For employers with ten or more employees, Thai payroll records must cover working days, times, and overtime pay. Everhour supports approved timesheets for cleaner review.
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A Thailand time record has to show more than attendance. HR, payroll, and operations teams need a clear daily account of start time, end time, rest periods, ordinary hours, overtime, holiday work, and the work performed where that detail matters. Normal working time in Thailand must not exceed 8 hours per day and 48 hours per week for ordinary work.
For employers with ten or more employees, the Labour Protection Act creates a stricter recordkeeping job. Wage, overtime, holiday-pay, and holiday-overtime documents must be kept in Thai language and include working days and times, relevant work performed, pay rates, and amounts paid to each employee. Wage and overtime payment documents must be retained for at least 2 years from the payment date.
A usable timesheet should separate ordinary working hours from overtime, holiday work, and holiday overtime. The daily record should also show rest breaks, because employees must receive at least 1 hour of rest after working no more than 5 consecutive hours, with shorter intervals allowed when they total at least 1 hour per day.
Payroll review needs the rate context next to the hours. Overtime on a normal working day must be paid at not less than 1.5 times the employee's hourly wage rate. Holiday overtime must be paid at not less than 3 times the employee's hourly wage rate. Wages, overtime pay, holiday pay, and holiday overtime pay are paid in Thai currency unless the employee consents to another permitted method or currency.
A Thailand workflow should record overtime approval before the work happens. Overtime and holiday work generally require the employee's prior consent, except for limited Labour Protection Act cases such as urgent, continuous, or emergency work. A timesheet that only captures hours after payroll closes leaves managers without a clean trail for that decision.
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-in data used to identify a person is sensitive personal data under the PDPA, so fingerprint or facial clock-ins need tighter controls than basic manual time entry.
A one-off weekly total works for a freelancer, a small owner checking project hours, or a manager reconciling a short engagement. It is enough when the record only needs date, task, hours, and a simple note. It becomes weak when the team needs Thai-language payroll support, overtime consent history, holiday work categories, break visibility, and retained wage documents.
A managed workflow matters once multiple people submit time for payroll or client billing. Everhour Timesheets collect weekly project hours and working hours by person, then let managers approve, reject, partially approve, and lock submitted entries. That gives payroll and billing reviewers a controlled record before hours move into reports, invoices, or payroll checks.
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 comes from the Labour Protection Act recordkeeping rules, especially 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, pay rates, and amounts paid to each employee.
A Thai payroll review should separate ordinary hours, overtime on a normal working day, holiday work, and holiday overtime. It should also show rest periods, because employees must receive at least 1 hour of rest after no more than 5 consecutive working hours, subject to permitted shorter intervals totaling at least 1 hour per day.
Yes. Overtime and holiday work generally require the employee's prior consent in Thailand, except for limited urgent, continuous, or emergency work allowed by the Labour Protection Act. A time record that shows approval status, approver, date, and overtime category gives payroll a clearer basis for applying the correct rate.
Thailand's PDPA governs employee time records and monitoring data that identify a person. Employers need a statutory basis for collecting, using, or disclosing that data and must give employees required privacy information. Biometric clock-in systems require extra care because biometric data used to identify a person is sensitive personal data.
Mixing ordinary hours, working-day overtime, and holiday overtime in one total weakens the record. Thai payroll review needs separate categories because normal working day overtime must be paid at not less than 1.5 times the hourly wage rate, while holiday overtime must be paid at not less than 3 times the hourly wage rate.
Everhour Timesheets collect weekly project hours and working hours by person, then route submitted time to managers for approval, rejection, or partial approval. Submitted and approved time can be locked, which helps payroll and billing reviewers work from a controlled timesheet instead of changing spreadsheets.
Use approved weekly timesheets before payroll or billing close. Everhour gives teams a locked review trail for project hours, working hours, corrections, and final approval.
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