We often understand that daily-wage employees receive compensation only for the days they work. Therefore, if they don't work on a particular day, they don't get paid. However, in cases where employees take leave entitlements, it may lead the employer to perceive it differently. For example, labor laws stipulate that employers must pay wages to employees on sick leave for the entire leave period, but not exceeding 30 days per year. However, there is no law specifying that payment for sick leave should only be provided to employees receiving a monthly salary.

Daily-wage employees are entitled to days off.

In summary, even though they are daily-wage employees, they still have the right to receive.

1. The weekly rest day shall be no less than one day per week.
2. Holidays according to traditions shall not be less than 13 days per year (employer's discretion)
3. Annual leave, when working continuously for at least 1 year, shall be no less than 6 days per year.

 According to Section 56, it also stipulates that the employer must pay wages to employees on all three types of holidays mentioned (except for weekly rest days for daily-wage employees who are not entitled). Therefore, in addition to providing all three types of holidays to daily-wage employees, the employer must also pay wages for traditional holidays or annual leave days to employees, even if they do not work on those days.

By law, employers are required to pay wages to employees on all 4 types of leave days.

1. Sick leave: Employers must pay wages for up to 30 days per year.
2. Personal business leave: Employers must pay wages for up to 3 days per year.
3. Maternity leave: Employers must pay wages for up to 45 days per pregnancy.
4. Military service leave: Employers must pay wages for up to 60 days per year.

Therefore, wages on these leave days, whether for daily-wage, monthly-wage, probationary, or foreign employees, must be provided. Employers or responsible individuals should be cautious as the Labor Protection Act imposes criminal penalties for failure to pay sick leave wages, with fines of up to 20,000 Baht. Additionally, interest or additional compensation must also be paid according to Article 9.

Source:https://www.mol.go.th/