{"id":5835,"date":"2026-09-05T05:42:25","date_gmt":"2026-09-04T22:42:25","guid":{"rendered":"https:\/\/www.thailawonline.com\/?p=5835"},"modified":"2026-10-31T19:39:55","modified_gmt":"2026-10-31T12:39:55","slug":"severance-pay-waiver-thailand","status":"publish","type":"post","link":"https:\/\/www.thailawonline.com\/fr\/severance-pay-waiver-thailand\/","title":{"rendered":"Pouvez-vous renoncer \u00e0 vos indemnit\u00e9s de d\u00e9part en Tha\u00eflande ? D\u00e9cision de la Cour supr\u00eame 1162\/2569 sur les accords de sortie"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\"><strong>Quick answer.<\/strong> A <a href=\"https:\/\/www.thailawonline.com\/glossary\/severance-pay\/\">severance pay<\/a> waiver in Thailand is void if it is agreed while you are still employed, and it can be fully binding if it is signed after the employment has ended. That is the line the <a href=\"https:\/\/www.thailawonline.com\/glossary\/supreme-court-dika\/\">Supreme Court<\/a> drew in Decision No. 1162\/2569 (2026): severance pay and annual leave pay under the <a href=\"https:\/\/www.thailawonline.com\/glossary\/labour-protection-act\/\">Labour Protection Act<\/a> are protections of public order that an employer and an employee cannot contract out of in advance, but once the employment relationship is over they are ordinary debts, and a receipt-and-release signed freely by an informed former employee is a valid compromise that extinguishes them. This page explains the rule, the case, and what it means before you sign or draft an exit document.<\/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 class=\"\"><a href=\"#the-rule-before-and-after-termination\">The rule before and after termination<\/a><\/li><li class=\"\"><a href=\"#what-the-labour-protection-act-gives-you\">What the Labour Protection Act gives you<\/a><\/li><li class=\"\"><a href=\"#why-an-advance-waiver-is-void\">Why an advance waiver is void<\/a><\/li><li class=\"\"><a href=\"#supreme-court-decision-no-1162-2569-the-facts\">Supreme Court Decision No. 1162\/2569: the facts<\/a><\/li><li class=\"\"><a href=\"#what-the-supreme-court-decided\">What the Supreme Court decided<\/a><\/li><li class=\"\"><a href=\"#the-factors-the-court-weighed\">The factors the Court weighed<\/a><\/li><li class=\"\"><a href=\"#if-you-are-the-employee-before-you-sign-a-full-and-final-release\">If you are the employee: before you sign a full and final release<\/a><\/li><li class=\"\"><a href=\"#if-you-are-the-employer-drafting-an-enforceable-exit-release\">If you are the employer: drafting an enforceable exit release<\/a><\/li><li class=\"\"><a href=\"#frequently-asked-questions\">Frequently asked questions<\/a><\/li><li class=\"\"><a href=\"#sources-and-verification\">Sources and verification<\/a><\/li><li class=\"\"><a href=\"#how-thailawonline-can-help\">How ThaiLawOnline can help<\/a><\/li><\/ul><\/nav><\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"the-rule-before-and-after-termination\">The rule before and after termination<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Most guides to Thai employment law, including our own <a href=\"https:\/\/www.thailawonline.com\/thai-labour-law\/\">guide to Thai labour law<\/a>, tell you that statutory severance cannot be waived. That statement is correct as far as it goes, but it hides a distinction that decides real cases. The question is not whether severance can ever be given up. The question is <em>when<\/em> the waiver was agreed.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table><thead><tr><th>When the waiver is signed<\/th><th>Legal effect<\/th><th>Basis<\/th><\/tr><\/thead><tbody><tr><td>Before or during employment (in the contract, in work rules, in a side letter)<\/td><td>Void. The employee keeps the full statutory entitlement and can still claim it.<\/td><td>Labour Protection Act as a law of public order; Civil and Commercial Code section 150<\/td><\/tr><tr><td>After the employment has ended (a receipt and release, a settlement, a retirement package)<\/td><td>Valid if it is a genuine compromise signed with knowledge and free consent. The claims waived are extinguished.<\/td><td>Civil and Commercial Code sections 850 and 852; Supreme Court Decision No. 1162\/2569<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">The reasoning is simple once stated. While you are employed, the law protects you from your own employer&#8217;s bargaining power: an employer who could make severance a condition of the job would make it disappear from every contract. Once the employment is over, that power is gone. You are two parties with a money dispute, and Thai law lets two parties settle a money dispute by mutual concessions. The settlement is called a compromise, and its effect is to extinguish the claims each side gave up.<\/p>\n\n\n<style data-noptimize=\"1\">.tlo-lb{border:2px solid #1E3455;background:#fff;margin:28px 0;font-size:16px;line-height:1.55;color:#1b1b1b}.tlo-lb h2.tlo-lb-h{background:#1E3455;color:#fff;font-size:19px;line-height:1.3;margin:0;padding:12px 16px}.tlo-lb-tabs{position:relative;padding-top:44px;background:#fff}.tlo-lb-tab>summary{position:absolute;top:0;width:33.334%;height:44px;line-height:44px;text-align:center;font-weight:700;cursor:pointer;list-style:none;background:#eef0f4;color:#1E3455;box-sizing:border-box;border-bottom:3px solid #1E3455}.tlo-lb-tab>summary::-webkit-details-marker{display:none}.tlo-lb-tab:nth-of-type(1)>summary{left:0}.tlo-lb-tab:nth-of-type(2)>summary{left:33.333%}.tlo-lb-tab:nth-of-type(3)>summary{left:66.666%}.tlo-lb-tab[open]>summary{background:#fff;border-bottom-color:#FECB01}.tlo-lb summary:focus-visible,.tlo-lb a:focus-visible{outline:3px solid #FECB01;outline-offset:-3px}.tlo-lb-sec{padding:14px 16px;border-bottom:1px solid #dfe2e8}.tlo-lb-sec h3{font-size:17px;line-height:1.35;margin:0 0 4px;color:#1E3455}.tlo-lb-sec h3 small{font-weight:400;color:#555;font-size:14px}.tlo-lb-sec p{margin:0 0 8px}.tlo-lb-text{white-space:pre-line;border-left:3px solid #FECB01;padding-left:12px;margin:0 0 6px}.tlo-lb-note{font-size:13px;color:#555;font-style:italic}.tlo-lb-badge{display:inline-block;background:#FECB01;color:#1E3455;font-size:12px;font-weight:700;padding:1px 7px;margin-left:6px}.tlo-lb-fold{margin:0 0 8px}.tlo-lb-fold>summary{cursor:pointer;color:#1E3455;font-size:14px;font-weight:700;margin-bottom:6px}.tlo-lb-links a{margin-right:14px;font-size:14px}.tlo-lb-cases,.tlo-lb-src{padding:14px 16px;background:#f6f7f9;border-top:1px solid #dfe2e8}.tlo-lb-cases h3,.tlo-lb-src h3{font-size:15px;margin:0 0 6px;color:#1E3455}.tlo-lb-cases ul,.tlo-lb-src ul{margin:0;padding:0 0 0 18px;font-size:14px}.tlo-al{font-size:14px;line-height:1.5;color:#444;margin:0 0 18px}.tlo-al details{margin-top:4px}.tlo-al summary{cursor:pointer;color:#1E3455}.tlo-al ul{margin:6px 0 0 18px;padding:0}@media print{.tlo-lb{border:1px solid #000}.tlo-lb-tabs{padding-top:0}.tlo-lb-tab>summary{position:static;width:auto;height:auto;line-height:1.4;text-align:left;background:none;border:0}.tlo-lb details::details-content{content-visibility:visible;display:block}.tlo-lb-links a{color:#000}}<\/style><script data-noptimize=\"1\" data-no-optimize=\"1\">document.addEventListener(\"DOMContentLoaded\",function(){(function(){var b=document.querySelectorAll(\".tlo-lb-tabs\");b.forEach(function(g){var t=g.querySelectorAll(\":scope>details\");t.forEach(function(d){d.firstElementChild.addEventListener(\"click\",function(e){if(d.open){e.preventDefault()}})})});var s=[];addEventListener(\"beforeprint\",function(){s=[];document.querySelectorAll(\".tlo-lb details\").forEach(function(d){s.push([d,d.open,d.getAttribute(\"name\")]);d.removeAttribute(\"name\");d.open=true})});addEventListener(\"afterprint\",function(){s.forEach(function(x){x[0].open=x[1];if(x[2]){x[0].setAttribute(\"name\",x[2])}})})})();});<\/script><section class=\"tlo-lb notranslate\" data-no-translation data-no-dynamic-translation translate=\"no\" aria-label=\"Le droit applicable \u00e0 cette page\"><h2 class=\"tlo-lb-h\">Le droit applicable \u00e0 cette page<\/h2><div class=\"tlo-lb-tabs\"><details class=\"tlo-lb-tab\" name=\"tlo-lb-1\" lang=\"en\" data-no-translation><summary>English<\/summary><div class=\"tlo-lb-sec\"><h3>Section 118 <small>Labour Protection Act B.E. 2541<\/small><\/h3><details class=\"tlo-lb-fold\" open><summary>Full text<\/summary><p class=\"tlo-lb-text\">The employer shall pay severance pay to an employee whose employment is terminated, as follows: (1) an employee who has worked continuously for 120 days but less than 1 year shall be paid not less than 30 days&#039; wages at the latest rate, or, for an employee paid by results calculated per unit, not less than the wages for the last 30 days of work; (2) an employee who has worked continuously for 1 year but less than 3 years shall be paid not less than 90 days&#039; wages at the latest rate, or, for an employee paid by results calculated per unit, not less than the wages for the last 90 days of work; (3) an employee who has worked continuously for 3 years but less than 6 years shall be paid not less than 180 days&#039; wages at the latest rate, or, for an employee paid by results calculated per unit, not less than the wages for the last 180 days of work; (4) an employee who has worked continuously for 6 years but less than 10 years shall be paid not less than 240 days&#039; wages at the latest rate, or, for an employee paid by