Reviewed by Wichuda Atthamethakon, LL.M., Thai Bar Licence 3149/2556, for ThaiLawOnline, a Thai law firm acting for foreigners since 2006.
Update log
- 31 October 2026: Added the statute box with Thai, English and French text and checked the page against the official text
The minimum wage in Thailand is between 337 and 400 baht per day, set province by province. The 400 baht top rate applies in Bangkok, Chachoengsao, Chonburi, Phuket, Rayong and on Koh Samui. The 337 baht floor applies in Narathiwat, Pattani and Yala. Everywhere else falls between the two, across 15 further rate bands from 345 to 380 baht (17 bands in all). The full table of all 77 provinces is below.
These rates come from Wage Committee Announcement on Minimum Wage (No. 14) of 17 June 2025, in force since 1 July 2025 and still the current announcement, re-checked against the Ministry of Labour on 23 August 2026. The Ministry publishes the announcement itself, with the rate table, in an official English translation and in the Thai original. Thai law sets a minimum daily wage, not a monthly salary. This guide covers the legal framework under the Labour Protection Act B.E. 2541, the full provincial rates, and what an employer actually has to do to stay compliant.
Table of Contents
Historical Development of Thailand’s Minimum Wage System
Origins and Early Development (1972-1998)
The system related to the minimum wage in Thailand was first established on March 16, 1972 through Revolutionary Council Announcement No. 103, making Thailand one of the early adopters of minimum wage legislation in Southeast Asia. The initial authority was granted to the Ministry of Interior, which established the National Wage Committee (NWC) as a tripartite body representing government, employers, and employees.
The first minimum wage was set at 12 baht per day in April 1973, applied only to Bangkok, Samut Prakan, Nonthaburi, and Pathum Thani. This modest beginning would eventually evolve into a comprehensive nationwide system. Since 1974, minimum wage rates have been applied throughout the Kingdom using a geographical zoning system that remains in place today.
The minimum wage was originally defined as “a wage rate which an employee deserves and is sufficient for an employee’s living”. During the early decades, adjustments were primarily based on cost of living studies and inflation rates. Since 1990, economic growth has been incorporated into wage adjustment calculations using the formula: (economic growth rate ÷ 2) + inflation rate.
The Labour Protection Act Era (1998-Present)
The most significant transformation occurred with the Labour Protection Act B.E. 2541 (1998), which established the modern framework for minimum wage determination. This landmark legislation addressed previous system problems including non-compliance with minimum daily wage standards, unclear criteria, and unreliable data collection.
Prior to the 1998 Act, the system faced criticism from the International Labour Organization (ILO), which provided technical assistance in 1995. The ILO recommended a “two-tier” system distinguishing between poverty safety net wages and fair wages enabling workers to benefit from economic development. While the industrial minimum wage concept was not adopted, the 1997 reforms introduced a structure combining national “base wages” with “provincial minimum wages”.
Historical progression of Thailand’s minimum wage in Bangkok area from 1973 to 2025, showing key policy milestones and rate changes
Current Legal Framework of the Minimum Wage in Thailand
Legislative Foundation
The Labour Protection Act B.E. 2541 (1998) serves as the primary legislation governing minimum wages in Thailand. This Act establishes comprehensive provisions for wage determination, payment requirements, and enforcement mechanisms. The minimum wage system operates under three core principles:
- Labor Protection: Minimum wage serves as a major measure of worker protection
- Tripartite Determination: Wage levels determined through collaborative machinery involving government, employers, and employees
- Provincial Decentralization: Wage-fixing decentralized to provincial levels to account for local economic conditions
Institutional Framework
National Wage Committee (NWC)
The NWC, chaired by the Permanent Secretary of the Ministry of Labour, has 15 members under section 78 of the Labour Protection Act: the chair, four government representatives, and five employer and five employee representatives appointed by the Cabinet. Appointed members serve two-year terms and may be reappointed (section 80). Its duties under section 79 include:
- Proposing wage policy recommendations to the Cabinet
- Setting minimum wage rates (section 79(3))
- Setting wage rates according to skill standards (section 79(4))
- Providing guidance on wage adjustments based on socio-economic conditions
Provincial Subcommittees on Minimum Wage (PSMW)
Each province has a tripartite PSMW including the governor, provincial commerce and industrial officers, public interest representatives, and equal numbers of worker and employer representatives. These committees recommend provincial wage adjustments to the NWC based on local economic conditions.
Subcommittee on Technical Affairs and Review (STAR)
Established in 2004, STAR reviews PSMW recommendations before final NWC consideration, ensuring technical accuracy and consistency across provinces in relation to the daily minimum wage rates.
Determination Criteria
According to Section 87 of the Labour Protection Act, the Wage Committee must study the wages employees actually receive and weigh nine factors. The three headings below are our grouping, not the Act’s:
Cost of Living Indicators:
- Consumer price index
- Inflation rate
- Standard of living requirements
- Prices of goods and services
Employer Capacity Indicators:
- Business operational capacity
- Cost of production
- Labor productivity levels
Economic Conditions:
- Gross Domestic Product (GDP)
- Overall socio-economic situation
The law behind this page
English
Section 90 Labour Protection Act B.E. 2541
Full text
Once an announcement fixing a minimum wage rate or a skill-standard wage rate has taken effect, the employer shall not pay an employee wages lower than the prescribed minimum wage rate or skill-standard wage rate. The labour inspector shall send the announcement fixing the minimum wage rate or skill-standard wage rate to the employers subject to it, and those employers shall post the announcement in an open place at the employees' workplace, so that the employees are informed, for the whole period during which it is in force.
