Labor Protection Act 2019


On May 5, 2019, amendments to the Labor Protection Law entered into force. The new rules will make the life of employers more difficult, on the other hand, employees will receive more rights and guarantees.

1. Penalties for violation of the terms of payments to the employee:

- Guaranteed amount

- Salary, overtime pay

- Severance pay

- Special severance pay (dismissal without prior notice)

- Business suspension benefits and other payments

The employer pays a fine of 15% per annum of the debt for the entire period of payment delay.

2. In the event of employer's change, transfer of business or merger, which results in the employee is employed by a new employer, prior consent of the employee is required.

The new employer must assume all existing rights and obligations of the previous employer in relation to the employee.

3. If the employer wants to terminate the employment agreement immediately, without prior notice of the employee, the employer pays compensation in the amount of wages which the employee would have been entitled in a case of dismissal with prior notice.

Salaries are paid on the day the employee is fired.

4. The employee has the right to have paid business leave of 3 working days per year. While there is no clarification of a business vacation.

5. The duration of maternity leave will be up to 98 days (previously it was 90). The paid leave is up to 45 days. These terms include parental leave.

6. A new maximum rate of severance is established in the amount of wages (the last rate) for 400 days, if before the dismissal the employee worked for 20 consecutive years or more (earlier the maximum rate was a salary for 300 days when working more than 10 years)

7. Change of place of work:

- If the employer changes the place of work, which significantly affects the lifestyle of workers, the employer must notify at least 30 days in advance and advertise it in a visible place.

- If the employer does not publish the notice, the employer is obliged to pay a special severance pay in the amount of wage for 30 days to an employee who refuses to work in a new workplace.

- In the event that the employee does not agree to change his place of work due to a significant influence on his lifestyle, the employee must notify the employer within 30 days from the date of the announcement. In this regard, the employment contract will be terminated on the date of the move and the employee has the right for severance depending on the period of employment in the company.

This law applies to Thai nationals and foreign employees.

Regardless of the nationality of employees and the type of activity of the company, we recommend formalizing the relationship between the employer and employees by signing an employment contract. The contract cannot restrict the rights of the employee provided by law, but it can detail the rights and obligations of the parties, as well as establish procedures for resolving work issues.


For all questions of employment contracts, please contact: + 6687-348-57-03 (WhatsApp, Viber)


Author: Aleksandra Agapitova

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