results calculated per unit, not less than the wages for the last 240 days of work; (5) an employee who has worked continuously for 10 years but less than 20 years shall be paid not less than 300 days&#039; wages at the latest rate, or, for an employee paid by results calculated per unit, not less than the wages for the last 300 days of work; (6) an employee who has worked continuously for 20 years or more shall be paid not less than 400 days&#039; wages at the latest rate, or, for an employee paid by results calculated per unit, not less than the wages for the last 400 days of work. Termination of employment under this section means any act by which the employer does not allow the employee to continue working and does not pay wages, whether because the employment contract has ended or for any other reason, and includes the case where the employee does not work and does not receive wages because the employer is unable to continue operating its business. Paragraph one does not apply to an employee employed for a definite period whose employment is terminated in accordance with that period. Employment for a definite period under paragraph three may be made only for employment on a specific project that is not the normal work of the employer&#039;s business or trade and that must have a definite start and end, or for work of an occasional nature with a set end or completion, or for seasonal work where the employment is during that season, and the work must be completed within a period not exceeding 2 years, with the employer and the employee having made a written contract from the start of the employment.<\/p><p class=\"tlo-lb-note\">ThaiLawOnline translation<\/p><\/details><p class=\"tlo-lb-links\"><a href=\"https:\/\/searchlaw.ocs.go.th\/council-of-state\/#\/public\/doc\/ZGN3NXk0eENvNjBSdjRnT2NsdjFTQT09\" rel=\"noopener\" target=\"_blank\">Official text<\/a><\/p><\/div><div class=\"tlo-lb-sec\"><h3>Section 150<\/h3><p>Any agreement, gift or other juristic act whose object is expressly prohibited by law, impossible, or against public order or good morals has no legal effect from the start.<\/p><details class=\"tlo-lb-fold\"><summary>Full text<\/summary><p class=\"tlo-lb-text\">An act the object of which is expressly prohibited by law, or is impossible, or is contrary to public order or good morals, is void.<\/p><p class=\"tlo-lb-note\">ThaiLawOnline translation<\/p><\/details><p class=\"tlo-lb-links\"><a href=\"https:\/\/www.thailawonline.com\/fr\/thai-civil-code\/section-150\/\">Our annotated section<\/a><a href=\"https:\/\/searchlaw.ocs.go.th\/council-of-state\/#\/public\/doc\/Qko1NGNVa1FhMG9hTTNGcU9sTGxydz09\" rel=\"noopener\" target=\"_blank\">Official text<\/a><\/p><\/div><div class=\"tlo-lb-sec\"><h3>Section 850<\/h3><p>Compromise, definition.<\/p><details class=\"tlo-lb-fold\"><summary>Full text<\/summary><p class=\"tlo-lb-text\">A compromise is a contract by which the two parties settle a dispute, whether the dispute already exists or is yet to arise, by mutual concessions.<\/p><p class=\"tlo-lb-note\">ThaiLawOnline translation<\/p><\/details><p class=\"tlo-lb-links\"><a href=\"https:\/\/www.thailawonline.com\/fr\/thai-civil-code\/section-850\/\">Our annotated section<\/a><a href=\"https:\/\/searchlaw.ocs.go.th\/council-of-state\/#\/public\/doc\/Qko1NGNVa1FhMG9hTTNGcU9sTGxydz09\" rel=\"noopener\" target=\"_blank\">Official text<\/a><\/p><\/div><div class=\"tlo-lb-sec\"><h3>Section 852<\/h3><p>A compromise extinguishes the claims each party has given up and secures to each party the rights the compromise declares to be theirs.<\/p><p class=\"tlo-lb-note\">English translation of this section is being verified. The Thai text is authoritative.<\/p><p class=\"tlo-lb-links\"><a href=\"https:\/\/www.thailawonline.com\/fr\/thai-civil-code\/section-852\/\">Our annotated section<\/a><a href=\"https:\/\/searchlaw.ocs.go.th\/council-of-state\/#\/public\/doc\/Qko1NGNVa1FhMG9hTTNGcU9sTGxydz09\" rel=\"noopener\" target=\"_blank\">Official text<\/a><\/p><\/div><div class=\"tlo-lb-sec\"><h3>Section 118\/1 <small>Labour Protection Act B.E. 2541<\/small><\/h3><details class=\"tlo-lb-fold\" open><summary>Full text<\/summary><p class=\"tlo-lb-text\">Retirement as agreed between the employer and the employee, or as prescribed by the employer, shall be deemed a termination of employment under section 118, paragraph two. Where no retirement has been agreed or prescribed, or retirement has been agreed or prescribed at an age above sixty years, an employee who has reached the age of sixty years or more shall have the right to declare an intention to retire by declaring such intention to the employer, which shall take effect upon the expiry of thirty days from the date of the declaration, and the employer shall pay severance pay to the retiring employee in accordance with section 118, paragraph one.<\/p><p class=\"tlo-lb-note\">ThaiLawOnline translation<\/p><\/details><p class=\"tlo-lb-links\"><a href=\"https:\/\/searchlaw.ocs.go.th\/council-of-state\/#\/public\/doc\/ZGN3NXk0eENvNjBSdjRnT2NsdjFTQT09\" rel=\"noopener\" target=\"_blank\">Official text<\/a><\/p><\/div><div class=\"tlo-lb-sec\"><h3>Section 67 <small>Labour Protection Act B.E. 2541<\/small><\/h3><details class=\"tlo-lb-fold\" open><summary>Full text<\/summary><p class=\"tlo-lb-text\">Where the employer terminates employment in a case other than under section 119, the employer shall pay the employee wages for annual holidays in the year of termination in proportion to the annual holidays to which the employee is entitled under section 30. Where the employee terminates the contract or the employer terminates employment, whether or not the termination falls under section 119, the employer shall pay the employee wages for the accumulated annual holidays to which the employee is entitled under section 30.<\/p><p class=\"tlo-lb-note\">ThaiLawOnline translation<\/p><\/details><p class=\"tlo-lb-links\"><a href=\"https:\/\/searchlaw.ocs.go.th\/council-of-state\/#\/public\/doc\/ZGN3NXk0eENvNjBSdjRnT2NsdjFTQT09\" rel=\"noopener\" target=\"_blank\">Official text<\/a><\/p><\/div><div class=\"tlo-lb-sec\"><h3>Section 119 <small>Labour Protection Act B.E. 2541<\/small><\/h3><details class=\"tlo-lb-fold\" open><summary>Full text<\/summary><p class=\"tlo-lb-text\">The employer is not required to pay severance pay to an employee whose employment is terminated in any of the following cases: (1) dishonesty in the performance of duty, or intentionally committing a criminal offence against the employer; (2) wilfully causing damage to the employer; (3) negligence causing serious damage to the employer; (4) violating work rules, regulations or orders of the employer that are lawful and fair, after the employer has given a written warning, except that in a serious case the employer need not give a warning. A written warning remains effective for not exceeding 1 year from the date of the employee&#039;s violation; (5) abandoning duty for 3 consecutive working days, whether or not there is an intervening holiday, without reasonable cause; (6) being sentenced to imprisonment by a final judgment of imprisonment. In the case of (6), if the offence was committed through negligence or is a petty offence, it must be one that caused damage to the employer. Where employment is terminated without severance pay under paragraph one, if the employer did not state the facts constituting the reason for termination in the termination letter, or did not inform the employee of the reason at the time of termination, the employer may not raise that reason afterwards.<\/p><p class=\"tlo-lb-note\">ThaiLawOnline translation<\/p><\/details><p class=\"tlo-lb-links\"><a href=\"https:\/\/searchlaw.ocs.go.th\/council-of-state\/#\/public\/doc\/ZGN3NXk0eENvNjBSdjRnT2NsdjFTQT09\" rel=\"noopener\" target=\"_blank\">Official text<\/a><\/p><\/div><\/details><details class=\"tlo-lb-tab\" name=\"tlo-lb-1\" lang=\"th\" data-no-translation><summary>\u0e44\u0e17\u0e22<\/summary><div class=\"tlo-lb-sec\"><h3>\u0e21\u0e32\u0e15\u0e23\u0e32 118 <small>\u0e1e\u0e23\u0e30\u0e23\u0e32\u0e0a\u0e1a\u0e31\u0e0d\u0e0d\u0e31\u0e15\u0e34\u0e04\u0e38\u0e49\u0e21\u0e04\u0e23\u0e2d\u0e07\u0e41\u0e23\u0e07\u0e07\u0e32\u0e19 \u0e1e.\u0e28. 