ThaiLawOnline translation
Section 79 Labour Protection Act B.E. 2541
Full text
The Wage Committee has the following powers and duties: (1) to give opinions and advice to the Council of Ministers on policy and development concerning wages and income; (2) to set guidelines for employers' consideration in adjusting wages according to economic and social conditions; (3) to fix minimum wage rates; (4) to fix skill-standard wage rates; (5) to give technical advice and guidance on the coordination of interests to public and private bodies and the general public; (6) to perform any other acts prescribed by law or assigned by the Council of Ministers or the Minister. In giving opinions to the Council of Ministers, the Wage Committee may also make observations on the development of the country's income system.
ThaiLawOnline translation
Section 87 Labour Protection Act B.E. 2541
Full text
In considering the fixing of a minimum wage rate, the Wage Committee shall study and consider the facts on the wage rates employees are receiving together with other facts, having regard to the cost of living index, the inflation rate, the standard of living, production costs, the prices of goods and services, the capacity of businesses, labour productivity, gross domestic product, and economic and social conditions. In considering the fixing of a minimum wage rate, it may be fixed to apply only to any type of business, work or occupation, to any extent, and in any locality. To promote employment and labour protection for certain groups or categories of employees, the Wage Committee may consider fixing a minimum wage rate different from that fixed under paragraph two, for use for that group or category of employees in any type of business, work or occupation, to any extent, and in any locality. Such wage must not be lower than the minimum wage rate fixed by the Wage Committee under paragraph two. In considering the fixing of a skill-standard wage rate, the Wage Committee shall study and consider the facts on the wage rates employees receive in each occupation according to the prescribed skill standards, by measuring the value of skill, knowledge and ability, but the rate must not be lower than the minimum wage rate fixed by the Wage Committee.
ThaiLawOnline translation
Section 88 Labour Protection Act B.E. 2541
Full text
After studying the data and considering the facts as prescribed in section 87, the Wage Committee shall announce the minimum wage rate or skill-standard wage rate by submitting it to the Council of Ministers for publication in the Government Gazette.
ThaiLawOnline translation
Section 89 Labour Protection Act B.E. 2541
Full text
An announcement fixing a minimum wage rate or skill-standard wage rate under section 88 applies to all employers and employees without discrimination.
ThaiLawOnline translation
Section 144 Labour Protection Act B.E. 2541
Full text
An employer who violates or fails to comply with any of the following provisions shall be liable to imprisonment for a term not exceeding 6 months, or a fine not exceeding 100,000 baht, or both: (1) section 10, section 17/1, section 23 paragraph two, section 24, section 25, section 26, section 37, section 38, section 39, section 39/1, section 40, section 42, section 43, section 46, section 47, section 48, section 51, section 57/1, section 61, section 62, section 63, section 64, section 67, section 70, section 71, section 72, section 76, section 90 paragraph one, section 118 paragraph one, or section 118/1 paragraph two; (2) section 120, section 120/1, section 121 or section 122, as regards failure to pay special severance pay in lieu of advance notice or special severance pay; (3) a Ministerial Regulation issued under section 22 as regards labour protection in the various cases, other than those concerning the employment of children below the age prescribed in a Ministerial Regulation as employees, the taking on of children below the age prescribed in a Ministerial Regulation for work, or the prohibition on employers requiring employees who are children under 18 years of age to perform the types of work and work in the places prescribed in a Ministerial Regulation, or a Ministerial Regulation issued under section 95. Where the employer's violation of or failure to comply with section 37, section 38, section 39, section 39/1, section 42, section 47 or section 48 causes an employee bodily or mental harm or death, the employer shall be liable to imprisonment for a term not exceeding 1 year, or a fine not exceeding 200,000 baht, or both.
