Leave management that follows the Thai Labor Protection Act and feeds your payroll. HR, managers, and finance work from one leave register, so balances are right and you have the records to prove it if an employee disputes them.
FAP
Registered CPAs
DFK
International Network
200+
Clients Served
1 day
Reply Time
What You Get
Annual leave (at least 6 days), paid sick leave (up to 30 days), maternity leave (120 days), and at least 13 public holidays, configured correctly from day one.
Employees request leave online, managers approve in one click, and balances update at once. Nobody has to call HR to check a balance.
Leave deductions flow straight into your monthly payroll. No manual adjustments and no wage errors from retyping.
Medical certificates, approval records, and balance history are stored digitally, ready for a labor inspection or a dispute.
2015
Founded in Bangkok
200+
Active SME clients
DFK
International member firm
2015
Founded in Bangkok
200+
Active SME clients
DFK
International member firm
How It Works
A clear, structured approach from start to finish.
We compare your current leave policy with the Labor Protection Act and list any gaps.
We set up leave types, accrual rules, carry-forward limits, and approval levels on the leave platform.
We import past leave records and current balances and check them against your payroll records.
We train HR, managers, and employees on the self-service portal and support you through the first full leave cycle.
Quarterly checks and an annual policy review keep your setup in line with labor law changes and Ministerial Regulations.
We compare your current leave policy with the Labor Protection Act and list any gaps.
We set up leave types, accrual rules, carry-forward limits, and approval levels on the leave platform.
We import past leave records and current balances and check them against your payroll records.
We train HR, managers, and employees on the self-service portal and support you through the first full leave cycle.
Quarterly checks and an annual policy review keep your setup in line with labor law changes and Ministerial Regulations.
Transparent Pricing
A monthly fee per employee, alone or together with our payroll service. All prices exclude 7% VAT.
| Tier / Variant | What's included | Plizz service fee |
|---|---|---|
| Leave platform subscription | Web and mobile app, leave tracking, approval workflows. | From THB 99 / employee / month THB 150 (1 to 10 employees), 120 (11 to 50), 99 (above 50). Set-up THB 10,000. |
| Payroll service + payroll & leave platformsMost common | Leave platform together with our monthly payroll service. See Monthly Payroll. | From THB 500 / employee / month THB 700 (1 to 10 employees), 600 (11 to 50), 500 (above 50). Set-up THB 15,000. |
Leave platform subscription
Web and mobile app, leave tracking, approval workflows.
THB 150 (1 to 10 employees), 120 (11 to 50), 99 (above 50). Set-up THB 10,000.
Payroll service + payroll & leave platforms
Leave platform together with our monthly payroll service. See Monthly Payroll.
THB 700 (1 to 10 employees), 600 (11 to 50), 500 (above 50). Set-up THB 15,000.
Pricing Notes
Build your quote: Plizz confirms it within 1 business day
Estimate excludes 7% VAT and government fees. Plizz confirms your final quote within 1 business day.
Legal framework: Labor Protection Act
Section 30 of the Labor Protection Act (LPA) gives every employee with one year of continuous service at least 6 paid days of annual leave. A contract cannot reduce this; a clause giving fewer days is void and the legal minimum applies. The law also gives up to 30 paid sick days a year, 120 days of maternity leave (Section 41, as amended in December 2025), and at least 3 paid days of business leave (Section 34, as amended by LPA Amendment No. 7, B.E. 2562).
Claims do not end when the employee leaves. Under the Civil and Commercial Code, prescription periods run from 2 years for wage claims up to 10 years for other claims such as severance pay. In a dispute, the employer is expected to show what leave was granted and paid. Without a clean leave register, that is hard to prove.
6
Days of annual leave (Section 30)
30
Days paid sick leave (Section 32)
120
Days of maternity leave (Section 41)
2–10 yrs
Prescription period for employee claims
When leave is not tracked properly, the consequences usually follow the same path:
Leave balances are not tracked. The employer has no signed leave requests, no acknowledged balances, and no approval trail.
An employee is dismissed. The employer believes the dismissal is justified. The employee files an unfair dismissal claim at the Labor Court.
The court asks for the leave register. Six months of entries are missing, and the employer cannot show that the legal minimums were granted.
The court can order payment for unused leave, severance pay (180 days of wages for 3–6 years of service under LPA Section 118), and compensation for unfair dismissal on top. Cases can drag on, and management time goes with them.
Clean leave records cost far less than a dispute. Severance alone for one employee with 3–6 years of service is 180 days of wages, before unpaid leave and any compensation.
Who this is for
Leave management is for employers in Thailand who want to meet the Labor Protection Act with records that hold up, not a spreadsheet workaround.
Companies with 10–30 employees tracking leave in Excel
At this size, balances drift, carry-forward agreements sit in email threads, and leave deductions miss the right pay cycle. In a dispute, a spreadsheet is weak evidence. A signed leave request, an acknowledged balance, and a record of approval are strong evidence, and the platform produces all three automatically.
Companies facing a dismissal, a severance dispute, or a labor inspection
A former employee can claim unpaid amounts, including unused annual leave under LPA Section 67, well after leaving. In practice the employer has to prove what was granted. Without a clean leave register, the only evidence may be the memory of an HR manager who has since left.
Companies with sites in Bangkok and the provinces
The Cabinet publishes the official public holiday list every year. Buddhist holidays move with the lunar calendar, and substitution days are added when a holiday falls on a weekend. If a 2024 or 2025 calendar is still in use in 2026, employees may work on a paid public holiday without holiday pay, which breaches the Labor Protection Act.