2541<\/small><\/h3><details class=\"tlo-lb-fold\" open><summary>\u0e02\u0e49\u0e2d\u0e04\u0e27\u0e32\u0e21\u0e40\u0e15\u0e47\u0e21<\/summary><p class=\"tlo-lb-text\">\u0e43\u0e2b\u0e49\u0e19\u0e32\u0e22\u0e08\u0e49\u0e32\u0e07\u0e08\u0e48\u0e32\u0e22\u0e04\u0e48\u0e32\u0e0a\u0e14\u0e40\u0e0a\u0e22\u0e43\u0e2b\u0e49\u0e41\u0e01\u0e48\u0e25\u0e39\u0e01\u0e08\u0e49\u0e32\u0e07\u0e0b\u0e36\u0e48\u0e07\u0e40\u0e25\u0e34\u0e01\u0e08\u0e49\u0e32\u0e07\u0e14\u0e31\u0e07\u0e15\u0e48\u0e2d\u0e44\u0e1b\u0e19\u0e35\u0e49\n(\u0e51) \u0e25\u0e39\u0e01\u0e08\u0e49\u0e32\u0e07\u0e0b\u0e36\u0e48\u0e07\u0e17\u0e33\u0e07\u0e32\u0e19\u0e15\u0e34\u0e14\u0e15\u0e48\u0e2d\u0e01\u0e31\u0e19\u0e04\u0e23\u0e1a\u0e2b\u0e19\u0e36\u0e48\u0e07\u0e23\u0e49\u0e2d\u0e22\u0e22\u0e35\u0e48\u0e2a\u0e34\u0e1a\u0e27\u0e31\u0e19 \u0e41\u0e15\u0e48\u0e44\u0e21\u0e48\u0e04\u0e23\u0e1a\u0e2b\u0e19\u0e36\u0e48\u0e07\u0e1b\u0e35 \u0e43\u0e2b\u0e49\u0e08\u0e48\u0e32\u0e22\u0e44\u0e21\u0e48\u0e19\u0e49\u0e2d\u0e22\u0e01\u0e27\u0e48\u0e32\u0e04\u0e48\u0e32\u0e08\u0e49\u0e32\u0e07\u0e2d\u0e31\u0e15\u0e23\u0e32\u0e2a\u0e38\u0e14\u0e17\u0e49\u0e32\u0e22\u0e2a\u0e32\u0e21\u0e2a\u0e34\u0e1a\u0e27\u0e31\u0e19 \u0e2b\u0e23\u0e37\u0e2d\u0e44\u0e21\u0e48\u0e19\u0e49\u0e2d\u0e22\u0e01\u0e27\u0e48\u0e32\u0e04\u0e48\u0e32\u0e08\u0e49\u0e32\u0e07\u0e02\u0e2d\u0e07\u0e01\u0e32\u0e23\u0e17\u0e33\u0e07\u0e32\u0e19\u0e2a\u0e32\u0e21\u0e2a\u0e34\u0e1a\u0e27\u0e31\u0e19\u0e2a\u0e38\u0e14\u0e17\u0e49\u0e32\u0e22\u0e2a\u0e33\u0e2b\u0e23\u0e31\u0e1a\u0e25\u0e39\u0e01\u0e08\u0e49\u0e32\u0e07\u0e0b\u0e36\u0e48\u0e07\u0e44\u0e14\u0e49\u0e23\u0e31\u0e1a\u0e04\u0e48\u0e32\u0e08\u0e49\u0e32\u0e07\u0e15\u0e32\u0e21\u0e1c\u0e25\u0e07\u0e32\u0e19\u0e42\u0e14\u0e22\u0e04\u0e33\u0e19\u0e27\u0e13\u0e40\u0e1b\u0e47\u0e19\u0e2b\u0e19\u0e48\u0e27\u0e22\n(\u0e52) \u0e25\u0e39\u0e01\u0e08\u0e49\u0e32\u0e07\u0e0b\u0e36\u0e48\u0e07\u0e17\u0e33\u0e07\u0e32\u0e19\u0e15\u0e34\u0e14\u0e15\u0e48\u0e2d\u0e01\u0e31\u0e19\u0e04\u0e23\u0e1a\u0e2b\u0e19\u0e36\u0e48\u0e07\u0e1b\u0e35 \u0e41\u0e15\u0e48\u0e44\u0e21\u0e48\u0e04\u0e23\u0e1a\u0e2a\u0e32\u0e21\u0e1b\u0e35 \u0e43\u0e2b\u0e49\u0e08\u0e48\u0e32\u0e22\u0e44\u0e21\u0e48\u0e19\u0e49\u0e2d\u0e22\u0e01\u0e27\u0e48\u0e32\u0e04\u0e48\u0e32\u0e08\u0e49\u0e32\u0e07\u0e2d\u0e31\u0e15\u0e23\u0e32\u0e2a\u0e38\u0e14\u0e17\u0e49\u0e32\u0e22\u0e40\u0e01\u0e49\u0e32\u0e2a\u0e34\u0e1a\u0e27\u0e31\u0e19 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\u0e01\u0e32\u0e23\u0e01\u0e23\u0e30\u0e17\u0e33\u0e43\u0e14\u0e17\u0e35\u0e48\u0e19\u0e32\u0e22\u0e08\u0e49\u0e32\u0e07\u0e44\u0e21\u0e48\u0e43\u0e2b\u0e49\u0e25\u0e39\u0e01\u0e08\u0e49\u0e32\u0e07\u0e17\u0e33\u0e07\u0e32\u0e19\u0e15\u0e48\u0e2d\u0e44\u0e1b\u0e41\u0e25\u0e30\u0e44\u0e21\u0e48\u0e08\u0e48\u0e32\u0e22\u0e04\u0e48\u0e32\u0e08\u0e49\u0e32\u0e07\u0e43\u0e2b\u0e49 \u0e44\u0e21\u0e48\u0e27\u0e48\u0e32\u0e08\u0e30\u0e40\u0e1b\u0e47\u0e19\u0e40\u0e1e\u0e23\u0e32\u0e30\u0e40\u0e2b\u0e15\u0e38\u0e2a\u0e34\u0e49\u0e19\u0e2a\u0e38\u0e14\u0e2a\u0e31\u0e0d\u0e0d\u0e32\u0e08\u0e49\u0e32\u0e07\u0e2b\u0e23\u0e37\u0e2d\u0e40\u0e2b\u0e15\u0e38\u0e2d\u0e37\u0e48\u0e19\u0e43\u0e14 \u0e41\u0e25\u0e30\u0e2b\u0e21\u0e32\u0e22\u0e04\u0e27\u0e32\u0e21\u0e23\u0e27\u0e21\u0e16\u0e36\u0e07\u0e01\u0e23\u0e13\u0e35\u0e17\u0e35\u0e48\u0e25\u0e39\u0e01\u0e08\u0e49\u0e32\u0e07\u0e44\u0e21\u0e48\u0e44\u0e14\u0e49\u0e17\u0e33\u0e07\u0e32\u0e19\u0e41\u0e25\u0e30\u0e44\u0e21\u0e48\u0e44\u0e14\u0e49\u0e23\u0e31\u0e1a\u0e04\u0e48\u0e32\u0e08\u0e49\u0e32\u0e07\u0e40\u0e1e\u0e23\u0e32\u0e30\u0e40\u0e2b\u0e15\u0e38\u0e17\u0e35\u0e48\u0e19\u0e32\u0e22\u0e08\u0e49\u0e32\u0e07\u0e44\u0e21\u0e48\u0e2a\u0e32\u0e21\u0e32\u0e23\u0e16\u0e14\u0e33\u0e40\u0e19\u0e34\u0e19\u0e01\u0e34\u0e08\u0e01\u0e32\u0e23\u0e15\u0e48\u0e2d\u0e44\u0e1b\n\u0e04\u0e27\u0e32\u0e21\u0e43\u0e19\u0e27\u0e23\u0e23\u0e04\u0e2b\u0e19\u0e36\u0e48\u0e07\u0e21\u0e34\u0e43\u0e2b\u0e49\u0e43\u0e0a\u0e49\u0e1a\u0e31\u0e07\u0e04\u0e31\u0e1a\u0e41\u0e01\u0e48\u0e25\u0e39\u0e01\u0e08\u0e49\u0e32\u0e07\u0e17\u0e35\u0e48\u0e21\u0e35\u0e01\u0e33\u0e2b\u0e19\u0e14\u0e23\u0e30\u0e22\u0e30\u0e40\u0e27\u0e25\u0e32\u0e01\u0e32\u0e23\u0e08\u0e49\u0e32\u0e07\u0e44\u0e27\u0e49\u0e41\u0e19\u0e48\u0e19\u0e2d\u0e19\u0e41\u0e25\u0e30\u0e40\u0e25\u0e34\u0e01\u0e08\u0e49\u0e32\u0e07\u0e15\u0e32\u0e21\u0e01\u0e33\u0e2b\u0e19\u0e14\u0e23\u0e30\u0e22\u0e30\u0e40\u0e27\u0e25\u0e32\u0e19\u0e31\u0e49\u0e19\n\u0e01\u0e32\u0e23\u0e08\u0e49\u0e32\u0e07\u0e17\u0e35\u0e48\u0e21\u0e35\u0e01\u0e33\u0e2b\u0e19\u0e14\u0e23\u0e30\u0e22\u0e30\u0e40\u0e27\u0e25\u0e32\u0e15\u0e32\u0e21\u0e27\u0e23\u0e23\u0e04\u0e2a\u0e32\u0e21\u0e08\u0e30\u0e01\u0e23\u0e30\u0e17\u0e33\u0e44\u0e14\u0e49\u0e2a\u0e33\u0e2b\u0e23\u0e31\u0e1a\u0e01\u0e32\u0e23\u0e08\u0e49\u0e32\u0e07\u0e07\u0e32\u0e19\u0e43\u0e19\u0e42\u0e04\u0e23\u0e07\u0e01\u0e32\u0e23\u0e40\u0e09\u0e1e\u0e32\u0e30\u0e17\u0e35\u0e48\u0e21\u0e34\u0e43\u0e0a\u0e48\u0e07\u0e32\u0e19\u0e1b\u0e01\u0e15\u0e34\u0e02\u0e2d\u0e07\u0e18\u0e38\u0e23\u0e01\u0e34\u0e08\u0e2b\u0e23\u0e37\u0e2d\u0e01\u0e32\u0e23\u0e04\u0e49\u0e32\u0e02\u0e2d\u0e07\u0e19\u0e32\u0e22\u0e08\u0e49\u0e32\u0e07\u0e0b\u0e36\u0e48\u0e07\u0e15\u0e49\u0e2d\u0e07\u0e21\u0e35\u0e23\u0e30\u0e22\u0e30\u0e40\u0e27\u0e25\u0e32\u0e40\u0e23\u0e34\u0e48\u0e21\u0e15\u0e49\u0e19\u0e41\u0e25\u0e30\u0e2a\u0e34\u0e49\u0e19\u0e2a\u0e38\u0e14\u0e02\u0e2d\u0e07\u0e07\u0e32\u0e19\u0e17\u0e35\u0e48\u0e41\u0e19\u0e48\u0e19\u0e2d\u0e19 \u0e2b\u0e23\u0e37\u0e2d\u0e43\u0e19\u0e07\u0e32\u0e19\u0e2d\u0e31\u0e19\u0e21\u0e35\u0e25\u0e31\u0e01\u0e29\u0e13\u0e30\u0e40\u0e1b\u0e47\u0e19\u0e04\u0e23\u0e31\u0e49\u0e07\u0e04\u0e23\u0e32\u0e27\u0e17\u0e35\u0e48\u0e21\u0e35\u0e01\u0e33\u0e2b\u0e19\u0e14\u0e01\u0e32\u0e23\u0e2a\u0e34\u0e49\u0e19\u0e2a\u0e38\u0e14 \u0e2b\u0e23\u0e37\u0e2d\u0e04\u0e27\u0e32\u0e21\u0e2a\u0e33\u0e40\u0e23\u0e47\u0e08\u0e02\u0e2d\u0e07\u0e07\u0e32\u0e19 \u0e2b\u0e23\u0e37\u0e2d\u0e43\u0e19\u0e07\u0e32\u0e19\u0e17\u0e35\u0e48\u0e40\u0e1b\u0e47\u0e19\u0e44\u0e1b\u0e15\u0e32\u0e21\u0e24\u0e14\u0e39\u0e01\u0e32\u0e25\u0e41\u0e25\u0e30\u0e44\u0e14\u0e49\u0e08\u0e49\u0e32\u0e07\u0e43\u0e19\u0e0a\u0e48\u0e27\u0e07\u0e40\u0e27\u0e25\u0e32\u0e02\u0e2d\u0e07\u0e24\u0e14\u0e39\u0e01\u0e32\u0e25\u0e19\u0e31\u0e49\u0e19 \u0e0b\u0e36\u0e48\u0e07\u0e07\u0e32\u0e19\u0e19\u0e31\u0e49\u0e19\u0e08\u0e30\u0e15\u0e49\u0e2d\u0e07\u0e41\u0e25\u0e49\u0e27\u0e40\u0e2a\u0e23\u0e47\u0e08\u0e20\u0e32\u0e22\u0e43\u0e19\u0e40\u0e27\u0e25\u0e32\u0e44\u0e21\u0e48\u0e40\u0e01\u0e34\u0e19\u0e2a\u0e2d\u0e07\u0e1b\u0e35 \u0e42\u0e14\u0e22\u0e19\u0e32\u0e22\u0e08\u0e49\u0e32\u0e07\u0e41\u0e25\u0e30\u0e25\u0e39\u0e01\u0e08\u0e49\u0e32\u0e07\u0e44\u0e14\u0e49\u0e17\u0e33\u0e2a\u0e31\u0e0d\u0e0d\u0e32\u0e40\u0e1b\u0e47\u0e19\u0e2b\u0e19\u0e31\u0e07\u0e2a\u0e37\u0e2d\u0e44\u0e27\u0e49\u0e15\u0e31\u0e49\u0e07\u0e41\u0e15\u0e48\u0e40\u0e21\u0e37\u0e48\u0e2d\u0e40\u0e23\u0e34\u0e48\u0e21\u0e08\u0e49\u0e32\u0e07<\/p><p class=\"tlo-lb-note\">\u0e15\u0e23\u0e07\u0e15\u0e32\u0e21\u0e02\u0e49\u0e2d\u0e04\u0e27\u0e32\u0e21\u0e43\u0e19\u0e23\u0e32\u0e0a\u0e01\u0e34\u0e08\u0e08\u0e32\u0e19\u0e38\u0e40\u0e1a\u0e01\u0e29\u0e32 \/ \u0e2a\u0e33\u0e19\u0e31\u0e01\u0e07\u0e32\u0e19\u0e04\u0e13\u0e30\u0e01\u0e23\u0e23\u0e21\u0e01\u0e32\u0e23\u0e01\u0e24\u0e29\u0e0e\u0e35\u0e01\u0e32 (Verbatim from the Royal Gazette \/ Office of the Council of State)<\/p><\/details><p class=\"tlo-lb-links\"><a href=\"https:\/\/searchlaw.ocs.go.th\/council-of-state\/#\/public\/doc\/ZGN3NXk0eENvNjBSdjRnT2NsdjFTQT09\" rel=\"noopener\" target=\"_blank\">\u0e02\u0e49\u0e2d\u0e04\u0e27\u0e32\u0e21\u0e17\u0e32\u0e07\u0e01\u0e32\u0e23<\/a><\/p><\/div><div class=\"tlo-lb-sec\"><h3>\u0e21\u0e32\u0e15\u0e23\u0e32 150<\/h3><details class=\"tlo-lb-fold\"><summary>\u0e02\u0e49\u0e2d\u0e04\u0e27\u0e32\u0e21\u0e40\u0e15\u0e47\u0e21<\/summary><p class=\"tlo-lb-text\">\u0e01\u0e32\u0e23\u0e43\u0e14\u0e21\u0e35\u0e27\u0e31\u0e15\u0e16\u0e38\u0e1b\u0e23\u0e30\u0e2a\u0e07\u0e04\u0e4c\u0e40\u0e1b\u0e47\u0e19\u0e01\u0e32\u0e23\u0e15\u0e49\u0e2d\u0e07\u0e2b\u0e49\u0e32\u0e21\u0e0a\u0e31\u0e14\u0e41\u0e08\u0e49\u0e07\u0e42\u0e14\u0e22\u0e01\u0e0e\u0e2b\u0e21\u0e32\u0e22 \u0e40\u0e1b\u0e47\u0e19\u0e01\u0e32\u0e23\u0e1e\u0e49\u0e19\u0e27\u0e34\u0e2a\u0e31\u0e22 \u0e2b\u0e23\u0e37\u0e2d\u0e40\u0e1b\u0e47\u0e19\u0e01\u0e32\u0e23\u0e02\u0e31\u0e14\u0e15\u0e48\u0e2d\u0e04\u0e27\u0e32\u0e21\u0e2a\u0e07\u0e1a\u0e40\u0e23\u0e35\u0e22\u0e1a\u0e23\u0e49\u0e2d\u0e22\u0e2b\u0e23\u0e37\u0e2d\u0e28\u0e35\u0e25\u0e18\u0e23\u0e23\u0e21\u0e2d\u0e31\u0e19\u0e14\u0e35\u0e02\u0e2d\u0e07\u0e1b\u0e23\u0e30\u0e0a\u0e32\u0e0a\u0e19 \u0e01\u0e32\u0e23\u0e19\u0e31\u0e49\u0e19\u0e40\u0e1b\u0e47\u0e19\u0e42\u0e21\u0e06\u0e30<\/p><p class=\"tlo-lb-note\">\u0e15\u0e23\u0e07\u0e15\u0e32\u0e21\u0e02\u0e49\u0e2d\u0e04\u0e27\u0e32\u0e21\u0e43\u0e19\u0e23\u0e32\u0e0a\u0e01\u0e34\u0e08\u0e08\u0e32\u0e19\u0e38\u0e40\u0e1a\u0e01\u0e29\u0e32 \/ \u0e2a\u0e33\u0e19\u0e31\u0e01\u0e07\u0e32\u0e19\u0e04\u0e13\u0e30\u0e01\u0e23\u0e23\u0e21\u0e01\u0e32\u0e23\u0e01\u0e24\u0e29\u0e0e\u0e35\u0e01\u0e32 (Verbatim from the Royal Gazette \/ Office of the Council of State)<\/p><\/details><p class=\"tlo-lb-links\"><a href=\"https:\/\/www.thailawonline.com\/fr\/thai-civil-code\/section-150\/\">\u0e21\u0e32\u0e15\u0e23\u0e32\u0e1e\u0e23\u0e49\u0e2d\u0e21\u0e2b\u0e21\u0e32\u0e22\u0e40\u0e2b\u0e15\u0e38\u0e02\u0e2d\u0e07\u0e40\u0e23\u0e32<\/a><a href=\"https:\/\/searchlaw.ocs.go.th\/council-of-state\/#\/public\/doc\/Qko1NGNVa1FhMG9hTTNGcU9sTGxydz09\" rel=\"noopener\" target=\"_blank\">\u0e02\u0e49\u0e2d\u0e04\u0e27\u0e32\u0e21\u0e17\u0e32\u0e07\u0e01\u0e32\u0e23<\/a><\/p><\/div><div class=\"tlo-lb-sec\"><h3>\u0e21\u0e32\u0e15\u0e23\u0e32 850<\/h3><details class=\"tlo-lb-fold\"><summary>\u0e02\u0e49\u0e2d\u0e04\u0e27\u0e32\u0e21\u0e40\u0e15\u0e47\u0e21<\/summary><p class=\"tlo-lb-text\">\u0e2d\u0e31\u0e19\u0e27\u0e48\u0e32\u0e1b\u0e23\u0e30\u0e19\u0e35\u0e1b\u0e23\u0e30\u0e19\u0e2d\u0e21\u0e22\u0e2d\u0e21\u0e04\u0e27\u0e32\u0e21\u0e19\u0e31\u0e49\u0e19 \u0e04\u0e37\u0e2d\u0e2a\u0e31\u0e0d\u0e0d\u0e32\u0e0b\u0e36\u0e48\u0e07\u0e1c\u0e39\u0e49\u0e40\u0e1b\u0e47\u0e19\u0e04\u0e39\u0e48\u0e2a\u0e31\u0e0d\u0e0d\u0e32\u0e17\u0e31\u0e49\u0e07\u0e2a\u0e2d\u0e07\u0e1d\u0e48\u0e32\u0e22\u0e23\u0e30\u0e07\u0e31\u0e1a\u0e02\u0e49\u0e2d\u0e1e\u0e34\u0e1e\u0e32\u0e17\u0e2d\u0e31\u0e19\u0e43\u0e14\u0e2d\u0e31\u0e19\u0e2b\u0e19\u0e36\u0e48\u0e07\u0e0b\u0e36\u0e48\u0e07\u0e21\u0e35\u0e2d\u0e22\u0e39\u0e48\u0e2b\u0e23\u0e37\u0e2d\u0e08\u0e30\u0e21\u0e35\u0e02\u0e36\u0e49\u0e19\u0e19\u0e31\u0e49\u0e19\u0e43\u0e2b\u0e49\u0e40\u0e2a\u0e23\u0e47\u0e08\u0e44\u0e1b\u0e14\u0e49\u0e27\u0e22\u0e15\u0e48\u0e32\u0e07\u0e22\u0e2d\u0e21\u0e1c\u0e48\u0e2d\u0e19\u0e1c\u0e31\u0e19\u0e43\u0e2b\u0e49\u0e41\u0e01\u0e48\u0e01\u0e31\u0e19<\/p><p class=\"tlo-lb-note\">\u0e15\u0e23\u0e07\u0e15\u0e32\u0e21\u0e02\u0e49\u0e2d\u0e04\u0e27\u0e32\u0e21\u0e43\u0e19\u0e23\u0e32\u0e0a\u0e01\u0e34\u0e08\u0e08\u0e32\u0e19\u0e38\u0e40\u0e1a\u0e01\u0e29\u0e32 \/ \u0e2a\u0e33\u0e19\u0e31\u0e01\u0e07\u0e32\u0e19\u0e04\u0e13\u0e30\u0e01\u0e23\u0e23\u0e21\u0e01\u0e32\u0e23\u0e01\u0e24\u0e29\u0e0e\u0e35\u0e01\u0e32 (Verbatim from the Royal Gazette \/ Office of the Council of State)<\/p><\/details><p class=\"tlo-lb-links\"><a href=\"https:\/\/www.thailawonline.com\/fr\/thai-civil-code\/section-850\/\">\u0e21\u0e32\u0e15\u0e23\u0e32\u0e1e\u0e23\u0e49\u0e2d\u0e21\u0e2b\u0e21\u0e32\u0e22\u0e40\u0e2b\u0e15\u0e38\u0e02\u0e2d\u0e07\u0e40\u0e23\u0e32<\/a><a href=\"https:\/\/searchlaw.ocs.go.th\/council-of-state\/#\/public\/doc\/Qko1NGNVa1FhMG9hTTNGcU9sTGxydz09\" rel=\"noopener\" target=\"_blank\">\u0e02\u0e49\u0e2d\u0e04\u0e27\u0e32\u0e21\u0e17\u0e32\u0e07\u0e01\u0e32\u0e23<\/a><\/p><\/div><div class=\"tlo-lb-sec\"><h3>\u0e21\u0e32\u0e15\u0e23\u0e32 852<\/h3><details class=\"tlo-lb-fold\"><summary>\u0e02\u0e49\u0e2d\u0e04\u0e27\u0e32\u0e21\u0e40\u0e15\u0e47\u0e21<\/summary><p class=\"tlo-lb-text\">\u0e1c\u0e25\u0e02\u0e2d\u0e07\u0e2a\u0e31\u0e0d\u0e0d\u0e32\u0e1b\u0e23\u0e30\u0e19\u0e35\u0e1b\u0e23\u0e30\u0e19\u0e2d\u0e21\u0e22\u0e2d\u0e21\u0e04\u0e27\u0e32\u0e21\u0e19\u0e31\u0e49\u0e19 \u0e22\u0e48\u0e2d\u0e21\u0e17\u0e33\u0e43\u0e2b\u0e49\u0e01\u0e32\u0e23\u0e40\u0e23\u0e35\u0e22\u0e01\u0e23\u0e49\u0e2d\u0e07\u0e0b\u0e36\u0e48\u0e07\u0e41\u0e15\u0e48\u0e25\u0e30\u0e1d\u0e48\u0e32\u0e22\u0e44\u0e14\u0e49\u0e22\u0e2d\u0e21\u0e2a\u0e25\u0e30\u0e19\u0e31\u0e49\u0e19\u0e23\u0e30\u0e07\u0e31\u0e1a\u0e2a\u0e34\u0e49\u0e19\u0e44\u0e1b \u0e41\u0e25\u0e30\u0e17\u0e33\u0e43\u0e2b\u0e49\u0e41\u0e15\u0e48\u0e25\u0e30\u0e1d\u0e48\u0e32\u0e22\u0e44\u0e14\u0e49\u0e2a\u0e34\u0e17\u0e18\u0e34\u0e15\u0e32\u0e21\u0e17\u0e35\u0e48\u0e41\u0e2a\u0e14\u0e07\u0e43\u0e19\u0e2a\u0e31\u0e0d\u0e0d\u0e32\u0e19\u0e31\u0e49\u0e19\u0e27\u0e48\u0e32\u0e40\u0e1b\u0e47\u0e19\u0e02\u0e2d\u0e07\u0e15\u0e19<\/p><p class=\"tlo-lb-note\">\u0e15\u0e23\u0e07\u0e15\u0e32\u0e21\u0e02\u0e49\u0e2d\u0e04\u0e27\u0e32\u0e21\u0e43\u0e19\u0e23\u0e32\u0e0a\u0e01\u0e34\u0e08\u0e08\u0e32\u0e19\u0e38\u0e40\u0e1a\u0e01\u0e29\u0e32 \/ \u0e2a\u0e33\u0e19\u0e31\u0e01\u0e07\u0e32\u0e19\u0e04\u0e13\u0e30\u0e01\u0e23\u0e23\u0e21\u0e01\u0e32\u0e23\u0e01\u0e24\u0e29\u0e0e\u0e35\u0e01\u0e32 (Verbatim from the Royal Gazette \/ Office of the Council of State)<\/p><\/details><p class=\"tlo-lb-links\"><a href=\"https:\/\/www.thailawonline.com\/fr\/thai-civil-code\/section-852\/\">\u0e21\u0e32\u0e15\u0e23\u0e32\u0e1e\u0e23\u0e49\u0e2d\u0e21\u0e2b\u0e21\u0e32\u0e22\u0e40\u0e2b\u0e15\u0e38\u0e02\u0e2d\u0e07\u0e40\u0e23\u0e32<\/a><a href=\"https:\/\/searchlaw.ocs.go.th\/council-of-state\/#\/public\/doc\/Qko1NGNVa1FhMG9hTTNGcU9sTGxydz09\" rel=\"noopener\" target=\"_blank\">\u0e02\u0e49\u0e2d\u0e04\u0e27\u0e32\u0e21\u0e17\u0e32\u0e07\u0e01\u0e32\u0e23<\/a><\/p><\/div><div class=\"tlo-lb-sec\"><h3>\u0e21\u0e32\u0e15\u0e23\u0e32 118\/1 <small>\u0e1e\u0e23\u0e30\u0e23\u0e32\u0e0a\u0e1a\u0e31\u0e0d\u0e0d\u0e31\u0e15\u0e34\u0e04\u0e38\u0e49\u0e21\u0e04\u0e23\u0e2d\u0e07\u0e41\u0e23\u0e07\u0e07\u0e32\u0e19 \u0e1e.\u0e28. 2541<\/small><\/h3><details class=\"tlo-lb-fold\"><summary>\u0e02\u0e49\u0e2d\u0e04\u0e27\u0e32\u0e21\u0e40\u0e15\u0e47\u0e21<\/summary><p class=\"tlo-lb-text\">\u0e01\u0e32\u0e23\u0e40\u0e01\u0e29\u0e35\u0e22\u0e13\u0e2d\u0e32\u0e22\u0e38\u0e15\u0e32\u0e21\u0e17\u0e35\u0e48\u0e19\u0e32\u0e22\u0e08\u0e49\u0e32\u0e07\u0e41\u0e25\u0e30\u0e25\u0e39\u0e01\u0e08\u0e49\u0e32\u0e07\u0e15\u0e01\u0e25\u0e07\u0e01\u0e31\u0e19\u0e2b\u0e23\u0e37\u0e2d\u0e15\u0e32\u0e21\u0e17\u0e35\u0e48\u0e19\u0e32\u0e22\u0e08\u0e49\u0e32\u0e07\u0e01\u0e33\u0e2b\u0e19\u0e14\u0e44\u0e27\u0e49 \u0e43\u0e2b\u0e49\u0e16\u0e37\u0e2d\u0e27\u0e48\u0e32\u0e40\u0e1b\u0e47\u0e19\u0e01\u0e32\u0e23\u0e40\u0e25\u0e34\u0e01\u0e08\u0e49\u0e32\u0e07\u0e15\u0e32\u0e21\u0e21\u0e32\u0e15\u0e23\u0e32 \u0e51\u0e51\u0e58 \u0e27\u0e23\u0e23\u0e04\u0e2a\u0e2d\u0e07\n\u0e43\u0e19\u0e01\u0e23\u0e13\u0e35\u0e17\u0e35\u0e48\u0e21\u0e34\u0e44\u0e14\u0e49\u0e21\u0e35\u0e01\u0e32\u0e23\u0e15\u0e01\u0e25\u0e07\u0e2b\u0e23\u0e37\u0e2d\u0e01\u0e33\u0e2b\u0e19\u0e14\u0e01\u0e32\u0e23\u0e40\u0e01\u0e29\u0e35\u0e22\u0e13\u0e2d\u0e32\u0e22\u0e38\u0e44\u0e27\u0e49 \u0e2b\u0e23\u0e37\u0e2d\u0e21\u0e35\u0e01\u0e32\u0e23\u0e15\u0e01\u0e25\u0e07\u0e2b\u0e23\u0e37\u0e2d\u0e01\u0e33\u0e2b\u0e19\u0e14\u0e01\u0e32\u0e23\u0e40\u0e01\u0e29\u0e35\u0e22\u0e13\u0e2d\u0e32\u0e22\u0e38\u0e44\u0e27\u0e49\u0e40\u0e01\u0e34\u0e19\u0e01\u0e27\u0e48\u0e32\u0e2b\u0e01\u0e2a\u0e34\u0e1a\u0e1b\u0e35 \u0e43\u0e2b\u0e49\u0e25\u0e39\u0e01\u0e08\u0e49\u0e32\u0e07\u0e17\u0e35\u0e48\u0e21\u0e35\u0e2d\u0e32\u0e22\u0e38\u0e04\u0e23\u0e1a\u0e2b\u0e01\u0e2a\u0e34\u0e1a\u0e1b\u0e35\u0e02\u0e36\u0e49\u0e19\u0e44\u0e1b\u0e21\u0e35\u0e2a\u0e34\u0e17\u0e18\u0e34\u0e41\u0e2a\u0e14\u0e07\u0e40\u0e08\u0e15\u0e19\u0e32\u0e40\u0e01\u0e29\u0e35\u0e22\u0e13\u0e2d\u0e32\u0e22\u0e38\u0e44\u0e14\u0e49\u0e42\u0e14\u0e22\u0e43\u0e2b\u0e49\u0e41\u0e2a\u0e14\u0e07\u0e40\u0e08\u0e15\u0e19\u0e32\u0e15\u0e48\u0e2d\u0e19\u0e32\u0e22\u0e08\u0e49\u0e32\u0e07\u0e41\u0e25\u0e30\u0e43\u0e2b\u0e49\u0e21\u0e35\u0e1c\u0e25\u0e40\u0e21\u0e37\u0e48\u0e2d\u0e04\u0e23\u0e1a\u0e2a\u0e32\u0e21\u0e2a\u0e34\u0e1a\u0e27\u0e31\u0e19\u0e19\u0e31\u0e1a\u0e41\u0e15\u0e48\u0e27\u0e31\u0e19\u0e41\u0e2a\u0e14\u0e07\u0e40\u0e08\u0e15\u0e19\u0e32 \u0e41\u0e25\u0e30\u0e43\u0e2b\u0e49\u0e19\u0e32\u0e22\u0e08\u0e49\u0e32\u0e07\u0e08\u0e48\u0e32\u0e22\u0e04\u0e48\u0e32\u0e0a\u0e14\u0e40\u0e0a\u0e22\u0e43\u0e2b\u0e49\u0e41\u0e01\u0e48\u0e25\u0e39\u0e01\u0e08\u0e49\u0e32\u0e07\u0e17\u0e35\u0e48\u0e40\u0e01\u0e29\u0e35\u0e22\u0e13\u0e2d\u0e32\u0e22\u0e38\u0e19\u0e31\u0e49\u0e19 \u0e15\u0e32\u0e21\u0e21\u0e32\u0e15\u0e23\u0e32 \u0e51\u0e51\u0e58 \u0e27\u0e23\u0e23\u0e04\u0e2b\u0e19\u0e36\u0e48\u0e07<\/p><p class=\"tlo-lb-note\">\u0e15\u0e23\u0e07\u0e15\u0e32\u0e21\u0e02\u0e49\u0e2d\u0e04\u0e27\u0e32\u0e21\u0e43\u0e19\u0e23\u0e32\u0e0a\u0e01\u0e34\u0e08\u0e08\u0e32\u0e19\u0e38\u0e40\u0e1a\u0e01\u0e29\u0e32 \/ \u0e2a\u0e33\u0e19\u0e31\u0e01\u0e07\u0e32\u0e19\u0e04\u0e13\u0e30\u0e01\u0e23\u0e23\u0e21\u0e01\u0e32\u0e23\u0e01\u0e24\u0e29\u0e0e\u0e35\u0e01\u0e32 (Verbatim from the Royal Gazette \/ Office of the Council of State)<\/p><\/details><p class=\"tlo-lb-links\"><a href=\"https:\/\/searchlaw.ocs.go.th\/council-of-state\/#\/public\/doc\/ZGN3NXk0eENvNjBSdjRnT2NsdjFTQT09\" rel=\"noopener\" target=\"_blank\">\u0e02\u0e49\u0e2d\u0e04\u0e27\u0e32\u0e21\u0e17\u0e32\u0e07\u0e01\u0e32\u0e23<\/a><\/p><\/div><div class=\"tlo-lb-sec\"><h3>\u0e21\u0e32\u0e15\u0e23\u0e32 67 <small>\u0e1e\u0e23\u0e30\u0e23\u0e32\u0e0a\u0e1a\u0e31\u0e0d\u0e0d\u0e31\u0e15\u0e34\u0e04\u0e38\u0e49\u0e21\u0e04\u0e23\u0e2d\u0e07\u0e41\u0e23\u0e07\u0e07\u0e32\u0e19 \u0e1e.\u0e28. 2541<\/small><\/h3><details class=\"tlo-lb-fold\"><summary>\u0e02\u0e49\u0e2d\u0e04\u0e27\u0e32\u0e21\u0e40\u0e15\u0e47\u0e21<\/summary><p class=\"tlo-lb-text\">\u0e43\u0e19\u0e01\u0e23\u0e13\u0e35\u0e17\u0e35\u0e48\u0e19\u0e32\u0e22\u0e08\u0e49\u0e32\u0e07\u0e40\u0e25\u0e34\u0e01\u0e08\u0e49\u0e32\u0e07\u0e42\u0e14\u0e22\u0e21\u0e34\u0e43\u0e0a\u0e48\u0e01\u0e23\u0e13\u0e35\u0e15\u0e32\u0e21\u0e21\u0e32\u0e15\u0e23\u0e32 \u0e51\u0e51\u0e59 \u0e43\u0e2b\u0e49\u0e19\u0e32\u0e22\u0e08\u0e49\u0e32\u0e07\u0e08\u0e48\u0e32\u0e22\u0e04\u0e48\u0e32\u0e08\u0e49\u0e32\u0e07\u0e43\u0e2b\u0e49\u0e41\u0e01\u0e48\u0e25\u0e39\u0e01\u0e08\u0e49\u0e32\u0e07\u0e2a\u0e33\u0e2b\u0e23\u0e31\u0e1a\u0e27\u0e31\u0e19\u0e2b\u0e22\u0e38\u0e14\u0e1e\u0e31\u0e01\u0e1c\u0e48\u0e2d\u0e19\u0e1b\u0e23\u0e30\u0e08\u0e33\u0e1b\u0e35\u0e43\u0e19\u0e1b\u0e35\u0e17\u0e35\u0e48\u0e40\u0e25\u0e34\u0e01\u0e08\u0e49\u0e32\u0e07\u0e15\u0e32\u0e21\u0e2a\u0e48\u0e27\u0e19\u0e02\u0e2d\u0e07\u0e27\u0e31\u0e19\u0e2b\u0e22\u0e38\u0e14\u0e1e\u0e31\u0e01\u0e1c\u0e48\u0e2d\u0e19\u0e1b\u0e23\u0e30\u0e08\u0e33\u0e1b\u0e35\u0e17\u0e35\u0e48\u0e25\u0e39\u0e01\u0e08\u0e49\u0e32\u0e07\u0e1e\u0e36\u0e07\u0e21\u0e35\u0e2a\u0e34\u0e17\u0e18\u0e34\u0e44\u0e14\u0e49\u0e23\u0e31\u0e1a\u0e15\u0e32\u0e21\u0e21\u0e32\u0e15\u0e23\u0e32 \u0e53\u0e50\n\u0e43\u0e19\u0e01\u0e23\u0e13\u0e35\u0e17\u0e35\u0e48\u0e25\u0e39\u0e01\u0e08\u0e49\u0e32\u0e07\u0e40\u0e1b\u0e47\u0e19\u0e1d\u0e48\u0e32\u0e22\u0e1a\u0e2d\u0e01\u0e40\u0e25\u0e34\u0e01\u0e2a\u0e31\u0e0d\u0e0d\u0e32\u0e2b\u0e23\u0e37\u0e2d\u0e19\u0e32\u0e22\u0e08\u0e49\u0e32\u0e07\u0e40\u0e25\u0e34\u0e01\u0e08\u0e49\u0e32\u0e07 \u0e44\u0e21\u0e48\u0e27\u0e48\u0e32\u0e01\u0e32\u0e23\u0e40\u0e25\u0e34\u0e01\u0e08\u0e49\u0e32\u0e07\u0e19\u0e31\u0e49\u0e19\u0e40\u0e1b\u0e47\u0e19\u0e01\u0e23\u0e13\u0e35\u0e15\u0e32\u0e21\u0e21\u0e32\u0e15\u0e23\u0e32 \u0e51\u0e51\u0e59 \u0e2b\u0e23\u0e37\u0e2d\u0e44\u0e21\u0e48\u0e01\u0e47\u0e15\u0e32\u0e21 \u0e43\u0e2b\u0e49\u0e19\u0e32\u0e22\u0e08\u0e49\u0e32\u0e07\u0e08\u0e48\u0e32\u0e22\u0e04\u0e48\u0e32\u0e08\u0e49\u0e32\u0e07\u0e43\u0e2b\u0e49\u0e41\u0e01\u0e48\u0e25\u0e39\u0e01\u0e08\u0e49\u0e32\u0e07\u0e2a\u0e33\u0e2b\u0e23\u0e31\u0e1a\u0e27\u0e31\u0e19\u0e2b\u0e22\u0e38\u0e14\u0e1e\u0e31\u0e01\u0e1c\u0e48\u0e2d\u0e19\u0e1b\u0e23\u0e30\u0e08\u0e33\u0e1b\u0e35\u0e2a\u0e30\u0e2a\u0e21\u0e17\u0e35\u0e48\u0e25\u0e39\u0e01\u0e08\u0e49\u0e32\u0e07\u0e1e\u0e36\u0e07\u0e21\u0e35\u0e2a\u0e34\u0e17\u0e18\u0e34\u0e44\u0e14\u0e49\u0e23\u0e31\u0e1a\u0e15\u0e32\u0e21\u0e21\u0e32\u0e15\u0e23\u0e32 \u0e53\u0e50<\/p><p class=\"tlo-lb-note\">\u0e15\u0e23\u0e07\u0e15\u0e32\u0e21\u0e02\u0e49\u0e2d\u0e04\u0e27\u0e32\u0e21\u0e43\u0e19\u0e23\u0e32\u0e0a\u0e01\u0e34\u0e08\u0e08\u0e32\u0e19\u0e38\u0e40\u0e1a\u0e01\u0e29\u0e32 \/ \u0e2a\u0e33\u0e19\u0e31\u0e01\u0e07\u0e32\u0e19\u0e04\u0e13\u0e30\u0e01\u0e23\u0e23\u0e21\u0e01\u0e32\u0e23\u0e01\u0e24\u0e29\u0e0e\u0e35\u0e01\u0e32 (Verbatim from the Royal Gazette \/ Office of the Council of State)<\/p><\/details><p class=\"tlo-lb-links\"><a href=\"https:\/\/searchlaw.ocs.go.th\/council-of-state\/#\/public\/doc\/ZGN3NXk0eENvNjBSdjRnT2NsdjFTQT09\" rel=\"noopener\" target=\"_blank\">\u0e02\u0e49\u0e2d\u0e04\u0e27\u0e32\u0e21\u0e17\u0e32\u0e07\u0e01\u0e32\u0e23<\/a><\/p><\/div><div class=\"tlo-lb-sec\"><h3>\u0e21\u0e32\u0e15\u0e23\u0e32 119 <small>\u0e1e\u0e23\u0e30\u0e23\u0e32\u0e0a\u0e1a\u0e31\u0e0d\u0e0d\u0e31\u0e15\u0e34\u0e04\u0e38\u0e49\u0e21\u0e04\u0e23\u0e2d\u0e07\u0e41\u0e23\u0e07\u0e07\u0e32\u0e19 \u0e1e.