{"id":251,"date":"2023-11-25T22:15:24","date_gmt":"2023-11-25T15:15:24","guid":{"rendered":"https:\/\/www.thailawonline.com\/employment-agreement-template-for-thailand\/"},"modified":"2026-07-04T17:02:25","modified_gmt":"2026-07-04T10:02:25","slug":"employment-agreement-template-for-thailand","status":"publish","type":"page","link":"https:\/\/www.thailawonline.com\/fr\/employment-agreement-template-for-thailand\/","title":{"rendered":"Mod\u00e8le de contrat de travail pour la Tha\u00eflande (T\u00e9l\u00e9chargement gratuit)"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">An employment agreement is a legally binding contract that defines the terms and conditions of the working relationship between an employer and an employee in Thailand. Under the <strong>Labour Protection Act B.E. 2541 (1998)<\/strong>, all employment contracts must meet minimum standards covering wages, working hours, leave entitlements, and termination rights \u2014 whether the agreement is written or verbal.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A written agreement protects both parties. It reduces the risk of disputes, clarifies obligations from day one, and ensures compliance with Thai labour law. The templates below are free to download and have been used by employers, foreign business owners, and expats across Thailand.<\/p>\n\n\n\n<div class=\"wp-block-rank-math-toc-block\" id=\"rank-math-toc\"><h2>Table of Contents<\/h2><nav><ul><li><a href=\"#key-clauses\">8 Key Clauses Every Thai Employment Agreement Needs<\/a><\/li><li><a href=\"#download-templates\">Free Employment Agreement Templates<\/a><ul><li><a href=\"#complex-templates\">Complex Employment Contracts<\/a><\/li><\/ul><\/li><li><a href=\"#faq\">Frequently Asked Questions<\/a><\/li><li><a href=\"#additional-information\">Additional Resources<\/a><\/li><\/ul><\/nav><\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"key-clauses\">8 Key Clauses Every Thai Employment Agreement Needs<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">A well-drafted employment contract in Thailand must clearly address the following eight areas to be legally sound and practically useful:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong>Parties&#8217; Information<\/strong>: Full legal names, nationalities, and addresses of both employer and employee, clearly identifying both parties.<\/li>\n<li><strong>Position and Duties<\/strong>: Precise job title, scope of work, reporting line, and performance expectations.<\/li>\n<li><strong>Duration of Employment<\/strong>: Whether the contract is open-ended or fixed-term, including start date and (if applicable) end date. Fixed-term contracts in Thailand carry different termination rules.<\/li>\n<li><strong>Compensation and Benefits<\/strong>: Base salary, payment schedule, bonuses, health insurance, provident fund, annual leave, sick leave, and all allowances. Must comply with minimum wage regulations.<\/li>\n<li><strong>Working Hours and Holidays<\/strong>: Regular hours (max 8\/day, 48\/week under Thai law), break times, weekend arrangements, Thai public holidays, and overtime rates (at least 1.5\u00d7 standard rate).<\/li>\n<li><strong>Confidentiality and Non-Disclosure<\/strong>: Protection of trade secrets, client data, and proprietary information during and after employment.<\/li>\n<li><strong>Termination Conditions<\/strong>: Required notice periods (minimum one pay cycle), grounds for summary dismissal, and severance pay entitlements under Thai law.<\/li>\n<li><strong>Dispute Resolution<\/strong>: The agreed process \u2014 typically Thai Labour Court jurisdiction or mediation under the Labour Relations Act.<\/li>\n<\/ol>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"download-templates\">Free Employment Agreement Templates for Thailand<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">All templates are free to download. Word (.doc \/ .docx) files download directly to your device \u2014 on iPhone they appear in <em>Files<\/em>, on Mac in <em>Downloads<\/em>. Customise them by adding or removing clauses to suit your industry, company size, and role.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large tlo-responsive-img\" id=\"Employment-Template-Thailand\"><img loading=\"lazy\" decoding=\"async\" src=\"https:\/\/www.thailawonline.com\/wp-content\/uploads\/2024\/02\/Image-26-2-2567-BE-at-15.32-scaled.jpeg\" alt=\"Free employment agreement template for Thailand in Thai and English\" class=\"wp-image-7427\" title=\"Employment Contract Template for Thailand \u2014 Free Download\"\/><\/figure>\n\n\n\n<ul class=\"wp-block-list\">\n<li><p style=\"background:#f5f7fb;border:1px dashed #c2a25a;border-radius:8px;padding:12px 14px;color:#33485c;margin:8px 0\"><strong>These employment agreement templates download free for Silver members.