ThaiLawOnline translation
ไทย
มาตรา 90 พระราชบัญญัติคุ้มครองแรงงาน พ.ศ. 2541
ข้อความเต็ม
เมื่อประกาศกำหนดอัตราค่าจ้างขั้นต่ำหรืออัตราค่าจ้างตามมาตรฐานฝีมือมีผลใช้บังคับแล้ว ห้ามมิให้นายจ้างจ่ายค่าจ้างให้แก่ลูกจ้างน้อยกว่าอัตราค่าจ้างขั้นต่ำหรืออัตราค่าจ้างตามมาตรฐานฝีมือที่กำหนด ให้พนักงานตรวจแรงงานส่งประกาศกำหนดอัตราค่าจ้างขั้นต่ำหรืออัตราค่าจ้างตามมาตรฐานฝีมือให้แก่นายจ้างที่อยู่ในข่ายบังคับ และให้นายจ้างนั้นปิดประกาศดังกล่าวไว้ในที่เปิดเผย เพื่อให้ลูกจ้างได้ทราบ ณ สถานที่ทำงานของลูกจ้างตลอดระยะเวลาที่ประกาศดังกล่าวมีผลใช้บังคับ
ตรงตามข้อความในราชกิจจานุเบกษา / สำนักงานคณะกรรมการกฤษฎีกา (Verbatim from the Royal Gazette / Office of the Council of State)
มาตรา 79 พระราชบัญญัติคุ้มครองแรงงาน พ.ศ. 2541
ข้อความเต็ม
คณะกรรมการค่าจ้างมีอำนาจหน้าที่ ดังต่อไปนี้ (๑) เสนอความเห็นและให้คำปรึกษาแนะนำต่อคณะรัฐมนตรีเกี่ยวกับนโยบายและการพัฒนาค่าจ้างและรายได้ (๒) กำหนดแนวทางในการพิจารณาของนายจ้างในการปรับค่าจ้างตามภาวะเศรษฐกิจและสังคม (๓) กำหนดอัตราค่าจ้างขั้นต่ำ (๔) กำหนดอัตราค่าจ้างตามมาตรฐานฝีมือ (๕) ให้คำแนะนำด้านวิชาการและแนวทางการประสานประโยชน์แก่หน่วยงานต่าง ๆ ทั้งภาครัฐ เอกชน และประชาชนทั่วไป (๖) ปฏิบัติการอื่นใดตามที่กฎหมายกำหนดหรือตามที่คณะรัฐมนตรีหรือรัฐมนตรีมอบหมาย ในการเสนอความเห็นต่อคณะรัฐมนตรี คณะกรรมการค่าจ้างจะมีข้อสังเกตเกี่ยวกับการพัฒนาระบบรายได้ของประเทศด้วยก็ได้
ตรงตามข้อความในราชกิจจานุเบกษา / สำนักงานคณะกรรมการกฤษฎีกา (Verbatim from the Royal Gazette / Office of the Council of State)
มาตรา 87 พระราชบัญญัติคุ้มครองแรงงาน พ.ศ. 2541
ข้อความเต็ม
ในการพิจารณากำหนดอัตราค่าจ้างขั้นต่ำให้คณะกรรมการค่าจ้างศึกษาและพิจารณาข้อเท็จจริงเกี่ยวกับอัตราค่าจ้างที่ลูกจ้างได้รับอยู่ประกอบกับข้อเท็จจริงอื่นโดยคำนึงถึงดัชนีค่าครองชีพ อัตราเงินเฟ้อ มาตรฐานการครองชีพ ต้นทุนการผลิต ราคาของสินค้าและบริการ ความสามารถของธุรกิจ ผลิตภาพแรงงาน ผลิตภัณฑ์มวลรวมของประเทศ และสภาพทางเศรษฐกิจและสังคม การพิจารณากำหนดอัตราค่าจ้างขั้นต่ำจะกำหนดให้ใช้เฉพาะกิจการ งานหรือสาขาอาชีพประเภทใด เพียงใด ในท้องถิ่นใดก็ได้ เพื่อเป็นการส่งเสริมการจ้างงานและการคุ้มครองแรงงานสำหรับลูกจ้างบางกลุ่มหรือบางประเภท คณะกรรมการค่าจ้างอาจพิจารณากำหนดอัตราค่าจ้างขั้นต่ำที่แตกต่างจากที่พิจารณากำหนดในวรรคสอง เพื่อใช้สำหรับลูกจ้างกลุ่มนั้นหรือประเภทนั้นในกิจการ งานหรือสาขาอาชีพประเภทใด เพียงใด ในท้องถิ่นใดก็ได้ ทั้งนี้ ค่าจ้างดังกล่าวต้องไม่ต่ำกว่าอัตราค่าจ้างขั้นต่ำที่คณะกรรมการค่าจ้างกำหนดตามวรรคสอง ในการพิจารณากำหนดอัตราค่าจ้างตามมาตรฐานฝีมือ ให้คณะกรรมการค่าจ้างศึกษาและพิจารณาข้อเท็จจริงเกี่ยวกับอัตราค่าจ้างที่ลูกจ้างได้รับในแต่ละอาชีพตามมาตรฐานฝีมือที่กำหนดไว้ โดยวัดค่าทักษะฝีมือ ความรู้ และความสามารถ แต่ต้องไม่ต่ำกว่าอัตราค่าจ้างขั้นต่ำที่คณะกรรมการค่าจ้างกำหนด
ตรงตามข้อความในราชกิจจานุเบกษา / สำนักงานคณะกรรมการกฤษฎีกา (Verbatim from the Royal Gazette / Office of the Council of State)
มาตรา 88 พระราชบัญญัติคุ้มครองแรงงาน พ.ศ. 2541
ข้อความเต็ม
เมื่อได้ศึกษาข้อมูลและพิจารณาข้อเท็จจริงตามที่กำหนดไว้ในมาตรา ๘๗ แล้ว ให้คณะกรรมการค่าจ้างประกาศกำหนดอัตราค่าจ้างขั้นต่ำหรืออัตราค่าจ้างตามมาตรฐานฝีมือโดยเสนอต่อคณะรัฐมนตรีเพื่อประกาศในราชกิจจานุเบกษา
ตรงตามข้อความในราชกิจจานุเบกษา / สำนักงานคณะกรรมการกฤษฎีกา (Verbatim from the Royal Gazette / Office of the Council of State)
มาตรา 89 พระราชบัญญัติคุ้มครองแรงงาน พ.ศ. 2541
ข้อความเต็ม
ประกาศกำหนดอัตราค่าจ้างขั้นต่ำหรืออัตราค่าจ้างตามมาตรฐานฝีมือตามมาตรา ๘๘ ให้ใช้บังคับแก่นายจ้างและลูกจ้างทุกคนโดยไม่เลือกปฏิบัติ
ตรงตามข้อความในราชกิจจานุเบกษา / สำนักงานคณะกรรมการกฤษฎีกา (Verbatim from the Royal Gazette / Office of the Council of State)
มาตรา 144 พระราชบัญญัติคุ้มครองแรงงาน พ.ศ. 2541
ข้อความเต็ม
นายจ้างผู้ใดฝ่าฝืนหรือไม่ปฏิบัติตามบทบัญญัติดังต่อไปนี้ ต้องระวางโทษจำคุกไม่เกินหกเดือน หรือปรับไม่เกินหนึ่งแสนบาท หรือทั้งจำทั้งปรับ (๑) มาตรา ๑๐ มาตรา ๑๗/๑ มาตรา ๒๓ วรรคสอง มาตรา ๒๔ มาตรา ๒๕ มาตรา ๒๖ มาตรา ๓๗ มาตรา ๓๘ มาตรา ๓๙ มาตรา ๓๙/๑ มาตรา ๔๐ มาตรา ๔๒ มาตรา ๔๓ มาตรา ๔๖ มาตรา ๔๗ มาตรา ๔๘ มาตรา ๕๑ มาตรา ๕๗/๑ มาตรา ๖๑ มาตรา ๖๒ มาตรา ๖๓ มาตรา ๖๔ มาตรา ๖๗ มาตรา ๗๐ มาตรา ๗๑ มาตรา ๗๒ มาตรา ๗๖ มาตรา ๙๐ วรรคหนึ่ง มาตรา ๑๑๘ วรรคหนึ่ง หรือมาตรา ๑๑๘/๑ วรรคสอง (๒) มาตรา ๑๒๐ มาตรา ๑๒๐/๑ มาตรา ๑๒๑ หรือมาตรา ๑๒๒ ในส่วนที่เกี่ยวกับการไม่จ่ายค่าชดเชยพิเศษแทนการบอกกล่าวล่วงหน้าหรือค่าชดเชยพิเศษ (๓) กฎกระทรวงที่ออกตามมาตรา ๒๒ ในส่วนที่เกี่ยวกับการคุ้มครองแรงงานในกรณีต่าง ๆ ที่ไม่เกี่ยวกับการจ้างเด็กอายุต่ำกว่าที่กำหนดในกฎกระทรวงเป็นลูกจ้างหรือการรับเด็กซึ่งมีอายุต่ำกว่าที่กำหนดในกฎกระทรวงเข้าทำงาน หรือการห้ามมิให้นายจ้างให้ลูกจ้างซึ่งเป็นเด็กอายุต่ำกว่าสิบแปดปีทำงานตามประเภทของงานและสถานที่ที่กำหนดในกฎกระทรวง หรือกฎกระทรวงที่ออกตามมาตรา ๙๕ ในกรณีที่นายจ้างฝ่าฝืนหรือไม่ปฏิบัติตามมาตรา ๓๗ มาตรา ๓๘ มาตรา ๓๙ มาตรา ๓๙/๑ มาตรา ๔๒ มาตรา ๔๗ หรือมาตรา ๔๘ เป็นเหตุให้ลูกจ้างได้รับอันตรายแก่กายหรือจิตใจ หรือถึงแก่ความตาย ต้องระวางโทษจำคุกไม่เกินหนึ่งปี หรือปรับไม่เกินสองแสนบาทหรือทั้งจำทั้งปรับ
ตรงตามข้อความในราชกิจจานุเบกษา / สำนักงานคณะกรรมการกฤษฎีกา (Verbatim from the Royal Gazette / Office of the Council of State)
Français
Article 90 Labour Protection Act B.E. 2541
Dès l'entrée en vigueur de l'annonce, l'employeur ne peut payer moins que le salaire minimum ou le salaire selon les normes de compétence. L'inspecteur du travail la transmet aux employeurs concernés, qui l'affichent visiblement sur le lieu de travail pendant toute sa durée d'application.
résumé non officiel
Article 79 Labour Protection Act B.E. 2541
Le Comité des salaires conseille le Conseil des ministres sur la politique salariale et de revenus, oriente les ajustements salariaux des employeurs, fixe les salaires minimums et ceux selon les normes de compétence, donne des conseils techniques et accomplit toute autre mission légale ou confiée.
résumé non officiel
Article 87 Labour Protection Act B.E. 2541
Le Comité fixe le salaire minimum selon les salaires réels et notamment le coût de la vie, l'inflation, la productivité et le PIB, par activité ou localité. Les taux pour groupes particuliers et les taux selon les normes de compétence ne peuvent être inférieurs au minimum.
résumé non officiel
Article 88 Labour Protection Act B.E. 2541
Après l'étude prévue à l'article 87, le Comité des salaires annonce le salaire minimum ou le salaire selon les normes de compétence en le soumettant au Conseil des ministres pour publication au Journal officiel.
résumé non officiel
Article 89 Labour Protection Act B.E. 2541
L'annonce fixant le salaire minimum ou le salaire selon les normes de compétence en vertu de l'article 88 s'applique à tous les employeurs et salariés, sans discrimination.
