August 12 |
| 13 | Substitution for H.M. King Bhumibol Adulyadej The Great Memorial Day | October 14 |
| 14 | Chulalongkorn Day | October 23 |
| 15 | H.M.King Bhumibol Adulyadej The Great’s Birthday / National Day / Father’s Day | December 5 |
| 16 | Constitution Day | December 10 |
| 17 | New Year’s Eve | December 31 |
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