Thailand Overtime Pay Calculator

Overtime pay in Thailand is governed by the Labor Protection Act B.E. 2541 (1998), Sections 61 through 64. The law mandates that employers must compensate employees at premium rates for any work performed beyond regular working hours or on designated rest days and holidays. This is a fundamental right for all employees working in Thailand, including both Thai nationals and foreign workers with valid work permits.

Thailand's overtime regulations are designed to protect employee welfare and prevent exploitation. The law sets clear multipliers for different types of overtime work, ensuring fair compensation for the additional time and effort employees contribute outside their standard working hours. Employers who fail to comply with these regulations face significant penalties, including fines and potential imprisonment.

Understanding your overtime rights is essential whether you are an employee wanting to verify your pay or an employer ensuring legal compliance. This calculator helps you determine the exact overtime compensation based on Thailand's legal framework.

Thai labor law establishes three distinct overtime pay categories:

Note: The hourly rate formula uses a divisor of 30 days (not actual working days) and 8 hours per day, as prescribed by Thailand's Ministry of Labor. For example, a salary of 25,000 baht yields an hourly rate of 25,000 / 30 / 8 = 104.17 baht per hour.

• Consent required — Employers must obtain employee consent before requiring overtime work, except in legally defined emergency situations.
• Weekly OT limit — Overtime hours must not exceed 36 hours per week to protect employee health and safety.
• No deductions from OT — Employers cannot deduct fines, damages, or other expenses from overtime pay.
• Timely payment — Overtime pay must be included in the next pay cycle and cannot be deferred or accumulated for later payment.
• Record keeping — Employers must maintain records of overtime hours worked. Employees have the right to review these records.
• Exempt categories — Certain employees such as senior management, transport workers, hotel staff, and retail workers may have different OT rules as specified by law.
• Pregnant employees — Thai law prohibits requiring pregnant employees to work overtime, on holidays, or during nighttime hours (10 PM to 6 AM).

The Labor Protection Act establishes the following regular working hour limits:

• General work — No more than 8 hours per day and 48 hours per week.
• Hazardous work — No more than 7 hours per day and 42 hours per week.
• Weekly rest days — At least 1 day per week, with no more than 6 consecutive working days.
• Traditional holidays — At least 13 days per year (including National Labor Day).
• Annual leave — At least 6 days per year for employees who have completed 1 year of service.

Any work performed beyond these regular hours constitutes overtime, and employers must pay overtime compensation at the legally prescribed rates.

• OT and social security — Overtime pay is not included in the salary base for social security contribution calculations, as it is considered supplementary compensation.
• OT and income tax — Overtime pay is considered assessable income and must be included in annual personal income tax calculations.
• Employer penalties — Employers who fail to pay overtime as required by law face fines of up to 100,000 baht, imprisonment of up to 6 months, or both.
• Statute of limitations — The right to claim unpaid overtime has a 2-year statute of limitations from the date the violation occurred.
• Negotiable rates — While the law sets minimum rates, employers can pay overtime at rates higher than the legal minimum. Employees should review their employment contracts and company regulations for potentially higher rates.