résumé non officiel
Article 144 Labour Protection Act B.E. 2541
L'employeur enfreignant les dispositions énumérées, notamment les articles 25, 61 à 64, 70 et 90, encourt jusqu'à 6 mois d'emprisonnement, 100 000 bahts d'amende, ou les deux. En cas de préjudice corporel ou moral ou de décès du salarié pour certains articles: un an, 200 000 bahts, ou les deux.
résumé non officiel
Sources
- Labour Protection Act B.E. 2541, retrieved 31 October 2026
What Is the Current Minimum Wage in Thailand? (Rates in Force Since 1 July 2025)
Provincial Rate Structure
Thailand currently implements a graduated minimum wage system ranging from 337 to 400 baht per day, reflecting regional economic disparities and cost of living variations. The rates, effective from different dates in 2025, demonstrate the government’s approach to balancing worker welfare with business sustainability.
The highest rates of 400 baht per day apply to economically robust areas including Bangkok (effective July 1, 2025), Phuket, Chachoengsao, Chonburi, Rayong, and Koh Samui district in Surat Thani (effective January 1, 2025). The lowest rates of 337 baht per day apply to the three southern border provinces of Narathiwat, Pattani, and Yala, reflecting the challenging security and economic conditions in these areas.
| Daily rate | Provinces | Areas | Monthly equivalent at 26 working days |
|---|---|---|---|
| 400 baht | Bangkok, Chachoengsao, Chonburi, Phuket, Rayong, Surat Thani (Koh Samui district only) | 6 | 10,400 |
| 380 baht | Chiang Mai (Mueang Chiang Mai district only), Songkhla (Hat Yai district only) | 2 | 9,880 |
| 372 baht | Nakhon Pathom, Nonthaburi, Pathum Thani, Samut Prakan, Samut Sakhon | 5 | 9,672 |
| 359 baht | Nakhon Ratchasima | 1 | 9,334 |
| 358 baht | Samut Songkhram | 1 | 9,308 |
| 357 baht | Chiang Mai (all districts except Mueang Chiang Mai), Khon Kaen, Phra Nakhon Si Ayutthaya, Prachinburi, Saraburi | 5 | 9,282 |
| 356 baht | Lopburi | 1 | 9,256 |
| 355 baht | Nakhon Nayok, Nong Khai, Suphan Buri | 3 | 9,230 |
| 354 baht | Krabi, Trat | 2 | 9,204 |
| 352 baht | Buriram, Chanthaburi, Chiang Rai, Kanchanaburi, Mukdahan, Nakhon Phanom, Phang Nga, Phitsanulok, Prachuap Khiri Khan, Sa Kaeo, Sakon Nakhon, Songkhla (all districts except Hat Yai), Surat Thani (all districts except Koh Samui), Tak, Ubon Ratchathani | 15 | 9,152 |
| 351 baht | Chumphon, Phetchaburi, Surin | 3 | 9,126 |
| 350 baht | Lamphun, Nakhon Sawan, Yasothon | 3 | 9,100 |
| 349 baht | Bueng Kan, Kalasin, Nakhon Si Thammarat, Phetchabun, Roi Et | 5 | 9,074 |
| 348 baht | Ang Thong, Chai Nat, Chaiyaphum, Phatthalung, Sing Buri | 5 | 9,048 |
| 347 baht | Amnat Charoen, Kamphaeng Phet, Lampang, Loei, Maha Sarakham, Mae Hong Son, Nong Bua Lamphu, Phichit, Ranong, Ratchaburi, Sisaket, Satun, Sukhothai, Udon Thani, Uthai Thani, Uttaradit | 16 | 9,022 |
| 345 baht | Nan, Phayao, Phrae, Trang | 4 | 8,970 |
| 337 baht | Narathiwat, Pattani, Yala | 3 | 8,762 |
Three provinces are split, because the rate follows the district and not the province: Chiang Mai (380 baht in Mueang Chiang Mai, 357 baht elsewhere), Songkhla (380 baht in Hat Yai, 352 baht elsewhere) and Surat Thani (400 baht on Koh Samui, 352 baht elsewhere). Pay the rate for the district where the work is actually done.
Separately from the provincial rates, a rate of 400 baht per day applies nationwide to hotel businesses in grades 2, 3 and 4 and to service and entertainment establishments, whatever province they sit in.
On the monthly column. Thai law sets a minimum daily wage. There is no statutory monthly minimum, so the last column is arithmetic for budgeting only: the daily rate times 26 working days. An employee who works a six-day week reaches roughly that figure; one who works five days a week reaches about 22 times the daily rate. It is not a floor an employer can be prosecuted against, and it does not include overtime, holiday pay or social security.
Special Sector Provisions
Beyond provincial rates, Thailand has implemented sector-specific minimum wages for tourism and entertainment industries nationwide. These provisions recognize the higher revenue potential and labor-intensive nature of these sectors.
The 400 baht daily minimum wage applies nationwide to:
- Hotels of types 2, 3 and 4 under the Hotel Act, in every province
- Entertainment venues registered under the Service Establishments Act (bars, karaoke venues, massage parlors)
Latest Changes: The Bangkok 400 Baht Increase
Implementation Details
The most significant recent development is Bangkok’s minimum wage increase to 400 baht per day, effective July 1, 2025. This represents a 28 baht increase from the previous 372 baht rate, marking a 7.5% wage increase for workers in the capital.
