根据泰国劳动法，《劳动保护法》B.E 2541 (1998)（"该法"）是一种缓解、解决和提高雇员和雇主之间就业标准的手段。但是，如果协议的规定在任何方面对雇员不公平，如每天或每周的工作时间、加班费、工作场所的搬迁问题、遣散费、终止条款、任何假期、工资的调整等等。雇员工作所在国的劳动法将保护他们的不公平事项。这就是所谓的《劳动保护法》。
泰国劳动法有多个章节来保护雇员免受雇主不公平的表现或雇佣合同的影响。它是指全职雇员和在试用期内工作的雇员。泰国将该法规定的条款和条件视为与人民的公共秩序或良好道德有关的法律。
在这篇文章中，我们将讨论以下劳动和就业合同相关的话题。
泰国是一个伟大的国家，商业和经济产业蓬勃发展，吸引了来自邻国和世界其他国家的有志之士。泰国也以其与劳动法有关的直接程序和法律而闻名。泰国的《劳动保护法》强调了从事劳动的雇主和雇员之间的理想关系。
重要的是要记住，雇用合同不仅仅是为雇主而存在的，也是为雇员而存在的。签订劳动合同后，劳资双方均应遵守劳动合同中有关工作时间或特殊解雇费的条款。
但是，如果劳动合同中的条款在任何方面对雇员不公平，如每天或每周的工作时间、加班费、工作场所搬迁问题、解雇费、解雇条款、病假、工资调整等，则劳动合同无效。此外，当劳动案件由劳动法庭审理时，即使诉讼双方未提出任何问题，法庭也有权审理该问题。
民商法典
泰国民商法典第 575-587 条确定了就业的基本原则。例如，雇佣协议的定义是，一个人（称为承包商）同意为另一个人（称为雇主）完成一定的工作，而雇主同意向其支付工作成果工资的雇佣合同。劳动保护法》和《民商法》还强调了其他类型的休假。
Thai Labor Law safeguards the rights of employees while offering flexibility to employers. Nonetheless, the law imposes specific regulations on terminations and dismissals to prevent disputes between employees and employers. At Juslaws & Consult, whether you're an employer or an employee, we can provide comprehensive information about your rights concerning employment termination in Thailand. Understanding that each case is distinct, it's crucial to consult with a professional specializing in Thai Labor Law for a thorough understanding of your rights and potential claims under the Thai Labor Protection Act. Juslaws & Consult has compiled a list of frequently asked questions related to termination, wrongful dismissal, and labor law in Thailand for your convenience. Please note, this is intended as a general guide only.
FAQs
Q: Does the employee have to be notified of the termination?
Unless the employment contract provides otherwise, the employee must be notified within a minimum period equal to the employee's pay cycle to terminate an employment contract of indefinite duration. For example, if the employee is paid monthly, the notification must be sent to the employee for at least one month before the effective date of termination. If the pay cycle is longer than three months, the period for notifying the employee may be three months. When the contract is for a fixed term, there is no need to inform the employee before the end of the contract.
Q: How should the employee be notified of the termination?
We recommend sending a registered letter with acknowledgment of receipt (EMS) to keep physical evidence of the date of notification.
Q: Does the employee need to be informed of the reasons for the termination?
If the employee receives severance pay, there is no legal obligation to notify them of the reason for dismissal. We recommend, however, that the employee be notified of the grounds for their dismissal. This is to protect against any recourse by the employee for wrongful dismissal. When an employee is terminated without severance pay under Section 119 of the Labor Protection Act ("termination without severance pay"), the reasons for the termination must be carefully detailed in the notice.
Q: Is it possible to dismiss an employee without notice?
Section 119 of the Labor Protection Act sets out the cases of dismissal where the employee does not need to be notified. This is particularly the case when:
- The employee dishonestly performs or intentionally commits a criminal offense against the employer;
-The employee intentionally causes loss to the employer;
-The employee commits an act of negligence resulting in serious loss to the employer;
-The employee's Act violates the work rules, regulations, or orders of the employer that are legal and fair, and receives a written warning notice;
-The employee neglects their duties for three consecutive days without a reasonable cause, regardless of whether a holiday is in the intervening period; or,
-The employee is subject to imprisonment by a final court judgment. We recommend, however, that you notify the employee to protect yourself from future actions.
Q: Is it possible for the employer to force the employee not to report to the workplace after notification and until dismissal (a "garden leave" period)?
This case is not provided for in the Labor Protection Act, but the practice is common in Thailand. As long as the employee keeps his status and pay, it is possible to put the employee on "garden leave". However, be sure to return all personal belongings to the employee before forcing the employee not to return to the workplace.
Q: How many employees can be terminated at the same time?
Thai law sets no legal restrictions on the number of employees that an employer may terminate at the same time. However, if the dismissal is without honest or reasonable cause, the employee may take the matter to the Labor Court for unfair dismissal. Therefore, the employer must ensure that appropriate measures are taken and that the employees are individually terminated.
Q: What happens to a foreign employee's work permit and business visa (non-immigrant B visa) after termination?
