{"id":4987,"date":"2026-08-22T00:33:22","date_gmt":"2026-08-21T17:33:22","guid":{"rendered":"https:\/\/www.thailawonline.com\/?p=4987"},"modified":"2026-09-17T22:23:20","modified_gmt":"2026-09-17T15:23:20","slug":"thailand-public-holidays-2027-employer-work","status":"publish","type":"post","link":"https:\/\/www.thailawonline.com\/fr\/thailand-public-holidays-2027-employer-work\/","title":{"rendered":"Jours f\u00e9ri\u00e9s en Tha\u00eflande 2027 : Guide des r\u00e8gles de travail pour les employeurs"},"content":{"rendered":"<p class=\"wp-block-paragraph\">What the <a href=\"https:\/\/www.thailawonline.com\/fr\/glossary\/labour-protection-act\/\">Loi sur la protection du travail<\/a> actually requires, what the cabinet calendar does not, and how to pay staff correctly when they work the day.<\/p>\n\n\n\n<div class=\"wp-block-rank-math-toc-block\" id=\"rank-math-toc\"><h2>Table des mati\u00e8res<\/h2><nav><ul><li class=\"\"><a href=\"#how-many-public-holidays-must-you-give-in-thailand\">Combien de jours f\u00e9ri\u00e9s devez-vous accorder en Tha\u00eflande ?<\/a><\/li><li class=\"\"><a href=\"#thailand-public-holidays-2027-the-full-calendar\">Jours f\u00e9ri\u00e9s en Tha\u00eflande 2027 : le calendrier complet<\/a><\/li><li class=\"\"><a href=\"#substitution-days-and-how-they-actually-work\">Jours de remplacement et leur fonctionnement r\u00e9el<\/a><\/li><li class=\"\"><a href=\"#holiday-pay-in-thailand-what-you-owe-and-when\">Indemnit\u00e9 de cong\u00e9s pay\u00e9s en Tha\u00eflande : ce que vous devez et quand<\/a><\/li><li class=\"\"><a href=\"#when-can-you-require-staff-to-work-on-a-holiday\">Quand pouvez-vous exiger que le personnel travaille un jour f\u00e9ri\u00e9 ?<\/a><\/li><li class=\"\"><a href=\"#who-is-exempt-managers-and-special-categories\">Qui est exempt\u00e9 : cadres et cat\u00e9gories sp\u00e9ciales<\/a><\/li><li class=\"\"><a href=\"#penalties-for-getting-holidays-wrong\">Sanctions pour s'\u00eatre tromp\u00e9 de jours f\u00e9ri\u00e9s<\/a><\/li><li class=\"\"><a href=\"#step-by-step-setting-your-holiday-calendar\">\u00c9tape par \u00e9tape : configuration de votre calendrier de vacances<\/a><\/li><li class=\"\"><a href=\"#frequently-asked-questions\">Foire aux questions<\/a><\/li><li class=\"\"><a href=\"#how-thailawonline-can-help\">Comment ThaiLawOnline peut vous aider<\/a><\/li><li class=\"\"><a href=\"#key-takeaways\">Points cl\u00e9s \u00e0 retenir<\/a><\/li><\/ul><\/nav><\/div>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Derni\u00e8re r\u00e9vision : 17 septembre 2026.<\/strong> The rules on this page were read in Thai against the <strong>Loi sur la protection du travail de 1998<\/strong> (sections 9, 25, 29, 56, 61 to 66, 68, 70, 108, 114, 115, 144 and 146, as amended to No. 9 B.E. 2568; amendments No. 8 and No. 9 do not touch them). The 2027 bank dates were checked against <strong>Bank of Thailand Notification No. 37\/2569<\/strong> (Royal Gazette, 25 August 2026), and the 2026 dates against the cabinet resolutions of 2 December 2025 and 19 May 2026. <strong>Non v\u00e9rifi\u00e9 ici :<\/strong> the government&#8217;s own 2027 list and its substitute days (not yet announced), the Royal Ploughing Ceremony date, Labour Court procedure, and the rule on reducing an established number of holidays.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A client called us last November in a mild panic. Their Bangkok office had copied the Bank of Thailand calendar straight into the staff handbook, closed on all of it, and felt generous.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A labour inspector disagreed. The handbook was missing Khao Phansa, which is fine. It also failed to announce the year&#8217;s list in advance, which isn&#8217;t.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">That is the trap with&nbsp;<strong>Thailand public holidays<\/strong>. There are three overlapping calendars in this country, and only one of them creates a legal duty for you. Copy the wrong list and you can be closed on days you did not owe while short-changing staff on days you did.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This guide sets out the rules for private employers. You&#8217;ll get the 2027 calendar, the remaining 2026 dates, the pay multipliers with worked examples, and the penalties for getting it wrong.<\/p>\n\n\n\n<figure class=\"wp-block-image aligncenter size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"576\" src=\"https:\/\/www.thailawonline.com\/wp-content\/uploads\/2026\/08\/thailandpublicholidaysinfographicthailawonline-1024x576.png\" alt=\"Jour f\u00e9ri\u00e9 en Tha\u00eflande\" class=\"wp-image-4988\" srcset=\"https:\/\/www.thailawonline.com\/wp-content\/uploads\/2026\/08\/thailandpublicholidaysinfographicthailawonline-1024x576.png 1024w, https:\/\/www.thailawonline.com\/wp-content\/uploads\/2026\/08\/thailandpublicholidaysinfographicthailawonline-300x169.png 300w, https:\/\/www.thailawonline.com\/wp-content\/uploads\/2026\/08\/thailandpublicholidaysinfographicthailawonline-768x432.png 768w, https:\/\/www.thailawonline.com\/wp-content\/uploads\/2026\/08\/thailandpublicholidaysinfographicthailawonline-1536x864.png 1536w, https:\/\/www.thailawonline.com\/wp-content\/uploads\/2026\/08\/thailandpublicholidaysinfographicthailawonline-18x10.png 18w, https:\/\/www.thailawonline.com\/wp-content\/uploads\/2026\/08\/thailandpublicholidaysinfographicthailawonline-600x338.png 600w, https:\/\/www.thailawonline.com\/wp-content\/uploads\/2026\/08\/thailandpublicholidaysinfographicthailawonline.png 1600w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><figcaption class=\"wp-element-caption\">Jour f\u00e9ri\u00e9 en Tha\u00eflande<\/figcaption><\/figure>\n\n\n\n<h2 id=\"how-many-public-holidays-must-you-give-in-thailand\" class=\"wp-block-heading\">Combien de jours f\u00e9ri\u00e9s devez-vous accorder en Tha\u00eflande ?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Thirteen. That&#8217;s the floor, and it comes from Section 29 of the&nbsp;<a href=\"https:\/\/www.thailawonline.com\/fr\/thai-labour-law\/\">Loi sur la protection du travail BE 2541 (1998)<\/a>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The section is short and it does three things. It fixes the minimum at not less than thirteen traditional holidays per year. It requires that National Labour Day be one of them.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">And it obliges you to announce the list to your employees in advance.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">The 13-day minimum and National Labour Day<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Most foreign employers get the number right and the announcement wrong. Announcing &#8220;in advance&#8221; means before the year starts, in writing, where staff can see it. A calendar circulated in March for a year already underway does not cure a January breach.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">National Labour Day on 1 May is compulsory. You cannot swap it out for Christmas or for a day that suits your production schedule better. Everything else in your thirteen is your choice, provided the days are genuine traditional or annual official holidays.