Thailand’s employment laws are governed by the Department of Labor, Protection and Welfare.
If you are a foreigner working for a Thai company it is important to familiarize yourself with the regulations. They are probably very different to labor and employment laws in your home country.
Employment in Thailand may be terminated for a variety of reasons, including the following:
- Completion of agreed work
- Expiration of a fixed term contract
- Mutual agreement
- Employment being transferred to a third party, without agreement of employee
- Gross misconduct
Examples of gross misconduct include:
- 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.
An employee is entitled to severance pay once that they have completed at least 120 days of employment. More details can be found on the Department of Labor, Protection and Welfare website.
Severance is not payable when a fixed term contract comes to an end, if employment is terminated for gross misconduct, or if the employee resigns.
Severance pay is available for both Thai citizens and foreigners that have had their employment terminated. Termination of employment will create additional issues for foreign nationals with their work permit and their visa.
Relevant Video:
Related Documents: Thailand Labour Law
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