\u0e28. 2541<\/small><\/h3><details class=\"tlo-lb-fold\"><summary>\u0e02\u0e49\u0e2d\u0e04\u0e27\u0e32\u0e21\u0e40\u0e15\u0e47\u0e21<\/summary><p class=\"tlo-lb-text\">\u0e19\u0e32\u0e22\u0e08\u0e49\u0e32\u0e07\u0e44\u0e21\u0e48\u0e15\u0e49\u0e2d\u0e07\u0e08\u0e48\u0e32\u0e22\u0e04\u0e48\u0e32\u0e0a\u0e14\u0e40\u0e0a\u0e22\u0e43\u0e2b\u0e49\u0e41\u0e01\u0e48\u0e25\u0e39\u0e01\u0e08\u0e49\u0e32\u0e07\u0e0b\u0e36\u0e48\u0e07\u0e40\u0e25\u0e34\u0e01\u0e08\u0e49\u0e32\u0e07\u0e43\u0e19\u0e01\u0e23\u0e13\u0e35\u0e2b\u0e19\u0e36\u0e48\u0e07\u0e01\u0e23\u0e13\u0e35\u0e43\u0e14 \u0e14\u0e31\u0e07\u0e15\u0e48\u0e2d\u0e44\u0e1b\u0e19\u0e35\u0e49\n(\u0e51) \u0e17\u0e38\u0e08\u0e23\u0e34\u0e15\u0e15\u0e48\u0e2d\u0e2b\u0e19\u0e49\u0e32\u0e17\u0e35\u0e48\u0e2b\u0e23\u0e37\u0e2d\u0e01\u0e23\u0e30\u0e17\u0e33\u0e04\u0e27\u0e32\u0e21\u0e1c\u0e34\u0e14\u0e2d\u0e32\u0e0d\u0e32\u0e42\u0e14\u0e22\u0e40\u0e08\u0e15\u0e19\u0e32\u0e41\u0e01\u0e48\u0e19\u0e32\u0e22\u0e08\u0e49\u0e32\u0e07\n(\u0e52) \u0e08\u0e07\u0e43\u0e08\u0e17\u0e33\u0e43\u0e2b\u0e49\u0e19\u0e32\u0e22\u0e08\u0e49\u0e32\u0e07\u0e44\u0e14\u0e49\u0e23\u0e31\u0e1a\u0e04\u0e27\u0e32\u0e21\u0e40\u0e2a\u0e35\u0e22\u0e2b\u0e32\u0e22\n(\u0e53) \u0e1b\u0e23\u0e30\u0e21\u0e32\u0e17\u0e40\u0e25\u0e34\u0e19\u0e40\u0e25\u0e48\u0e2d\u0e40\u0e1b\u0e47\u0e19\u0e40\u0e2b\u0e15\u0e38\u0e43\u0e2b\u0e49\u0e19\u0e32\u0e22\u0e08\u0e49\u0e32\u0e07\u0e44\u0e14\u0e49\u0e23\u0e31\u0e1a\u0e04\u0e27\u0e32\u0e21\u0e40\u0e2a\u0e35\u0e22\u0e2b\u0e32\u0e22\u0e2d\u0e22\u0e48\u0e32\u0e07\u0e23\u0e49\u0e32\u0e22\u0e41\u0e23\u0e07\n(\u0e54) \u0e1d\u0e48\u0e32\u0e1d\u0e37\u0e19\u0e02\u0e49\u0e2d\u0e1a\u0e31\u0e07\u0e04\u0e31\u0e1a\u0e40\u0e01\u0e35\u0e48\u0e22\u0e27\u0e01\u0e31\u0e1a\u0e01\u0e32\u0e23\u0e17\u0e33\u0e07\u0e32\u0e19 \u0e23\u0e30\u0e40\u0e1a\u0e35\u0e22\u0e1a \u0e2b\u0e23\u0e37\u0e2d\u0e04\u0e33\u0e2a\u0e31\u0e48\u0e07\u0e02\u0e2d\u0e07\u0e19\u0e32\u0e22\u0e08\u0e49\u0e32\u0e07\u0e2d\u0e31\u0e19\u0e0a\u0e2d\u0e1a\u0e14\u0e49\u0e27\u0e22\u0e01\u0e0e\u0e2b\u0e21\u0e32\u0e22\u0e41\u0e25\u0e30\u0e40\u0e1b\u0e47\u0e19\u0e18\u0e23\u0e23\u0e21 \u0e41\u0e25\u0e30\u0e19\u0e32\u0e22\u0e08\u0e49\u0e32\u0e07\u0e44\u0e14\u0e49\u0e15\u0e31\u0e01\u0e40\u0e15\u0e37\u0e2d\u0e19\u0e40\u0e1b\u0e47\u0e19\u0e2b\u0e19\u0e31\u0e07\u0e2a\u0e37\u0e2d\u0e41\u0e25\u0e49\u0e27 \u0e40\u0e27\u0e49\u0e19\u0e41\u0e15\u0e48\u0e01\u0e23\u0e13\u0e35\u0e17\u0e35\u0e48\u0e23\u0e49\u0e32\u0e22\u0e41\u0e23\u0e07 \u0e19\u0e32\u0e22\u0e08\u0e49\u0e32\u0e07\u0e44\u0e21\u0e48\u0e08\u0e33\u0e40\u0e1b\u0e47\u0e19\u0e15\u0e49\u0e2d\u0e07\u0e15\u0e31\u0e01\u0e40\u0e15\u0e37\u0e2d\u0e19\n\u0e2b\u0e19\u0e31\u0e07\u0e2a\u0e37\u0e2d\u0e40\u0e15\u0e37\u0e2d\u0e19\u0e43\u0e2b\u0e49\u0e21\u0e35\u0e1c\u0e25\u0e1a\u0e31\u0e07\u0e04\u0e31\u0e1a\u0e44\u0e14\u0e49\u0e44\u0e21\u0e48\u0e40\u0e01\u0e34\u0e19\u0e2b\u0e19\u0e36\u0e48\u0e07\u0e1b\u0e35\u0e19\u0e31\u0e1a\u0e41\u0e15\u0e48\u0e27\u0e31\u0e19\u0e17\u0e35\u0e48\u0e25\u0e39\u0e01\u0e08\u0e49\u0e32\u0e07\u0e44\u0e14\u0e49\u0e01\u0e23\u0e30\u0e17\u0e33\u0e1c\u0e34\u0e14\n(\u0e55) \u0e25\u0e30\u0e17\u0e34\u0e49\u0e07\u0e2b\u0e19\u0e49\u0e32\u0e17\u0e35\u0e48\u0e40\u0e1b\u0e47\u0e19\u0e40\u0e27\u0e25\u0e32\u0e2a\u0e32\u0e21\u0e27\u0e31\u0e19\u0e17\u0e33\u0e07\u0e32\u0e19\u0e15\u0e34\u0e14\u0e15\u0e48\u0e2d\u0e01\u0e31\u0e19\u0e44\u0e21\u0e48\u0e27\u0e48\u0e32\u0e08\u0e30\u0e21\u0e35\u0e27\u0e31\u0e19\u0e2b\u0e22\u0e38\u0e14\u0e04\u0e31\u0e48\u0e19\u0e2b\u0e23\u0e37\u0e2d\u0e44\u0e21\u0e48\u0e01\u0e47\u0e15\u0e32\u0e21\u0e42\u0e14\u0e22\u0e44\u0e21\u0e48\u0e21\u0e35\u0e40\u0e2b\u0e15\u0e38\u0e2d\u0e31\u0e19\u0e2a\u0e21\u0e04\u0e27\u0e23\n(\u0e56) \u0e44\u0e14\u0e49\u0e23\u0e31\u0e1a\u0e42\u0e17\u0e29\u0e08\u0e33\u0e04\u0e38\u0e01\u0e15\u0e32\u0e21\u0e04\u0e33\u0e1e\u0e34\u0e1e\u0e32\u0e01\u0e29\u0e32\u0e16\u0e36\u0e07\u0e17\u0e35\u0e48\u0e2a\u0e38\u0e14\u0e43\u0e2b\u0e49\u0e08\u0e33\u0e04\u0e38\u0e01\n\u0e43\u0e19\u0e01\u0e23\u0e13\u0e35 (\u0e56) \u0e16\u0e49\u0e32\u0e40\u0e1b\u0e47\u0e19\u0e04\u0e27\u0e32\u0e21\u0e1c\u0e34\u0e14\u0e17\u0e35\u0e48\u0e44\u0e14\u0e49\u0e01\u0e23\u0e30\u0e17\u0e33\u0e42\u0e14\u0e22\u0e1b\u0e23\u0e30\u0e21\u0e32\u0e17\u0e2b\u0e23\u0e37\u0e2d\u0e04\u0e27\u0e32\u0e21\u0e1c\u0e34\u0e14\u0e25\u0e2b\u0e38\u0e42\u0e17\u0e29\u0e15\u0e49\u0e2d\u0e07\u0e40\u0e1b\u0e47\u0e19\u0e01\u0e23\u0e13\u0e35\u0e17\u0e35\u0e48\u0e40\u0e1b\u0e47\u0e19\u0e40\u0e2b\u0e15\u0e38\u0e43\u0e2b\u0e49\u0e19\u0e32\u0e22\u0e08\u0e49\u0e32\u0e07\u0e44\u0e14\u0e49\u0e23\u0e31\u0e1a\u0e04\u0e27\u0e32\u0e21\u0e40\u0e2a\u0e35\u0e22\u0e2b\u0e32\u0e22\n\u0e01\u0e32\u0e23\u0e40\u0e25\u0e34\u0e01\u0e08\u0e49\u0e32\u0e07\u0e42\u0e14\u0e22\u0e44\u0e21\u0e48\u0e08\u0e48\u0e32\u0e22\u0e04\u0e48\u0e32\u0e0a\u0e14\u0e40\u0e0a\u0e22\u0e15\u0e32\u0e21\u0e27\u0e23\u0e23\u0e04\u0e2b\u0e19\u0e36\u0e48\u0e07 \u0e16\u0e49\u0e32\u0e19\u0e32\u0e22\u0e08\u0e49\u0e32\u0e07\u0e44\u0e21\u0e48\u0e44\u0e14\u0e49\u0e23\u0e30\u0e1a\u0e38\u0e02\u0e49\u0e2d\u0e40\u0e17\u0e47\u0e08\u0e08\u0e23\u0e34\u0e07\u0e2d\u0e31\u0e19\u0e40\u0e1b\u0e47\u0e19\u0e40\u0e2b\u0e15\u0e38\u0e17\u0e35\u0e48\u0e40\u0e25\u0e34\u0e01\u0e08\u0e49\u0e32\u0e07\u0e44\u0e27\u0e49\u0e43\u0e19\u0e2b\u0e19\u0e31\u0e07\u0e2a\u0e37\u0e2d\u0e1a\u0e2d\u0e01\u0e40\u0e25\u0e34\u0e01\u0e2a\u0e31\u0e0d\u0e0d\u0e32\u0e08\u0e49\u0e32\u0e07\u0e2b\u0e23\u0e37\u0e2d\u0e44\u0e21\u0e48\u0e44\u0e14\u0e49\u0e41\u0e08\u0e49\u0e07\u0e40\u0e2b\u0e15\u0e38\u0e17\u0e35\u0e48\u0e40\u0e25\u0e34\u0e01\u0e08\u0e49\u0e32\u0e07\u0e43\u0e2b\u0e49\u0e25\u0e39\u0e01\u0e08\u0e49\u0e32\u0e07\u0e17\u0e23\u0e32\u0e1a\u0e43\u0e19\u0e02\u0e13\u0e30\u0e17\u0e35\u0e48\u0e40\u0e25\u0e34\u0e01\u0e08\u0e49\u0e32\u0e07\u0e19\u0e32\u0e22\u0e08\u0e49\u0e32\u0e07\u0e08\u0e30\u0e22\u0e01\u0e40\u0e2b\u0e15\u0e38\u0e19\u0e31\u0e49\u0e19\u0e02\u0e36\u0e49\u0e19\u0e2d\u0e49\u0e32\u0e07\u0e43\u0e19\u0e20\u0e32\u0e22\u0e2b\u0e25\u0e31\u0e07\u0e44\u0e21\u0e48\u0e44\u0e14\u0e49<\/p><p class=\"tlo-lb-note\">\u0e15\u0e23\u0e07\u0e15\u0e32\u0e21\u0e02\u0e49\u0e2d\u0e04\u0e27\u0e32\u0e21\u0e43\u0e19\u0e23\u0e32\u0e0a\u0e01\u0e34\u0e08\u0e08\u0e32\u0e19\u0e38\u0e40\u0e1a\u0e01\u0e29\u0e32 \/ \u0e2a\u0e33\u0e19\u0e31\u0e01\u0e07\u0e32\u0e19\u0e04\u0e13\u0e30\u0e01\u0e23\u0e23\u0e21\u0e01\u0e32\u0e23\u0e01\u0e24\u0e29\u0e0e\u0e35\u0e01\u0e32 (Verbatim from the Royal Gazette \/ Office of the Council of State)<\/p><\/details><p class=\"tlo-lb-links\"><a href=\"https:\/\/searchlaw.ocs.go.th\/council-of-state\/#\/public\/doc\/ZGN3NXk0eENvNjBSdjRnT2NsdjFTQT09\" rel=\"noopener\" target=\"_blank\">\u0e02\u0e49\u0e2d\u0e04\u0e27\u0e32\u0e21\u0e17\u0e32\u0e07\u0e01\u0e32\u0e23<\/a><\/p><\/div><\/details><details class=\"tlo-lb-tab\" name=\"tlo-lb-1\" lang=\"fr\" data-no-translation open><summary>Fran\u00e7ais<\/summary><div class=\"tlo-lb-sec\"><h3>Article 118 <small>Labour Protection Act B.E. 2541<\/small><\/h3><p>Indemnit\u00e9 minimale: 30, 90, 180, 240, 300 ou 400 jours de salaire selon l&#039;anciennet\u00e9, d\u00e8s 120 jours; le licenciement inclut toute fin sans salaire, terme du contrat ou arr\u00eat d&#039;activit\u00e9. Exclus: contrats \u00e0 terme \u00e9crits d\u00e8s l&#039;embauche, projet hors activit\u00e9 normale, travail occasionnel ou saisonnier, 2 ans maximum.<\/p><p class=\"tlo-lb-note\">r\u00e9sum\u00e9 non officiel<\/p><p class=\"tlo-lb-links\"><a href=\"https:\/\/searchlaw.ocs.go.th\/council-of-state\/#\/public\/doc\/ZGN3NXk0eENvNjBSdjRnT2NsdjFTQT09\" rel=\"noopener\" target=\"_blank\">Texte officiel<\/a><\/p><\/div><div class=\"tlo-lb-sec\"><h3>Article 150<\/h3><p>Est nul l&#039;acte dont l&#039;objet est express\u00e9ment interdit par la loi, impossible, ou contraire \u00e0 l&#039;ordre public ou aux bonnes m\u0153urs.<\/p><p class=\"tlo-lb-note\">r\u00e9sum\u00e9 non officiel<\/p><p class=\"tlo-lb-links\"><a href=\"https:\/\/www.thailawonline.com\/fr\/thai-civil-code\/section-150\/\">Notre article annot\u00e9<\/a><a href=\"https:\/\/searchlaw.ocs.go.th\/council-of-state\/#\/public\/doc\/Qko1NGNVa1FhMG9hTTNGcU9sTGxydz09\" rel=\"noopener\" target=\"_blank\">Texte officiel<\/a><\/p><\/div><div class=\"tlo-lb-sec\"><h3>Article 850<\/h3><p>La transaction est le contrat par lequel les parties mettent fin \u00e0 une contestation n\u00e9e ou \u00e0 na\u00eetre au moyen de concessions r\u00e9ciproques.