In the working world, especially in businesses that require employees to work on holidays, there are common terms like “double pay” that often confuse many workers. They wonder what it really means and whether they are entitled to receive it. This article will help clarify the meaning of “double pay” under Thai labor law, so you can clearly understand your rights.

What does 'double pay' mean?

Generally, “double pay” refers to compensation for working on a holiday, where employees receive twice their regular wage. This payment rate is in accordance with the provisions of the Labor Protection Act and usually applies in cases where employees are not entitled to regular holiday pay.

Who is eligible to receive “double pay”?

Employees who are typically eligible to receive “double pay” include daily-wage workers or those who are paid based on performance (such as commissions or piece rates). Normally, these employees do not receive payment for public holidays or weekly days off. If the employer requires them to work on such days, the employer is legally obligated to pay them no less than twice their regular wage based on the number of hours worked.

The Difference Between Daily-Wage and Monthly-Salaried Employees

An important point to understand is the difference in how wages are calculated on holidays between daily-paid and monthly-paid employees.

• Daily-paid employees (not entitled to holiday pay):
  If required to work on a holiday (e.g., public holidays, weekly days off), the employer must pay no less than 2 times the regular wage.
  Example: If the normal daily wage is 500 THB, working on a holiday would result in 500 x 2 = 1,000 THB.
• Monthly-paid employees (entitled to holiday pay):
  For monthly-paid employees, the law considers holiday pay as already included in the regular monthly salary. Therefore, if the employee is required to work on a holiday, the employer must pay an additional 1 time of the regular wage.
  This means the employee receives 2 times the wage in total — 1 time as regular pay and 1 time as extra pay for working on a holiday.
  Example: If the regular hourly wage is 100 THB and the employee works on a holiday (already receiving regular pay), the employer must pay an extra 100 THB per hour worked.

According to Section 62 of the Labor Protection Act B.E. 2541 (1998)

If an employer requires an employee to work on a holiday, and the work is not part of the employee’s regular duties, the employer must pay wages at twice the employee’s normal working day rate.
Exception:

• If the work is part of the employee’s regular duties on holidays—such as shift work or scheduled duty—it may not qualify for double pay, depending on the nature of the job.

 Why should employees know about this?

Understanding “double wage” and other rights related to working on holidays is essential for all employees because it helps you to:

• Protect your rights: Ensure that you receive fair and legal compensation.
• Plan your life better: Make informed decisions about whether to work on holidays based on the compensation offered.
• Prevent exploitation: If your employer does not comply with the law, you will be able to file complaints or take appropriate action to enforce your rights.