On 7^th November 2025, the 9^th amendment to the Labour Protection Act (“LPA”) was enacted to enhance employee welfare, particularly on enhancing maternity-related rights and expanding legal protection to certain workers in government organizations. This amendment will take effect on 7^th December 2025. Below is a summary of the key changes:

1. Enhanced Maternity Leave Entitlements

• Maternity leave has been extended from 98 days to 120 days per pregnancy.
• Similarly, paid maternity leave has been extended from up to 45 days to up to 60 days during maternity leave.

2. Leave for Child Care
   A new type of leave has been introduced for female employees who have already taken maternity leave. They may take up to 15 additional days to care for a child who:

• suffers from an illness that may cause complications;
• has a congenital disorder; or
• is living with a disability.

A medical certificate is required to support the leave request. During this period, the employer must pay 50% of the employee’s wages for each day of leave taken.

3. Leave for Supporting a Spouse Who Will Give Birth
   For the first time under the LPA, an employee is now entitled up to 15 days of paid leave to support their spouse during childbirth. This leave can be taken within 90 days before or after the date of delivery. The language used in this amendment to the LPA covers same-sex marriage where a spouse will be giving birth, not only just “paternity leave”.

4. Labour Protection Extended to Certain Government Workers
   The amendment also provides that government organizations engaging individuals under service contracts, in which the organization supervises and controls the work, must provide those individuals with remuneration and holidays at least equal to the minimum standards under the LPA.

Disputes arising between such individuals and government organizations will now fall under the jurisdiction of the Labour Court, ensuring consistent legal protection across both public and private sectors.

5. Annual Reporting on Employment and Working Conditions
   Employers with ten (10) or more employees are still required to submit the company’s employment and working conditions to the competent labour office within each January in accordance with the criteria to be set out in the Director-General’s announcement. The amendment removes the obligation of the labour inspection officer to submit the form to the employers within every December.

Ensuring compliance with the amended LPA is crucial to minimize legal risks. We hope this update provides useful guidance.

If you have any questions regarding this recent amendment to the LPA, please feel free to reach out to us at gunv@southasia-law.com and napassakornk@southasia-law.com.