Thailand's employment laws regulate employment and working conditions such as maximum work hours, working days, holidays, overtime, maternity leave, employee welfare, social security, termination of employees, occupational health and safety, grievances, sick leave, minimum wage and severance pay.
Labor and employment law in Thailand is governed by the following acts: the Labor Protection Act B.E. 2541 (1998), the Labor Relations Act B.E. 2518 (1975), the Act Establishing the Labor Court and Labor Court Procedure B.E. 2522 (1979), the Provident Fund Act B.E. 2530 (1987), the Social Security Act B.E. 2533 (1990), the Workmen's Compensation Act B.E. 2537 (1994), and Thai Civil and Commercial Code.
Thai labor and employment litigation includes the following types of cases:
- Wage and hours disputes
- Wrongful termination claims
- Severance pay claims
- Wage disputes
- Representation at the Thailand Labor Department
- Representation in the Thai Labor Court
- Employment contracts and severance matters
- Non-competition and confidentiality agreements
- Establishing office regulations
Thailand Severance Pay and Termination Issues
Employment in Thailand may be terminated for a variety of reasons. An employee is entitled to severance pay so long as he or she has completed at least 120 days of employment and has not been terminated from the position for one of the following reasons:
Dishonestly performing duties
Intentionally committing an act of crime against their employer
Intentionally causing harm to their employer
Gross negligence causing serious harm to the employer
Violating rules at the place of employment for which a previous written warning has been provided to the employee
Neglect of the employee's work duties for three consecutive days without any justification
Being sentenced to imprisonment, exceptions made for petty offenses and offenses stemming from negligent acts.