Updated under the Labour Protection Act, amended in 2019.
Section 118: Service life 20 years up = 400 days | 10-20 years = 300 days | 6-10 years = 240 days
Suitable for employees who have been laid off and HR who want to calculate compensation.
Compensation Calculator
The Compensation Calculator estimates a date and calendar estimate for your scenario from the quantities, rates, period, units and other assumptions requested on the page. Replace the example values with your own compensation figures and recalculate after changing an assumption. Use it to compare scenarios, then verify any current rate or fee before acting.
Fill in your last wage and service time. The system will calculate compensation under Section 118 of the Labour Protection Act 1998, amended.
Salary and wages are calculated from the data entered, used for planning and preliminary checks before comparing with slips or documents from the employer.
Use tax base, social security, and standard terms of the tool.
Excluding benefits or company-specific agreements.
In case of dispute, check the employment documents and the latest labor laws.
Compensation is calculated from the last rate of pay x number of days of compensation, the number of days depending on the length of service, as per Section 118 of the Labour Protection Act 1998, amended in 2019.
Does a 120-day-old get compensation?
No compensation. Employees who work less than 120 days are not entitled to compensation.
What does the last rate pay mean?
That means the actual pay rate in the last month before the termination, not including bonuses, overtime, or other benefits.
How many days does an employee with 20 years of service and up get compensation?
According to the amendment of the year 2019 employees with service from 20 years upwards are entitled to compensation not less than 400 days (in addition to 300 days of the previous law)
How is the compensation calculated under the employment law?
Working 120 days-1 years: 30 days | 1-3 years: 90 days | 3-6 years: 180 days | 6-10 years: 240 days | 10-20 years: 300 days | 20 years up: 400 days (last modified year 2019) calculated from the last rate of pay
Does a closure pay a special allowance?
Yes, in case of employer relocation, employees receive special compensation in addition to the regular compensation 50%. In case of termination without notice 30-60 days, employees receive compensation instead of notice.
Taxable compensation?
The compensation is tax exempt for the portion not exceeding 300 last day and must be calculated according to the service period. The excess must be included in the calculation of tax deductible expenses 50% but not exceeding 100,000 baht
What if the employer doesn't pay compensation?
File a complaint with the local Labour Welfare and Protection Office or file a lawsuit in the Labour Court. The lawsuit is time-barred for 2 years from the date of dismissal.
Disclaimer: The result is calculated according to the minimum labour protection law. In the event of termination, you may be entitled to advance notice and additional damages.
English calculator guide
How to use the Compensation Calculator
Use this page to test a specific compensation scenario. Enter your own values in the calculator above, review the units beside each field, and recalculate after changing an assumption. The result updates the compensation estimate instead of relying on a generic example.
Build a baseline compensation case with figures that match your situation.
Run a second compensation case after changing the rate, period, quantity or other key assumption.
Record the difference between the two compensation results and the input responsible for it.
Inputs for the compensation estimate
For this compensation calculation, check the quantities, rates, period, units and other assumptions requested on the page. The result is designed to show a date and calendar estimate for your scenario, not a guaranteed provider price or official decision.
How the compensation result is calculated
The calculator compares the selected dates using calendar-based intervals and the date rules shown on the page. Reusing the same compensation inputs will produce the same estimate, which makes the page suitable for controlled scenario comparisons.
Checks for a compensation decision
Confirm any current rate, threshold or provider rule that could change the final amount. For compensation, Use the result to reconcile a payslip or plan take-home pay. Employer payroll rules, benefits, withholding and statutory contributions can change the final amount. Check the important inputs and any current provider or authority rules before using the result for a decision.
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Terminology, numeric values and calculator controls checked
Review formula structure, test cases, data sources, effective dates, and risk language accordingly.How to check our · There is no claim that an outside professional reviewed it. Unless the page directly states the name and qualifications. This content is therefore not individual advice.
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