How do I terminate an employee in Thailand?
In general, under Thai labour law, the termination of an employee can be at the initiative of the employer (by dismissal) or of the employee (by resignation). This article look’s at when to notify an employee in the event of termination. According to Section 17 of the Labour Protection Act B.E.
What does the Labour law say about termination of employment?
Labour Act, 2003, Act 651 gives an insight on termination of employment and redundancy. Under Act 651, a contract of employment may be terminated by either party at any time. Where a worker is aggrieved by the termination of his employment by his Employer, he may lodge a complaint with the Labour Commission.
How do you terminate a contract of employment?
When dismissing an employee, you must give them a minimum period of notice. You should outline their notice period in the employee’s contract. You should also restate the length of the period in a notice of termination of employment letter.
Can you fight a termination?
The answer is yes, you can. But sometimes getting fired for the wrong reasons can amount to wrongful termination. As a baseline rule, most employment relationships in California are “at will.” At will employees can be dismissed at any time, for any reason.
Is it legal to terminate an employee in Thailand?
Thai labour law protects an employee’s rights when termination is to occur. However, there are some cases that the law allows for the termination of employees. Feel free to contact Acclime if you have any enquiries regarding the termination of employment in Thailand.
What are the labour laws and regulations in Thailand?
The Department of Labour Protection and Welfare, under the Ministry of Labour and Social Welfare, is charged with implementing labour laws and performing labor inspections throughout the country. The minimum wages per day are fixed at rates depending on the location of the work place. As of 1 January 2021, the Thai minimum wages are as follows:
What is Thai law on severance pay?
Thai law allows the employee to refuse to move and become entitled to receive severance pay. Failure to notify the employee may result in a special severance payment in lieu of the advance notice of 30 days.
What happens if my employer relocates to Thailand?
In the case where an employer relocates the place of business in Thailand which affects the normal living of an employee or his/her family, the employer shall notify the employee at least 30 days before the date of relocation. Thai law allows the employee to refuse to move and become entitled to receive severance pay.
