Practical Notes
Practical questions about investing, building and operating in Thailand.
9 results for your search
01What happens to accrued employee rights when staff move to a new operator or employer?
If employees are to move to a new legal employer, the commercial contract alone is not enough. Section 13 of Thailand’s Labour Protection Act requires employee consent where the…
02When does a consultant arrangement start looking like employment?
Calling someone a “consultant” does not decide their legal status. If the company controls when and how the person works, requires regular attendance, manages leave, integrates…
03Should the operator, licence holder, employer and revenue recipient be the same company?
Not always. A business group can lawfully use different companies for property ownership, staffing, licences, contracting and payment collection. The problem arises when those…
04Does outsourcing workers remove the company’s employment-law exposure?
No. A company can use a labour supplier or outsourcing contractor, and the supplier may remain the workers’ contractual employer for many purposes. But that does not mean the…
05Can a multinational use its global employee handbook as Thai work rules?
Only if it is properly localised to satisfy Thai law. A global handbook can remain an important group policy document, but a Thai employer with 10 or more employees must have work…
06Can an employer extend probation without resetting the employee’s service period?
An employer may be able to extend the assessment period by agreement or under a properly drafted policy, but extending probation does not normally restart the employee’s service…
07What should an employer document before reducing salary or benefits by agreement?
An adverse change to salary or established benefits should not be implemented as though it were an ordinary HR announcement. If an employer wants to reduce salary, allowances or…
08Does a fixed-term contract really end without severance or other exit payments?
Not every employment contract with an end date qualifies for Thailand’s fixed-term severance exemption. Section 17 of the Labour Protection Act provides that a genuine fixed-term…
09Can an employer move existing staff to part-time work without ending their employment?
Yes, a full-time employee can move to an ongoing part-time arrangement without ending and restarting employment—but the change should be implemented as an agreed amendment, not as…
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