{"id":273,"date":"2023-07-19T15:33:14","date_gmt":"2023-07-19T08:33:14","guid":{"rendered":"https:\/\/www.thailawonline.com\/thai-labour-law\/"},"modified":"2026-09-17T22:56:44","modified_gmt":"2026-09-17T15:56:44","slug":"thai-labour-law","status":"publish","type":"page","link":"https:\/\/www.thailawonline.com\/fr\/thai-labour-law\/","title":{"rendered":"Guide du droit du travail et de l&#039;emploi en Tha\u00eflande\u00a0: 5 r\u00e8gles essentielles \u00e0 conna\u00eetre"},"content":{"rendered":"<p class=\"wp-block-paragraph\">Thai employment is governed mainly by the <a href=\"https:\/\/www.thailawonline.com\/fr\/glossary\/labour-protection-act\/\">Loi sur la protection du travail<\/a> B.E. 2541 (1998), as amended. It sets the floor: <a href=\"https:\/\/www.thailawonline.com\/fr\/glossary\/minimum-wage\/\">salaire minimum<\/a>, working hours, leave, and above all what an employer must pay when it ends someone&#8217;s employment. These rules apply to a foreign employee working in Thailand just as they apply to a Thai one, and a contract cannot take them away. This page covers the parts that matter most in practice, with the section numbers so you can check them.<\/p>\n\n<p class=\"tlo-hublink wp-block-paragraph\">Les obligations professionnelles d\u00e9butent d\u00e8s l'embauche par l'entreprise, comme l'explique notre guide sur <a href=\"https:\/\/www.thailawonline.com\/fr\/business-setup-in-thailand\/\">Cr\u00e9ation d&#039;entreprise en Tha\u00eflande<\/a>.<\/p>\n\n\n\n\n\n<div class=\"wp-block-rank-math-toc-block\" id=\"rank-math-toc\"><h2>Table des mati\u00e8res<\/h2><nav><ul><li class=\"\"><a href=\"#severance-pay-the-rule-employers-underestimate\">Indemnit\u00e9s de d\u00e9part\u00a0: la r\u00e8gle que les employeurs sous-estiment<\/a><\/li><li class=\"\"><a href=\"#notice-of-termination\">Avis de r\u00e9siliation<\/a><\/li><li class=\"\"><a href=\"#working-hours-and-overtime\">Horaires de travail et heures suppl\u00e9mentaires<\/a><\/li><li class=\"\"><a href=\"#leave\">Partir<\/a><\/li><li class=\"\"><a href=\"#minimum-wage\">Salaire minimum<\/a><\/li><li class=\"\"><a href=\"#employee-welfare-fund-contributions-start-1-october-2026\">Fonds de pr\u00e9voyance des salari\u00e9s : cotisations \u00e0 partir du 1er octobre 2026<\/a><\/li><li class=\"\"><a href=\"#migrant-worker-deadlines-2026\">Migrant Worker Deadlines: 28 September and 11 December 2026<\/a><\/li><li class=\"\"><a href=\"#where-disputes-go\">O\u00f9 vont les litiges<\/a><\/li><li class=\"\"><a href=\"#frequently-asked-questions\">Foire aux questions<\/a><\/li><li class=\"\"><a href=\"#how-thailawonline-can-help\">Comment ThaiLawOnline peut vous aider<\/a><\/li><\/ul><\/nav><\/div>\n\n\n\n<h2 id=\"severance-pay-the-rule-employers-underestimate\" class=\"wp-block-heading\">Indemnit\u00e9s de d\u00e9part\u00a0: la r\u00e8gle que les employeurs sous-estiment<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">If an employer terminates an employee who has worked at least 120 days, and the dismissal is not for one of the serious causes in the Act, statutory <a href=\"https:\/\/www.thailawonline.com\/fr\/glossary\/severance-pay\/\">indemnit\u00e9 de d\u00e9part<\/a> is due on top of any notice pay. The amount rises with length of service (Labour Protection Act sections 118 to 122):<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table><thead><tr><th>Service continu<\/th><th>Indemnit\u00e9 de d\u00e9part (jours du dernier salaire)<\/th><\/tr><\/thead><tbody>\n<tr><td>120 jours mais moins d&#039;un an<\/td><td>30 jours<\/td><\/tr>\n<tr><td>1 an mais moins de 3 ans<\/td><td>90 jours<\/td><\/tr>\n<tr><td>3 ans mais moins de 6 ans<\/td><td>180 jours<\/td><\/tr>\n<tr><td>6 ans mais moins de 10 ans<\/td><td>240 jours<\/td><\/tr>\n<tr><td>10 ans mais moins de 20 ans<\/td><td>300 jours<\/td><\/tr>\n<tr><td>20 