Key Requirements of the 2025 OT Law for Security Guards

Under the latest Labor Law, OT pay for security guards is categorized into three primary scenarios:

1. Work exceeding 8 hours on a regular workday: Employers must pay no less than 1.25 times the hourly wage.
2. Regular holiday shifts (within normal hours): Employers must pay no less than 2 times the hourly wage.
3. Work exceeding normal hours on a holiday: Employers must pay no less than 2.5 times the hourly wage.

The 2.5x rate is a frequent point of non-compliance. Many legacy payroll systems only support a single holiday OT rate and fail to distinguish between “normal holiday hours” and “overtime holiday hours.” Compliance in 2025, therefore, requires a system capable of handling these distinct conditional logic flows.

Calculation Example: 2025 Compliant OT Rates

Assumed Daily Wage: 600 THB (Hourly Rate: 600 ÷ 8 = 75 THB)

• Scenario A: 2 hours of OT on a normal workday

$75 \times 1.25 \times 2 = 187.50 THB

• Scenario B: 8 hours of work on a holiday

$75 \times 2 \times 8 = 1,200  THB

• Scenario C: 2 hours of OT on a holiday (after the first 8 hours)

$75 \times 2.5 \times 2 = 375 THB

Why Organizations Must Update Payroll Systems Now

The 2025 regulations impact more than just labor costs; they affect the entire HR infrastructure—from shift scheduling and time attendance to payroll processing. Organizations still relying on Excel or manual entry face high risks.

Modern HR Information Systems (HRIS) that integrate Time Attendance directly with Payroll eliminate these risks. By automating the data flow, these systems ensure that the three-tier OT structure (1.25x, 2x, and 2.5x) is applied accurately without human error.

Essential Features of a Compliant Payroll Program

To meet 2025 legal standards, a payroll system must be able to:

• Configure 1.25x OT for normal workdays.
• Differentiate between 2x and 2.5x for holiday pay.
• Segment conditions specifically for security personnel.
• Generate OT cost reports and budget analysis for management.

COACH HCM is an advanced HR & Payroll solution designed to adapt instantly to these changes. It allows organizations to define employee categories, separate OT conditions based on job nature, and update rates in accordance with new labor decrees—minimizing legal risk and ensuring operational agility.

Conclusion: A Test of Payroll Resilience

The 2025 Security Guard OT decree is a wake-up call for organizations to audit their HR readiness. A modern, flexible payroll system is no longer optional; it is a necessity for maintaining transparency, controlling budgets, and ensuring every Baht paid is legally compliant.

FAQ :

Q1: What are the mandatory OT rates for SGs in 2025?

At least 1.25x for work exceeding 8 hours on workdays, and 2–2.5x for holidays.

Q2: What needs to be updated in the Payroll system?

The OT rate parameters must be reconfigured to support 1.25x and 2.5x multipliers, with formulas distinguishing between workday and holiday hours.

Q3: What if we use outsourced security services?

Organizations should audit their service provider’s contracts and pay slips to ensure their calculations align with the 2025 Labor Law.

Eliminate the risk of OT miscalculations. Contact us today to schedule a demo of the COACH HCM system, specifically configured for the new Security Guard overtime regulations.