Reviewed by Wichuda Atthamethakon, LL.M., Thai Bar Licence 3149/2556, for ThaiLawOnline, a Thai law firm acting for foreigners since 2006.
Update log
- 2 November 2026: Added the statute box with Thai, English and French text and checked the page against the official text
Thai employment is governed mainly by the Labour Protection Act B.E. 2541 (1998), as amended. It sets the floor: minimum wage, working hours, leave, and above all what an employer must pay when it ends someone’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.
Employment duties begin as soon as the company hires, as explained in our guide to business setup in Thailand.
Table of Contents
Severance Pay: the Rule Employers Underestimate
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 severance is due on top of any notice pay. The amount rises with length of service (Labour Protection Act sections 118 to 122):
| Continuous service | Severance (days of last wage) |
|---|---|
| 120 days but less than 1 year | 30 days |
| 1 year but less than 3 years | 90 days |
| 3 years but less than 6 years | 180 days |
| 6 years but less than 10 years | 240 days |
| 10 years but less than 20 years | 300 days |
| 20 years or more | 400 days |
The top tier, 400 days for twenty years of service, was added by the Labour Protection Act (No. 7) B.E. 2562, effective 5 May 2019. A long-serving employee is therefore entitled to more than thirteen months of pay on termination, and this is the figure that surprises employers who assumed a month or two would cover it. Severance is not due where the employee resigns, or where dismissal is for a serious cause listed in section 119, such as dishonesty, an intentional criminal act against the employer, or gross negligence causing serious damage.
Can Severance Be Waived? Advance Waiver Void, Release After Termination Valid
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 Supreme Court has confirmed that an agreement made in advance to exclude an employee from its protection is void under section 150 of the Civil and Commercial Code. A clause in the employment contract, 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.
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 section 850 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 section 852. 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 severance pay waiver rule in Thailand.
The law behind this page
English
Section 118 Labour Protection Act B.E. 2541
Full 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' 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' 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' 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' 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' 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' 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'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.
ThaiLawOnline translation
Section 119 Labour Protection Act B.E. 2541
Full 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'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.
ThaiLawOnline translation
Section 17 Labour Protection Act B.E. 2541
Full text
An employment contract ends upon expiry of its term, without advance notice being required. Where an employment contract has no fixed term, the employer or the employee may terminate it by giving the other party written advance notice on or before any wage payment date, so that the termination takes effect on the next following wage payment date, but advance notice of more than 3 months is not required. A probationary employment contract shall also be deemed an employment contract with no fixed term. In terminating an employment contract under paragraph two, the employer may pay wages in the amount that would be payable up to the time of termination under the notice and have the employee leave work immediately. Advance notice under this section does not apply to termination of employment under section 119 of this Act and section 583 of the Civil and Commercial Code.
ThaiLawOnline translation
Section 17/1 Labour Protection Act B.E. 2541
Full text
Where the employer terminates the employment contract without giving the employee advance notice under section 17 paragraph two, the employer shall pay the employee an amount equal to the wages the employee should have received from the date the employee was made to leave work until the date on which the termination takes effect under section 17 paragraph two, and shall make that payment on the date the employee is made to leave work.
ThaiLawOnline translation
Section 23 Labour Protection Act B.E. 2541
Full text
The employer shall announce normal working hours to employees, setting the start and end times of each employee's work each day at not exceeding the working hours for each type of work as prescribed in a ministerial regulation, but not exceeding 8 hours a day. Where the working hours on any day are fewer than 8, the employer and the employee may agree that the remaining hours be added to the working hours on another normal working day, but not exceeding 9 hours a day, and the total working hours shall not exceed 48 hours a week, except that work which may be dangerous to the health and safety of employees, as prescribed in a ministerial regulation, shall have normal working hours not exceeding 7 hours a day, and the total working hours shall not exceed 42 hours a week. Where the employer and the employee agree under paragraph one to add the remaining hours to the working hours on another normal working day so that they exceed 8 hours a day, the employer shall pay compensation of not less than 1.5 times the hourly wage rate on a working day for the number of excess hours worked, for daily and hourly employees, or not less than 1.5 times the unit wage rate on a working day for the output produced in the excess hours, for employees paid by results. Where the employer cannot announce the start and end times of work each day because of the nature or conditions of the work, the employer and the employee shall agree on working hours each day not exceeding 8 hours, and the total working hours shall not exceed 48 hours a week.
ThaiLawOnline translation
Section 41 Labour Protection Act B.E. 2541
Full text
A pregnant female employee is entitled to maternity leave of not exceeding 120 days per pregnancy, or the number of days prescribed in a royal decree. Maternity leave days under this section include leave for antenatal examinations before childbirth. Leave days under paragraph one include any holidays falling during the leave. A female employee who has exercised the right to maternity leave under paragraph one is entitled to further continuous leave to care for the child of not exceeding 15 days, where the child has an illness at risk of complications, an abnormality or a disability. The employee shall produce a medical certificate from a practitioner of modern medicine in support of the leave.
ThaiLawOnline translation
Section 123 Labour Protection Act B.E. 2541
Full text
Where the employer violates or fails to comply with any right to receive money under this Act and the employee wishes the competent official to act under this Act, the employee has the right to file a complaint, in the form prescribed by the Director-General, with the labour inspector of the locality in which the employee works or in which the employer is domiciled. In a case concerning any right to receive money under this Act, if the employee has died, the statutory heir has the right to file a complaint with the labour inspector.
ThaiLawOnline translation
Section 193/30
Unless a more specific statute says otherwise, you have ten years to bring a civil claim before it becomes time-barred.
Full text
The period of prescription, when not otherwise specifically provided in this Code or in other laws, is ten years.