ans ou plus<\/td><td>400 jours<\/td><\/tr>\n<\/tbody><\/table><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">Le taux maximal d&#039;indemnit\u00e9s de d\u00e9part, soit 400 jours pour vingt ans de service, a \u00e9t\u00e9 instaur\u00e9 par la loi sur la protection du travail (n\u00b0 7) BE 2562, entr\u00e9e en vigueur le 5 mai 2019. Un salari\u00e9 ayant une longue anciennet\u00e9 a donc droit \u00e0 plus de treize mois de salaire en cas de rupture de son contrat de travail, un montant qui surprend souvent les employeurs qui pensaient qu&#039;un ou deux mois suffiraient. Aucune indemnit\u00e9 n&#039;est due en cas de d\u00e9mission du salari\u00e9, ni en cas de licenciement pour un motif grave mentionn\u00e9 \u00e0 l&#039;article 119, tel que la malhonn\u00eatet\u00e9, un acte criminel intentionnel \u00e0 l&#039;encontre de l&#039;employeur ou une n\u00e9gligence grave ayant caus\u00e9 un pr\u00e9judice important.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"can-severance-be-waived\">Can Severance Be Waived? Advance Waiver Void, Release After Termination Valid<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Severance and annual leave pay cannot be signed away while the employment continues. The Labour Protection Act is a law of public order, and the <a href=\"https:\/\/www.thailawonline.com\/fr\/glossary\/supreme-court-dika\/\">Cour supr\u00eame<\/a> has confirmed that an agreement made in advance to exclude an employee from its protection is void under <a href=\"https:\/\/www.thailawonline.com\/fr\/thai-civil-code\/section-150\/\">section 150 of the Civil and Commercial Code<\/a>. A clause in the <a href=\"https:\/\/www.thailawonline.com\/fr\/glossary\/employment-contract\/\">contrat de travail<\/a>, the work rules or a retirement scheme that says no severance will be payable has no effect, and the employee can still claim the statutory amount.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The position changes once the employment has ended. In Supreme Court Decision No. 1162\/2569 (Labour Division, 2026), a company president who retired on 31 August 2020 signed two receipt documents on his retirement date stating that he had been paid in full and would claim nothing further, then sued for severance of more than 6.2 million baht and annual leave pay. The Court held that the employment relationship ended on the retirement date, that the documents were a compromise under <a href=\"https:\/\/www.thailawonline.com\/fr\/thai-civil-code\/section-850\/\">section 850<\/a> settling an existing dispute by mutual concessions, and that because he knew the amounts due, held the most senior position and was not under pressure from his employer, the compromise bound him and extinguished the waived claims under <a href=\"https:\/\/www.thailawonline.com\/fr\/thai-civil-code\/section-852\/\">section 852<\/a>. The severance and leave pay claims were dismissed. The practical lessons for employees before they sign an exit document, and for employers drafting one, are set out in our guide to the <a href=\"https:\/\/www.thailawonline.com\/fr\/severance-pay-waiver-thailand\/\">severance pay waiver rule in Thailand<\/a>.<\/p>\n\n\n\n<h2 id=\"notice-of-termination\" class=\"wp-block-heading\">Avis de r\u00e9siliation<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Le pr\u00e9avis est distinct de l&#039;indemnit\u00e9 de d\u00e9part. Pour un contrat de travail \u00e0 dur\u00e9e ind\u00e9termin\u00e9e, l&#039;article 17 exige un pr\u00e9avis d&#039;une p\u00e9riode de paie\u00a0: donn\u00e9 au plus tard \u00e0 la date de versement du salaire, prenant effet \u00e0 la prochaine date de versement, et ne pouvant exc\u00e9der trois mois. L&#039;employeur peut verser une indemnit\u00e9 compensatrice de pr\u00e9avis. Le pr\u00e9avis et l&#039;indemnit\u00e9 de d\u00e9part sont deux obligations distinctes, et le salari\u00e9 licenci\u00e9 a g\u00e9n\u00e9ralement droit aux deux.