Companies preparing for ISO, B Corp, or investor due diligence
Certification auditors and investors often ask for evidence that every employee received their statutory leave. Manual tracking rarely produces this in time. Our leave platform produces the reports on demand.
Companies with work permit holders or BOI promotion
Work permit holders have the same statutory leave rights as Thai employees under the Labor Protection Act. For companies with Board of Investment (BOI) promotion, leave records also help show that each foreign employee's role and time in Thailand match the promotion conditions.
Companies already using Plizz Monthly Payroll
When leave and payroll sit with two providers, the gap between them causes payslip errors and wrong annual withholding certificates (50 Tawi). One platform and one team remove the gap.
Foreign-owned companies hiring their first Thai employees
The leave rules apply from your first hire: annual leave (Section 30, 6 days after one year of service), sick leave (Section 32, up to 30 paid days), maternity leave (Section 41, 120 days), and business leave (Section 34, 3 paid days). A contract that gives fewer days is unenforceable, and the legal minimum applies anyway.
Your Plizz Contact
Visa & Work Permit Specialist
Thai immigration and labor relations: Immigration Bureau, BOI, MFA, Department of Employment liaison
Why Plizz
Plizz Leave Management is built for Thai legal requirements. The same team that sets up your leave rules also runs your payroll, files your PND 1, and handles your social security contributions, so leave and payroll stay consistent.
Benoît
Jérôme
Nantida
Jeerapak
Supanut
Ornjira
Pawinee
Onarnong
Annual leave (Section 30), sick leave (Section 32), maternity leave (Section 41, 120 days with 60 paid by the employer since December 2025), business leave (Section 34, 3 paid days since the 2019 amendment), and the Cabinet's public holiday calendar are configured correctly at setup, not patched in later.
Leave balances feed the Monthly Payroll calculation automatically. Wage deductions, the severance provision, and leave payouts in the final pay under LPA Section 67 all use the same data, not files emailed between teams.
Stored medical certificates, approval trails, and balance history for each employee mean you can answer a labor inspector or a Labor Court request with a report in minutes. In an unfair dismissal claim, the leave register is often key evidence.
Leave policy touches payroll, severance, and immigration compliance. Plizz's payroll team works under the supervision of founders Benoît Meneau and Jérôme Le Louer, and the same team files your monthly withholding tax return (PND 1) and social security contributions.
For multinational subsidiaries, BOI-promoted companies, and teams with many foreign staff, Plizz works to the quality standards of DFK International, a network of firms in 85+ countries. Leave records for work permit holders are checked against immigration filings as part of the standard service.
How we compare
Global HR systems are powerful, but they need Thailand-specific setup that the vendor does not supply. Here is how the options compare.
| Factor | Excel and manual tracking | Global HR system (BambooHR, Workday) | Plizz Leave Management |
|---|---|---|---|
| Thai labor law setup | Manual and error-prone; contract clauses often fall below the legal minimum without anyone noticing | Needs custom setup the vendor does not provide | LPA Sections 29, 30, 32, 34, and 41 set up at onboarding |
| Annual public holiday calendar | Updated by hand each December, often late or not at all | Usually needs an admin import; substitution days often missed | Updated by Plizz from the Cabinet announcement before each year starts, substitution days included |
| Evidence for disputes | No standard record; a spreadsheet is weak evidence | Varies by tool; not designed around Thai labor inspections | Reports ready for labor inspection requests, with a signed approval trail for each employee |
| Payroll integration | Manual reconciliation with payroll; wage errors are common | Needs an API setup; no built-in link to PND 1 or social security filings | Feeds Monthly Payroll directly; PND 1 and social security filings use the same data |
| 120-day maternity leave split | Manual; the employer and SSO shares are often miscalculated | Not set up for the Thai employer and SSO split | Set up under LPA Section 41: employer pays the first 60 days, SSO maternity benefit covers the rest |
| Work permit holders | No immigration flag; leave records and immigration filings are kept apart | No Thailand-specific immigration features | Flags work permit holders; leave records are checked against immigration filings and BOI conditions |
| Pricing | Low tool cost; high risk if a dispute reaches the Labor Court | Per-employee subscription in USD, plus setup for Thai rules | From THB 99 per employee / month, published by headcount band |
Common Questions
Answers to the most common questions before and during engagement.
Explore More
Leave management works best alongside these services, run by the same team.
Leave data feeds wage calculations, PND 1, and social security filings from the same employee record. Without this link, leave deductions need a manual check every pay cycle.
Payroll and leave accrual entries flow into your general ledger, so there is no reconciliation between teams and the employee liabilities on your balance sheet match reality. From THB 14,900/month.
The annual PND 1 Kor return and each employee's 50 Tawi certificate depend on accurate payroll and leave records. Clean leave data means correct certificates and fewer questions from the Revenue Department (RD).
Work permit applications and renewals for your foreign staff. Their leave records support immigration compliance, especially in BOI-promoted companies, where promotion conditions govern each permit holder's role and time in Thailand.
Insights
A guide for SMEs to compliance with Thai employment and labor laws, covering contracts, working hours, leave, social security, termination and HR support.
The essentials of payroll management for Thai SMEs: salary calculation, withholding tax, social security, severance rules and when to outsource payroll.
Get Started
Send us your leave policy and we will review it against the Labor Protection Act and point out the gaps. A quote for payroll and leave together comes back within 1 business day.
No commitment · Reply within 1 business day