Once an employee is terminated, the employer must cancel the work permit within 15 days. The visa is considered cancelled at the time of dismissal. Therefore, the employee should apply for a 30-day tourist visa shortly after dismissal to avoid overstay fees.
Q: What happens if the employer does not renew an employee's visa or work permit?
An employee who has not been terminated by his employer but whose work permit has not been renewed by his employer is no longer entitled to work. However, the employee remains subject to the lawful instructions of his employer to which he shall comply during his working time. An employee whose employer has not renewed a permit or visa may submit a claim to the Labor Court and take action against his employer for wrongful dismissal.
Q: Does the resigning employee receive severance pay?
No, the resigning employee does not receive severance pay.
Q: Is it abusive to dismiss immediately and without compensation an employee who spends too much time on social media?
In a recent judgment, the Supreme Court ruled that it is legal to immediately terminate without compensation an employee who used the office computer to use social media for personal reasons during working hours, negatively impacting the employee's performance.
Q: Is it abusive to dismiss immediately and without compensation an employee who criticizes his employer on social media?
In another recent judgment, the Supreme Court ruled that it is legal to immediately dismiss without compensation an employee who knowingly caused damage to his employer by complaining about his working conditions on social networks.
Q: Are there cases where the employee is protected against dismissal?
Pregnant women cannot be dismissed for pregnancy. Under normal circumstances, members and representatives of the employee's committee may only be dismissed with the approval of the Labor Court.
泰国劳动法允许雇员在被解雇后向劳动法院提出对雇主的投诉，以获得解雇费或错误解雇的赔偿，而无需先向劳动监察员提出投诉。然而，泰国法律并没有准确定义什么是 "不公平/不当解雇"。
如果劳动法院支持不当解雇的指控，法院有可能：
A)命令雇主在与雇员离职前相同的条件下恢复其工作；或者，如果法院裁定双方不能再合作，
B,)命令雇主向雇员支付不公平/不当解雇的赔偿。这一数额由法院计算，完全取决于雇员的情况。
遣散费的计算方法如下。
平均而言，向劳动法院提起的诉讼会在提出申诉后的3至18个月内得到判决，对于复杂的案件甚至会更长。对劳动法院的判决，可在判决后15天内向最高法院提出上诉。但是，如果雇主和雇员都能友好地解决争端，即使在案件提交给泰国劳工法院后，他们仍然可以这样做。
在泰国，拥有10名以上正式员工的公司必须制定并展示符合B.E. 2541 (1998)《劳动保护法》规定的书面工作规则和条例。公司的工作条例还必须提交给公司总部所在地区的劳动保护与福利办公室进行审批。
泰国劳动保护与福利办公室的官员将审查提交的公司工作条例，并建议是否需要进行修改。通常情况下，这一程序需要两到四周的时间。经批准的规章制度必须在公司雇用10名或以上员工之日起15天内在工作场所的显著位置张贴。
泰国《劳动法》第108条规定，公司工作规章制度必须用泰语书写，并至少包含以下方面的详细规定。
Juslaws & Consult 公司拥有一支经验丰富的劳动法专家团队，随时准备帮助客户起草或审查公司工作条例。我们的目标是确保这些规定既符合《劳动法》的要求，又能满足公司及其员工的特殊需求。
在泰国，雇员受到各种法律条款的保护，特别是《劳动保护法》（B.E. 2541）以及劳动和社会福利部颁布的众多规则。此外，一些政府还根据《劳工法院设立和劳工法院程序法》（B.E. 2522）对劳工法院的裁决作了进一步发展。
泰国 B.E.2533（1990）号《社会保障法》及其修正案设立了社会保障基金，目的是在一定条件下为基金成员提供保险。其中包括七种类型的保险：
该法的规定适用于每个有雇员的公司。基金规定的被保险人包括所有拥有一名或多名雇员的公司中从15岁到不超过60岁的所有雇员。
拥有一名或多名雇员的公司必须在雇用第一名雇员的30天内向基金登记。如果公司增加了雇员人数，如果该雇员还没有社会保障卡，则必须为每个新雇员提交一份新的登记表。
在泰国，社会保障的资金来自于每个工资期的雇员缴费以及雇主和泰国政府的缴费。雇主必须在每个发薪期从雇员的工资或薪金中扣留对基金的缴款。只要雇员领取工资，雇主就必须在扣除工资的月份结束后的15天内向社会保障办公室提交扣留的金额。
雇员向基金缴纳的金额为该工资期总收入的5%，最高为750泰铢。此外，雇主也要缴纳相应的金额，而政府则要额外缴纳1%。
在 Juslaws & Consult，我们协助雇主遵守泰国就业法规定的全面就业法规。这包括与社会保障、公积金和所得税等相关的义务。此外，我们还擅长为各级组织机构量身定制雇佣协议。
同样，我们还致力于为员工辩护，确保他们的权利、特权和福利在任何级别都能得到有力维护。我们在劳动委员会和劳资争议法庭代表员工的成功率几乎为零，对此我们深感自豪。