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In our experience<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Foreign-managed companies routinely assume the government&#8217;s list is the legal standard. It isn&#8217;t. The cabinet list governs government offices.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Your duty is your own announced list. Publish fourteen or eighteen days and that becomes your contractual standard.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Going above thirteen is fine. Quietly dropping back down next year is not, because it worsens an existing employment condition.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Government list, bank list, your list<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Here is where the confusion starts. The three lists genuinely differ, and the differences are not trivial.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><thead><tr><th class=\"has-text-align-left\" data-align=\"left\">Holiday<\/th><th class=\"has-text-align-left\" data-align=\"left\">Cabinet list<br>(government)<\/th><th class=\"has-text-align-left\" data-align=\"left\">Bank of Thailand list<br>(banks)<\/th><th class=\"has-text-align-left\" data-align=\"left\">Private employer duty<br>(LPA)<\/th><\/tr><\/thead><tbody><tr><td class=\"has-text-align-left\" data-align=\"left\">National Labour Day (1 May)<\/td><td class=\"has-text-align-left\" data-align=\"left\">Not a holiday<\/td><td class=\"has-text-align-left\" data-align=\"left\">Holiday<\/td><td class=\"has-text-align-left\" data-align=\"left\">Compulsory<\/td><\/tr><tr><td class=\"has-text-align-left\" data-align=\"left\">Royal Ploughing Ceremony<\/td><td class=\"has-text-align-left\" data-align=\"left\">Holiday<\/td><td class=\"has-text-align-left\" data-align=\"left\">Not a holiday<\/td><td class=\"has-text-align-left\" data-align=\"left\">Facultatif<\/td><\/tr><tr><td class=\"has-text-align-left\" data-align=\"left\">Khao Phansa (Buddhist Lent)<\/td><td class=\"has-text-align-left\" data-align=\"left\">Holiday<\/td><td class=\"has-text-align-left\" data-align=\"left\">Not a holiday<\/td><td class=\"has-text-align-left\" data-align=\"left\">Facultatif<\/td><\/tr><tr><td class=\"has-text-align-left\" data-align=\"left\">Songkran (13, 14, 15 April)<\/td><td class=\"has-text-align-left\" data-align=\"left\">Holiday<\/td><td class=\"has-text-align-left\" data-align=\"left\">Holiday<\/td><td class=\"has-text-align-left\" data-align=\"left\">Optional but near universal<\/td><\/tr><tr><td class=\"has-text-align-left\" data-align=\"left\">All other recurring days<\/td><td class=\"has-text-align-left\" data-align=\"left\">Holiday<\/td><td class=\"has-text-align-left\" data-align=\"left\">Holiday<\/td><td class=\"has-text-align-left\" data-align=\"left\">Facultatif<\/td><\/tr><tr><td class=\"has-text-align-left\" data-align=\"left\">Cabinet &#8220;bridge&#8221; long weekends<\/td><td class=\"has-text-align-left\" data-align=\"left\">Holiday<\/td><td class=\"has-text-align-left\" data-align=\"left\">Follows cabinet<\/td><td class=\"has-text-align-left\" data-align=\"left\">Not binding<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">The cabinet&#8217;s standing list has held 19 recurring days since the 2019 revision that added Coronation Day and Queen Suthida&#8217;s birthday. So government offices get more days than the statutory minimum. That is a policy choice, not a legal obligation you inherit.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Why does the Bank of Thailand list matter, then? For a different reason. It tells you when banks close, which drives your payroll cut-off dates and your supplier payment runs.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Treat it as an operations input, not a legal one.<\/p>\n\n\n\n<h2 id=\"thailand-public-holidays-2027-the-full-calendar\" class=\"wp-block-heading\">Jours f\u00e9ri\u00e9s en Tha\u00eflande 2027 : le calendrier complet<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The table below is the working 2027 calendar. <a href=\"https:\/\/www.bot.or.th\/th\/home.html\" target=\"_blank\" rel=\"noopener\">Bank of Thailand<\/a> published its official bank-holiday list for B.E. 2570 on 25 August 2026 (Notification No. 37\/2569), and every bank date below matches it.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The cabinet had approved no special bridge days for 2027 as of mid-September 2026. We flag the dates that are still unsettled.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><thead><tr><th class=\"has-text-align-left\" data-align=\"left\">Date<\/th><th class=\"has-text-align-left\" data-align=\"left\">Day<\/th><th class=\"has-text-align-left\" data-align=\"left\">Holiday<\/th><th class=\"has-text-align-left\" data-align=\"left\">Notes for employers<\/th><\/tr><\/thead><tbody><tr><td class=\"has-text-align-left\" data-align=\"left\">1 Jan<\/td><td class=\"has-text-align-left\" data-align=\"left\">Fri<\/td><td class=\"has-text-align-left\" data-align=\"left\">New Year&#8217;s Day<\/td><td class=\"has-text-align-left\" data-align=\"left\">Follows Thursday 31 December 2026 and precedes the weekend, creating a four-day break.<\/td><\/tr><tr><td class=\"has-text-align-left\" data-align=\"left\">21 Feb<\/td><td class=\"has-text-align-left\" data-align=\"left\">Sun<\/td><td class=\"has-text-align-left\" data-align=\"left\">Makha Bucha<\/td><td class=\"has-text-align-left\" data-align=\"left\">Falls on a Sunday.<\/td><\/tr><tr><td class=\"has-text-align-left\" data-align=\"left\">22 Feb<\/td><td class=\"has-text-align-left\" data-align=\"left\">Mon<\/td><td class=\"has-text-align-left\" data-align=\"left\">Substitution day<\/td><td class=\"has-text-align-left\" data-align=\"left\">In lieu of Makha Bucha.<\/td><\/tr><tr><td class=\"has-text-align-left\" data-align=\"left\">6 Apr<\/td><td class=\"has-text-align-left\" data-align=\"left\">Tue<\/td><td class=\"has-text-align-left\" data-align=\"left\">Chakri Memorial Day<\/td><td class=\"has-text-align-left\" data-align=\"left\">Isolated Tuesday. Expect leave requests for Monday.<\/td><\/tr><tr><td class=\"has-text-align-left\" data-align=\"left\">13-15 Apr<\/td><td class=\"has-text-align-left\" data-align=\"left\">Tue-Thu<\/td><td class=\"has-text-align-left\" data-align=\"left\">Songkran<\/td><td class=\"has-text-align-left\" data-align=\"left\">All three on weekdays, so no substitution arises.<\/td><\/tr><tr><td class=\"has-text-align-left\" data-align=\"left\">1 May<\/td><td class=\"has-text-align-left\" data-align=\"left\">Sat<\/td><td class=\"has-text-align-left\" data-align=\"left\">National Labour Day<\/td><td class=\"has-text-align-left\" data-align=\"left\">Compulsory. Falls on a Saturday. See the substitution rules below.