ThaiLawOnline translation
āđāļāļĒ
āļĄāļēāļāļĢāļē 118 āļāļĢāļ°āļĢāļēāļāļāļąāļāļāļąāļāļīāļāļļāđāļĄāļāļĢāļāļāđāļĢāļāļāļēāļ āļ.āļĻ. 2541
āļāđāļāļāļ§āļēāļĄāđāļāđāļĄ
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āļŦāļĢāļ·āļāđāļĄāđāļāđāļāļĒāļāļ§āđāļēāļāđāļēāļāđāļēāļāļāļāļāļāļēāļĢāļāļģāļāļēāļāđāļāđāļēāļŠāļīāļāļ§āļąāļāļŠāļļāļāļāđāļēāļĒāļŠāļģāļŦāļĢāļąāļāļĨāļđāļāļāđāļēāļāļāļķāđāļāđāļāđāļĢāļąāļāļāđāļēāļāđāļēāļāļāļēāļĄāļāļĨāļāļēāļāđāļāļĒāļāļģāļāļ§āļāđāļāđāļāļŦāļāđāļ§āļĒ (āđ) āļĨāļđāļāļāđāļēāļāļāļķāđāļāļāļģāļāļēāļāļāļīāļāļāđāļāļāļąāļāļāļĢāļāļŠāļēāļĄāļāļĩ āđāļāđāđāļĄāđāļāļĢāļāļŦāļāļāļĩ āđāļŦāđāļāđāļēāļĒāđāļĄāđāļāđāļāļĒāļāļ§āđāļēāļāđāļēāļāđāļēāļāļāļąāļāļĢāļēāļŠāļļāļāļāđāļēāļĒāļŦāļāļķāđāļāļĢāđāļāļĒāđāļāļāļŠāļīāļāļ§āļąāļ āļŦāļĢāļ·āļāđāļĄāđāļāđāļāļĒāļāļ§āđāļēāļāđāļēāļāđāļēāļāļāļāļāļāļēāļĢāļāļģāļāļēāļāļŦāļāļķāđāļāļĢāđāļāļĒāđāļāļāļŠāļīāļāļ§āļąāļāļŠāļļāļāļāđāļēāļĒāļŠāļģāļŦāļĢāļąāļāļĨāļđāļāļāđāļēāļāļāļķāđāļāđāļāđāļĢāļąāļāļāđāļēāļāđāļēāļāļāļēāļĄāļāļĨāļāļēāļāđāļāļĒāļāļģāļāļ§āļāđāļāđāļāļŦāļāđāļ§āļĒ (āđ) āļĨāļđāļāļāđāļēāļāļāļķāđāļāļāļģāļāļēāļāļāļīāļāļāđāļāļāļąāļāļāļĢāļāļŦāļāļāļĩ āđāļāđāđāļĄāđāļāļĢāļāļŠāļīāļāļāļĩ āđāļŦāđāļāđāļēāļĒāđāļĄāđāļāđāļāļĒāļāļ§āđāļēāļāđāļēāļāđāļēāļāļāļąāļāļĢāļēāļŠāļļāļāļāđāļēāļĒāļŠāļāļāļĢāđāļāļĒāļŠāļĩāđāļŠāļīāļāļ§āļąāļ āļŦāļĢāļ·āļāđāļĄāđāļāđāļāļĒāļāļ§āđāļēāļāđāļēāļāđāļēāļāļāļāļāļāļēāļĢāļāļģāļāļēāļāļŠāļāļāļĢāđāļāļĒāļŠāļĩāđāļŠāļīāļāļ§āļąāļāļŠāļļāļāļāđāļēāļĒāļŠāļģāļŦāļĢāļąāļāļĨāļđāļāļāđāļēāļāļāļķāđāļāđāļāđāļĢāļąāļāļāđāļēāļāđāļēāļāļāļēāļĄāļāļĨāļāļēāļāđāļāļĒāļāļģāļāļ§āļāđāļāđāļāļŦāļāđāļ§āļĒ (āđ) āļĨāļđāļāļāđāļēāļāļāļķāđāļāļāļģāļāļēāļāļāļīāļāļāđāļāļāļąāļāļāļĢāļāļŠāļīāļāļāļĩ āđāļāđāđāļĄāđāļāļĢāļāļĒāļĩāđāļŠāļīāļāļāļĩ āđāļŦāđāļāđāļēāļĒāđāļĄāđāļāđāļāļĒāļāļ§āđāļēāļāđāļēāļāđāļēāļāļāļąāļāļĢāļēāļŠāļļāļāļāđāļēāļĒāļŠāļēāļĄāļĢāđāļāļĒāļ§āļąāļ āļŦāļĢāļ·āļāđāļĄāđāļāđāļāļĒāļāļ§āđāļēāļāđāļēāļāđāļēāļāļāļāļāļāļēāļĢāļāļģāļāļēāļāļŠāļēāļĄāļĢāđāļāļĒāļ§āļąāļāļŠāļļāļāļāđāļēāļĒāļŠāļģāļŦāļĢāļąāļāļĨāļđāļāļāđāļēāļāļāļķāđāļāđāļāđāļĢāļąāļāļāđāļēāļāđāļēāļāļāļēāļĄāļāļĨāļāļēāļāđāļāļĒāļāļģāļāļ§āļāđāļāđāļāļŦāļāđāļ§āļĒ (āđ) āļĨāļđāļāļāđāļēāļāļāļķāđāļāļāļģāļāļēāļāļāļīāļāļāđāļāļāļąāļāļāļĢāļāļĒāļĩāđāļŠāļīāļāļāļĩāļāļķāđāļāđāļ āđāļŦāđāļāđāļēāļĒāđāļĄāđāļāđāļāļĒāļāļ§āđāļēāļāđāļēāļāđāļēāļāļāļąāļāļĢāļēāļŠāļļāļāļāđāļēāļĒāļŠāļĩāđāļĢāđāļāļĒāļ§āļąāļ āļŦāļĢāļ·āļāđāļĄāđāļāđāļāļĒāļāļ§āđāļēāļāđāļēāļāđāļēāļāļāļāļāļāļēāļĢāļāļģāļāļēāļāļŠāļĩāđāļĢāđāļāļĒāļ§āļąāļāļŠāļļāļāļāđāļēāļĒāļŠāļģāļŦāļĢāļąāļāļĨāļđāļāļāđāļēāļāļāļķāđāļāđāļāđāļĢāļąāļāļāđāļēāļāđāļēāļāļāļēāļĄāļāļĨāļāļēāļāđāļāļĒāļāļģāļāļ§āļāđāļāđāļāļŦāļāđāļ§āļĒ āļāļēāļĢāđāļĨāļīāļāļāđāļēāļāļāļēāļĄāļĄāļēāļāļĢāļēāļāļĩāđ āļŦāļĄāļēāļĒāļāļ§āļēāļĄāļ§āđāļē āļāļēāļĢāļāļĢāļ°āļāļģāđāļāļāļĩāđāļāļēāļĒāļāđāļēāļāđāļĄāđāđāļŦāđāļĨāļđāļāļāđāļēāļāļāļģāļāļēāļāļāđāļāđāļāđāļĨāļ°āđāļĄāđāļāđāļēāļĒāļāđāļēāļāđāļēāļāđāļŦāđ āđāļĄāđāļ§āđāļēāļāļ°āđāļāđāļāđāļāļĢāļēāļ°āđāļŦāļāļļāļŠāļīāđāļāļŠāļļāļāļŠāļąāļāļāļēāļāđāļēāļāļŦāļĢāļ·āļāđāļŦāļāļļāļāļ·āđāļāđāļ āđāļĨāļ°āļŦāļĄāļēāļĒāļāļ§āļēāļĄāļĢāļ§āļĄāļāļķāļāļāļĢāļāļĩāļāļĩāđāļĨāļđāļāļāđāļēāļāđāļĄāđāđāļāđāļāļģāļāļēāļāđāļĨāļ°āđāļĄāđāđāļāđāļĢāļąāļāļāđāļēāļāđāļēāļāđāļāļĢāļēāļ°āđāļŦāļāļļāļāļĩāđāļāļēāļĒāļāđāļēāļāđāļĄāđāļŠāļēāļĄāļēāļĢāļāļāļģāđāļāļīāļāļāļīāļāļāļēāļĢāļāđāļāđāļ āļāļ§āļēāļĄāđāļāļ§āļĢāļĢāļāļŦāļāļķāđāļāļĄāļīāđāļŦāđāđāļāđāļāļąāļāļāļąāļāđāļāđāļĨāļđāļāļāđāļēāļāļāļĩāđāļĄāļĩāļāļģāļŦāļāļāļĢāļ°āļĒāļ°āđāļ§āļĨāļēāļāļēāļĢāļāđāļēāļāđāļ§āđāđāļāđāļāļāļāđāļĨāļ°āđāļĨāļīāļāļāđāļēāļāļāļēāļĄāļāļģāļŦāļāļāļĢāļ°āļĒāļ°āđāļ§āļĨāļēāļāļąāđāļ āļāļēāļĢāļāđāļēāļāļāļĩāđāļĄāļĩāļāļģāļŦāļāļāļĢāļ°āļĒāļ°āđāļ§āļĨāļēāļāļēāļĄāļ§āļĢāļĢāļāļŠāļēāļĄāļāļ°āļāļĢāļ°āļāļģāđāļāđāļŠāļģāļŦāļĢāļąāļāļāļēāļĢāļāđāļēāļāļāļēāļāđāļāđāļāļĢāļāļāļēāļĢāđāļāļāļēāļ°āļāļĩāđāļĄāļīāđāļāđāļāļēāļāļāļāļāļīāļāļāļāļāļļāļĢāļāļīāļāļŦāļĢāļ·āļāļāļēāļĢāļāđāļēāļāļāļāļāļēāļĒāļāđāļēāļāļāļķāđāļāļāđāļāļāļĄāļĩāļĢāļ°āļĒāļ°āđāļ§āļĨāļēāđāļĢāļīāđāļĄāļāđāļāđāļĨāļ°āļŠāļīāđāļāļŠāļļāļāļāļāļāļāļēāļāļāļĩāđāđāļāđāļāļāļ āļŦāļĢāļ·āļāđāļāļāļēāļāļāļąāļāļĄāļĩāļĨāļąāļāļĐāļāļ°āđāļāđāļāļāļĢāļąāđāļāļāļĢāļēāļ§āļāļĩāđāļĄāļĩāļāļģāļŦāļāļāļāļēāļĢāļŠāļīāđāļāļŠāļļāļ āļŦāļĢāļ·āļāļāļ§āļēāļĄāļŠāļģāđāļĢāđāļāļāļāļāļāļēāļ āļŦāļĢāļ·āļāđāļāļāļēāļāļāļĩāđāđāļāđāļāđāļāļāļēāļĄāļĪāļāļđāļāļēāļĨāđāļĨāļ°āđāļāđāļāđāļēāļāđāļāļāđāļ§āļāđāļ§āļĨāļēāļāļāļāļĪāļāļđāļāļēāļĨāļāļąāđāļ āļāļķāđāļāļāļēāļāļāļąāđāļāļāļ°āļāđāļāļāđāļĨāđāļ§āđāļŠāļĢāđāļāļ āļēāļĒāđāļāđāļ§āļĨāļēāđāļĄāđāđāļāļīāļāļŠāļāļāļāļĩ āđāļāļĒāļāļēāļĒāļāđāļēāļāđāļĨāļ°āļĨāļđāļāļāđāļēāļāđāļāđāļāļģāļŠāļąāļāļāļēāđāļāđāļāļŦāļāļąāļāļŠāļ·āļāđāļ§āđāļāļąāđāļāđāļāđāđāļĄāļ·āđāļāđāļĢāļīāđāļĄāļāđāļēāļ
āļāļĢāļāļāļēāļĄāļāđāļāļāļ§āļēāļĄāđāļāļĢāļēāļāļāļīāļāļāļēāļāļļāđāļāļāļĐāļē / āļŠāļģāļāļąāļāļāļēāļāļāļāļ°āļāļĢāļĢāļĄāļāļēāļĢāļāļĪāļĐāļāļĩāļāļē (Verbatim from the Royal Gazette / Office of the Council of State)
āļĄāļēāļāļĢāļē 119 āļāļĢāļ°āļĢāļēāļāļāļąāļāļāļąāļāļīāļāļļāđāļĄāļāļĢāļāļāđāļĢāļāļāļēāļ āļ.āļĻ. 2541
āļāđāļāļāļ§āļēāļĄāđāļāđāļĄ
āļāļēāļĒāļāđāļēāļāđāļĄāđāļāđāļāļāļāđāļēāļĒāļāđāļēāļāļāđāļāļĒāđāļŦāđāđāļāđāļĨāļđāļāļāđāļēāļāļāļķāđāļāđāļĨāļīāļāļāđāļēāļāđāļāļāļĢāļāļĩāļŦāļāļķāđāļāļāļĢāļāļĩāđāļ āļāļąāļāļāđāļāđāļāļāļĩāđ (āđ) āļāļļāļāļĢāļīāļāļāđāļāļŦāļāđāļēāļāļĩāđāļŦāļĢāļ·āļāļāļĢāļ°āļāļģāļāļ§āļēāļĄāļāļīāļāļāļēāļāļēāđāļāļĒāđāļāļāļāļēāđāļāđāļāļēāļĒāļāđāļēāļ (āđ) āļāļāđāļāļāļģāđāļŦāđāļāļēāļĒāļāđāļēāļāđāļāđāļĢāļąāļāļāļ§āļēāļĄāđāļŠāļĩāļĒāļŦāļēāļĒ (āđ) āļāļĢāļ°āļĄāļēāļāđāļĨāļīāļāđāļĨāđāļāđāļāđāļāđāļŦāļāļļāđāļŦāđāļāļēāļĒāļāđāļēāļāđāļāđāļĢāļąāļāļāļ§āļēāļĄāđāļŠāļĩāļĒāļŦāļēāļĒāļāļĒāđāļēāļāļĢāđāļēāļĒāđāļĢāļ (āđ) āļāđāļēāļāļ·āļāļāđāļāļāļąāļāļāļąāļāđāļāļĩāđāļĒāļ§āļāļąāļāļāļēāļĢāļāļģāļāļēāļ āļĢāļ°āđāļāļĩāļĒāļ āļŦāļĢāļ·āļāļāļģāļŠāļąāđāļāļāļāļāļāļēāļĒāļāđāļēāļāļāļąāļāļāļāļāļāđāļ§āļĒāļāļāļŦāļĄāļēāļĒāđāļĨāļ°āđāļāđāļāļāļĢāļĢāļĄ āđāļĨāļ°āļāļēāļĒāļāđāļēāļāđāļāđāļāļąāļāđāļāļ·āļāļāđāļāđāļāļŦāļāļąāļāļŠāļ·āļāđāļĨāđāļ§ āđāļ§āđāļāđāļāđāļāļĢāļāļĩāļāļĩāđāļĢāđāļēāļĒāđāļĢāļ āļāļēāļĒāļāđāļēāļāđāļĄāđāļāļģāđāļāđāļāļāđāļāļāļāļąāļāđāļāļ·āļāļ āļŦāļāļąāļāļŠāļ·āļāđāļāļ·āļāļāđāļŦāđāļĄāļĩāļāļĨāļāļąāļāļāļąāļāđāļāđāđāļĄāđāđāļāļīāļāļŦāļāļķāđāļāļāļĩāļāļąāļāđāļāđāļ§āļąāļāļāļĩāđāļĨāļđāļāļāđāļēāļāđāļāđāļāļĢāļ°āļāļģāļāļīāļ (āđ) āļĨāļ°āļāļīāđāļāļŦāļāđāļēāļāļĩāđāđāļāđāļāđāļ§āļĨāļēāļŠāļēāļĄāļ§āļąāļāļāļģāļāļēāļāļāļīāļāļāđāļāļāļąāļāđāļĄāđāļ§āđāļēāļāļ°āļĄāļĩāļ§āļąāļāļŦāļĒāļļāļāļāļąāđāļāļŦāļĢāļ·āļāđāļĄāđāļāđāļāļēāļĄāđāļāļĒāđāļĄāđāļĄāļĩāđāļŦāļāļļāļāļąāļāļŠāļĄāļāļ§āļĢ (āđ) āđāļāđāļĢāļąāļāđāļāļĐāļāļģāļāļļāļāļāļēāļĄāļāļģāļāļīāļāļēāļāļĐāļēāļāļķāļāļāļĩāđāļŠāļļāļāđāļŦāđāļāļģāļāļļāļ āđāļāļāļĢāļāļĩ (āđ) āļāđāļēāđāļāđāļāļāļ§āļēāļĄāļāļīāļāļāļĩāđāđāļāđāļāļĢāļ°āļāļģāđāļāļĒāļāļĢāļ°āļĄāļēāļāļŦāļĢāļ·āļāļāļ§āļēāļĄāļāļīāļāļĨāļŦāļļāđāļāļĐāļāđāļāļāđāļāđāļāļāļĢāļāļĩāļāļĩāđāđāļāđāļāđāļŦāļāļļāđāļŦāđāļāļēāļĒāļāđāļēāļāđāļāđāļĢāļąāļāļāļ§āļēāļĄāđāļŠāļĩāļĒāļŦāļēāļĒ āļāļēāļĢāđāļĨāļīāļāļāđāļēāļāđāļāļĒāđāļĄāđāļāđāļēāļĒāļāđāļēāļāļāđāļāļĒāļāļēāļĄāļ§āļĢāļĢāļāļŦāļāļķāđāļ āļāđāļēāļāļēāļĒāļāđāļēāļāđāļĄāđāđāļāđāļĢāļ°āļāļļāļāđāļāđāļāđāļāļāļĢāļīāļāļāļąāļāđāļāđāļāđāļŦāļāļļāļāļĩāđāđāļĨāļīāļāļāđāļēāļāđāļ§āđāđāļāļŦāļāļąāļāļŠāļ·āļāļāļāļāđāļĨāļīāļāļŠāļąāļāļāļēāļāđāļēāļāļŦāļĢāļ·āļāđāļĄāđāđāļāđāđāļāđāļāđāļŦāļāļļāļāļĩāđāđāļĨāļīāļāļāđāļēāļāđāļŦāđāļĨāļđāļāļāđāļēāļāļāļĢāļēāļāđāļāļāļāļ°āļāļĩāđāđāļĨāļīāļāļāđāļēāļāļāļēāļĒāļāđāļēāļāļāļ°āļĒāļāđāļŦāļāļļāļāļąāđāļāļāļķāđāļāļāđāļēāļāđāļāļ āļēāļĒāļŦāļĨāļąāļāđāļĄāđāđāļāđ
āļāļĢāļāļāļēāļĄāļāđāļāļāļ§āļēāļĄāđāļāļĢāļēāļāļāļīāļāļāļēāļāļļāđāļāļāļĐāļē / āļŠāļģāļāļąāļāļāļēāļāļāļāļ°āļāļĢāļĢāļĄāļāļēāļĢāļāļĪāļĐāļāļĩāļāļē (Verbatim from the Royal Gazette / Office of the Council of State)
āļĄāļēāļāļĢāļē 17 āļāļĢāļ°āļĢāļēāļāļāļąāļāļāļąāļāļīāļāļļāđāļĄāļāļĢāļāļāđāļĢāļāļāļēāļ āļ.āļĻ. 2541
āļāđāļāļāļ§āļēāļĄāđāļāđāļĄ
āļŠāļąāļāļāļēāļāđāļēāļāļĒāđāļāļĄāļŠāļīāđāļāļŠāļļāļāļĨāļāđāļĄāļ·āđāļāļāļĢāļāļāļģāļŦāļāļāļĢāļ°āļĒāļ°āđāļ§āļĨāļēāđāļāļŠāļąāļāļāļēāļāđāļēāļāđāļāļĒāļĄāļīāļāđāļāļāļāļāļāļāļĨāđāļēāļ§āļĨāđāļ§āļāļŦāļāđāļē āđāļāļāļĢāļāļĩāļāļĩāđāļŠāļąāļāļāļēāļāđāļēāļāđāļĄāđāļĄāļĩāļāļģāļŦāļāļāļĢāļ°āļĒāļ°āđāļ§āļĨāļē āļāļēāļĒāļāđāļēāļāļŦāļĢāļ·āļāļĨāļđāļāļāđāļēāļāļāļēāļāļāļāļāđāļĨāļīāļāļŠāļąāļāļāļēāļāđāļēāļāđāļāļĒāļāļāļāļāļĨāđāļēāļ§āļĨāđāļ§āļāļŦāļāđāļēāđāļāđāļāļŦāļāļąāļāļŠāļ·āļāđāļŦāđāļāļĩāļāļāđāļēāļĒāļŦāļāļķāđāļāļāļĢāļēāļāđāļāđāļĄāļ·āđāļāļāļķāļāļŦāļĢāļ·āļāļāđāļāļāļāļ°āļāļķāļāļāļģāļŦāļāļāļāđāļēāļĒāļāđāļēāļāđāļēāļāļāļĢāļēāļ§āļŦāļāļķāđāļāļāļĢāļēāļ§āđāļ āđāļāļ·āđāļāđāļŦāđāđāļāđāļāļāļĨāđāļĨāļīāļāļŠāļąāļāļāļēāļāļąāļāđāļĄāļ·āđāļāļāļķāļāļāļģāļŦāļāļāļāđāļēāļĒāļāđāļēāļāđāļēāļāļāļĢāļēāļ§āļāļąāļāđāļāļāđāļēāļāļŦāļāđāļēāļāđāđāļāđ āđāļāđāđāļĄāđāļāļģāļāđāļāļāļāļāļāļāļĨāđāļēāļ§āļĨāđāļ§āļāļŦāļāđāļēāđāļāļīāļāļŠāļēāļĄāđāļāļ·āļāļ āļāļąāđāļāļāļĩāđ āđāļŦāđāļāļ·āļāļ§āđāļēāļŠāļąāļāļāļēāļāđāļēāļāļāļāļĨāļāļāļāļēāļāđāļāđāļāļŠāļąāļāļāļēāļāđāļēāļāļāļĩāđāđāļĄāđāļĄāļĩāļāļģāļŦāļāļāļĢāļ°āļĒāļ°āđāļ§āļĨāļēāļāđāļ§āļĒ āļāļēāļĢāļāļāļāđāļĨāļīāļāļŠāļąāļāļāļēāļāđāļēāļāļāļēāļĄāļ§āļĢāļĢāļāļŠāļāļ āļāļēāļĒāļāđāļēāļāļāļēāļāļāđāļēāļĒāļāđāļēāļāđāļēāļāđāļŦāđāļāļēāļĄāļāļģāļāļ§āļāļāļĩāđāļāļ°āļāđāļāļāļāđāļēāļĒāļāļāļāļķāļāđāļ§āļĨāļēāđāļĨāļīāļāļŠāļąāļāļāļēāļāļēāļĄāļāļģāļŦāļāļāļāļĩāđāļāļāļāļāļĨāđāļēāļ§āđāļĨāļ°āđāļŦāđāļĨāļđāļāļāđāļēāļāļāļāļāļāļēāļāļāļēāļāļāļąāļāļāļĩāđāļāđ āļāļēāļĢāļāļāļāļāļĨāđāļēāļ§āļĨāđāļ§āļāļŦāļāđāļēāļāļēāļĄāļĄāļēāļāļĢāļēāļāļĩāđāđāļĄāđāđāļāđāļāļąāļāļāļąāļāđāļāđāļāļēāļĢāđāļĨāļīāļāļāđāļēāļāļāļēāļĄāļĄāļēāļāļĢāļē āđāđāđ āđāļŦāđāļāļāļĢāļ°āļĢāļēāļāļāļąāļāļāļąāļāļīāļāļĩāđ āđāļĨāļ°āļĄāļēāļāļĢāļē āđāđāđ āđāļŦāđāļāļāļĢāļ°āļĄāļ§āļĨāļāļāļŦāļĄāļēāļĒāđāļāđāļāđāļĨāļ°āļāļēāļāļīāļāļĒāđ
