About one month remains before the Employee Welfare Fund (EWF) law officially comes into force on 1 October 2026. This marks a significant change in Thailand’s labor welfare system, as employees will have their own accumulated savings and receive additional contributions from employers.
Key questions include how much will be deducted from employees’ salaries, how this differs from social security, who is required to participate, and in what form employees will receive refunds after leaving their jobs.
Thairath Money has compiled the key points of the Employee Welfare Fund from the employee perspective to help understand the fund before deductions begin on 1 October.
The first important fact for employees to know is that the Employee Welfare Fund is an additional savings fund separate from social security. Contributions are calculated based on wages according to legal criteria and are not subject to the same wage ceiling used for social security contributions.
Contribution rates are divided into two phases:
For example, if the monthly wage is 30,000 baht, during the first phase the employee will have 75 baht deducted monthly, and the employer will contribute 75 baht, totaling 150 baht into the fund each month.
The key point is that this is not just an additional expense; it is a savings fund consisting of employee contributions, employer contributions, and interest accrued according to the fund’s rules.
The Employee Welfare Fund covers various employee groups, including daily, monthly, permanent, temporary employees, and part-time workers, as well as cases related to the Provident Fund (PVD).
If an establishment has a Provident Fund but an employee cannot yet join—for example, during a probation period—they are still required by law to participate in the Employee Welfare Fund.
Similarly, employees working at companies with a Provident Fund but who are not members, or who have left the PVD but remain employed, may still need to join the Employee Welfare Fund. It also covers foreign workers and employees who continue working past retirement age under specified conditions.
When employment ends, the rights to the fund’s money do not disappear. The benefit structure divides into two key parts.
The first part: Member’s money.
Employees have the right to receive their accumulated contributions, employer contributions, and interest according to the fund’s rules when employment ends, whether due to resignation, retirement, contract expiration, or dismissal.
Even if dismissed for disciplinary reasons, the employee’s accumulated contributions remain their right to be refunded under the law’s conditions.
The second part: The central fund.
This fund assists employees who are dismissed and whose employers fail to pay severance or other legally required payments. Employees can apply for assistance from this fund according to established rules.
If an employee dies, the fund’s money is paid to the person named in Form SGL.5 according to the fund’s rules. Therefore, completing this beneficiary designation form is crucial to ensure the proper destination of the funds in unexpected circumstances.
1. Check your status with HR. Ask your human resources department whether your company is required to contribute to the fund and what steps you need to take.
2. Complete the beneficiary designation form. Verify and fill out Form SGL.5 to name the person who will receive the funds in case of your death.
3. Verify personal information. If you have changed your name, surname, address, or other important details, inform your employer to update your records to avoid issues when claiming benefits later.
4. Know the refund timeframe. When employment ends, employers must notify the fund, and the money must be returned within 30 days from the employment end date according to the rules.
Although the Employee Welfare Fund means additional deductions from wages, employees will have a savings fund to which employers also contribute. Before 1 October, employees should not only prepare for the deduction but understand how the fund accumulates, who is eligible, and what actions are needed to protect their rights—especially verifying information with HR and completing beneficiary forms early.
Source: Ministry of Labor, Thammaniti Public Company Limited
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