<\/p>\n\n\n\n<h2 id=\"working-hours-and-overtime\" class=\"wp-block-heading\">Horaires de travail et heures suppl\u00e9mentaires<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">La dur\u00e9e normale du travail est plafonn\u00e9e \u00e0 8 heures par jour et 48 heures par semaine pour les travaux non dangereux, et \u00e0 7 heures par jour et 42 heures par semaine pour les travaux class\u00e9s comme dangereux (article 23). Les salari\u00e9s ont droit \u00e0 une pause d&#039;au moins une heure apr\u00e8s cinq heures de travail, \u00e0 au moins un jour de cong\u00e9 hebdomadaire et aux jours f\u00e9ri\u00e9s. Les heures suppl\u00e9mentaires sont major\u00e9es, de 1,5 fois le taux horaire pour les heures suppl\u00e9mentaires effectu\u00e9es un jour ouvrable normal jusqu&#039;\u00e0 3 fois le taux horaire pour les heures suppl\u00e9mentaires effectu\u00e9es un jour f\u00e9ri\u00e9, et n\u00e9cessitent g\u00e9n\u00e9ralement l&#039;accord du salari\u00e9.<\/p>\n\n\n\n<h2 id=\"leave\" class=\"wp-block-heading\">Partir<\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Vacances annuelles :<\/strong> au moins 6 jours ouvrables par an une fois que l&#039;employ\u00e9 a accompli une ann\u00e9e compl\u00e8te de service (article 30).<\/li>\n<li><strong>Cong\u00e9 de maladie :<\/strong> L\u2019employeur doit indemniser l\u2019arr\u00eat maladie tant que le patient est r\u00e9ellement malade, jusqu\u2019\u00e0 concurrence de 30 jours ouvrables par an. Un certificat m\u00e9dical peut \u00eatre exig\u00e9 pour trois jours ou plus.<\/li>\n<li><strong>Cong\u00e9 de maternit\u00e9 :<\/strong> jusqu\u2019\u00e0 120 jours par grossesse, y compris les jours f\u00e9ri\u00e9s compris dans le cong\u00e9 et les absences pour examens pr\u00e9nataux. L\u2019employeur verse le salaire int\u00e9gral pendant 60 jours au maximum (articles 41 et 59), et la <a href=\"https:\/\/www.thailawonline.com\/fr\/glossary\/social-security\/\">S\u00e9curit\u00e9 sociale<\/a> verse une prestation distincte de 50 % du salaire pendant 90 jours au maximum. Jusqu\u2019\u00e0 l\u2019entr\u00e9e en vigueur de la loi sur la protection du travail (n\u00b0 9), B.E. 2568, le 7 d\u00e9cembre 2025, le cong\u00e9 \u00e9tait de 98 jours et l\u2019employeur en r\u00e9mun\u00e9rait 45. Cette modification n\u2019a pas chang\u00e9 la prestation de s\u00e9curit\u00e9 sociale, vers\u00e9e au titre de la loi sur la s\u00e9curit\u00e9 sociale.<\/li>\n<li><strong>Cong\u00e9 de paternit\u00e9 :<\/strong> jusqu'\u00e0 15 jours de cong\u00e9 pay\u00e9 int\u00e9gral pour un employ\u00e9 dont le conjoint accouche, \u00e0 prendre dans les 90 jours suivant la naissance (articles 41\/1 et 59\/2). Il s'agit d'une nouveaut\u00e9 de l'amendement de 2025, r\u00e9dig\u00e9e en faisant r\u00e9f\u00e9rence au conjoint de l'employ\u00e9 plut\u00f4t qu'au sexe de ce dernier, de sorte qu'il est accessible aux maris et, suite aux amendements sur l'\u00e9galit\u00e9 du mariage de 2024, aux conjoints de m\u00eame sexe.<\/li>\n<li><strong>Cong\u00e9 de parentalit\u00e9 :<\/strong> 15 jours suppl\u00e9mentaires en plus du cong\u00e9 de maternit\u00e9, r\u00e9mun\u00e9r\u00e9s \u00e0 hauteur de 50% du salaire, lorsqu&#x27;un certificat m\u00e9dical atteste que le nouveau-n\u00e9 pr\u00e9sente une affection, une anomalie ou un handicap n\u00e9cessitant des soins (articles 41 et 59\/1). Il s&#x27;agit \u00e9galement d&#x27;une nouveaut\u00e9 introduite par la modification de 2025.<\/li>\n<li><strong>Cong\u00e9 d&#039;affaires, service militaire et formation<\/strong> Des cong\u00e9s sont \u00e9galement pr\u00e9vus par la loi.