<\/strong> <a href=\"\/membership-levels\/\">Join Silver<\/a> to get all of them instantly. \u00b7 \u0e14\u0e32\u0e27\u0e19\u0e4c\u0e42\u0e2b\u0e25\u0e14\u0e1f\u0e23\u0e35\u0e2a\u0e33\u0e2b\u0e23\u0e31\u0e1a\u0e2a\u0e21\u0e32\u0e0a\u0e34\u0e01 Silver \u0e02\u0e36\u0e49\u0e19\u0e44\u0e1b \u0e2a\u0e21\u0e31\u0e04\u0e23\u0e40\u0e1e\u0e37\u0e48\u0e2d\u0e23\u0e31\u0e1a\u0e17\u0e31\u0e49\u0e07\u0e2b\u0e21\u0e14<\/p>\n (Word \u00b7 4 pages) \u2014 Short bilingual contract for straightforward employment. Commonly used by small businesses and for formally employing a spouse within a company.<\/li>\n<li> (Word \u00b7 3 pages) \u2014 Concise bilingual agreement suitable for part-time or domestic employment arrangements.<\/li>\n<li> (Word \u00b7 3 pages) \u2014 Formatted to meet the Thai Department of Employment&#8217;s requirements for work permit applications. Bilingual Thai\/English format, accepted by immigration officers.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"complex-templates\">Complex Employment Contracts for Thailand<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li> (Word \u00b7 9 pages) \u2014 Comprehensive bilingual contract including non-compete, non-solicitation, confidentiality, and intellectual property clauses. Ideal for senior staff, managers, or roles involving sensitive business information.<\/li>\n\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"faq\">Frequently Asked Questions about Employment Agreements in Thailand<\/h2>\n\n\n\n<h3 class=\"wp-block-heading\">Is a written employment agreement required by law in Thailand?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Thai law does not require employment agreements to be in writing, but the Labour Protection Act B.E. 2541 (1998) mandates certain minimum terms regardless. A written contract is <strong>strongly recommended<\/strong> \u2014 it provides clear evidence of agreed terms and protects both employer and employee in case of a dispute before the Labour Court.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Does a Thai employment agreement need to be in Thai?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">There is no legal requirement for the contract to be in Thai, but any agreement submitted for a <a href=\"https:\/\/www.thailawonline.com\/thailands-new-electronic-work-permit-system-a-complete-guide-for-expatriates\/\">work permit application<\/a> must include a Thai version. For enforceability before the Thai Labour Court, a bilingual or Thai-language version is strongly advisable. All downloadable templates above are bilingual Thai\/English.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">What notice period is required under Thai labour law?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Under the Labour Protection Act, either party must give at least one pay-cycle&#8217;s notice (or payment in lieu). In practice, with monthly salary employees, this means <strong>30 days&#8217; notice<\/strong>. The notice must be given at or before the next wage payment date and takes effect from the following payment date. Fixed-term contracts do not require notice \u2014 they simply expire.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Can I include a non-compete clause in a Thai employment contract?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Yes. Non-compete clauses are enforceable in Thailand if they are <strong>reasonable in scope, duration (typically 1\u20132 years), and geographic area<\/strong>. Thai courts will void clauses that are overly broad or that effectively prevent the employee from finding any work. The Complex Employment Agreement template above includes a standard non-compete clause drafted to withstand Thai court scrutiny.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">What employment documents are required for a Thai work permit?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">A work permit application requires, among other documents, a signed employment agreement specifying the position, salary, and employment duration. The agreement must be between the Thai company (as employer) and the foreign national (as employee). Our  template is formatted to meet these requirements exactly.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">How much severance pay is required under Thai law?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Severance pay under the Labour Protection Act depends on length of service: <strong>30 days<\/strong> (120 days\u20131 year) \u00b7 <strong>90 days<\/strong> (1\u20133 years) \u00b7 <strong>180 days<\/strong> (3\u20136 years) \u00b7 <strong>240 days<\/strong> (6\u201310 years) \u00b7 <strong>300 days<\/strong> (10\u201320 years) \u00b7 <strong>400 days<\/strong> (20+ years). Severance is not payable when an employee is dismissed for cause under Section 119 of the Labour Protection Act.