The tripartite Wage Committee approved this increase on 17 June 2025, the date the announcement bears. The Cabinet took note of it on 1 July 2025, and it was published in the Royal Gazette and took effect the same day. There was no retroactive effect.
Coverage and Impact
This wage increase affects all businesses and workers in Bangkok are required to adhere to the minimum daily wage standards set by law, regardless of sector, benefiting an estimated 700,000 workers nationwide when combined with the sector-specific increases. The decision extends the 400 baht rate, previously limited to selected tourist provinces and upmarket hotels, to encompass Thailand’s economic center.
The government’s rationale emphasizes improving worker welfare and stimulating economic growth, particularly in tourism and service sectors considered better positioned to absorb increased labor costs Deputy government spokeswoman Sasikarn Watthanachan stated the policy would “improve the living conditions of more than 700,000 workers nationwide” and inject spending power into local economies.
Business Reactions and Concerns
The increase has generated mixed reactions from the business community. The Federation of Thai Industries and small business associations have expressed concerns about rising operational costs during economic uncertainty. Hotel owner Chatchai Kosawisut from Khon Kaen described the policy as “punishment” rather than reform, arguing that increased costs could force businesses to reduce staff.
However, government officials maintain that the targeted approach focusing on tourism and hospitality sectors minimizes broader economic disruption while supporting workers in industries with higher revenue potential.
The Other Statutory Wage Floor: Skill Standard Rates
The minimum wage is not the only rate an employer can be obliged to pay. Under sections 79(4) and 88 of the Labour Protection Act B.E. 2541, as amended by the Labour Protection Act (No. 3) B.E. 2551, the same Wage Committee also fixes wage rates according to skill standards. These are trade by trade and level by level, they sit well above the provincial minimum, and they are numbered in their own separate series. That numbering trips people up: an announcement carrying a higher number than the minimum wage one is usually from this series, not a new minimum wage.
The rule is in clause 5 of each announcement. Where an employer has an employee work in a position or on work that requires the skill, knowledge and ability of a national skill standard in a given trade and level, whether the work covers the whole of that standard or only part of it, the employer must pay not less than the skill standard rate for that trade and level. Clause 6 puts the first move on the employee: someone who has passed the skill standard test, whether before or after the announcement takes effect, must give the certificate to the employer promptly, and the employer then pays the rate from the day the certificate was received.
A new announcement took effect on 14 September 2026 on the Ministry of Labour’s own reckoning. Wage Committee Announcement on Wage Rates according to Skill Standards (No. 15), resolved by Wage Committee set 22 at meeting 8/2568 on 22 December 2025, signed on 29 January 2026 by the Permanent Secretary for Labour as Chairman of the Wage Committee, and published in the Royal Gazette volume 143 special part 150 Ngor of 16 June 2026. Clause 1 does not name a date. It reads ประกาศนี้ใช้บังคับเมื่อพ้นกำหนดเก้าสิบวันนับแต่วันประกาศในราชกิจจานุเบกษาเป็นต้นไป: the announcement applies once ninety days from Gazette publication have elapsed. The Ministry of Labour states the effective date as 14 September 2026 in the footer of its published copy of the announcement, and that is the date the Ministry itself works from. Counted strictly under section 193/3 of the Civil and Commercial Code, which excludes the day of publication, the ninety days end on 14 September and the announcement commences on 15 September 2026. An employer gains nothing from that one-day difference: pay the new rates from 14 September. It adds four trades:
| Trade | Level | Not less than, per day |
|---|---|---|
| Flux cored arc welder (machinery and production) | Level 1 | 550 baht |
| Flux cored arc welder | Level 2 | 650 baht |
| MIG welder (machinery and production) | Level 1 | 550 baht |
| MIG welder | Level 2 | 650 baht |
| Off grid solar cell system installer (electrical and electronics) | Level 1 | 560 baht |
| Industrial robot maintenance technician (automation and robotics) | Level 1 | 630 baht |
Clause 4 defines a day as the employee’s normal working time, so these are daily rates on the same basis as the minimum wage. Earlier announcements in the same series cover many other trades and remain in force, so an employer of certified workers should check the series rather than this one announcement. The full Thai text of No. 15 is on the Ministry of Labour site.
The practical point. Paying 400 baht a day in Bangkok satisfies the minimum wage and can still leave an employer underpaying. If the worker holds a national skill certificate in one of these trades and has handed it over, the floor is 550, 560, 630 or 650 baht, and the shortfall is recoverable as unpaid wages in the same way as any other underpayment.
What Are an Employer’s Obligations Under the Thai Minimum Wage?
Fundamental Payment Obligations
Under the Labour Protection Act, employers are legally prohibited from paying wages below the prescribed minimum rates once announced in the Government Gazette. This obligation applies immediately upon the effective date of any wage adjustment, superseding any existing employment contracts or agreements that specify lower compensation.