<\/li>\n<\/ul>\n\n\n\n<h2 id=\"minimum-wage\" class=\"wp-block-heading\">Salaire minimum<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Le salaire minimum est un taux journalier fix\u00e9 par province et r\u00e9vis\u00e9 p\u00e9riodiquement. Il est donc important de v\u00e9rifier le montant en vigueur dans la province o\u00f9 le travail est effectu\u00e9 plut\u00f4t que de se fier \u00e0 un taux national unique. Il s&#039;applique \u00e0 tous les employ\u00e9s, tha\u00eflandais et \u00e9trangers, et un contrat pr\u00e9voyant une r\u00e9mun\u00e9ration inf\u00e9rieure est nul.<\/p>\n\n\n\n<h2 id=\"employee-welfare-fund-contributions-start-1-october-2026\" class=\"wp-block-heading\">Fonds de pr\u00e9voyance des salari\u00e9s : cotisations \u00e0 partir du 1er octobre 2026<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Ajout\u00e9 le 15 septembre 2026.<\/strong> De <strong>1er octobre 2026<\/strong>, les employeurs doivent commencer \u00e0 cotiser au Fonds de pr\u00e9voyance des salari\u00e9s (Employee Welfare Fund) institu\u00e9 par le chapitre 13 de la loi sur la protection du travail B.E. 2541. Cette date est fix\u00e9e par le D\u00e9cret royal sur la date de d\u00e9but de la perception des cotisations au Fonds de pr\u00e9voyance des salari\u00e9s B.E. 2568, publi\u00e9 \u00e0 la Gazette royale le 14 septembre 2025, apr\u00e8s le report d\u2019un an du d\u00e9marrage initialement pr\u00e9vu en octobre 2025. Le fonds verse des prestations aux salari\u00e9s \u00e0 la fin de leur emploi et \u00e0 leurs h\u00e9ritiers en cas de d\u00e9c\u00e8s.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Qui doit cotiser :<\/strong> les employeurs de dix salari\u00e9s ou plus, pour le personnel tha\u00eflandais comme \u00e9tranger.<\/li>\n\n<li><strong>Qui est exempt\u00e9 :<\/strong> l\u2019employeur dont la caisse de pr\u00e9voyance enregistr\u00e9e couvre l\u2019ensemble de ses salari\u00e9s, ou qui applique un r\u00e9gime de remplacement pour la fin d\u2019emploi ou le d\u00e9c\u00e8s conforme aux conditions de la loi. Une caisse de pr\u00e9voyance qui ne couvre qu\u2019une partie du personnel n\u2019exempte pas les autres salari\u00e9s.<\/li>\n\n<li><strong>Taux :<\/strong> 0,25 pour cent du salaire mensuel de chaque salari\u00e9, retenu sur la paie, compl\u00e9t\u00e9 par 0,25 pour cent \u00e0 la charge de l\u2019employeur, du 1er octobre 2026 au 30 septembre 2031. Les deux taux passent \u00e0 0,50 pour cent \u00e0 compter du 1er octobre 2031.<\/li>\n\n<li><strong>\u00c9ch\u00e9ance :<\/strong> les deux montants doivent \u00eatre vers\u00e9s au plus tard le 15 du mois suivant la retenue ; le premier versement, pour les salaires d\u2019octobre 2026, est donc d\u00fb au plus tard le <strong>15 novembre 2026<\/strong>. Tout retard entra\u00eene une majoration de 5 pour cent par mois sur le montant impay\u00e9.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">\u00c0 faire avant le 1er octobre : v\u00e9rifier que votre caisse de pr\u00e9voyance couvre r\u00e9ellement chaque salari\u00e9, pr\u00e9voir la retenue dans la paie d\u2019octobre, et vous assurer que vos contrats de travail ou votre r\u00e8glement int\u00e9rieur mentionnent cette retenue. <em>Primary sources: <a href=\"https:\/\/ratchakitcha.soc.go.th\/documents\/84794.pdf\" target=\"_blank\" rel=\"noopener\">Royal Decree B.E. 2568 fixing the start date<\/a>; <a href=\"https:\/\/ratchakitcha.soc.go.th\/documents\/86102.pdf\" target=\"_blank\" rel=\"noopener\">Ministerial Regulation B.E. 2568 setting the rates, including the 2031 increase<\/a>; <a href=\"https:\/\/ratchakitcha.soc.go.th\/documents\/51462.pdf\" target=\"_blank\" rel=\"noopener\">remittance rules, clauses 5 and 7<\/a>.