<\/p><p class=\"tlo-lb-note\">r\u00e9sum\u00e9 non officiel<\/p><p class=\"tlo-lb-links\"><a href=\"https:\/\/www.thailawonline.com\/fr\/thai-civil-code\/section-850\/\">Notre article annot\u00e9<\/a><a href=\"https:\/\/searchlaw.ocs.go.th\/council-of-state\/#\/public\/doc\/Qko1NGNVa1FhMG9hTTNGcU9sTGxydz09\" rel=\"noopener\" target=\"_blank\">Texte officiel<\/a><\/p><\/div><div class=\"tlo-lb-sec\"><h3>Article 852<\/h3><p>La transaction \u00e9teint les pr\u00e9tentions auxquelles chaque partie a renonc\u00e9 et conf\u00e8re \u00e0 chacune les droits que le contrat lui reconna\u00eet.<\/p><p class=\"tlo-lb-note\">r\u00e9sum\u00e9 non officiel<\/p><p class=\"tlo-lb-links\"><a href=\"https:\/\/www.thailawonline.com\/fr\/thai-civil-code\/section-852\/\">Notre article annot\u00e9<\/a><a href=\"https:\/\/searchlaw.ocs.go.th\/council-of-state\/#\/public\/doc\/Qko1NGNVa1FhMG9hTTNGcU9sTGxydz09\" rel=\"noopener\" target=\"_blank\">Texte officiel<\/a><\/p><\/div><div class=\"tlo-lb-sec\"><h3>Article 118\/1 <small>Labour Protection Act B.E. 2541<\/small><\/h3><p>Le d\u00e9part \u00e0 la retraite convenu entre l&#039;employeur et le salari\u00e9, ou fix\u00e9 par l&#039;employeur, est r\u00e9put\u00e9 \u00eatre un licenciement au sens de l&#039;article 118, alin\u00e9a 2. \u00c0 d\u00e9faut d&#039;\u00e2ge de retraite convenu ou fix\u00e9, ou s&#039;il est fix\u00e9 au del\u00e0 de soixante ans, le salari\u00e9 \u00e2g\u00e9 de soixante ans ou plus peut d\u00e9clarer \u00e0 l&#039;employeur son intention de prendre sa retraite, avec effet trente jours apr\u00e8s cette d\u00e9claration, et l&#039;employeur lui verse l&#039;indemnit\u00e9 de licenciement pr\u00e9vue \u00e0 l&#039;article 118, alin\u00e9a 1.<\/p><p class=\"tlo-lb-note\">r\u00e9sum\u00e9 non officiel<\/p><p class=\"tlo-lb-links\"><a href=\"https:\/\/searchlaw.ocs.go.th\/council-of-state\/#\/public\/doc\/ZGN3NXk0eENvNjBSdjRnT2NsdjFTQT09\" rel=\"noopener\" target=\"_blank\">Texte officiel<\/a><\/p><\/div><div class=\"tlo-lb-sec\"><h3>Article 67 <small>Labour Protection Act B.E. 2541<\/small><\/h3><p>Si l&#039;employeur licencie hors des cas de l&#039;article 119, il paie au salari\u00e9 les cong\u00e9s annuels de l&#039;ann\u00e9e du licenciement au prorata des droits pr\u00e9vus \u00e0 l&#039;article 30. Que le contrat soit rompu par le salari\u00e9 ou par l&#039;employeur, relevant ou non de l&#039;article 119, l&#039;employeur paie les cong\u00e9s annuels cumul\u00e9s auxquels le salari\u00e9 a droit selon l&#039;article 30.<\/p><p class=\"tlo-lb-note\">r\u00e9sum\u00e9 non officiel<\/p><p class=\"tlo-lb-links\"><a href=\"https:\/\/searchlaw.ocs.go.th\/council-of-state\/#\/public\/doc\/ZGN3NXk0eENvNjBSdjRnT2NsdjFTQT09\" rel=\"noopener\" target=\"_blank\">Texte officiel<\/a><\/p><\/div><div class=\"tlo-lb-sec\"><h3>Article 119 <small>Labour Protection Act B.E. 2541<\/small><\/h3><p>Aucune indemnit\u00e9 pour malhonn\u00eatet\u00e9 ou infraction intentionnelle envers l&#039;employeur, dommage volontaire, n\u00e9gligence causant un dommage grave, violation de r\u00e8gles licites et justes apr\u00e8s avertissement \u00e9crit (non requis si grave), abandon injustifi\u00e9 de 3 jours ouvrables cons\u00e9cutifs, ou emprisonnement d\u00e9finitif. Un motif non indiqu\u00e9 au licenciement ne peut \u00eatre invoqu\u00e9 ensuite.<\/p><p class=\"tlo-lb-note\">r\u00e9sum\u00e9 non officiel<\/p><p class=\"tlo-lb-links\"><a href=\"https:\/\/searchlaw.ocs.go.th\/council-of-state\/#\/public\/doc\/ZGN3NXk0eENvNjBSdjRnT2NsdjFTQT09\" rel=\"noopener\" target=\"_blank\">Texte officiel<\/a><\/p><\/div><\/details><\/div><div class=\"tlo-lb-cases\"><h3>Arr\u00eats de la Cour supr\u00eame<\/h3><ul><li><a href=\"https:\/\/www.thailawonline.com\/fr\/supreme-court-decisions\/5457-2560-nominee-shareholders-void\/\">5457\/2560<\/a> (2017): Sham Loan Hiding a Business Bought Through Thai Nominee Shareholders: Void, and the Money Irrecoverable<\/li><li><a href=\"https:\/\/www.thailawonline.com\/fr\/supreme-court-decisions\/17923-2557-foreign-funded-company\/\">17923\/2557<\/a> (2014): Lease That Was Really a Sale: Foreign Buyers Cannot Compel Transfer to a Nominee Company<\/li><\/ul><\/div><div class=\"tlo-lb-src\"><h3>Sources<\/h3><ul><li><a href=\"https:\/\/searchlaw.ocs.go.th\/council-of-state\/#\/public\/doc\/ZGN3NXk0eENvNjBSdjRnT2NsdjFTQT09\" rel=\"noopener\" target=\"_blank\">Labour Protection Act B.E. 2541<\/a>, consult\u00e9 le 2 novembre 2026<\/li><li><a href=\"https:\/\/searchlaw.ocs.go.th\/council-of-state\/#\/public\/doc\/Qko1NGNVa1FhMG9hTTNGcU9sTGxydz09\" rel=\"noopener\" target=\"_blank\">Code civil et commercial, Office of the Council of State<\/a>, consult\u00e9 le 31 octobre 2026<\/li><li>deka.supremecourt.or.th, Supreme Court of Thailand decisions database (copy held in our library), consult\u00e9 le 19 f\u00e9vrier 2026<\/li><\/ul><\/div><\/section>\n\n\n<h2 class=\"wp-block-heading\" id=\"what-the-labour-protection-act-gives-you\">What the Labour Protection Act gives you<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Two entitlements were at stake in the case, and both come from the Labour Protection Act B.E. 2541 (1998), as amended.<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li><strong>Severance pay (section 118).<\/strong> An employer that terminates an employee with at least 120 days of service, other than for a serious cause listed in section 119, must pay severance at the employee&#8217;s last wage rate: 30 days for 120 days to under one year of service, 90 days for one to under three years, 180 days for three to under six years, 240 days for six to under ten years, 300 days for ten to under twenty years, and 400 days for twenty years or more. Retirement, whether at an age agreed with the employer or set by the employer, is deemed a termination under section 118\/1 (added by the Labour Protection Act (No. 6) B.E. 2560), which is why a retiring executive can be owed more than a year of pay.<\/li><li><strong>Annual leave pay on termination (section 67).<\/strong> Where the employer terminates other than for a section 119 cause, it must pay wages for the annual holidays of the year of termination in proportion to the entitlement under section 30. Accumulated annual leave carried over from earlier years is a separate item under the second paragraph of section 67: it must be paid on any termination, whether the employee resigns or is dismissed, and even where the dismissal falls under section 119. The leave claim in the case below was for accumulated leave.<\/li><\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">The full severance table, <a href=\"https:\/\/www.thailawonline.com\/glossary\/notice-period\/\">notice rules<\/a> and the section 119 causes are on our <a href=\"https:\/\/www.thailawonline.com\/thai-labour-law\/\">Thai labour law page<\/a>, and employers will find <a href=\"https:\/\/www.thailawonline.com\/glossary\/termination-of-employment\/\">the termination process<\/a> explained in our <a href=\"https:\/\/www.thailawonline.com\/thailand-employment-law-for-employers\/\">employment law guide for employers<\/a>.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"why-an-advance-waiver-is-void\">Why an advance waiver is void<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The Labour Protection Act is treated by the Thai courts as a law concerning public order (\u0e01\u0e0e\u0e2b\u0e21\u0e32\u0e22\u0e2d\u0e31\u0e19\u0e40\u0e01\u0e35\u0e48\u0e22\u0e27\u0e01\u0e31\u0e1a\u0e04\u0e27\u0e32\u0e21\u0e2a\u0e07\u0e1a\u0e40\u0e23\u0e35\u0e22\u0e1a\u0e23\u0e49\u0e2d\u0e22\u0e02\u0e2d\u0e07\u0e1b\u0e23\u0e30\u0e0a\u0e32\u0e0a\u0e19). Under <a href=\"https:\/\/www.thailawonline.com\/thai-civil-code\/section-150\/\">section 150 of the Civil and Commercial Code<\/a>, an act whose object is contrary to public order or <a href=\"https:\/\/www.thailawonline.com\/glossary\/good-morals\/\">good morals<\/a> is void. In Decision No. 1162\/2569 the Supreme Court restated the consequence in one sentence: an employer and an employee cannot agree in advance to exclude the employee from the protection of the Act, and if they do, <a href=\"https:\/\/www.thailawonline.com\/glossary\/void-and-voidable\/\">the agreement is void under section 150<\/a>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In practice this catches clauses such as &#8220;the employee agrees that no severance shall be payable on termination&#8221;, &#8220;the signing bonus is paid in lieu of any statutory severance&#8221;, or a retirement scheme that describes its payout as &#8220;in full satisfaction of all claims&#8221; while the employee is still working. None of those wordings survive. An employee who signed them can still sue for the statutory amount, and the <a href=\"https:\/\/www.thailawonline.com\/glossary\/labour-court\/\">Labour Court<\/a> will award it.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"supreme-court-decision-no-1162-2569-the-facts\">Supreme Court Decision No. 1162\/2569: the facts<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The plaintiff had worked for the defendant company and its affiliates for more than twenty years and had risen to president, the highest position in the company, with a final salary of USD 12,856 a month. He retired on 31 August 2020 (B.E. 2563). On his last day he signed two receipt documents. The first acknowledged USD 75,574, after tax, for his work in Indonesia for an affiliate of the group up to 31 December 2016, and stated that he would not claim any further money from that company for that work. The second acknowledged 1,274,488 baht, after tax, for his work in Thailand up to 31 August 2020 on his retirement, and stated that he had received full and final payment and would claim nothing further from the employer.