āļāļĢāļāļāļēāļĄāļāđāļāļāļ§āļēāļĄāđāļāļĢāļēāļāļāļīāļāļāļēāļāļļāđāļāļāļĐāļē / āļŠāļģāļāļąāļāļāļēāļāļāļāļ°āļāļĢāļĢāļĄāļāļēāļĢāļāļĪāļĐāļāļĩāļāļē (Verbatim from the Royal Gazette / Office of the Council of State)
āļĄāļēāļāļĢāļē 17/1 āļāļĢāļ°āļĢāļēāļāļāļąāļāļāļąāļāļīāļāļļāđāļĄāļāļĢāļāļāđāļĢāļāļāļēāļ āļ.āļĻ. 2541
āļāđāļāļāļ§āļēāļĄāđāļāđāļĄ
āđāļāļāļĢāļāļĩāļāļĩāđāļāļēāļĒāļāđāļēāļāļāļāļāđāļĨāļīāļāļŠāļąāļāļāļēāļāđāļēāļāđāļāļĒāđāļĄāđāļāļāļāļāļĨāđāļēāļ§āļĨāđāļ§āļāļŦāļāđāļēāđāļŦāđāļĨāļđāļāļāđāļēāļāļāļĢāļēāļāļāļēāļĄāļĄāļēāļāļĢāļē āđāđ āļ§āļĢāļĢāļāļŠāļāļ āđāļŦāđāļāļēāļĒāļāđāļēāļāļāđāļēāļĒāđāļāļīāļāđāļŦāđāđāļāđāļĨāļđāļāļāđāļēāļāđāļāđāļāļāļģāļāļ§āļāđāļāđāļēāļāļąāļāļāđāļēāļāđāļēāļāļāļĩāđāļĨāļđāļāļāđāļēāļāļāļ§āļĢāļāļ°āđāļāđāļĢāļąāļāļāļąāļāđāļāđāļ§āļąāļāļāļĩāđāđāļŦāđāļĨāļđāļāļāđāļēāļāļāļāļāļāļēāļāļāļēāļāļāļāļāļķāļāļ§āļąāļāļāļĩāđāļāļēāļĢāđāļĨāļīāļāļŠāļąāļāļāļēāļāđāļēāļāļĄāļĩāļāļĨāļāļēāļĄāļĄāļēāļāļĢāļē āđāđ āļ§āļĢāļĢāļāļŠāļāļ āđāļāļĒāđāļŦāđāļāđāļēāļĒāđāļāļ§āļąāļāļāļĩāđāđāļŦāđāļĨāļđāļāļāđāļēāļāļāļāļāļāļēāļāļāļēāļ
āļāļĢāļāļāļēāļĄāļāđāļāļāļ§āļēāļĄāđāļāļĢāļēāļāļāļīāļāļāļēāļāļļāđāļāļāļĐāļē / āļŠāļģāļāļąāļāļāļēāļāļāļāļ°āļāļĢāļĢāļĄāļāļēāļĢāļāļĪāļĐāļāļĩāļāļē (Verbatim from the Royal Gazette / Office of the Council of State)
āļĄāļēāļāļĢāļē 23 āļāļĢāļ°āļĢāļēāļāļāļąāļāļāļąāļāļīāļāļļāđāļĄāļāļĢāļāļāđāļĢāļāļāļēāļ āļ.āļĻ. 2541
āļāđāļāļāļ§āļēāļĄāđāļāđāļĄ
āđāļŦāđāļāļēāļĒāļāđāļēāļāļāļĢāļ°āļāļēāļĻāđāļ§āļĨāļēāļāļģāļāļēāļāļāļāļāļīāđāļŦāđāļĨāļđāļāļāđāļēāļāļāļĢāļēāļ āđāļāļĒāļāļģāļŦāļāļāđāļ§āļĨāļēāđāļĢāļīāđāļĄāļāđāļāđāļĨāļ°āđāļ§āļĨāļēāļŠāļīāđāļāļŠāļļāļāļāļāļāļāļēāļĢāļāļģāļāļēāļāđāļāđāļĨāļ°āļ§āļąāļāļāļāļāļĨāļđāļāļāđāļēāļāđāļāđāđāļĄāđāđāļāļīāļāđāļ§āļĨāļēāļāļģāļāļēāļāļāļāļāđāļāđāļĨāļ°āļāļĢāļ°āđāļ āļāļāļēāļāļāļēāļĄāļāļĩāđāļāļģāļŦāļāļāđāļāļāļāļāļĢāļ°āļāļĢāļ§āļ āđāļāđāļ§āļąāļāļŦāļāļķāđāļāļāđāļāļāđāļĄāđāđāļāļīāļāđāļāļāļāļąāđāļ§āđāļĄāļ āđāļāļāļĢāļāļĩāļāļĩāđāđāļ§āļĨāļēāļāļģāļāļēāļāļ§āļąāļāđāļāļāđāļāļĒāļāļ§āđāļēāđāļāļāļāļąāđāļ§āđāļĄāļ āļāļēāļĒāļāđāļēāļāđāļĨāļ°āļĨāļđāļāļāđāļēāļāļāļ°āļāļāļĨāļāļāļąāļāđāļŦāđāļāļģāđāļ§āļĨāļēāļāļģāļāļēāļāļŠāđāļ§āļāļāļĩāđāđāļŦāļĨāļ·āļāļāļąāđāļāđāļāļĢāļ§āļĄāļāļąāļāđāļ§āļĨāļēāļāļģāļāļēāļāđāļāļ§āļąāļāļāļģāļāļēāļāļāļāļāļīāļāļ·āđāļāļāđāđāļāđ āđāļāđāļāđāļāļāđāļĄāđāđāļāļīāļāļ§āļąāļāļĨāļ°āđāļāđāļēāļāļąāđāļ§āđāļĄāļāđāļĨāļ°āđāļĄāļ·āđāļāļĢāļ§āļĄāđāļ§āļĨāļēāļāļģāļāļēāļāļāļąāđāļāļŠāļīāđāļāđāļĨāđāļ§ āļŠāļąāļāļāļēāļŦāđāļŦāļāļķāđāļāļāđāļāļāđāļĄāđāđāļāļīāļāļŠāļĩāđāļŠāļīāļāđāļāļāļāļąāđāļ§āđāļĄāļ āđāļ§āđāļāđāļāđāļāļēāļāļāļĩāđāļāļēāļāđāļāđāļāļāļąāļāļāļĢāļēāļĒāļāđāļāļŠāļļāļāļ āļēāļāđāļĨāļ°āļāļ§āļēāļĄāļāļĨāļāļāļ āļąāļĒāļāļāļāļĨāļđāļāļāđāļēāļāļāļēāļĄāļāļĩāđāļāļģāļŦāļāļāđāļāļāļāļāļĢāļ°āļāļĢāļ§āļāļāđāļāļāļĄāļĩāđāļ§āļĨāļēāļāļģāļāļēāļāļāļāļāļīāļ§āļąāļāļŦāļāļķāđāļāđāļĄāđāđāļāļīāļāđāļāđāļāļāļąāđāļ§āđāļĄāļ āđāļĨāļ°āđāļĄāļ·āđāļāļĢāļ§āļĄāđāļ§āļĨāļēāļāļģāļāļēāļāļāļąāđāļāļŠāļīāđāļāđāļĨāđāļ§āļŠāļąāļāļāļēāļŦāđāļŦāļāļķāđāļāļāđāļāļāđāļĄāđāđāļāļīāļāļŠāļĩāđāļŠāļīāļāļŠāļāļāļāļąāđāļ§āđāļĄāļ āđāļāļāļĢāļāļĩāļāļĩāđāļāļēāļĒāļāđāļēāļāđāļĨāļ°āļĨāļđāļāļāđāļēāļāļāļāļĨāļāļāļąāļāđāļŦāđāļāļģāđāļ§āļĨāļēāļāļģāļāļēāļāļŠāđāļ§āļāļāļĩāđāđāļŦāļĨāļ·āļāđāļāļĢāļ§āļĄāļāļąāļāđāļ§āļĨāļēāļāļģāļāļēāļāđāļāļ§āļąāļāļāļģāļāļēāļāļāļāļāļīāļāļ·āđāļāļāļēāļĄāļ§āļĢāļĢāļāļŦāļāļķāđāļāđāļāļīāļāļāļ§āđāļēāļ§āļąāļāļĨāļ°āđāļāļāļāļąāđāļ§āđāļĄāļāđāļŦāđāļāļēāļĒāļāđāļēāļāļāđāļēāļĒāļāđāļēāļāļāļāđāļāļāđāļĄāđāļāđāļāļĒāļāļ§āđāļēāļŦāļāļķāđāļāđāļāđāļēāļāļĢāļķāđāļāļāļāļāļāļąāļāļĢāļēāļāđāļēāļāđāļēāļāļāđāļāļāļąāđāļ§āđāļĄāļāđāļāļ§āļąāļāļāļģāļāļēāļāļāļēāļĄāļāļģāļāļ§āļāļāļąāđāļ§āđāļĄāļāļāļĩāđāļāļģāđāļāļīāļāļŠāļģāļŦāļĢāļąāļāļĨāļđāļāļāđāļēāļāļĢāļēāļĒāļ§āļąāļāđāļĨāļ°āļĨāļđāļāļāđāļēāļāļĢāļēāļĒāļāļąāđāļ§āđāļĄāļāļŦāļĢāļ·āļāđāļĄāđāļāđāļāļĒāļāļ§āđāļēāļŦāļāļķāđāļāđāļāđāļēāļāļĢāļķāđāļāļāļāļāļāļąāļāļĢāļēāļāđāļēāļāđāļēāļāļāđāļāļŦāļāđāļ§āļĒāđāļāļ§āļąāļāļāļģāļāļēāļāļāļēāļĄāļāļģāļāļ§āļāļāļĨāļāļēāļāļāļĩāđāļāļģāđāļāđāđāļāļāļąāđāļ§āđāļĄāļāļāļĩāđāļāļģāđāļāļīāļāļŠāļģāļŦāļĢāļąāļāļĨāļđāļāļāđāļēāļāļāļķāđāļāđāļāđāļĢāļąāļāļāđāļēāļāđāļēāļāļāļēāļĄāļāļĨāļāļēāļ āđāļāļāļĢāļāļĩāļāļĩāđāļāļēāļĒāļāđāļēāļāđāļĄāđāļāļēāļāļāļĢāļ°āļāļēāļĻāļāļģāļŦāļāļāđāļ§āļĨāļēāđāļĢāļīāđāļĄāļāđāļāđāļĨāļ°āđāļ§āļĨāļēāļŠāļīāđāļāļŠāļļāļāļāļāļāļāļēāļĢāļāļģāļāļēāļāđāļāđāļĨāļ°āļ§āļąāļāđāļāđāđāļāļ·āđāļāļāļāļēāļāļĨāļąāļāļĐāļāļ°āļŦāļĢāļ·āļāļŠāļ āļēāļāļāļāļāļāļēāļ āđāļŦāđāļāļēāļĒāļāđāļēāļāđāļĨāļ°āļĨāļđāļāļāđāļēāļāļāļāļĨāļāļāļąāļāļāļģāļŦāļāļāļāļąāđāļ§āđāļĄāļāļāļģāļāļēāļāđāļāđāļĨāļ°āļ§āļąāļāđāļĄāđāđāļāļīāļāđāļāļāļāļąāđāļ§āđāļĄāļ āđāļĨāļ°āđāļĄāļ·āđāļāļĢāļ§āļĄāđāļ§āļĨāļēāļāļģāļāļēāļāļāļąāđāļāļŠāļīāđāļāđāļĨāđāļ§āļŠāļąāļāļāļēāļŦāđāļŦāļāļķāđāļāļāđāļāļāđāļĄāđāđāļāļīāļāļŠāļĩāđāļŠāļīāļāđāļāļāļāļąāđāļ§āđāļĄāļ
āļāļĢāļāļāļēāļĄāļāđāļāļāļ§āļēāļĄāđāļāļĢāļēāļāļāļīāļāļāļēāļāļļāđāļāļāļĐāļē / āļŠāļģāļāļąāļāļāļēāļāļāļāļ°āļāļĢāļĢāļĄāļāļēāļĢāļāļĪāļĐāļāļĩāļāļē (Verbatim from the Royal Gazette / Office of the Council of State)
āļĄāļēāļāļĢāļē 41 āļāļĢāļ°āļĢāļēāļāļāļąāļāļāļąāļāļīāļāļļāđāļĄāļāļĢāļāļāđāļĢāļāļāļēāļ āļ.āļĻ. 2541
āļāđāļāļāļ§āļēāļĄāđāļāđāļĄ
āđāļŦāđāļĨāļđāļāļāđāļēāļāļāļķāđāļāđāļāđāļāļŦāļāļīāļāļĄāļĩāļāļĢāļĢāļ āđāļĄāļĩāļŠāļīāļāļāļīāļĨāļēāđāļāļ·āđāļāļāļĨāļāļāļāļļāļāļĢāļāļĢāļĢāļ āđāļŦāļāļķāđāļāđāļĄāđāđāļāļīāļāļŦāļāļķāđāļāļĢāđāļāļĒāļĒāļĩāđāļŠāļīāļāļ§āļąāļ āļŦāļĢāļ·āļāļāļēāļĄāļāļģāļāļ§āļāļ§āļąāļāļāļĩāđāļāļģāļŦāļāļāđāļāļāļĢāļ°āļĢāļēāļāļāļĪāļĐāļāļĩāļāļē āļ§āļąāļāļĨāļēāđāļāļ·āđāļāļāļĨāļāļāļāļļāļāļĢāļāļēāļĄāļĄāļēāļāļĢāļēāļāļĩāđāđāļŦāđāļŦāļĄāļēāļĒāļāļ§āļēāļĄāļĢāļ§āļĄāļāļķāļāļ§āļąāļāļĨāļēāđāļāļ·āđāļāļāļĢāļ§āļāļāļĢāļĢāļ āđāļāđāļāļāļāļĨāļāļāļāļļāļāļĢāļāđāļ§āļĒ āļ§āļąāļāļĨāļēāļāļēāļĄāļ§āļĢāļĢāļāļŦāļāļķāđāļ āđāļŦāđāļāļąāļāļĢāļ§āļĄāļ§āļąāļāļŦāļĒāļļāļāļāļĩāđāļĄāļĩāđāļāļĢāļ°āļŦāļ§āđāļēāļāļ§āļąāļāļĨāļēāļāđāļ§āļĒ āļĨāļđāļāļāđāļēāļāļŦāļāļīāļāļāļķāđāļāđāļāđāļŠāļīāļāļāļīāļĨāļēāđāļāļ·āđāļāļāļĨāļāļāļāļļāļāļĢāļāļēāļĄāļ§āļĢāļĢāļāļŦāļāļķāđāļāđāļĨāđāļ§ āļĄāļĩāļŠāļīāļāļāļīāļĨāļēāļāđāļāđāļāļ·āđāļāļāđāļāļ·āđāļāđāļĨāļĩāđāļĒāļāļāļđāļāļļāļāļĢāđāļāđāļāļĩāļāđāļĄāđāđāļāļīāļāļŠāļīāļāļŦāđāļēāļ§āļąāļ āđāļāļāļĢāļāļĩāļāļĩāđāļāļļāļāļĢāļĄāļĩāļ āļēāļ§āļ°āļāļēāļĢāđāļāđāļāļāđāļ§āļĒāļāļĩāđāđāļŠāļĩāđāļĒāļāļāđāļāļāļēāļĢāđāļāļīāļāđāļĢāļāđāļāļĢāļāļāđāļāļ āļĄāļĩāļāļ§āļēāļĄāļāļīāļāļāļāļāļī āļŦāļĢāļ·āļāļĄāļĩāļ āļēāļ§āļ°āļāļ§āļēāļĄāļāļīāļāļēāļĢ āļāļąāđāļāļāļĩāđ āđāļŦāđāļĨāļđāļāļāđāļēāļāđāļŠāļāļāđāļāļĢāļąāļāļĢāļāļāđāļāļāļĒāđāđāļāļāļāļąāļāļāļļāļāļąāļāļāļĢāļ°āļāļāļāļāļēāļĢāļĨāļēāļāđāļ§āļĒ