<\/em><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"https:\/\/www.thailawonline.com\/fr\/employee-welfare-fund-thailand-employer-checklist\/\">Fonds de protection des salari\u00e9s : cinq \u00e9tapes pour pr\u00e9parer la paie d\u2019octobre<\/a><\/p>\n\n\n\n<h2 id=\"migrant-worker-deadlines-2026\" class=\"wp-block-heading\">Migrant Worker Deadlines: 28 September and 11 December 2026<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Employers of Lao, Myanmar and Vietnamese workers face two separate cut-offs this year. Workers whose permission ends on 11 December 2026 (Cabinet resolution of 14 July 2026) can be renewed through <a href=\"https:\/\/eworkpermit.doe.go.th\/\" rel=\"nofollow noopener\" target=\"_blank\">e-WorkPermit<\/a> between 8 September and 11 December 2026, for 100 THB plus 900 THB, with passport or substitute document, health check and social security or insurance evidence. Workers from the 31 March 2026 renewal group had to complete their visa or temporary-stay stamp at Immigration by 28 September 2026. The groups do not overlap, so check the Cabinet resolution and the expiry date on the existing permit before acting. Our <a href=\"https:\/\/www.thailawonline.com\/fr\/thailands-new-electronic-work-permit-system-a-complete-guide-for-expatriates\/#migrant-worker-renewal-window-2026\">e-Work Permit guide<\/a> sets out the documents and the sources.<\/p>\n\n\n\n<h2 id=\"where-disputes-go\" class=\"wp-block-heading\">O\u00f9 vont les litiges<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Employment disputes are heard by the <a href=\"https:\/\/www.thailawonline.com\/fr\/glossary\/labour-court\/\">Conseil de prud'hommes<\/a>, which is designed to be quicker and less formal than the ordinary courts, and an employee does not pay <a href=\"https:\/\/www.thailawonline.com\/fr\/glossary\/court-fees\/\">frais de justice<\/a> to bring a claim. An employee who believes a dismissal was unfair can also claim additional compensation for unfair termination under the Act on top of statutory severance, and the Labour Court has wide discretion to award it. That combination, statutory severance plus an unfair-dismissal award, is why terminating without proper grounds and process is expensive in Thailand.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"frequently-asked-questions\">Foire aux questions<\/h2>\n\n\n<div id=\"rank-math-faq\" class=\"rank-math-block\">\n<div class=\"rank-math-list\">\n<div id=\"faq-question-1788600000301\" class=\"rank-math-list-item\">\n<h3 class=\"rank-math-question\">Can my employer make me waive severance pay in Thailand?<\/h3>\n<div class=\"rank-math-answer\">\n\n<p>Not while you are employed. A waiver of statutory severance agreed in advance, in the contract, the work rules or a retirement scheme, is void under section 150 of the Civil and Commercial Code because the Labour Protection Act is a law of public order. You keep the right to claim the full amount under section 118.<\/p>\n\n<\/div>\n<\/div>\n<div id=\"faq-question-1788600000302\" class=\"rank-math-list-item\">\n<h3 class=\"rank-math-question\">Is a full and final release I signed on my last day of work binding?<\/h3>\n<div class=\"rank-math-answer\">\n\n<p>It can be. In Supreme Court Decision No. 1162\/2569 a release signed on the retirement date, by an employee who knew the amounts he was entitled to and signed freely, was held to be a valid compromise under sections 850 and 852 of the Civil and Commercial Code, and his severance and annual leave claims were dismissed. Have any exit document reviewed before you sign it.