Thailand payroll records need working days, times, pay rates, and amounts paid. Everhour keeps timesheets ready for review.
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| Day | Time In | Break Start | Break End | Break | Time Out | Total |
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Use this page to organize employee hours in Thailand before payroll, billing, or management review. Thailand does not impose one universal clock-in system, but the Labour Protection Act creates specific record duties for employers with ten or more employees. Those employers 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 to each employee.
A useful time record separates ordinary working time, overtime on a normal working day, holiday work, and holiday overtime. Normal working time in Thailand must not exceed 8 hours per day and 48 hours per week for ordinary work. For work prescribed as potentially harmful to health or safety, the limit is 7 hours per day and 42 hours per week.
A Thai payroll-ready timesheet needs employee name, date, start and end time, break time, total ordinary hours, overtime hours, holiday hours, rate basis, and approval status. The daily rest rule matters because employees must receive at least 1 hour after working no more than 5 consecutive hours, with permitted shorter intervals totaling at least 1 hour per day.
Pay review also needs the right category for each extra hour. Overtime on a normal working day must be paid at not less than 1.5 times the employee's hourly wage rate for the overtime hours worked. Holiday overtime must be paid at not less than 3 times the employee's hourly wage rate for the holiday overtime hours worked.
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. A clean workflow records the request, the approval, the date worked, and the payroll category. Missing consent history creates a practical gap even when the final hour total looks correct.
Employee time records and monitoring data that identify a person fall under Thailand's Personal Data Protection Act. Employers need a statutory basis for collection, use, or disclosure and must provide required privacy information to employees. Biometric clock-ins need extra care because biometric data used to identify a person is sensitive personal data under Thailand's PDPA.
A simple weekly total is enough for a freelancer, a small internal check, or a one-time invoice backup. It works when one person controls the record, no approval trail is needed, and payroll does not depend on multiple supervisors. For Thai payroll files, keep wage and overtime payment documents for at least 2 years from the payment date.
A managed workflow fits teams that need submitted time, manager approval, locked periods, and payroll or billing review. Everhour Timesheets collect project hours and working hours by person, then let managers approve, reject, partially approve, or lock submitted time. That structure helps separate a quick total from a durable record of reviewed work.
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 require every employer to use one specific clock-in app. The practical requirement is record quality. Employers with ten or more employees must keep Thai-language wage, overtime, holiday-pay, and holiday-overtime documents that include working days and times, relevant work performed, pay rates, and amounts paid to each employee.
Ordinary hours, normal working day overtime, holiday work, and holiday overtime need separate labels. Thailand sets ordinary work at no more than 8 hours per day and 48 hours per week, while prescribed hazardous work is limited to 7 hours per day and 42 hours per week. Overtime categories change the pay review.
Break details support daily compliance checks. Employees must receive a rest period of at least 1 hour after working no more than 5 consecutive hours, with permitted arrangements for shorter intervals that total at least 1 hour per day. A timesheet that records start time, end time, and break time gives payroll a clearer record.
Thai employers can use biometric clock-ins only with the right PDPA handling. Biometric data used to identify a person is sensitive personal data under Thailand's Personal Data Protection Act, so stricter processing conditions apply. Employers also need a lawful basis and required privacy information for employee time data and monitoring data.
Payroll records should use Thai currency unless the employee consents to payment by another permitted method or currency. Wages, overtime pay, holiday pay, and holiday overtime pay follow that rule. A report prepared for payroll review should keep the pay currency visible so accounting can match the time record to the payment document.
Everhour Timesheets collect weekly project hours and working hours by person, then route submitted time to managers for approval, rejection, partial approval, or correction. Submitted and approved time can be locked, which helps preserve the reviewed record before payroll or billing uses it.
Everhour Reporting turns logged time into configurable reports with date ranges, grouping, filters, and export options in CSV, Excel/XLSX, or PDF. Managers can review team hours, project hours, billable time, and overtime visibility before sending records to payroll or finance.
Use Everhour Timesheets to collect weekly hours, approve submitted time, and lock reviewed entries before payroll or billing, giving Thai teams a cleaner approval record.
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