Thai employers with ten or more employees need working-time payroll records, and Everhour gives teams structured tracking for that work.
Enter your time in and out for each day. Overtime and gross pay are calculated automatically.
| Day | Time In | Break Start | Break End | Break | Time Out | Total |
|---|
The calculator gives you the number — Everhour takes it from there.
One click and you're timing. Start a timer, add an entry, edit the details. This is exactly how it feels in Everhour.
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Use this page to turn daily work into a week-by-week record for employees in Thailand. Thailand does not impose a universal clock-in system requirement, so the useful output is a clear set of working days, start and end times, ordinary hours, overtime hours, holiday work, and pay-review notes. It should let payroll confirm that ordinary work stayed within 8 hours per day and 48 hours per week, or identify the exception that needs review.
For Thai employers with ten or more employees, the Labour Protection Act turns time data into required payroll evidence. The Thai-language wage, overtime, holiday-pay, and holiday-overtime documents must include working days and times, work performed where relevant, pay rates, and amounts paid to each employee. Those documents must be retained for at least 2 years from the payment date.
A practical record separates ordinary working time, overtime on a normal working day, holiday work, and holiday overtime. Keep the employee, date, working day status, start time, end time, rest break, project or work performed where relevant, pay rate, and amount paid. Employers pay wages, overtime pay, holiday pay, and holiday overtime pay in Thai currency unless the employee consents to another permitted method or currency.
Daily totals need a rest-break check before pay review. Thai law requires at least 1 hour of rest after no more than 5 consecutive hours of work, although shorter intervals can count when they total at least 1 hour per day. A record that only stores a daily total hides whether the break occurred and weakens the review of ordinary time, overtime, and holiday work.
Flag consent before someone records overtime or holiday work. Overtime and holiday work in Thailand generally require the employee's prior consent, except for limited urgent, continuous, or emergency work allowed by the Labour Protection Act. The pay category matters because overtime on a normal working day is at least 1.5 times the hourly wage rate, while holiday overtime is at least 3 times the hourly wage rate.
Collect only time and monitoring data that the employer can justify. Employee time records that identify a person fall under Thailand's PDPA, so the employer needs a statutory basis for collection, use, or disclosure and must give required privacy information to employees. Biometric clock-in data used to identify a person is sensitive personal data, so it brings stricter processing conditions than ordinary manual time entries.
A one-off tracker is enough for an independent worker, a very small employer, or a quick payroll check when you only need a clean weekly total and a record of ordinary, overtime, and holiday categories. It also works for a manager reconciling a single period before sending figures to payroll. Keep the exported record with the supporting Thai-language payroll documents when the employer falls within the recordkeeping requirement.
A managed workflow becomes necessary once hours feed client billing, payroll review, project budgets, or repeated approvals. Everhour can turn approved timesheets into reports with grouping, filters, date ranges, and 45+ columns, then export reports as CSV, Excel/XLSX, or PDF. That gives managers a durable record across people, projects, and periods instead of a spreadsheet rebuilt every pay cycle.
This content is for general information only, may not be fully up to date, and is provided without any warranty or liability.
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Thailand does not impose a universal clock-in system requirement. The practical requirement is record quality, especially for Thai employers with ten or more employees, which must keep Thai-language wage, overtime, holiday-pay, and holiday-overtime documents with working days and times, relevant work performed, pay rates, and amounts paid. The Labour Protection Act requires those payment documents to be kept for at least 2 years from the payment date.
Check daily and weekly ordinary time before calculating extra pay. For ordinary work, normal working time must not exceed 8 hours per day and 48 hours per week. Work prescribed as potentially harmful to health or safety has a lower normal limit of 7 hours per day and 42 hours per week.
A late entry documents hours actually worked. It does not cure missing prior consent. Overtime and holiday work generally require the employee's prior consent, except for limited urgent, continuous, or emergency work allowed by the Labour Protection Act. Keep the consent note with the time record so payroll can review the pay category and approval trail.
Record the rest period alongside start and end times. Employees must receive at least 1 hour of rest after working no more than 5 consecutive hours, with permitted shorter intervals that total at least 1 hour per day. A daily total alone does not show whether the break rule was met.
No. Biometric data used for identifying a person, such as a biometric clock-in, is sensitive personal data under Thailand's PDPA. Employers need stricter processing conditions than they need for ordinary time records, plus a statutory basis for collection, use, or disclosure and required privacy information for employees.
Everhour Reporting lets managers build reports with grouping, filters, date ranges, and 45+ columns, including project, member, billable time, costs, and invoice status. Reports can be exported as CSV, Excel/XLSX, or PDF for payroll review, client billing, or record archives.
Everhour Time Tracking lets team members start a timer or enter hours manually against tasks and projects. Tracking controls can appear inside supported tools such as Asana, ClickUp, Jira, Trello, GitHub, Monday, Notion, Linear, and Basecamp, so entries stay connected to the work record.
Use Everhour Reporting to group tracked hours by person, project, client, or period, then export CSV, Excel/XLSX, or PDF reports for cleaner payroll review and billing handoff.
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