On May 2025, Thailand’s Department of Labour Protection and Welfare under the Ministry of Labour issued a new guideline encouraging provincial labour offices to consult with employers about offering paid leave to female employees experiencing menstrual discomfort. While the measure remains non-binding, it marks a noteworthy shift in official stance toward gender-sensitive workplace policies.
The guideline stops short of mandating menstrual leave, instead requesting that employers consider the physical impact menstruation can have on workers and offer paid time off as needed. The move reflects increasing awareness of women’s health issues in the workplace and aims to foster a more inclusive and supportive working environment.
Women trade union activists have welcomed the recommendation as a significant step forward. Though not yet enshrined in law, they believe the measure could pave the way for formal legislation in the future and represents progress in the national dialogue on women’s labour rights.
Officials emphasized that while the guideline is advisory for now, its implementation could lead to broader labour reforms if employers respond positively. The Ministry’s approach aims to strike a balance between encouraging better labour practices and allowing flexibility for businesses.
Proponents say that recognizing menstrual health in labour policy is long overdue and that this initiative may help reduce stigma and improve productivity by prioritizing the wellbeing of female employees.