<\/td><\/tr><tr><td class=\"has-text-align-left\" data-align=\"left\">3 May<\/td><td class=\"has-text-align-left\" data-align=\"left\">Mon<\/td><td class=\"has-text-align-left\" data-align=\"left\">Bank in-lieu day<\/td><td class=\"has-text-align-left\" data-align=\"left\">Banks only. Not automatically your obligation.<\/td><\/tr><tr><td class=\"has-text-align-left\" data-align=\"left\">4 May<\/td><td class=\"has-text-align-left\" data-align=\"left\">Tue<\/td><td class=\"has-text-align-left\" data-align=\"left\">Coronation Day<\/td><td class=\"has-text-align-left\" data-align=\"left\">Confirmed across sources.<\/td><\/tr><tr><td class=\"has-text-align-left\" data-align=\"left\">TBA May<\/td><td class=\"has-text-align-left\" data-align=\"left\">TBA<\/td><td class=\"has-text-align-left\" data-align=\"left\">Royal Ploughing Ceremony<\/td><td class=\"has-text-align-left\" data-align=\"left\">Date set annually by royal astrologers. Not yet announced. Government only.<\/td><\/tr><tr><td class=\"has-text-align-left\" data-align=\"left\">20 May<\/td><td class=\"has-text-align-left\" data-align=\"left\">Thu<\/td><td class=\"has-text-align-left\" data-align=\"left\">Visakha Bucha<\/td><td class=\"has-text-align-left\" data-align=\"left\">Lunar date, verified against the full moon.<\/td><\/tr><tr><td class=\"has-text-align-left\" data-align=\"left\">3 Jun<\/td><td class=\"has-text-align-left\" data-align=\"left\">Thu<\/td><td class=\"has-text-align-left\" data-align=\"left\">HM Queen Suthida&#8217;s Birthday<\/td><td class=\"has-text-align-left\" data-align=\"left\">Fixed date.<\/td><\/tr><tr><td class=\"has-text-align-left\" data-align=\"left\">18 Jul<\/td><td class=\"has-text-align-left\" data-align=\"left\">Sun<\/td><td class=\"has-text-align-left\" data-align=\"left\">Asarnha Bucha<\/td><td class=\"has-text-align-left\" data-align=\"left\">Falls on a Sunday. Confirmed by the Bank of Thailand notification.<\/td><\/tr><tr><td class=\"has-text-align-left\" data-align=\"left\">19 Jul<\/td><td class=\"has-text-align-left\" data-align=\"left\">Mon<\/td><td class=\"has-text-align-left\" data-align=\"left\">Khao Phansa<\/td><td class=\"has-text-align-left\" data-align=\"left\">Government holiday. Banks close too, as their substitute for Asarnha Bucha.<\/td><\/tr><tr><td class=\"has-text-align-left\" data-align=\"left\">20 Jul<\/td><td class=\"has-text-align-left\" data-align=\"left\">Tue<\/td><td class=\"has-text-align-left\" data-align=\"left\">Substitution day<\/td><td class=\"has-text-align-left\" data-align=\"left\">Government substitute expected in lieu of Asarnha Bucha. Not yet official.<\/td><\/tr><tr><td class=\"has-text-align-left\" data-align=\"left\">28 Jul<\/td><td class=\"has-text-align-left\" data-align=\"left\">Wed<\/td><td class=\"has-text-align-left\" data-align=\"left\">HM King Vajiralongkorn&#8217;s Birthday<\/td><td class=\"has-text-align-left\" data-align=\"left\">Fixed date.<\/td><\/tr><tr><td class=\"has-text-align-left\" data-align=\"left\">12 Aug<\/td><td class=\"has-text-align-left\" data-align=\"left\">Thu<\/td><td class=\"has-text-align-left\" data-align=\"left\">HM Queen Mother&#8217;s Birthday<\/td><td class=\"has-text-align-left\" data-align=\"left\">Mother&#8217;s Day.<\/td><\/tr><tr><td class=\"has-text-align-left\" data-align=\"left\">13 Oct<\/td><td class=\"has-text-align-left\" data-align=\"left\">Wed<\/td><td class=\"has-text-align-left\" data-align=\"left\">Passing of King Bhumibol<\/td><td class=\"has-text-align-left\" data-align=\"left\">Nawaminthara Maharaj Day.<\/td><\/tr><tr><td class=\"has-text-align-left\" data-align=\"left\">23 Oct<\/td><td class=\"has-text-align-left\" data-align=\"left\">Sat<\/td><td class=\"has-text-align-left\" data-align=\"left\">Chulalongkorn Day<\/td><td class=\"has-text-align-left\" data-align=\"left\">Falls on a Saturday.<\/td><\/tr><tr><td class=\"has-text-align-left\" data-align=\"left\">25 Oct<\/td><td class=\"has-text-align-left\" data-align=\"left\">Mon<\/td><td class=\"has-text-align-left\" data-align=\"left\">Substitution day<\/td><td class=\"has-text-align-left\" data-align=\"left\">In lieu of Chulalongkorn Day.<\/td><\/tr><tr><td class=\"has-text-align-left\" data-align=\"left\">5 Dec<\/td><td class=\"has-text-align-left\" data-align=\"left\">Sun<\/td><td class=\"has-text-align-left\" data-align=\"left\">King Bhumibol&#8217;s Birthday<\/td><td class=\"has-text-align-left\" data-align=\"left\">National Day and Father&#8217;s Day.<\/td><\/tr><tr><td class=\"has-text-align-left\" data-align=\"left\">6 Dec<\/td><td class=\"has-text-align-left\" data-align=\"left\">Mon<\/td><td class=\"has-text-align-left\" data-align=\"left\">Substitution day<\/td><td class=\"has-text-align-left\" data-align=\"left\">In lieu of 5 December.<\/td><\/tr><tr><td class=\"has-text-align-left\" data-align=\"left\">10 Dec<\/td><td class=\"has-text-align-left\" data-align=\"left\">Fri<\/td><td class=\"has-text-align-left\" data-align=\"left\">Constitution Day<\/td><td class=\"has-text-align-left\" data-align=\"left\">Three-day weekend.<\/td><\/tr><tr><td class=\"has-text-align-left\" data-align=\"left\">31 Dec<\/td><td class=\"has-text-align-left\" data-align=\"left\">Fri<\/td><td class=\"has-text-align-left\" data-align=\"left\">New Year&#8217;s Eve<\/td><td class=\"has-text-align-left\" data-align=\"left\">Three-day weekend into 2028.<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">Date to watch<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Asarnha Bucha 2027 is now settled. The Bank of Thailand&#8217;s notification puts it on Sunday 18 July, with Khao Phansa on Monday 19 July. A few English-language calendars still publish 19 and 20 July for the two days. Those calendars are wrong.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">What is still open is the government side: its substitute day for Asarnha Bucha and any cabinet bridge days. Those announcements usually come late in the preceding year.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Remaining 2026 public holidays<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Seven dates are listed for the remainder of 2026 as of late August. Two of them create three-day weekends, and one applies only in Bangkok.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><thead><tr><th class=\"has-text-align-left\" data-align=\"left\">Date<\/th><th class=\"has-text-align-left\" data-align=\"left\">Day<\/th><th class=\"has-text-align-left\" data-align=\"left\">Holiday<\/th><th class=\"has-text-align-left\" data-align=\"left\">Employer note<\/th><\/tr><\/thead><tbody><tr><td class=\"has-text-align-left\" data-align=\"left\">13 Oct<\/td><td class=\"has-text-align-left\" data-align=\"left\">Tue<\/td><td class=\"has-text-align-left\" data-align=\"left\">Passing of King Bhumibol<\/td><td class=\"has-text-align-left\" data-align=\"left\">Nationwide.<\/td><\/tr><tr><td class=\"has-text-align-left\" data-align=\"left\">16 Oct<\/td><td class=\"has-text-align-left\" data-align=\"left\">Fri<\/td><td class=\"has-text-align-left\" data-align=\"left\">Special holiday, Bangkok only<\/td><td class=\"has-text-align-left\" data-align=\"left\">Approved for the World Bank and IMF Annual Meetings. Government and banks in Bangkok. Not binding on private employers.