Severance Pay Calculator (Thai Labour Protection Act)
Work out what a dismissal is worth: statutory severance for your length of service, pay in lieu of notice, and how much of it is tax-exempt
Regular wage only — no overtime, bonus or commission
Total due
฿180,000
180 days' severance + notice pay (if any)
Severance
฿180,000
Pay in lieu of notice
฿0
Tick the box above if no notice was given
Daily wage
฿1,000
Tax-exempt portion
฿180,000
Exempt up to the last 300 days' wages, capped at ฿300,000
Taxable portion
฿0
Counts as income in the year it is received
Statutory severance by length of service (section 118)
| Length of service | Severance |
|---|---|
| 120 days to under 1 year | 30 days |
| 1 to under 3 years | 90 days |
| 3 to under 6 years | 180 days |
| 6 to under 10 years | 240 days |
| 10 to under 20 years | 300 days |
| 20 years or more | 400 days |
An estimate of the statutory minimum. A contract or company rules may be more generous; for a dispute, contact your provincial Labour Protection and Welfare Office.
About this tool
If you've been dismissed, what should you actually be paid? This works out statutory severance under the Thai Labour Protection Act from your wage and length of service, adds pay in lieu of notice, and shows which part of the money is tax-exempt and which is taxable.
The trap is that severance days don't rise smoothly — they step up in bands. Two years eleven months and three years one month differ by a factor of two (90 days vs 180), and since 2019 there's a further band of 400 days for twenty years or more.
What you get:
- Severance — statutory days for your band × daily wage (a month is treated as 30 days)
- Pay in lieu of notice when the employer gave none — an additional amount, not a substitute for severance
- The tax-exempt portion (last 300 days' wages, capped at ฿300,000) and the taxable remainder — the bit people miss when they assume the whole payout is tax-free
- The statutory table, with your band highlighted, so the figure is checkable rather than magic
These are the statutory minimums. A contract or company handbook may be more generous, and if there's a dispute you can file a claim with your provincial Labour Protection and Welfare Office free of charge.
How to use
- 1Enter the last monthly wage — regular pay only, no overtime, bonus or commission
- 2Add years and extra months of service; the statutory table does the rest
- 3Tick the box if no advance notice was given, to include pay in lieu
- 4Read the amount due, split into the tax-exempt and taxable portions
Frequently asked questions
- How much service is needed, and how many days does it pay?
- From 120 days of service: 30 days' wages under 1 year · 90 days from 1 to under 3 years · 180 days from 3 to under 6 · 240 days from 6 to under 10 · 300 days from 10 to under 20 · and 400 days at 20 years or more (the 400-day band was added by the 2019 amendment).
- Is severance taxable?
- Only the excess. Severance on termination is exempt up to the last 300 days' wages, capped at ฿300,000 — whichever is lower — and anything above that counts as income in the year it is received. The tool splits the two so you can see both.
- What is pay in lieu of notice, and how is it different?
- It's a separate amount owed when the employer terminates without giving at least one pay period's notice — normally one month's wages for monthly-paid staff. It is paid in addition to severance, not instead of it.
- Do I get severance if I resign?
- No. Statutory severance applies to dismissal that isn't the employee's fault. On resignation you're owed outstanding wages and any accrued leave under company rules.
- When does an employer owe nothing at all?
- Dismissal for serious misconduct under section 119 — dishonesty, wilfully damaging the employer, gross negligence, abandoning the post for three consecutive working days without good reason, or imprisonment by final judgment. Tick that box to see the outcome.