Thai employers track hours under local labor and PDPA rules. Everhour turns approved time into reports for payroll and billing review.
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.
Set a budget, assign rates, and get alerted before you're over.
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Use this page to plan a timesheet process for employees, contractors, projects, client work, or mixed teams in Thailand. The practical output is a record that shows who worked, the date, start and end times, breaks, project or task context, and the pay or billing category attached to the time.
Thai employers with ten or more employees must keep Thai-language wage, overtime, holiday-pay, and holiday-overtime documents. Those records must include working days and times, work performed where relevant, pay rates, and amounts paid to each employee. The Labour Protection Act also requires wage and overtime payment documents to be retained for at least two years from the payment date.
A Thai timesheet should separate normal working time, normal-day overtime, holiday work, and holiday overtime. Normal working time 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.
The pay category matters because normal-day overtime 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. Wages, overtime pay, holiday pay, and holiday overtime pay are paid in Thai currency unless the employee consents to another permitted method or currency.
Thai overtime and holiday work generally require the employee's prior consent, except for limited cases such as urgent, continuous, or emergency work allowed by the Labour Protection Act. A strong timesheet process records the time worked and keeps the approval context close enough for payroll review, especially for weekend, holiday, and after-hours entries.
Thailand's Personal Data Protection Act governs employee time records and monitoring data that identify a person. 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 a fingerprint or face clock adds stricter processing conditions than a standard timesheet entry.
A spreadsheet or one-off form can work for a small team that only needs weekly totals, especially when the same manager reviews every entry. The process becomes fragile once time feeds client billing, payroll checks, project budgets, leave context, or multiple approval paths. Missing break details, mixed pay categories, and late edits create rework.
A managed workflow gives you a record that survives review. Everhour Reporting turns logged time, budgets, costs, and project data into customizable reports with 45+ columns, filters, grouping, date ranges, and exports in CSV, Excel/XLSX, or PDF. That reporting layer helps teams review Thai working-time records by person, project, client, pay category, and billing status before payroll or invoicing.
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. Employers with ten or more employees 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. A digital system helps organize those records, but the Labour Protection Act requirement centers on the records, not one required clock format.
A Thai timesheet should support the ordinary limit of 8 hours per day and 48 hours per week. For work prescribed as potentially harmful to health or safety, normal working time is limited to 7 hours per day and 42 hours per week. The timesheet should also show rest periods, since employees must receive at least 1 hour after no more than 5 consecutive hours of work.
The time entry should identify the overtime date, hours, category, approver, and consent context. Thai overtime and holiday work generally require prior employee consent, with limited exceptions for urgent, continuous, or emergency work allowed by the Labour Protection Act. Payroll reviewers need enough detail to confirm that premium hours were authorized before payment.
Employee time data that identifies a person falls under Thailand's PDPA. Employers need a statutory basis for collecting, using, or disclosing the data and must provide required privacy information to employees. Biometric clock-ins require extra care because biometric data used to identify a person is sensitive personal data under the PDPA.
The Labour Protection Act requires wage and overtime payment documents to be retained for at least 2 years from the payment date. A timesheet process should preserve the source details behind those payment records, including working days and times, pay rates, overtime categories, and amounts paid. Exportable reports help keep a usable archive outside the live system.
Everhour Reporting lets managers build reports with 45+ columns, grouping, filters, date ranges, and formatting. Teams can review logged time by member, task, project, client, billable time, labor costs, invoice status, and related metadata, then export reports in CSV, Excel/XLSX, or PDF for payroll, billing, or record review.
Use Everhour Reporting to group, filter, export, and schedule time reports across people, projects, and clients, giving Thai teams clearer payroll and billing review from approved work records.
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