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In the Kingdom of Thailand the employment process begins once a job offer has been accepted. A written employment agreement is then drafted based on the terms of employment complying to the Labour Protection Act of Thailand. This Act stipulates working conditions, such as maximum working hours, holidays, sick leave, minimum wage and severance pay. It may seem like a simple transaction, but the terms outlined in the agreement are drafted through strict regulations compiled by the Labour Protection Act (1998).
An employer must consider the conditions of each new employee carefully when drafting a contract. In fact not complying to the labour law can have severe consequences for the company. These could include harsh fines and a bad reputation, and should certainly be avoided when doing business in Thailand. It may sound excessive, but the Thai labour law is the best safeguard of employment rights in Thailand, its core purpose being to protect the rights and obligations of the employer and employee. The law states a number of factors which must be taken into consideration before drafting a contract, one important aspect to consider is:
In Thailand, employees are entitled to 13 national holidays per year, plus a minimum of six days vacation after one year of consecutive work. Employees are also entitled to the following:
A pregnant female employee is entitled to maternity leave of not more than 90 days for each pregnancy.
An employee is entitled to 30 days of sick leave per year, at an equal rate to that of his/her basic pay.
Keeping on top of your employees leave entitlement can be difficult. We enable you to manage your teams’ leave effectively, as well as simultaneously updating each employees leave information. Contact CloudForce HR today to see how we can help you stay focused on the most important parts of your business.