Key employer obligations include:
Wage Payment Requirements
- Currency: Wages paid in money must be paid in Thai baht, unless the employee consents to payment by bill of exchange or in foreign currency (section 54)
- Location: Payment must occur at the employee’s workplace unless alternative arrangements are agreed upon
- Timing: Wages must be paid at least once a month, unless an arrangement better for the employee is agreed (section 70)
- Documentation: Employers with ten or more employees must keep wage payment documents (section 114)
Working Time Definitions
The minimum wage applies to specific working time definitions:
- Normal work: 8 hours per day constitutes a full working day for minimum wage calculation
- Hazardous work: 7 hours per day for work potentially harmful to health and safety
- Part-time considerations: Employees are entitled to the full daily minimum wage regardless of reduced working hours, provided they work their normal scheduled day
Compliance Monitoring and Reporting
Where a company sponsors foreign staff, the Immigration Bureau looks at its Thai payroll when it considers a visa extension. Item 2.1 ก(5) of the criteria annexed to Immigration Bureau Order 12/2568 of 23 January 2025 requires four permanent Thai employees for each foreigner, reduced to one for representative offices, regional offices and branches of multinationals under item 2.1 ก(6) (Royal Thai Police Order 327/2557, which carried the rule before, was repealed on 26 September 2023), and immigration offices check it against the company’s monthly filings:
- Monthly tax returns (Form PND.1)
- Social security contribution reports (Form Sor Bor Sor 1-10)
The order itself sets no wage figure for those Thai employees. In practice an officer who sees Thai staff on the company’s filings paid below the provincial minimum wage will question whether they are genuine employees, and underpaying them is in any case an offence under section 90 of the Labour Protection Act.
Record-Keeping and Notification Requirements
Employers must:
- Post minimum wage notifications in prominent workplace locations throughout the enforcement period, including areas with specific minimum daily wage rates
- Keep wage, overtime and holiday pay documents if they have ten or more employees (section 114), for at least two years from payment (section 115)
- Ensure equal pay provisions for workers performing the same nature, quality, and quantity of work regardless of gender
- Comply with deduction limitations as specified in Section 76 of the Labour Protection Act
Enforcement Mechanisms and Penalties
What Happens If an Employer Does Not Pay the Minimum Wage?
Violations of minimum wage requirements carry serious legal penalties under Thai law, the minimum daily wage is a fundamental right for all workers. Employers who fail to pay the prescribed minimum wage face:
- Imprisonment: Up to 6 months
- Monetary fines: Up to 100,000 baht
- Combined penalties: Both imprisonment and fines may be imposed
These are the maximums under section 144 for each offence. The Act does not itself say that each underpaid employee is a separate offence; how many counts are charged depends on the facts, and the unpaid wages remain recoverable whatever the penalty.
Labor Inspection System
The Department of Labour Protection and Welfare conducts regular inspections to ensure minimum wage compliance. Recent inspection data reveals ongoing challenges:
- 2003 inspection results: 10.4% of inspected establishments (11,240 out of 108,043) paid below required minimum wages
- 2002 survey findings: 1.71 million workers were paid less than applicable minimum wage rates
While these figures show improvement from the estimated 37% non-compliance rate in 1994, enforcement remains a significant challenge, particularly among small establishments and informal sector businesses.
Worker Rights and Remedy Procedures
Workers experiencing minimum wage violations have several recourse options:
- Direct reporting to labor inspectors through provincial labor offices
- Filing complaints through the formal labor dispute resolution system
- Seeking assistance from labor unions and worker advocacy organizations
The Labour Protection Act provides workers with preferential rights over employer assets in cases of unpaid wages, equivalent to tax and duty preferences under the Civil and Commercial Code.
Economic Impact and Government Support Measures
Economic Analysis and Projections
Research indicates that the minimum wage increases will have varied economic impacts across sectors and regions. Studies suggest a nationwide 400 baht minimum wage could:
- Increase inflation by approximately 0.1%
- Raise average labor costs by 6%
- Benefit workers primarily in labor-intensive industries such as agriculture, domestic work, and accommodation/food services
The Bank of Thailand’s analysis indicates limited overall wage impact, with average wages expected to increase by only 2.3% due to indirect effects on wage structures. Most workers (approximately 85%) already earn above the new minimum wage rates, limiting direct impact.
Government Support for Businesses
Recognizing the potential burden on small and medium-sized enterprises (SMEs), the government has implemented measures to support compliance with the minimum daily wage in regions like Chiang Mai and Songkhla:
Soft Loan Programs
- 30 billion baht in soft loans coordinated through six commercial banks to help businesses adjust to higher wage costs
- Low-interest rates (0.01% to banks, maximum 3.5% to SMEs) for three-year terms
- Targeted support for affected sectors including manufacturing, hospitality, and service industries
Regional Support Initiatives
Special provisions for economically challenged areas include:
- 15 billion baht soft loan scheme for SMEs in southern border provinces (Yala, Pattani, Narathiwat) at 1.99% annual interest
- Extended program duration through 2027 to ensure business continuity
- Maximum borrowing limits of 20 million baht per borrower for liquidity and expansion needs
Conclusion
Thailand’s minimum wage system represents a sophisticated balance between worker protection and economic sustainability, evolved over more than five decades of continuous refinement. The recent increase to 400 baht per day in Bangkok and specific sectors nationwide demonstrates the government’s commitment to improving worker welfare while maintaining economic competitiveness through the enforcement of daily minimum wage rates.