<\/td><\/tr><tr><td class=\"has-text-align-left\" data-align=\"left\">23 Oct<\/td><td class=\"has-text-align-left\" data-align=\"left\">Fri<\/td><td class=\"has-text-align-left\" data-align=\"left\">Chulalongkorn Day<\/td><td class=\"has-text-align-left\" data-align=\"left\">Three-day weekend.<\/td><\/tr><tr><td class=\"has-text-align-left\" data-align=\"left\">5 Dec<\/td><td class=\"has-text-align-left\" data-align=\"left\">Sat<\/td><td class=\"has-text-align-left\" data-align=\"left\">King Bhumibol&#8217;s Birthday<\/td><td class=\"has-text-align-left\" data-align=\"left\">Falls on a Saturday.<\/td><\/tr><tr><td class=\"has-text-align-left\" data-align=\"left\">7 Dec<\/td><td class=\"has-text-align-left\" data-align=\"left\">Mon<\/td><td class=\"has-text-align-left\" data-align=\"left\">Substitution day<\/td><td class=\"has-text-align-left\" data-align=\"left\">In lieu of 5 December.<\/td><\/tr><tr><td class=\"has-text-align-left\" data-align=\"left\">10 Dec<\/td><td class=\"has-text-align-left\" data-align=\"left\">Thu<\/td><td class=\"has-text-align-left\" data-align=\"left\">Constitution Day<\/td><td class=\"has-text-align-left\" data-align=\"left\">Nationwide.<\/td><\/tr><tr><td class=\"has-text-align-left\" data-align=\"left\">31 Dec<\/td><td class=\"has-text-align-left\" data-align=\"left\">Thu<\/td><td class=\"has-text-align-left\" data-align=\"left\">New Year&#8217;s Eve<\/td><td class=\"has-text-align-left\" data-align=\"left\">Rolls into 1 January 2027 for a four-day break.<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">Note what is not on that list. Two extra bridge days for June and July 2026 were proposed. The cabinet withdrew them in December 2025 over concerns about the impact on employers.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A viral post in May 2026 claimed they&#8217;d been approved. The government spokesperson denied it and the Anti-Fake News Centre logged the claim. Several HR teams had already published revised calendars by then.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">The moveable Buddhist holidays<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Four of Thailand&#8217;s holidays move each year with the lunar calendar. They are Makha Bucha, Visakha Bucha, Asarnha Bucha and Khao Phansa. Each is tied to a full moon in a specific Thai lunar month, and Khao Phansa always falls the day after Asarnha Bucha.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Think of them the way a British employer thinks of Easter. The date shifts, the entitlement doesn&#8217;t, and your rota software won&#8217;t work it out on its own.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The Royal Ploughing Ceremony is different again. An auspicious date is chosen each year by the Bureau of the Royal Household, usually in May. It&#8217;s a government holiday only.<\/p>\n\n\n\n<h2 id=\"substitution-days-and-how-they-actually-work\" class=\"wp-block-heading\">Jours de remplacement et leur fonctionnement r\u00e9el<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Section 29 paragraph two handles the collision case. When a traditional holiday falls on an employee&#8217;s weekly holiday, the employee takes the substitute on the next working day.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A couple of details trip people up.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">First, the rule keys off the&nbsp;<em>employee&#8217;s<\/em>&nbsp;weekly holiday, not off Saturday and Sunday. If your security team&#8217;s weekly holiday is Wednesday, a holiday landing on their Wednesday triggers a substitution. A holiday landing on their Sunday, which is a normal working day for them, does not.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Second, the substitute is a full paid holiday. It carries the same Section 62 and Section 63 pay consequences if someone works it.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Employers sometimes treat the in-lieu day as a discretionary favour. It isn&#8217;t.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Cabinet special holidays are not binding on you<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Every year or two the Thai cabinet announces an extra day to bridge a holiday to a weekend. The aim is usually to stimulate domestic tourism.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">These bind government offices, and the Bank of Thailand usually follows for banks. Private employers are free to ignore them.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Most companies close anyway, because half their counterparties and all the banks are shut. That&#8217;s a commercial decision with a payroll consequence.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Close on a day that isn&#8217;t on your announced list and you still owe full wages for it. You cannot deduct it, and you cannot force staff to take annual leave for it without agreement.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Practical drafting point<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Add a clause to your work rules saying the company may observe additional government-announced holidays at its discretion. State that doing so in one year creates no entitlement in later years. We put this in every set of work rules we draft. It costs nothing and it kills the &#8220;but we got it last year&#8221; argument.<\/p>\n\n\n\n<h2 id=\"holiday-pay-in-thailand-what-you-owe-and-when\" class=\"wp-block-heading\">Indemnit\u00e9 de cong\u00e9s pay\u00e9s en Tha\u00eflande : ce que vous devez et quand<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">This is where the money is, and where most disputes start. Three sections do the work.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Pay for the holiday itself (Section 56)<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Section 56 requires you to pay wages equal to a working day for weekly holidays, traditional holidays and annual leave. For monthly-salaried staff this is invisible, because the salary already covers the month.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Daily-paid and hourly-paid staff are the exception on weekly holidays only. Section 56 expressly carves them out of paid weekly holidays.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">But they&#8217;re fully entitled to paid traditional holidays and paid annual leave. Read that twice. It&#8217;s the single most common payroll error we see in factories and construction firms.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Working on a holiday (Section 62)<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Section 62 splits by whether the employee is entitled to holiday pay for that day.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Entitled to holiday pay<\/strong>\u00a0(the monthly-salaried case): you add not less than one times the hourly working-day rate for the hours worked. The salary covers the first 100%, so the total is 200%.