Enter the final wage rate, the first day of work and the last. The calculator applies the statutory rates and adds the two further payments that sit outside severance and are the ones most often left unclaimed on the last day.
What comes out is the statutory floor. A contract or company rules may give more; they cannot give less.
Result
An estimate for guidance, not advice on your matter.
What this figure does not include
- Unpaid wages and overtime still outstanding.
- Damages for unfair dismissal, a separate claim decided by the court on the reason given, the length of service and the surrounding circumstances.
- Special severance where the workplace is relocated or machinery replaces labour, which carries its own rates.
- Provident fund or welfare fund money, if any.
When severance is not payable
Only in a few cases: dishonesty in the performance of duties, wilful damage to the employer, gross negligence causing serious loss, breach of rules after a written warning, and three consecutive working days of absence without good cause. The employer must state the ground at the time of dismissal and cannot substitute another one later in court.
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This is an estimate against the statutory minimum, not advice on your own matter. What is actually payable depends on the facts, the documents and the ground the employer gave. Bring the termination letter and recent payslips and the firm will check it.
Sources
- Labour Protection Act B.E. 2541 (1998), section 118: severance by length of service, from 30 days of wages at 120 days of service to 400 days at twenty years. The top band of 400 days was added by Act (No. 7) B.E. 2562 (2019) and still stands: Act (No. 8) B.E. 2566 (2023) and Act (No. 9) B.E. 2568 (2025) dealt with remote work and leave entitlements, not with severance.
- Labour Protection Act, section 17 (notice), section 17/1 (pay in lieu payable on the day the employee is required to leave) and section 67 (pay for annual leave not taken).
- Labour Protection Act, section 119: the cases in which no severance is payable; the final paragraph requires the ground to be stated in the letter of termination.
- Department of Labour Protection and Welfare