<\/p>\n\n\n\n<script type=\"application\/ld+json\">\n{\n  \"@context\": \"https:\/\/schema.org\",\n  \"@type\": \"FAQPage\",\n  \"mainEntity\": [\n    {\n      \"@type\": \"Question\",\n      \"name\": \"Is a written employment agreement required by law in Thailand?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Thai law does not require employment agreements to be in writing, but the Labour Protection Act B.E. 2541 (1998) mandates certain minimum terms regardless. 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In practice with monthly salary employees this means 30 days notice. Fixed-term contracts do not require notice \u2014 they simply expire.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"Can I include a non-compete clause in a Thai employment contract?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Yes. Non-compete clauses are enforceable in Thailand if they are reasonable in scope, duration (typically 1-2 years), and geographic area. Thai courts will void clauses that are overly broad. The Complex Employment Agreement template includes a standard non-compete clause drafted to withstand Thai court scrutiny.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"What documents are needed for a work permit in Thailand?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"A work permit application requires a signed employment agreement specifying the position, salary, and employment duration, between the Thai company and the foreign national. The Employment Agreement for Work Permit template is formatted to meet the Department of Employment's requirements.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"How much severance pay is required under Thai law?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Severance pay under the Labour Protection Act depends on service length: 30 days wages (120 days to 1 year); 90 days (1-3 years); 180 days (3-6 years); 240 days (6-10 years); 300 days (10-20 years); 400 days (over 20 years). Severance is not required for employees dismissed for cause under Section 119.\"\n      }\n    }\n  ]\n}\n<\/script>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"additional-information\">Additional Resources<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/www.thailawonline.com\/thai-labour-law\/\">Thai Labour Law \u2014 Complete Guide for Employers<\/a><\/li>\n<li><a href=\"https:\/\/www.thailawonline.com\/thailands-new-electronic-work-permit-system-a-complete-guide-for-expatriates\/\">Work Permit in Thailand \u2014 Complete Guide (2026)<\/a><\/li>\n<li><a href=\"https:\/\/www.thailawonline.com\/minimum-wage-in-thailand\/\">Minimum Wage in Thailand (2025\u20132026)<\/a><\/li>\n<li><a href=\"https:\/\/www.thailawonline.com\/self-sponsoring-your-work-permit-in-thailand\/\">Self-Sponsoring Your Work Permit in Thailand<\/a><\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><em>Need a customised employment agreement drafted by a licensed Thai lawyer? <a href=\"https:\/\/www.thailawonline.com\/book-consultation\/\">Book a consultation<\/a> with our bilingual legal team \u2014 available in English, Thai, and French.<\/em><\/p>\n\n\n","protected":false},"excerpt":{"rendered":"<p>Download free bilingual employment agreement templates for Thailand \u2014 Thai\/English contracts for work permits, SMEs, and senior staff. Compliant with Labour Protection Act B.E. 2541 (1998). Updated June 2026.<\/p>","protected":false},"author":0,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"pmpro_default_level":"","site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"class_list":["post-251","page","type-page","status-publish","hentry","pmpro-has-access"],"_links":{"self":[{"href":"https:\/\/www.thailawonline.com\/fr\/wp-json\/wp\/v2\/pages\/251","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.thailawonline.com\/fr\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/www.thailawonline.com\/fr\/wp-json\/wp\/v2\/types\/page"}],"replies":[{"embeddable":true,"href":"https:\/\/www.thailawonline.com\/fr\/wp-json\/wp\/v2\/comments?post=251"}],"version-history":[{"count":8,"href":"https:\/\/www.thailawonline.com\/fr\/wp-json\/wp\/v2\/pages\/251\/revisions"}],"predecessor-version":[{"id":2536,"href":"https:\/\/www.thailawonline.com\/fr\/wp-json\/wp\/v2\/pages\/251\/revisions\/2536"}],"wp:attachment":[{"href":"https:\/\/www.thailawonline.com\/fr\/wp-json\/wp\/v2\/media?parent=251"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}