āļāļĢāļāļāļēāļĄāļāđāļāļāļ§āļēāļĄāđāļāļĢāļēāļāļāļīāļāļāļēāļāļļāđāļāļāļĐāļē / āļŠāļģāļāļąāļāļāļēāļāļāļāļ°āļāļĢāļĢāļĄāļāļēāļĢāļāļĪāļĐāļāļĩāļāļē (Verbatim from the Royal Gazette / Office of the Council of State)
āļĄāļēāļāļĢāļē 123 āļāļĢāļ°āļĢāļēāļāļāļąāļāļāļąāļāļīāļāļļāđāļĄāļāļĢāļāļāđāļĢāļāļāļēāļ āļ.āļĻ. 2541
āļāđāļāļāļ§āļēāļĄāđāļāđāļĄ
āđāļāļāļĢāļāļĩāļāļĩāđāļāļēāļĒāļāđāļēāļāļāđāļēāļāļ·āļāļŦāļĢāļ·āļāđāļĄāđāļāļāļīāļāļąāļāļīāļāļēāļĄāđāļāļĩāđāļĒāļ§āļāļąāļāļŠāļīāļāļāļīāđāļāđāļĢāļąāļāđāļāļīāļāļāļĒāđāļēāļāļŦāļāļķāđāļāļāļĒāđāļēāļāđāļāļāļēāļĄāļāļĢāļ°āļĢāļēāļāļāļąāļāļāļąāļāļīāļāļĩāđāđāļĨāļ°āļĨāļđāļāļāđāļēāļāļĄāļĩāļāļ§āļēāļĄāļāļĢāļ°āļŠāļāļāđāđāļŦāđāļāļāļąāļāļāļēāļāđāļāđāļēāļŦāļāđāļēāļāļĩāđāļāļģāđāļāļīāļāļāļēāļĢāļāļēāļĄāļāļĢāļ°āļĢāļēāļāļāļąāļāļāļąāļāļīāļāļĩāđ āđāļŦāđāļĨāļđāļāļāđāļēāļāļĄāļĩāļŠāļīāļāļāļīāļĒāļ·āđāļāļāļģāļĢāđāļāļāļāđāļāļāļāļąāļāļāļēāļāļāļĢāļ§āļāđāļĢāļāļāļēāļāđāļŦāđāļāļāđāļāļāļāļĩāđāļāļĩāđāļĨāļđāļāļāđāļēāļāļāļģāļāļēāļāļāļĒāļđāđāļŦāļĢāļ·āļāļāļĩāđāļāļēāļĒāļāđāļēāļāļĄāļĩāļ āļđāļĄāļīāļĨāļģāđāļāļēāļāļĒāļđāđāļāļēāļĄāđāļāļāļāļĩāđāļāļāļīāļāļāļĩāļāļģāļŦāļāļ āđāļāļāļĢāļāļĩāļāļĩāđāđāļāļĩāđāļĒāļ§āļāļąāļāļŠāļīāļāļāļīāđāļāđāļĢāļąāļāđāļāļīāļāļāļĒāđāļēāļāļŦāļāļķāđāļāļāļĒāđāļēāļāđāļāļāļēāļĄāļāļĢāļ°āļĢāļēāļāļāļąāļāļāļąāļāļīāļāļĩāđ āļāđāļēāļĨāļđāļāļāđāļēāļāļāļķāļāđāļāđāļāļ§āļēāļĄāļāļēāļĒāđāļŦāđāļāļēāļĒāļēāļāđāļāļĒāļāļĢāļĢāļĄāļĄāļĩāļŠāļīāļāļāļīāļĒāļ·āđāļāļāļģāļĢāđāļāļāļāđāļāļāļāļąāļāļāļēāļāļāļĢāļ§āļāđāļĢāļāļāļēāļāđāļāđ
āļāļĢāļāļāļēāļĄāļāđāļāļāļ§āļēāļĄāđāļāļĢāļēāļāļāļīāļāļāļēāļāļļāđāļāļāļĐāļē / āļŠāļģāļāļąāļāļāļēāļāļāļāļ°āļāļĢāļĢāļĄāļāļēāļĢāļāļĪāļĐāļāļĩāļāļē (Verbatim from the Royal Gazette / Office of the Council of State)
āļĄāļēāļāļĢāļē 193/30
āļāđāļāļāļ§āļēāļĄāđāļāđāļĄ
āļāļēāļĒāļļāļāļ§āļēāļĄāļāļąāđāļ āļāđāļēāļāļĢāļ°āļĄāļ§āļĨāļāļāļŦāļĄāļēāļĒāļāļĩāđāļŦāļĢāļ·āļāļāļāļŦāļĄāļēāļĒāļāļ·āđāļāļĄāļīāđāļāđāļāļąāļāļāļąāļāļīāđāļ§āđāđāļāļĒāđāļāļāļēāļ° āđāļŦāđāļĄāļĩāļāļģāļŦāļāļāļŠāļīāļāļāļĩ
āļāļĢāļāļāļēāļĄāļāđāļāļāļ§āļēāļĄāđāļāļĢāļēāļāļāļīāļāļāļēāļāļļāđāļāļāļĐāļē / āļŠāļģāļāļąāļāļāļēāļāļāļāļ°āļāļĢāļĢāļĄāļāļēāļĢāļāļĪāļĐāļāļĩāļāļē (Verbatim from the Royal Gazette / Office of the Council of State)
āļĄāļēāļāļĢāļēāļāļĢāđāļāļĄāļŦāļĄāļēāļĒāđāļŦāļāļļāļāļāļāđāļĢāļēāļāđāļāļāļ§āļēāļĄāļāļēāļāļāļēāļĢ
Français
Article 118 Labour Protection Act B.E. 2541
IndemnitÃĐ minimale: 30, 90, 180, 240, 300 ou 400 jours de salaire selon l'anciennetÃĐ, dÃĻs 120 jours; le licenciement inclut toute fin sans salaire, terme du contrat ou arrÊt d'activitÃĐ. Exclus: contrats à terme ÃĐcrits dÃĻs l'embauche, projet hors activitÃĐ normale, travail occasionnel ou saisonnier, 2 ans maximum.
rÃĐsumÃĐ non officiel
Article 119 Labour Protection Act B.E. 2541
Aucune indemnitÃĐ pour malhonnÊtetÃĐ ou infraction intentionnelle envers l'employeur, dommage volontaire, nÃĐgligence causant un dommage grave, violation de rÃĻgles licites et justes aprÃĻs avertissement ÃĐcrit (non requis si grave), abandon injustifiÃĐ de 3 jours ouvrables consÃĐcutifs, ou emprisonnement dÃĐfinitif. Un motif non indiquÃĐ au licenciement ne peut Être invoquÃĐ ensuite.
