Thailand’s Labour Protection Act B.E. 2541 (1998) governs most aspects of labor rights. As you know, laws can evolve and change. So the following is just a guide but you should double check with an attorney to double check the information and if it is up to date.
Labor Regulations in Thailand
- Public Holidays: Thai labor law dictates that all workers should be granted a minimum of 13 public holidays per year by their employers.
- Sick Leave: Workers are allowed to take sick leave for as long as they are ill. If the duration surpasses three days, employers may request a medical certificate. An annual maximum of 30 days of sick leave is permitted.
- Maternity Leave: Expectant mothers are provided up to 98 days of maternity leave, inclusive of holidays, with up to 45 days at full pay. This leave period also encompasses time required for prenatal care.
- Paternity Leave: Public sector employees are entitled to up to 15 days of paid leave within 30 days of their child’s birth. Beyond this, additional time taken is not compensated. In the private sector, paternity leave is at the discretion of the employer.
- Military Service Leave: Male employees are allowed leave for military obligations such as inspections, drills, and readiness testing. They are entitled to their usual salary during this period, up to a maximum of 60 days.
- Personal Business Leave: All workers are entitled to three days of personal business leave per year, separate from their annual leave.
- Training Leave: Employees may request leave for skill enhancement or government-required testing, with approval from their supervisor. This type of leave, however, does not come with the usual pay.
- Social Security: Employers are required to enroll their employees in the Workmen Compensation and Social Security Fund (SSF). Both the employer and the employee are obligated to contribute 5% of the employee’s income, up to a ceiling of 750 THB per month.
- Termination of Employment: Both the employer and employee reserve the right to terminate the employment contract with written notice prior to the pay date. Employers are not required to provide severance pay if the termination is due to employee misconduct.
- Notice Period: The notice period typically ranges between 1-3 months, subject to the company’s individual policy.
- Severance Pay: Thai labor law permits the termination of employment without a specific cause, with a structured severance pay scale based on the length of employment.
Understanding and complying with these regulations not only aids in providing fair and lawful treatment to employees, but also contributes towards a positive working environment, minimizes the risk of legal disputes, and helps maintain a favorable reputation in the business community. Unfortunately, ThaiLawOnline.com does not work in that field and we can’t help you.
