Practical Notes
Practical questions about investing, building and operating in Thailand.
7 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…
02Can a service provider use a client’s data for its own analytics or benchmarking?
Only if the legal role, purpose and contract support that use. A provider may receive client data to perform a service. That does not automatically give the provider the right to…
03What data, reports and system-access rights should survive termination of an outsourced service?
Agree the exit rights at the start, not when the relationship is already ending. The contract should distinguish the client’s source data, personal data, completed reports, the…
04How do you measure a service provider’s performance when it cannot guarantee the commercial result?
Do not confuse a no-guarantee clause with an agreement that has no measurable performance standard. A consultant, technology provider or outsourced specialist may legitimately…
05Does 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…
06Can a business let an operator use part of its premises without accidentally creating a lease?
Possibly—but calling the arrangement a “licence,” “operating agreement” or “concession” does not decide its legal character. Under section 537 of the Thai Civil and Commercial…
07When must consent under an existing agreement be obtained before signing an outsourcing arrangement?
Before the event that the existing agreement actually makes subject to consent. A franchise agreement, brand licence, lease, management agreement, financing document or concession…
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