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calcthai.com · Thailand Severance Pay Calculator
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Thailand Severance Pay Calculator
Severance owed on termination under Section 118 of the Labour Protection Act, including the 400-day tier at 20 years of service. Free, no sign-up.
Severance by length of service (Section 118)
| Length of service | Severance | Amount (baht) |
|---|---|---|
| Less than 120 days of service | Not entitled | 0 |
| 120 days but less than 1 year | 30 days | 30,000 |
| 1 year but less than 3 years | 90 days | 90,000 |
| 3 years but less than 6 years | 180 days | 180,000 |
| 6 years but less than 10 years | 240 days | 240,000 |
| 10 years but less than 20 years | 300 days | 300,000 |
| 20 years or more | 400 days | 400,000 |
Ask about this page
The AI assistant answers only questions about the calculator on this page.
When an employee is dismissed without having committed serious misconduct, Thai law requires the employer to pay severance based on length of service. This is an entitlement under Section 118 of the Labour Protection Act B.E. 2541, and it applies to foreign employees working legally in Thailand on exactly the same terms as Thai employees.
Many people do not know how much they are owed, and a large number of the severance tables still circulating online are out of date. This calculator uses the current rates and shows the full table so you can check your own position.
How it works
Severance is the final wage rate multiplied by a number of days set by length of service. For a monthly-paid employee the wage is converted to a daily rate by dividing by 30.
The Section 118 tiers. There are six. From 120 days but less than 1 year of service: 30 days of wages. From 1 year but less than 3 years: 90 days. From 3 years but less than 6: 180 days. From 6 years but less than 10: 240 days. From 10 years but less than 20: 300 days. And 20 years or more: 400 days.
An important warning. That final tier — 400 days for 20 years or more — was only added by the Labour Protection Act (No. 7) B.E. 2562, published in the Royal Gazette on 5 April 2019. A great many severance tables still online date from before that amendment and stop at 300 days. If you have more than 20 years of service and someone shows you a table ending at 300 days, check again, because you may be entitled to considerably more.
Payment in lieu of notice is separate money from severance. If the employer wants the dismissal to take effect immediately without giving notice, they must pay one additional pay period, which for a monthly-paid employee is one more month of wages.
When no severance is due: resigning voluntarily, less than 120 days of service, a fixed-term contract that ends on its agreed date, and dismissal for serious misconduct as defined by law — such as dishonesty in the course of duty, intentionally causing loss to the employer, or abandoning the job for three consecutive working days without reasonable cause.
Frequently asked questions
Do I get severance if I resign?
No. Severance under Section 118 applies only where the employer terminates the employment. If you resign voluntarily there is no severance entitlement, though you are still owed any unpaid wages and payment for annual leave you accrued but did not take.
Does this apply to foreign employees?
Yes. The Labour Protection Act applies to employees working in Thailand regardless of nationality, so a foreigner employed under a Thai contract with a work permit has the same severance entitlement as a Thai colleague. Note that severance is a separate matter from your visa and work permit, both of which are usually tied to the employer and will need attention once employment ends.
How many days do I get after 25 years?
400 days, the top tier added by the Labour Protection Act (No. 7) B.E. 2562. Be careful here: many older tables online still show a maximum of 300 days, which predates the amendment. If an employer cites 300 days for service beyond 20 years, raise it and refer to the current Act.
Is severance taxable?
Severance paid under labour law is exempt from income tax up to the value of the final 300 days of wages, capped at 300,000 baht. Anything beyond that is taxable. There is also a special calculation method for one-off payments made because employment ended. For your own situation it is worth asking the Revenue Department or a tax adviser.
What if my employer refuses to pay?
You can file a complaint with a labour inspector at the Labour Protection and Welfare Office for the area where the business is located. It costs nothing and you do not need a lawyer. The inspector has authority to investigate and order the employer to pay. You may also file directly with the Labour Court. Do this within the limitation period set by law.
Sources
Rates last verified 25 Aug 2026