<\/li>\n\n\n\n<li><strong>Not entitled to holiday pay<\/strong>\u00a0(the daily-paid weekly-holiday case): you pay not less than two times the hourly working-day rate.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Overtime on a holiday (Section 63)<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Hours beyond normal working hours on a holiday attract not less than three times the hourly working-day rate. It does not stack on top of Section 62. Normal hours that day are paid under Section 62, and only the hours beyond them at three times.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><thead><tr><th class=\"has-text-align-left\" data-align=\"left\">Sc\u00e9nario<\/th><th class=\"has-text-align-left\" data-align=\"left\">Taux<\/th><th class=\"has-text-align-left\" data-align=\"left\">Section<\/th><th class=\"has-text-align-left\" data-align=\"left\">Ce que cela signifie en pratique<\/th><\/tr><\/thead><tbody><tr><td class=\"has-text-align-left\" data-align=\"left\">Holiday not worked, monthly-salaried<\/td><td class=\"has-text-align-left\" data-align=\"left\">100%<\/td><td class=\"has-text-align-left\" data-align=\"left\">56<\/td><td class=\"has-text-align-left\" data-align=\"left\">Already inside the monthly salary. No extra line item.<\/td><\/tr><tr><td class=\"has-text-align-left\" data-align=\"left\">Traditional holiday not worked, daily-paid<\/td><td class=\"has-text-align-left\" data-align=\"left\">100%<\/td><td class=\"has-text-align-left\" data-align=\"left\">56<\/td><td class=\"has-text-align-left\" data-align=\"left\">Pay one day&#8217;s wage even though nobody worked.<\/td><\/tr><tr><td class=\"has-text-align-left\" data-align=\"left\">Weekly holiday not worked, daily-paid<\/td><td class=\"has-text-align-left\" data-align=\"left\">0%<\/td><td class=\"has-text-align-left\" data-align=\"left\">56<\/td><td class=\"has-text-align-left\" data-align=\"left\">Expressly excluded. This is the one carve-out.<\/td><\/tr><tr><td class=\"has-text-align-left\" data-align=\"left\">Normal hours worked, employee has holiday pay right<\/td><td class=\"has-text-align-left\" data-align=\"left\">+100%<\/td><td class=\"has-text-align-left\" data-align=\"left\">62(1)<\/td><td class=\"has-text-align-left\" data-align=\"left\">One extra day on top of salary. Effective 200%.<\/td><\/tr><tr><td class=\"has-text-align-left\" data-align=\"left\">Normal hours worked, no holiday pay right<\/td><td class=\"has-text-align-left\" data-align=\"left\">200%<\/td><td class=\"has-text-align-left\" data-align=\"left\">62(2)<\/td><td class=\"has-text-align-left\" data-align=\"left\">Double the hourly working-day rate.<\/td><\/tr><tr><td class=\"has-text-align-left\" data-align=\"left\">Overtime hours worked on a holiday<\/td><td class=\"has-text-align-left\" data-align=\"left\">300%<\/td><td class=\"has-text-align-left\" data-align=\"left\">63<\/td><td class=\"has-text-align-left\" data-align=\"left\">Triple the hourly working-day rate.<\/td><\/tr><tr><td class=\"has-text-align-left\" data-align=\"left\">Overtime on an ordinary working day<\/td><td class=\"has-text-align-left\" data-align=\"left\">150%<\/td><td class=\"has-text-align-left\" data-align=\"left\">61<\/td><td class=\"has-text-align-left\" data-align=\"left\">For comparison.<\/td><\/tr><tr><td class=\"has-text-align-left\" data-align=\"left\">You failed to give the holiday at all<\/td><td class=\"has-text-align-left\" data-align=\"left\">62 and 63 rates<\/td><td class=\"has-text-align-left\" data-align=\"left\">64<\/td><td class=\"has-text-align-left\" data-align=\"left\">Treated as if you ordered the employee to work it.<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\">Two worked examples<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Numbers make this concrete. Assume an eight-hour normal working day in both cases.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><thead><tr><th class=\"has-text-align-left\" data-align=\"left\">\u00c9tape<\/th><th class=\"has-text-align-left\" data-align=\"left\">Somchai: monthly salary THB 30,000<\/th><th class=\"has-text-align-left\" data-align=\"left\">Malee: daily wage THB 400<\/th><\/tr><\/thead><tbody><tr><td class=\"has-text-align-left\" data-align=\"left\">Hourly working-day rate<\/td><td class=\"has-text-align-left\" data-align=\"left\">30,000 \u00f7 30 \u00f7 8 = THB 125<\/td><td class=\"has-text-align-left\" data-align=\"left\">400 \u00f7 8 = THB 50<\/td><\/tr><tr><td class=\"has-text-align-left\" data-align=\"left\">Works 8 normal hours on Chakri Day<\/td><td class=\"has-text-align-left\" data-align=\"left\">Salary covers it, plus 8 \u00d7 125 =&nbsp;<strong>THB 1,000<\/strong><\/td><td class=\"has-text-align-left\" data-align=\"left\">Holiday wage of THB 400 (Section 56), plus 8 \u00d7 50 =&nbsp;<strong>THB 400<\/strong> under Section 62(1)<\/td><\/tr><tr><td class=\"has-text-align-left\" data-align=\"left\">Plus 3 hours overtime that day<\/td><td class=\"has-text-align-left\" data-align=\"left\">3 \u00d7 125 \u00d7 3 =&nbsp;<strong>THB 1,125<\/strong><\/td><td class=\"has-text-align-left\" data-align=\"left\">3 \u00d7 50 \u00d7 3 =&nbsp;<strong>THB 450<\/strong><\/td><\/tr><tr><td class=\"has-text-align-left\" data-align=\"left\">Total extra for the day<\/td><td class=\"has-text-align-left\" data-align=\"left\"><strong>THB 2,125<\/strong>&nbsp;on top of salary<\/td><td class=\"has-text-align-left\" data-align=\"left\"><strong>THB 850<\/strong>&nbsp;on top of the THB 400 holiday wage<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">Had Malee worked her weekly holiday instead, the answer changes. Daily-paid staff get no wage for a weekly holiday, so Section 62(2) applies: 8 \u00d7 50 \u00d7 2 = THB 800 for the normal hours, with overtime still at three times.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The monthly divisor of 30 is not a convention. Section 68 fixes it: for monthly-paid staff, the hourly rate is the monthly wage divided by 30 times the average normal hours per working day. It is also what the <a href=\"https:\/\/www.thailawonline.com\/fr\/glossary\/labour-court\/\">Conseil de prud'hommes<\/a> will expect to see. Using 22 or 26 working days instead inflates the hourly rate and quietly overpays. Using 31 underpays, which is the version that gets you an inspection.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Under Section 70 holiday pay and holiday overtime pay must be paid at least once a month. On termination the clock is much tighter: everything owed must be settled within three days.<\/p>\n\n\n\n<h2 id=\"when-can-you-require-staff-to-work-on-a-holiday\" class=\"wp-block-heading\">Quand pouvez-vous exiger que le personnel travaille un jour f\u00e9ri\u00e9 ?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Section 25 is the gate. The default is that you cannot order it.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">You may require holiday work without consent in two situations. The first is work whose nature requires continuous performance, where stopping would damage the work. The second is genuine emergency work.