Before hiring in Thailand, put the pay, working hours, duties and leave terms in writing. Before dismissing someone, review the evidence and calculate each amount due. A contract borrowed from another country rarely addresses those tasks properly.<\/p>\n\n\n\n
This guide covers ordinary private-sector employment. Special rules and exclusions require separate attention. The number of staff affects some duties, but a small business should not assume employment protection starts only at ten employees.<\/p>\n\n\n\n
State the employer, position, workplace, reporting line, wage components, pay dates, hours, leave and notice terms. Explain any commission or bonus formula rather than leaving the manager and employee to interpret a broad promise later.<\/p>\n\n\n\n
Written terms make disputes easier to assess, although not every employment relationship requires a written contract. The label \u201cconsultant\u201d also does not decide whether someone is an employee. Review the real arrangement, including supervision, duties and how payment is earned.<\/p>\n\n\n\n
Probation is still employment. Keep a clear assessment process and review performance early. Ending employment before the statutory severance threshold does not remove all notice, payment or unfair-dismissal risks.<\/p>\n\n\n\n
A contract ending on a stated date is not automatically exempt from severance. Section 118 contains a narrow exception for qualifying project, occasional or seasonal work. The conditions include the type of work, completion within two years and a written contract made at the start.<\/p>\n\n\n\n
Check the substance before relying on this exception. Repeatedly calling an ordinary continuing job a short contract does not provide a dependable way around employment obligations.<\/p>\n\n\n\n
Employers with ten or more employees must prepare work rules in Thai under section 108. The rules cover matters such as hours, holidays, pay arrangements, leave, discipline, complaints and termination. Keep the applicable rules accessible to employees and retain evidence of communication.<\/p>\n\n\n\n
Review the current publication and record-keeping requirements when adopting or changing rules. Do not copy an old instruction to file every handbook with the Labour Department. Filing duties for particular returns are a separate issue.<\/p>\n\n\n\n
Maintain contracts, time records, leave requests, payroll calculations, warnings and the employee\u2019s response. An unsigned accusation written after dismissal is a weak substitute for a properly documented process.<\/p>\n\n\n\n
For ordinary work, the general limits are eight hours a day and 48 hours a week, subject to lawful arrangements and exceptions. Specified hazardous work has lower limits. Plan rest breaks and weekly holidays as part of the schedule.<\/p>\n\n\n\n
Overtime generally requires consent on each occasion, subject to statutory exceptions. A broad sentence in the contract should not be treated as permission to disregard the law.<\/p>\n\n\n\n