<\/p>\n\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n<h2 id=\"how-thailawonline-can-help\" class=\"wp-block-heading\">Comment ThaiLawOnline peut vous aider<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Nous repr\u00e9sentons aussi bien les employeurs que les employ\u00e9s. Pour les employeurs, nous r\u00e9digeons des contrats de travail et des r\u00e8glements int\u00e9rieurs conformes \u00e0 la loi, calculons l&#039;indemnit\u00e9 de d\u00e9part et le pr\u00e9avis appropri\u00e9s en cas de rupture conventionnelle, et structurons les d\u00e9parts afin de limiter les risques de licenciement abusif. Pour les employ\u00e9s, nous \u00e9valuons la l\u00e9galit\u00e9 d&#039;un licenciement et les indemnit\u00e9s auxquelles vous avez droit, et nous vous repr\u00e9sentons devant le tribunal du travail. Consultez notre [lien vers la page sur les services\/services\/services\/programme ...services\/programmes\/services\/services\/programmes\/services\/services\/programmes\/services\/services\/programmes\/services\/services\/services\/programmes\/services <a href=\"https:\/\/www.thailawonline.com\/fr\/legal-fees\/\">frais juridiques<\/a>, ou notre <a href=\"https:\/\/www.thailawonline.com\/fr\/employment-agreement-template-for-thailand\/\">mod\u00e8les de contrats de travail<\/a>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><em>Last reviewed: 5 September 2026. Every section cited on this page was read against a primary and <strong>no correction was needed<\/strong>. Verified: the severance bands in section 118 (30\/90\/180\/240\/300\/400 days, the 400-day tier added by the Labour Protection Act (No. 7) B.E. 2562), the serious causes in section 119, the notice rule in section 17 including the three-month ceiling, working hours in section 23 (8 a day and 48 a week, 7 and 42 for hazardous work), and annual holiday in section 30. Supreme Court Decision No. 1162\/2569 was read in full in the text issued by the Office of Judicial Assistants of the Supreme Court as reproduced at deka.in.th; the Supreme Court&#8217;s own search database was not reachable on the day of review and the citation will be re-checked against it. The 2025 family-leave figures were checked against the Labour Protection Act (No. 9) B.E. 2568 itself, published in the Royal Gazette on 7 November 2025 and in force 7 December 2025: maternity leave of 120 days with the employer paying up to 60, spouse-assistance leave of 15 fully paid days within 90 days of the birth under sections 41\/1 and 59\/2, and infant-care leave of 15 days at half wages under section 41 paragraph four and section 59\/1. <strong>Not verified against a primary source, and stated here so the date above does not imply more than it should:<\/strong> the overtime multipliers, the 30 working days of paid sick leave, the Social Security Fund maternity benefit of 50 per cent for 90 days, and the description of Labour Court procedure and unfair-dismissal compensation.<\/em><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Un conseil tir\u00e9 de notre exp\u00e9rience\u00a0: l\u2019erreur la plus fr\u00e9quente et la plus co\u00fbteuse que nous constatons est celle d\u2019un employeur qui consid\u00e8re un licenciement comme une simple question de pr\u00e9avis d\u2019un mois, pour ensuite d\u00e9couvrir qu\u2019un employ\u00e9 ayant une longue anciennet\u00e9 a droit \u00e0 une indemnit\u00e9 de d\u00e9part \u00e9quivalente \u00e0 six mois, voire plus d\u2019un an, sans compter une \u00e9ventuelle indemnit\u00e9 pour licenciement abusif. Calculez le montant avant d\u2019agir, et non apr\u00e8s. <a href=\"https:\/\/www.thailawonline.com\/fr\/contact-thailawonline\/\">Contactez-nous<\/a> pour un calcul sur un cas particulier.<\/p>","protected":false},"excerpt":{"rendered":"<p>Thai employment is governed mainly by the Labour Protection Act B.E. 2541 (1998), as amended. It sets the floor: minimum [&hellip;]<\/p>\n","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":"","rank_math_focus_keyword":"thai labor law","rank_math_title":"Thai Labour Law and Employment Guide - ThaiLawOnline","rank_math_description":"Thai labour law: contracts, leave, severance and the Employee Welfare Fund contributions starting 1 October 2026. 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