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Beyond that, Section 25 lists sectors where holiday work may be required. Hotels, entertainment venues, transport, food and beverage outlets, clubs, associations and medical establishments are all named. Ministerial regulation can add more. If you&#8217;re running a resort in Phuket or a logistics operation, you are probably inside this exception.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Everyone else needs the employee&#8217;s prior consent, on each occasion. A blanket contract clause saying the employee agrees to work holidays whenever asked doesn&#8217;t satisfy this.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The consent must be specific and it must come first. Get it in writing, even a dated email or a signed roster acknowledgement.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The Section 64 trap<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Section 64 is the provision employers never see coming. Fail to give the holidays required by Sections 28, 29 or 30 and the law steps in. It treats you as if you&#8217;d ordered the employee to work them.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">You then owe holiday pay and holiday overtime pay at the Section 62 and 63 rates for every one of those days. Across a workforce of 60 people over three years, that arithmetic gets ugly fast.<\/p>\n\n\n\n<h2 id=\"who-is-exempt-managers-and-special-categories\" class=\"wp-block-heading\">Qui est exempt\u00e9 : cadres et cat\u00e9gories sp\u00e9ciales<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Not every employee is entitled to the premium rates. Section 65 lists the exceptions, and Section 66 adds a sting for one of them.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Section 65 covers employees with authority to act for the employer on hiring, paying remuneration, cutting wages or dismissal. It also covers commission-paid sales work and a short list of operational roles.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Railway operations, water gates, water level readings, firefighting and public disaster prevention are all in there. So is work outside the premises where hours can&#8217;t be fixed, plus watching over property outside normal duties.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">All of them lose the right to overtime pay under Section 61 and holiday overtime pay under Section 63. The operational roles in categories (3) to (9) still receive money equal to the hourly working-day rate for hours actually worked. Commission-paid sales staff under category (2) do not.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Category one, the managerial group, is treated differently. Section 66 says an employee under Section 65(1) is not entitled to holiday pay under Section 62 either, unless the employer agrees to pay it. So a genuine manager who works Songkran gets nothing extra by default.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Careful<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The Section 65(1) test is about actual authority, not job title. Calling someone &#8220;Assistant Manager&#8221; while they have no power to hire, discipline or dismiss won&#8217;t defeat an overtime claim.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Thai labour courts look at what the person actually does. We&#8217;ve seen employers lose six-figure back-pay claims on exactly this point. If you rely on this exemption, make the delegation of authority documented and real.<\/p>\n\n\n\n<h2 id=\"penalties-for-getting-holidays-wrong\" class=\"wp-block-heading\">Sanctions pour s'\u00eatre tromp\u00e9 de jours f\u00e9ri\u00e9s<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The Act splits penalties by how serious the breach is, and the split is not intuitive. Failing to give the holidays is the cheaper offence. Failing to pay for them is the expensive one.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><thead><tr><th class=\"has-text-align-left\" data-align=\"left\">What you did wrong<\/th><th class=\"has-text-align-left\" data-align=\"left\">Breached<\/th><th class=\"has-text-align-left\" data-align=\"left\">Penalty section<\/th><th class=\"has-text-align-left\" data-align=\"left\">Exposure<\/th><\/tr><\/thead><tbody><tr><td class=\"has-text-align-left\" data-align=\"left\">Gave fewer than 13 holidays, or failed to announce the list<\/td><td class=\"has-text-align-left\" data-align=\"left\">s.29<\/td><td class=\"has-text-align-left\" data-align=\"left\">s.146<\/td><td class=\"has-text-align-left\" data-align=\"left\">Fine up to THB 20,000<\/td><\/tr><tr><td class=\"has-text-align-left\" data-align=\"left\">Did not give a weekly holiday or annual leave<\/td><td class=\"has-text-align-left\" data-align=\"left\">s.28, s.30<\/td><td class=\"has-text-align-left\" data-align=\"left\">s.146<\/td><td class=\"has-text-align-left\" data-align=\"left\">Fine up to THB 20,000<\/td><\/tr><tr><td class=\"has-text-align-left\" data-align=\"left\">Did not pay wages for a holiday<\/td><td class=\"has-text-align-left\" data-align=\"left\">s.56<\/td><td class=\"has-text-align-left\" data-align=\"left\">s.146<\/td><td class=\"has-text-align-left\" data-align=\"left\">Fine up to THB 20,000<\/td><\/tr><tr><td class=\"has-text-align-left\" data-align=\"left\">Underpaid holiday pay or holiday overtime pay<\/td><td class=\"has-text-align-left\" data-align=\"left\">s.62, s.63<\/td><td class=\"has-text-align-left\" data-align=\"left\">s.144<\/td><td class=\"has-text-align-left\" data-align=\"left\">Up to 6 months prison, fine up to THB 100,000, or both<\/td><\/tr><tr><td class=\"has-text-align-left\" data-align=\"left\">Failed to give holidays, so deemed holiday work unpaid<\/td><td class=\"has-text-align-left\" data-align=\"left\">s.64<\/td><td class=\"has-text-align-left\" data-align=\"left\">s.144<\/td><td class=\"has-text-align-left\" data-align=\"left\">Up to 6 months prison, fine up to THB 100,000, or both<\/td><\/tr><tr><td class=\"has-text-align-left\" data-align=\"left\">No written work rules with 10 or more employees<\/td><td class=\"has-text-align-left\" data-align=\"left\">s.108<\/td><td class=\"has-text-align-left\" data-align=\"left\">s.146<\/td><td class=\"has-text-align-left\" data-align=\"left\">Fine up to THB 20,000<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">Fines are not the real risk. Section 9 is. Unpaid wages, overtime pay, holiday pay and holiday overtime pay carry interest at 15% per annum from the due date.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Withhold payment deliberately and without reasonable cause and it gets worse. An additional surcharge of 15% runs for every seven-day period the money stays unpaid.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Read that surcharge again. It is per seven days, not per year. A deliberate withholding that runs for a few months compounds into something no finance <a href=\"https:\/\/www.thailawonline.com\/fr\/glossary\/director\/\">directeur<\/a> wants to explain.