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">He then sued in the Labour Court for, among other things, severance pay of 6,205,548 baht and accumulated annual leave pay of 1,087,711.40 baht, together with bonus, special compensation and <a href=\"https:\/\/www.thailawonline.com\/glossary\/damages\/\">damages<\/a>. The Labour Court Region 1 dismissed the claim. Both sides appealed, and the <a href=\"https:\/\/www.thailawonline.com\/glossary\/court-of-appeal\/\">Court of Appeal<\/a> for Specialised Cases (Labour Division) amended the judgment on the two statutory items, ordering the employer to pay 6,170,832 baht in severance and 1,087,711.40 baht in annual leave pay, with interest at 15 per cent a year. The employer appealed to the Supreme Court with leave.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"what-the-supreme-court-decided\">What the Supreme Court decided<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The Supreme Court (Labour Division) amended the judgment and dismissed the claims for severance pay and annual leave pay. Its reasoning runs in three steps.<\/p>\n\n\n\n<ol class=\"wp-block-list\"><li><strong>The entitlements are public order protections.<\/strong> Severance pay and annual leave pay are amounts fixed by the Labour Protection Act, a law of public order. An advance agreement excluding the employee from that protection is void under <a href=\"https:\/\/www.thailawonline.com\/glossary\/thai-civil-and-commercial-code\/\">Civil and Commercial Code<\/a> section 150.<\/li><li><strong>But the employment had ended.<\/strong> The employer terminated the plaintiff by reason of his retirement on 31 August 2020, and the employer and employee relationship under the contract of employment ended that day. What the plaintiff signed afterwards was an agreement to settle an existing dispute by mutual concessions, which is a compromise within the meaning of <a href=\"https:\/\/www.thailawonline.com\/thai-civil-code\/section-850\/\">section 850 of the Civil and Commercial Code<\/a>.<\/li><li><strong>The compromise binds him.<\/strong> The plaintiff knew the amounts he was entitled to on retirement, agreed to accept the money, and declared that he would make no further claim relating to his employment. The compromise therefore took effect between the parties, and under <a href=\"https:\/\/www.thailawonline.com\/thai-civil-code\/section-852\/\">section 852<\/a> the claims he had given up were extinguished. He could no longer claim severance pay or annual leave pay.<\/li><\/ol>\n\n\n\n<p class=\"wp-block-paragraph\">The holding, in substance: an employer and employee cannot agree in advance to exclude the employee from protection under the Labour Protection Act, and such an agreement is void under section 150; but once the employment relationship has ended, an agreement by which the former employee accepts payment and declares that he will not claim any further money is a compromise under section 850, and where, as here, the employee knew the amounts due and was free to decide, the waived claims are extinguished under section 852. The Court cited only the three Civil and Commercial Code sections; the Labour Protection Act section numbers on this page are ours.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"the-factors-the-court-weighed\">The factors the Court weighed<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The decision is not a licence for every release form. The Court took care to record why this particular signature counted as free and informed consent, and each factor is a warning sign in reverse for a weaker case.<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li><strong>Timing.<\/strong> The documents were signed on the retirement date, his last working day, the day the Court held the employment relationship ended, so he could decide freely. In our view a document signed a week before the last day, while the employment continues, is an advance waiver.<\/li><li><strong>Position.<\/strong> The plaintiff was the president of the company, its most senior position. The Court found that he could decide independently and was no longer in a position where he had to fear his employer.<\/li><li><strong>Knowledge.<\/strong> He knew the amounts he was entitled to on retirement when he signed, and he received substantial sums under the two documents.<\/li><li><strong>Expressed intention.<\/strong> The documents stated in terms that he had been paid in full and would claim nothing further. That wording is what turned a receipt into a compromise.<\/li><li><strong>Mutual concessions.<\/strong> A compromise under section 850 requires both sides to give something up. The Court characterised the arrangement as each party yielding to the other, which is why it qualified.<\/li><\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">In our reading, a Labour Court would look harder at a release signed by a junior employee who was handed a form at the exit interview, was not told what the statutory figure was, and received nothing beyond what the law already required. The two lower courts in this very case reached opposite conclusions on the same documents, which shows how fact sensitive the question is. Anyone relying on a release, on either side, should assume it will be tested against these factors.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"if-you-are-the-employee-before-you-sign-a-full-and-final-release\">If you are the employee: before you sign a full and final release<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Foreign executives in Thailand are the group most exposed to this decision. Exit packages for senior expatriates are often negotiated quickly, in English, on the last day, and the documents are drafted by the employer. After Decision No. 1162\/2569 a signed release is very hard to undo. Before you sign:<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>Work out your statutory entitlement first: severance under section 118 at your last wage rate, wages in lieu of notice under sections 17 and 17\/1 if notice was not given, and annual leave pay under section 67. Compare it with the offer. If the offer is lower and you sign a release, you have given the difference away.<\/li><li>Read every receipt. A document headed &#8220;receipt&#8221; that says you have been paid &#8220;in full and final settlement&#8221; and &#8220;will not claim any further amount&#8221; is the compromise wording the Court relied on. It is not a formality.<\/li><li>Do not sign anything before your last day of employment that purports to waive statutory amounts. Such a document is void, but relying on that in court is slower and more expensive than declining to sign.<\/li><li>If you want to keep a claim open, say so in writing on the document before signing, or sign a receipt that acknowledges the sum received without releasing other claims.<\/li><li>Have the document reviewed before signature, not after. A review of an exit package is a short piece of work compared with a Labour Court action to recover severance you have already released.<\/li><\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"if-you-are-the-employer-drafting-an-enforceable-exit-release\">If you are the employer: drafting an enforceable exit release<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">For employers, the decision confirms that a negotiated exit can be closed with finality, provided the release is built on the facts the Supreme Court found persuasive rather than on wording alone.<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li><strong>Sign after termination, not before.<\/strong> Date the release on or after the day the employment ends. A release attached to the <a href=\"https:\/\/www.thailawonline.com\/glossary\/employment-contract\/\">employment contract<\/a>, the work rules or an early retirement scheme is an advance waiver and void.<\/li><li><strong>Itemise the entitlements.<\/strong> Set out the severance calculation, notice pay and leave pay so the employee demonstrably knew the statutory figure. Knowledge of the amount due was central to the Court&#8217;s reasoning.<\/li><li><strong>Give a real concession.<\/strong> A compromise under section 850 requires mutual concessions. Paying exactly what the law requires and asking for a release in return is weak; an additional payment, an extended benefit or a waiver of the employer&#8217;s own claims gives the release its consideration.<\/li><li><strong>Record free consent.<\/strong> Allow time to consider the document, offer a Thai and English version where the employee is foreign, and avoid signing under conditions the employee could later describe as pressure.<\/li><li><strong>Use compromise language.<\/strong> State that the employee accepts the sums in full and final settlement of all claims arising from the employment and will make no further claim. A bare receipt without a release does not extinguish anything.<\/li><\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Our <a href=\"https:\/\/www.thailawonline.com\/employment-agreement-template-for-thailand\/\">employment agreement templates<\/a> and the Employment Pack with its termination letter cover the earlier stages of the relationship. A release should be drafted for the specific exit.