Thai Severance Pay Calculator — Labour Protection Act Section 118

How it works

Enter your start date, the date the termination takes effect and your last wage. The calculator counts your service and shows how many days of severance you are owed and the amount. This is the legal minimum: employers may pay more, never less.

Formula

Severance = daily wage (monthly salary ÷ 30) × days for your length of service

Service	Severance	In months of salary
120 days to under 1 year	30 days	1 months
1 to under 3 years	90 days	3 months
3 to under 6 years	180 days	6 months
6 to under 10 years	240 days	8 months
10 to under 20 years	300 days	10 months
20 years or more	400 days	13.3 months

What is severance pay?

Severance pay is what an employer must pay when terminating an employee, under section 118 of Thailand’s Labour Protection Act. The amount depends on length of service: the longer you worked, the more you get. The figures in the law are a minimum; employers may pay more, never less.

“Termination” includes any case where the employer stops you working and stops paying you, whether because a contract ended, the business closed or another reason. It does not include resigning.

Severance by salary

Service	Severance	Salary 15,000	Salary 25,000	Salary 40,000
120 days – under 1 year	30 days	15,000	25,000	40,000
1 – under 3 years	90 days	45,000	75,000	120,000
3 – under 6 years	180 days	90,000	150,000	240,000
6 – under 10 years	240 days	120,000	200,000	320,000
10 – under 20 years	300 days	150,000	250,000	400,000
20 years or more	400 days	200,000	333,333.33	533,333.33

The 400-day step for 20 years or more was added by the seventh amendment of the Act in 2019.

How is service counted?

From your first day of work to the date the termination takes effect, including holidays, leave and days the employer told you not to work. Days you were absent without leave do not count. Be careful near a step: missing even one day can cost months of severance.

An example from the Department of Labour Protection and Welfare: an employee who should have reached 3 years had one day of absence, fell short of 3 years and received 90 days instead of 180.

When no severance is due

Section 119 lists cases where an employer can terminate without severance, such as:

Dishonesty or an intentional criminal act against the employer
Intentionally causing the employer damage
Breaking work rules after a written warning (no warning needed for serious cases)
Abandoning work for 3 consecutive working days without good reason

Other entitlements besides severance

Unpaid wages and overtime
Pay in lieu of notice if the employer did not give the notice required by law
Pay for unused annual leave
Social security unemployment benefit if you are insured under Section 33 and meet the contribution conditions. Register as unemployed within 30 days.

If you are not paid in full, complain to your local Department of Labour Protection and Welfare office or call the free 1546 hotline.

FAQ

How many months of severance do I get?

It depends on service: 120 days earns 30 days (1 month), 1 year earns 90 days (3 months), 3 years 180 days (6 months), 6 years 240 days (8 months), 10 years 300 days (10 months) and 20 years or more 400 days (about 13.3 months).

What counts as the last wage rate?

The regular pay for normal work at the time of termination. For monthly employees the daily wage is salary ÷ 30. Overtime and bonuses are not included. If you receive other regular payments, ask the labour protection office whether they count as wages.

Do I get severance if I resign?

No. Section 118 severance is paid when the employer terminates you, including when a fixed-term contract ends and is not renewed. Under section 119, employers need not pay in cases such as dishonesty or serious misconduct.

When must the employer pay?

On the day the termination takes effect. If you are not paid in full, complain to the local Department of Labour Protection and Welfare office or call the 1546 hotline.

References

Severance rates, section 118 — Effective from 5 May 2019 · source