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Claims typically start with a complaint to a labour inspector at the Department of Labour Protection and Welfare. The inspector can issue an order to pay.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">From there it goes to the Labour Court, where filing is free for employees and lawyers aren&#8217;t required. That asymmetry is deliberate. It means small claims get litigated here that would never be worth pursuing elsewhere.<\/p>\n\n\n\n<h2 id=\"step-by-step-setting-your-holiday-calendar\" class=\"wp-block-heading\">\u00c9tape par \u00e9tape : configuration de votre calendrier de vacances<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Here&#8217;s the process we walk clients through each Q4.<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong>Pull the official lists in October or November.<\/strong>\u00a0Take the cabinet resolution and the Bank of Thailand announcement for the coming year. Both usually publish in the second half of the preceding year.<\/li>\n\n\n\n<li><strong>Pick your days, minimum thirteen.<\/strong>\u00a0Start with 1 May because it is compulsory. Add Songkran and New Year because staff expect them. Fill the rest from the cabinet list.<\/li>\n\n\n\n<li><strong>Check what you did last year.<\/strong>\u00a0If you gave sixteen days for three years running, dropping to thirteen is a reduction in employment conditions and needs consent. Match or exceed the established practice.<\/li>\n\n\n\n<li><strong>Map the substitutions.<\/strong>\u00a0Work out which holidays land on each employee group&#8217;s weekly holiday. Shift teams and office teams often produce different answers.<\/li>\n\n\n\n<li><strong>Write it into your work rules.<\/strong>\u00a0Section 108 requires employers with ten or more employees to have work rules in Thai. Holidays and the rules for taking them are a mandatory item, as are the rules governing overtime and holiday work.<\/li>\n\n\n\n<li><strong>Announce and post it before the year begins.<\/strong>\u00a0Physical notice board and intranet. Keep a dated copy. This is your evidence if an inspector asks.<\/li>\n\n\n\n<li><strong>Brief payroll on the multipliers.<\/strong>\u00a0Especially the monthly versus daily-paid distinction under Section 62. Test it against a real December payslip before January.<\/li>\n\n\n\n<li><strong>Keep the records.<\/strong>\u00a0Section 114 requires employers with ten or more employees to keep wage payment documents showing working days, hours and the amounts of overtime pay and holiday pay. Section 115 requires two years of retention.<\/li>\n<\/ol>\n\n\n\n<p class=\"wp-block-paragraph\">If your headcount crosses ten mid-year, the work rules must be in place within fifteen days. That deadline catches a lot of growing startups.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Notre&nbsp;<a href=\"https:\/\/www.thailawonline.com\/fr\/thailand-employment-law-for-employers\/\">Thailand employment law guide for employers<\/a>&nbsp;covers the wider compliance picture. We also keep an&nbsp;<a href=\"https:\/\/www.thailawonline.com\/fr\/employment-agreement-template-for-thailand\/\">employment agreement template for Thailand<\/a>&nbsp;with the right holiday clauses already in it.<\/p>\n\n\n\n<h2 id=\"frequently-asked-questions\" class=\"wp-block-heading\">Foire aux questions<\/h2>\n\n\n<div id=\"rank-math-faq\" class=\"rank-math-block\">\n<div class=\"rank-math-list\">\n<div id=\"faq-question-1787333428680\" class=\"rank-math-list-item\">\n<h3 class=\"rank-math-question\">Combien y a-t-il de jours f\u00e9ri\u00e9s en Tha\u00eflande ?<\/h3>\n<div class=\"rank-math-answer\">\n\n<p>En vertu de l'article 29, les employeurs du secteur priv\u00e9 doivent accorder au moins 13 jours f\u00e9ri\u00e9s traditionnels pay\u00e9s par an. La f\u00eate nationale du Travail, le 1er mai, doit en faire partie. La liste du Cabinet utilis\u00e9e par les services gouvernementaux compte jusqu'\u00e0 19 jours r\u00e9currents.<\/p>\n\n<\/div>\n<\/div>\n<div id=\"faq-question-1787333439161\" class=\"rank-math-list-item\">\n<h3 class=\"rank-math-question\">Dois-je accorder au personnel les longs week-ends suppl\u00e9mentaires annonc\u00e9s par le gouvernement ?<\/h3>\n<div class=\"rank-math-answer\">\n\n<p>Non. Les jours de pont du Cabinet lient les bureaux gouvernementaux, pas les employeurs priv\u00e9s. Si vous fermez quand m\u00eame, vous devez toujours l'int\u00e9gralit\u00e9 des salaires pour la journ\u00e9e.<\/p>\n\n<\/div>\n<\/div>\n<div id=\"faq-question-1787333440011\" class=\"rank-math-list-item\">\n<h3 class=\"rank-math-question\">Que dois-je payer \u00e0 un employ\u00e9 r\u00e9mun\u00e9r\u00e9 au mois qui travaille un jour f\u00e9ri\u00e9 en Tha\u00eflande ?<\/h3>\n<div class=\"rank-math-answer\">\n\n<p>Leur salaire couvre d\u00e9j\u00e0 la journ\u00e9e. L'article 62(1) exige un jour de paie suppl\u00e9mentaire pour les heures normales travaill\u00e9es. Les heures au-del\u00e0 des heures normales de travail donnent droit \u00e0 une triple r\u00e9mun\u00e9ration en vertu de l'article 63.<\/p>\n\n<\/div>\n<\/div>\n<div id=\"faq-question-1787333473811\" class=\"rank-math-list-item\">\n<h3 class=\"rank-math-question\">Qu'est-ce qu'un jour f\u00e9ri\u00e9 de substitution en Tha\u00eflande ?<\/h3>\n<div class=\"rank-math-answer\">\n\n<p>If a traditional holiday falls on an employee&#8217;s weekly holiday, Section 29 requires a substitute day off on the next working day. The substitute is a paid holiday in its own right.<\/p>\n\n<\/div>\n<\/div>\n<div id=\"faq-question-1787333489261\" class=\"rank-math-list-item\">\n<h3 class=\"rank-math-question\">Puis-je faire travailler des salari\u00e9s un jour f\u00e9ri\u00e9 en Tha\u00eflande ?<\/h3>\n<div class=\"rank-math-answer\">\n\n<p>Seulement dans des cas limit\u00e9s. L'article 25 l'autorise pour les travaux continus dont l'interruption causerait des dommages et pour les travaux d'urgence. Il l'autorise \u00e9galement dans des secteurs \u00e9num\u00e9r\u00e9s tels que l'h\u00f4tellerie, les transports, la restauration et les \u00e9tablissements m\u00e9dicaux. Sinon, vous avez besoin d'un accord pr\u00e9alable \u00e0 chaque fois.<\/p>\n\n<\/div>\n<\/div>\n<div id=\"faq-question-1787333490107\" class=\"rank-math-list-item\">\n<h3 class=\"rank-math-question\">La f\u00eate du Travail est-elle un jour f\u00e9ri\u00e9 pour les bureaux gouvernementaux ?<\/h3>\n<div class=\"rank-math-answer\">\n\n<p>Le 1er mai ne figure pas sur la liste des jours f\u00e9ri\u00e9s du gouvernement, les bureaux de l'administration restent donc ouverts. C'est obligatoire pour les employeurs du secteur priv\u00e9 et c'est un jour f\u00e9ri\u00e9 de la Banque de Tha\u00eflande, les banques ferment donc.<\/p>\n\n<\/div>\n<\/div>\n<div id=\"faq-question-1787333529627\" class=\"rank-math-list-item\">\n<h3 class=\"rank-math-question\">Les cadres ont-ils droit \u00e0 une r\u00e9mun\u00e9ration des jours f\u00e9ri\u00e9s en Tha\u00eflande ?