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"frequently-asked-questions\">Frequently asked 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-1788600000201\" class=\"rank-math-list-item\">\n<h3 class=\"rank-math-question \">Can an employee waive severance pay in Thailand?<\/h3>\n<div class=\"rank-math-answer \">\n\n<p>Not in advance. A clause in an employment contract, work rules or any agreement signed while the employment continues that waives statutory severance is void under section 150 of the Civil and Commercial Code, because the Labour Protection Act is a law of public order. After the employment has ended, a former employee can validly settle and release the claim by a compromise agreement (Supreme Court Decision No. 1162\/2569).<\/p>\n\n<\/div>\n<\/div>\n<div id=\"faq-question-1788600000202\" class=\"rank-math-list-item\">\n<h3 class=\"rank-math-question \">Is a full and final settlement signed on the last day of work binding?<\/h3>\n<div class=\"rank-math-answer \">\n\n<p>It can be. In Decision No. 1162\/2569 the Supreme Court held that receipt documents signed on the retirement date, stating that the employee had been paid in full and would claim nothing further, were a valid compromise under section 850 that extinguished the severance and annual leave claims under section 852. The employee knew the amounts due, held the most senior position and was not under pressure from the employer.<\/p>\n\n<\/div>\n<\/div>\n<div id=\"faq-question-1788600000203\" class=\"rank-math-list-item\">\n<h3 class=\"rank-math-question \">Does a retirement package replace statutory severance?<\/h3>\n<div class=\"rank-math-answer \">\n\n<p>Only if the employee agrees to it after the employment has ended, with knowledge of the statutory amount. Retirement is deemed a termination under section 118\/1 of the Labour Protection Act, so severance under section 118 is due. A scheme that describes its payout as replacing severance while the employee is still working is an advance waiver and does not bind the employee.<\/p>\n\n<\/div>\n<\/div>\n<div id=\"faq-question-1788600000204\" class=\"rank-math-list-item\">\n<h3 class=\"rank-math-question \">What makes an exit release valid under Thai law?<\/h3>\n<div class=\"rank-math-answer \">\n\n<p>Three things stood out in Decision No. 1162\/2569: the release was signed after the employment had ended, the employee knew the amounts he was entitled to, and he signed freely, not in fear of his employer. The document must also be a genuine compromise, with each side giving something up, and must state that the sums are accepted in full settlement and no further claim will be made.<\/p>\n\n<\/div>\n<\/div>\n<div id=\"faq-question-1788600000205\" class=\"rank-math-list-item\">\n<h3 class=\"rank-math-question \">I already signed a release. Can I still claim severance?<\/h3>\n<div class=\"rank-math-answer \">\n\n<p>If the release was signed before your employment ended, it is void and you can still claim. If it was signed after termination, you will have to show that it was not a genuine compromise: for example that you did not know the statutory amount, that you were pressured, or that the document was only a receipt without release wording. These are fact questions for the Labour Court, and the outcome in each of the three courts in Decision No. 1162\/2569 shows how finely balanced they can be. Have the document reviewed before deciding whether to sue.<\/p>\n\n<\/div>\n<\/div>\n<div id=\"faq-question-1788600000206\" class=\"rank-math-list-item\">\n<h3 class=\"rank-math-question \">Does annual leave pay follow the same rule as severance?<\/h3>\n<div class=\"rank-math-answer \">\n\n<p>Yes. The Supreme Court applied the same reasoning to wages for annual holidays (the entitlement in section 67 of the Labour Protection Act) as to severance: protected against advance waiver, but capable of being released by a compromise after the employment ends.<\/p>\n\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n<h2 class=\"wp-block-heading\" id=\"sources-and-verification\">Sources and verification<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Supreme Court Decision No. 1162\/2569, Labour Division, black case no. \u0e23.223\/2567, was read in full in the text issued by the Office of Judicial Assistants of the Supreme Court (\u0e01\u0e2d\u0e07\u0e1c\u0e39\u0e49\u0e0a\u0e48\u0e27\u0e22\u0e1c\u0e39\u0e49\u0e1e\u0e34\u0e1e\u0e32\u0e01\u0e29\u0e32\u0e28\u0e32\u0e25\u0e0e\u0e35\u0e01\u0e32) as reproduced at deka.in.th; the Supreme Court&#8217;s own search database was not reachable on the day this page was written, and the citation will be re-checked against it. The facts, figures and holding above are taken from that text. Sections 150, 850 and 852 of the Civil and Commercial Code are quoted from the Thai text in our own <a href=\"https:\/\/www.thailawonline.com\/thai-civil-code\/\">annotated Civil and Commercial Code<\/a>. Sections 17, 17\/1, 30, 67, 118, 118\/1 and 119 of the Labour Protection Act B.E. 2541 were read in the Thai consolidated text, including the 400 day tier added by the Labour Protection Act (No. 7) B.E. 2562. The practical guidance for employees and employers is our own commentary and is marked as such.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"how-thailawonline-can-help\">How ThaiLawOnline can help<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">ThaiLawOnline has advised foreign employees and employers in Thailand since 2006, entirely by email, phone, video and LINE. We review exit packages and releases before signature, calculate the statutory severance, notice and leave pay you are owed or must pay, and draft compromise agreements that will hold. A consultation is 2,000 THB per hour; see our <a href=\"https:\/\/www.thailawonline.com\/legal-fees\/\">legal fees<\/a> or <a href=\"https:\/\/www.thailawonline.com\/book-consultation\/\">book a consultation<\/a>. If you have been handed a release to sign, send it to us before you sign it, not after.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><em>Page written 5 September 2026. It describes the law as read on that date; the practical sections are commentary and not a substitute for advice on your own documents.<\/em><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><em>Last reviewed: 28 September 2026. Read in Thai: Supreme Court Decision No. 1162\/2569 in full (black case \u0e23.223\/2567, deka.in.th copy), including the disposition; Labour Protection Act ss.17, 17\/1, 67, 118, 118\/1 and 119 in the consolidated text to Amendment No. 9 (2568). The employee and employer guidance and the reading of the Court&#8217;s factors are our commentary; the case has not yet been re-checked against the Supreme Court&#8217;s own database.<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Une renonciation \u00e0 l'indemnit\u00e9 de licenciement en Tha\u00eflande est nulle si elle est convenue pendant l'emploi, mais une d\u00e9charge sign\u00e9e apr\u00e8s la cessation de fonction peut \u00eatre contraignante. La d\u00e9cision de la Cour supr\u00eame 1162\/2569 l'explique, avec des mesures pratiques pour les employ\u00e9s et les employeurs.<\/p>","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"","sticky":false,"template":"","format":"standard","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":""}},"tlo_featured_media_th":0,"tlo_featured_media_fr":0,"footnotes":"","tlo_reviewed_on":"","tlo_reviewed_by":"","tlo_edited_by":"","tlo_changelog":"[{\"date\":\"2026-11-04\",\"note\":\"Added the statute box with Thai, English and French text and checked the page against the official text\"}]","tlo_authority_on":"1","tlo_box_sections":"","tlo_box_cases":"","rank_math_focus_keyword":"severance pay waiver Thailand","rank_math_title":"Severance Pay Waiver Thailand: Dika 1162\/2569","rank_math_description":"Severance pay waiver in Thailand: void if agreed during employment, binding if signed after termination. Supreme Court Decision 1162\/2569 explained.","rank_math_breadcrumb_title":"Severance Pay Waiver Thailand","rank_math_canonical_url":""},"categories":[16],"tags":[],"class_list":["post-5835","post","type-post","status-publish","format-standard","hentry","category-business-law-in-thailand","pmpro-has-access"],"_links":{"self":[{"href":"https:\/\/www.thailawonline.com\/fr\/wp-json\/wp\/v2\/posts\/5835","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.thailawonline.com\/fr\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.thailawonline.com\/fr\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.thailawonline.com\/fr\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.thailawonline.com\/fr\/wp-json\/wp\/v2\/comments?post=5835"}],"version-history":[{"count":7,"href":"https:\/\/www.thailawonline.com\/fr\/wp-json\/wp\/v2\/posts\/5835\/revisions"}],"predecessor-version":[{"id":12159,"href":"https:\/\/www.thailawonline.com\/fr\/wp-json\/wp\/v2\/posts\/5835\/revisions\/12159"}],"wp:attachment":[{"href":"https:\/\/www.thailawonline.com\/fr\/wp-json\/wp\/v2\/media?parent=5835"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.thailawonline.com\/fr\/wp-json\/wp\/v2\/categories?post=5835"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.thailawonline.com\/fr\/wp-json\/wp\/v2\/tags?post=5835"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}