For employers, compliance is not optional but a legal requirement carrying significant penalties for violations. Understanding the complex provincial rate structures, sector-specific provisions, and reporting obligations is essential for maintaining legal compliance with the minimum daily wage and avoiding costly penalties.
For workers, the minimum wage provides crucial protection against exploitation while serving as a foundation for economic advancement. The current system’s emphasis on regional variation acknowledges Thailand’s diverse economic landscape while ensuring basic living standards for all workers.
The ongoing evolution of Thailand’s minimum wage policy reflects broader economic and social changes, with future adjustments likely to continue balancing worker welfare, business sustainability, and national economic competitiveness. As Thailand advances toward its development goals, the minimum wage system will remain a critical tool for ensuring that economic growth benefits all segments of society.
Employers must stay informed about regulatory changes, maintain accurate wage records, and ensure full compliance with all applicable minimum wage requirements. The investment in proper compliance systems and worker welfare ultimately contributes to Thailand’s broader economic development and social stability.
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FAQs about Minimum Wage in Thailand
What is the minimum wage in Thailand in 2026?
Between 337 and 400 baht per day, depending on the province. The rates come from Wage Committee Announcement No. 14 of 17 June 2025, in force since 1 July 2025, and they have not been changed for 2026. The 400 baht top rate applies in Bangkok, Chachoengsao, Chonburi, Phuket, Rayong and on Koh Samui. The 337 baht floor applies in Narathiwat, Pattani and Yala.
How does the minimum wage vary across provinces in Thailand?
Minimum wage rates are not uniform across all provinces in Thailand. Under Wage Committee Announcement No. 14, in force since 1 July 2025, the daily rates range from THB 337 to THB 400 depending on the province. For instance, Bangkok and certain business types may have higher rates compared to the southernmost provinces of Narathiwat.
When will the minimum wage be adjusted again?
No further increase has been announced. Announcement No. 14 is still the operative instrument for 2026. The Wage Committee reviews rates periodically, but any change binds employers only once it is published in the Royal Gazette, so check that date before relying on a figure reported in the press.
What are the daily wage rates for Bangkok and its surrounding provinces?
In Bangkok, the minimum daily wage rate is set at THB 400. This rate applies to various sectors, including certain business types that may be covered by the Service Establishments Act, whose establishments are on 400 baht in every province.
What is the minimum wage in Hat Yai?
380 baht per day in Hat Yai district. It is one of only two districts on that rate, the other being Mueang Chiang Mai. The rest of Songkhla province is on 352 baht per day. The rate follows the district where the work is actually done, not the province.
What are the provisions for workers regarding paid public holidays?
Workers are entitled to at least 13 paid traditional holidays a year, including National Labour Day, which the employer must announce in advance (section 29 of the Labour Protection Act), and the holiday is paid at the normal day’s wage (section 56). An employee who is required to work on a holiday is owed holiday pay on top.
How can workers resolve individual labor disputes related to wages?
Workers facing issues related to wages can seek assistance in resolving individual labor disputes through official labor offices or legal channels. The Thai government has mechanisms in place to help workers address their concerns effectively.
What are the implications of the new minimum wage for the Mueang Chiang Mai District?
Mueang Chiang Mai district is on 380 baht per day, not the 400 baht top rate. It is one of only two districts on that rate, the other being Hat Yai in Songkhla, and the rest of Chiang Mai province is on 357 baht. The rates come from Wage Committee Announcement No. 14, in force since 1 July 2025.
Links:
Last reviewed: 4 September 2026. Currency of the rates was the point of this review and it was checked rather than carried forward: Wage Committee Announcement on Minimum Wage (No. 14) of 17 June 2025 is still the operative instrument, no later announcement in that series was found, and the 337 to 400 baht range is unchanged for 2026. Mueang Chiang Mai at 380 baht was corrected in the FAQ, where it had said 400; the rate table on this page was already right. How that was checked, so the date above does not imply more than it should: the Ministry of Labour’s own site is behind a bot wall and could not be read directly, so currency rests on independent Thai and international sources agreeing that No. 14 is unchanged, and on this page’s own re-check of 23 August 2026. The two wage series are numbered separately, so Announcement No. 15 is a skill-standard announcement and not a newer minimum wage. Not verified against a primary source: the historical section before 2013, the SME soft-loan figures, the inflation and GDP estimates, and the social security and monthly-reporting figures. Re-checked on 4 October 2026: Labour Protection Act sections 11, 23, 29, 54, 55, 56, 78 to 80, 87, 89, 90 and 144 were read in Thai in the text consolidated to Act No. 9 B.E. 2568, clause 2 of Announcement No. 14 was read as quoted verbatim in Thai press reports of 1 July 2025 (the Ministry’s copies are behind a bot wall), and the Thai-staff ratio was read in Royal Thai Police Order 327/2557, since repealed. Wage Committee composition, the section 87 factors, the hotel and service-establishment rate, the Gazette date, the penalties, the immigration paragraph and two FAQs were corrected; the historical section, inspection statistics and economic figures remain unverified. Re-checked on 10 October 2026: the Thai-staff ratio now cites item 2.1 ก(5) of the criteria annexed to Immigration Bureau Order 12/2568, read in Thai, in place of the repealed police order.
Minimum wage is only one part of the framework. Thai labour law sets the rest of the employment terms, and our guide to employee rights in Thailand covers what an employee can actually enforce.
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