<\/h3>\n<div class=\"rank-math-answer\">\n\n<p>Employees with real authority to hire, cut wages or dismiss fall under Section 65(1). They get no overtime pay, no holiday overtime pay, and under Section 66 no holiday pay unless you agree to it. They still get the holiday itself.<\/p>\n\n<\/div>\n<\/div>\n<div id=\"faq-question-1787333543260\" class=\"rank-math-list-item\">\n<h3 class=\"rank-math-question\">What is the penalty for not giving public holidays in Thailand?<\/h3>\n<div class=\"rank-math-answer\">\n\n<p>Breaching Section 29 carries a fine up to THB 20,000 under Section 146. Underpaying holiday pay under Sections 62, 63 or 64 is worse. Section 144 carries up to six months in prison, a fine up to THB 100,000, or both. Unpaid amounts also run 15% annual interest.<\/p>\n\n<\/div>\n<\/div>\n<div id=\"faq-question-1787333543996\" class=\"rank-math-list-item\">\n<h3 class=\"rank-math-question\">Can I substitute Christmas or Chinese New Year for a Thai holiday?<\/h3>\n<div class=\"rank-math-answer\">\n\n<p>Yes for any day except 1 May. Many international firms in Bangkok swap in Christmas Day or Chinese New Year, and that is perfectly lawful. Just announce it in advance and put it in your work rules.<\/p>\n\n<\/div>\n<\/div>\n<div id=\"faq-question-1787333568644\" class=\"rank-math-list-item\">\n<h3 class=\"rank-math-question\">Do foreign employees on work permits get the same holidays?<\/h3>\n<div class=\"rank-math-answer\">\n\n<p>Yes. The Labour Protection Act applies to everyone employed in Thailand regardless of nationality. Holiday entitlements are identical for a Thai machine operator and a foreign managing director, subject to the Section 65 and 66 exemptions.<\/p>\n\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n<h2 id=\"how-thailawonline-can-help\" class=\"wp-block-heading\">Comment ThaiLawOnline peut vous aider<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">We&#8217;ve been advising employers in Thailand since 2006. Holiday compliance is one of the cheapest problems to fix before it turns expensive. If your current handbook was translated from a head-office template, it almost certainly does not satisfy Section 108.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">We draft and register work rules, audit payroll multipliers against the Act, and defend employers at labour inspection and in the Labour Court. We also handle&nbsp;<a href=\"https:\/\/www.thailawonline.com\/fr\/work-permit-in-bangkok\/\">permis de travail \u00e0 Bangkok<\/a>,&nbsp;<a href=\"https:\/\/www.thailawonline.com\/fr\/social-security-in-thailand\/\">social security registration<\/a>&nbsp;ET&nbsp;<a href=\"https:\/\/www.thailawonline.com\/fr\/minimum-wage-in-thailand\/\">minimum wage compliance<\/a>&nbsp;for the same clients.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Already in a dispute? Read&nbsp;<a href=\"https:\/\/www.thailawonline.com\/fr\/what-to-know-before-you-go-to-court-in-thailand\/\">Ce qu&#039;il faut savoir avant de se pr\u00e9senter devant un tribunal en Tha\u00eflande<\/a>. Then consider whether&nbsp;<a href=\"https:\/\/www.thailawonline.com\/fr\/alternative-dispute-resolution-in-thailand\/\">r\u00e9solution alternative des conflits<\/a>&nbsp;gets you a better outcome. Employees can review their side of the ledger in our guide to&nbsp;<a href=\"https:\/\/www.thailawonline.com\/fr\/employee-rights-in-thailand\/\">droits des salari\u00e9s en Tha\u00eflande<\/a>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Setting up in Thailand from scratch? Start with&nbsp;<a href=\"https:\/\/www.thailawonline.com\/fr\/register-a-company-in-thailand\/\">immatriculation de soci\u00e9t\u00e9<\/a>&nbsp;et le plus large&nbsp;<a href=\"https:\/\/www.thailawonline.com\/fr\/business-law-in-thailand\/\">business law framework<\/a>, then build the employment layer on top.&nbsp;<a href=\"https:\/\/www.thailawonline.com\/fr\/contact-us\/\">Contactez-nous<\/a>&nbsp;pour une consultation.<\/p>\n\n\n\n<h2 id=\"key-takeaways\" class=\"wp-block-heading\">Points cl\u00e9s \u00e0 retenir<\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Thirteen paid traditional holidays is the statutory floor under Section 29, and 1 May is compulsory.<\/li>\n\n\n\n<li>Announce your list in writing before the year starts. Failing to announce is itself a breach.<\/li>\n\n\n\n<li>The cabinet list and the Bank of Thailand list are not your legal duty. Your announced list is.<\/li>\n\n\n\n<li>Cabinet bridge holidays do not bind private employers. Close if you like, but pay full wages.<\/li>\n\n\n\n<li>Monthly staff working a holiday get one extra day. Daily staff get double. Overtime on a holiday is triple.<\/li>\n\n\n\n<li>Daily-paid staff are excluded from paid weekly holidays only. They still get paid traditional holidays.<\/li>\n\n\n\n<li>Section 64 turns a failure to give holidays into a deemed order to work them, with pay to match.<\/li>\n\n\n\n<li>Underpayment carries prison exposure under Section 144 plus 15% interest and a 15% per-seven-day surcharge.<\/li>\n\n\n\n<li>Ten or more employees means written work rules in Thai within fifteen days, holidays included.<\/li>\n<\/ul>","protected":false},"excerpt":{"rendered":"<p>What the Labour Protection Act actually requires, what the cabinet calendar does not, and how to pay staff correctly when [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":4988,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"pmpro_default_level":"","site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center 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Rules","rank_math_description":"Thailand public holidays 2027, checked against the Bank of Thailand's official list, plus the 13-day minimum and holiday pay rules for employers.","rank_math_breadcrumb_title":"Thailand Public Holiday","rank_math_canonical_url":""},"categories":[135],"tags":[],"class_list":["post-4987","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-living-in-thailand","pmpro-has-access"],"_links":{"self":[{"href":"https:\/\/www.thailawonline.com\/fr\/wp-json\/wp\/v2\/posts\/4987","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.thailawonline.com\/fr\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.thailawonline.com\/fr\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.thailawonline.com\/fr\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.thailawonline.com\/fr\/wp-json\/wp\/v2\/comments?post=4987"}],"version-history":[{"count":8,"href":"https:\/\/www.thailawonline.com\/fr\/wp-json\/wp\/v2\/posts\/4987\/revisions"}],"predecessor-version":[{"id":8060,"href":"https:\/\/www.thailawonline.com\/fr\/wp-json\/wp\/v2\/posts\/4987\/revisions\/8060"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.thailawonline.com\/fr\/wp-json\/wp\/v2\/media\/4988"}],"wp:attachment":[{"href":"https:\/\/www.thailawonline.com\/fr\/wp-json\/wp\/v2\/media?parent=4987"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.thailawonline.com\/fr\/wp-json\/wp\/v2\/categories?post=4987"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.thailawonline.com\/fr\/wp-json\/wp\/v2\/tags?post=4987"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}