rÃĐsumÃĐ non officiel
Article 17 Labour Protection Act B.E. 2541
Le contrat à terme prend fin sans prÃĐavis; sans terme, ou à l'essai: prÃĐavis ÃĐcrit au plus tard à une ÃĐchÃĐance de paie, effet à la suivante, 3 mois au plus, l'employeur pouvant payer ce dÃĐlai et congÃĐdier aussitÃīt. Exclus: article 119, et article 583 du Code civil et commercial.
rÃĐsumÃĐ non officiel
Article 17/1 Labour Protection Act B.E. 2541
L'employeur qui rÃĐsilie sans le prÃĐavis de l'article 17 alinÃĐa 2 doit verser au salariÃĐ, le jour de son dÃĐpart, une somme ÃĐgale au salaire qu'il aurait dÃŧ percevoir jusqu'Ã la date d'effet de la rÃĐsiliation selon cet alinÃĐa.
rÃĐsumÃĐ non officiel
Article 23 Labour Protection Act B.E. 2541
L'employeur annonce les horaires normaux, 8 heures par jour et 48 par semaine au plus. Les heures restantes peuvent Être reportÃĐes par accord, jusqu'à 9 heures par jour, l'excÃĐdent sur 8 heures payÃĐ au moins 1,5 fois le taux; travaux dangereux: 7 heures par jour et 42 par semaine.
rÃĐsumÃĐ non officiel
Article 41 Labour Protection Act B.E. 2541
La salariÃĐe enceinte a droit à 120 jours au plus de congÃĐ de maternitÃĐ par grossesse, ou selon dÃĐcret royal, examens prÃĐnatals et jours de repos inclus, puis à 15 jours au plus si l'enfant est malade avec risque de complications, atteint d'une anomalie ou handicapÃĐ, sur certificat mÃĐdical.
rÃĐsumÃĐ non officiel
Article 123 Labour Protection Act B.E. 2541
Le salariÃĐ dont l'employeur ne respecte pas un droit à une somme prÃĐvue par la loi peut dÃĐposer une requÊte auprÃĻs de l'inspecteur du travail du lieu de travail ou du domicile de l'employeur; à son dÃĐcÃĻs, ses hÃĐritiers lÃĐgaux en ont le droit.
rÃĐsumÃĐ non officiel
Article 193/30
Sauf disposition particuliÃĻre de ce Code ou d'une autre loi, la prescription est de 10 ans.
rÃĐsumÃĐ non officiel
Sources
- Labour Protection Act B.E. 2541, retrieved 2 November 2026
- Civil and Commercial Code, Office of the Council of State, retrieved 31 October 2026
Notice of Termination
Separate from severance is advance notice. For an employment contract with no fixed end date, section 17 requires notice of one pay period: given at or before a wage-payment date, to take effect on the next payment date, and never more than three months. The employer can pay wages in lieu of that notice instead of having the employee work it. Section 17/1 puts a figure on that: where the employer ends the contract without the notice section 17 requires, it must pay the employee, on the day it puts them out, the wages they would have earned up to the date the termination would have taken effect. Notice and severance are two different obligations, and a terminated employee is generally entitled to both.
Working Hours and Overtime
Normal working hours are capped at 8 hours a day and 48 hours a week for non-hazardous work, and 7 hours a day and 42 hours a week for work classified as hazardous (section 23). Employees are entitled to a rest period of at least one hour after five hours of work, at least one weekly holiday, and the traditional public holidays. Overtime rates are fixed by the Act, not by the contract. Overtime on a normal working day is paid at not less than 1.5 times the hourly wage (section 61). Work on a weekly, traditional or annual holiday is paid at not less than one extra time the hourly wage for an employee who is paid for holidays, and not less than 2 times for an employee who is not (section 62). Overtime worked on a holiday is paid at not less than 3 times the hourly wage (section 63). Where the employer has agreed a higher rate, the agreement governs (section 74). Overtime generally requires the employee’s consent.
Leave
- Annual holiday: at least 6 working days a year once the employee has completed one full year of service (section 30).
- Sick leave: as long as the employee is genuinely sick (section 32), with the employer paying wages at the working-day rate for up to 30 working days a year (section 57). A medical certificate can be required for an absence of three working days or more. Days off because of a work injury, and maternity leave under section 41, are not counted as sick leave.
- Maternity leave: up to 120 days per pregnancy, counting holidays that fall within the leave and days taken for prenatal check-ups. The employer pays full wages for up to 60 of those days (section 41 and section 59), and the Social Security Fund pays a separate benefit of 50% of wages for up to 90 days. Until the Labour Protection Act (No. 9) B.E. 2568 came into force on 7 December 2025 the leave was 98 days and the employer’s share of it 45 days. The Social Security benefit was not changed by that Act; it is paid under the Social Security Act and is unaffected by the 2025 amendment.
- Spouse leave (paternity leave): up to 15 days on full wages for an employee whose spouse gives birth, to be taken within 90 days of the birth (section 41/1 and section 59/2). This is new in the 2025 amendment and is drafted by reference to the employeeâs spouse rather than the employeeâs sex, so it is available to husbands and, following the 2024 marriage equality amendments, to same-sex spouses.
- Infant-care leave: a further 15 days on top of maternity leave, paid at 50% of wages, where a medical certificate shows the newborn has a condition, an abnormality or a disability that requires care (section 41 and section 59/1). Also new in the 2025 amendment.
- Business leave: at least 3 working days a year for necessary personal business (section 34), paid by the employer for up to 3 working days a year (section 57/1).
- Military call-up leave for inspection, training or readiness testing (section 35), paid for up to 60 days a year (section 58), and training leave on the conditions set by ministerial regulation (section 36).
Minimum Wage
Minimum wage is a daily rate set by province and reviewed periodically, so check the current figure for the province where the work is performed rather than relying on a single national number. It applies to all employees, Thai and foreign alike, and a contract paying below it is unenforceable to that extent. Our guide to the minimum wage in Thailand gives the current provincial rates and the date they took effect.
Thai Labour Law for Foreign Employees
The Labour Protection Act applies to a foreign employee in Thailand in full. Severance, notice, overtime, leave and the right to bring a claim in the Labour Court do not depend on nationality, and a contract written abroad cannot reduce them. A foreign teacher on a one-year contract, an engineer on secondment and a Thai colleague in the same office are on the same statutory floor. What nationality changes is permission to work, which is a separate body of law with its own penalties.
Permission to work is granted under the Emergency Decree on Managing the Work of Foreigners B.E. 2560, as amended by the Emergency Decree (No. 2) B.E. 2561. A permit is not tied to one employer unless a condition on it says so (section 59). Section 13 puts two duties on anyone who employs a foreign worker: tell the registrar the foreign employee’s name, nationality and the nature of the work within 15 days of the hiring, and tell the registrar within 15 days of the employee leaving, stating why they left. Some occupations are reserved to Thai nationals by ministerial notification. Our e-Work Permit guide covers the application, the renewal and the documents.
The practical difficulty for a dismissed foreign employee is that the job and the visa fall together, and the permission to stay is usually cut short once the employment ends. The claim for severance survives your departure, but it is far harder to run from outside Thailand. Take advice in the week the termination is announced, not after the permit has been cancelled.
Employee Welfare Fund: Contributions From 1 January 2027
Added 15 September 2026. From 1 January 2027, employers must start paying into the Employee Welfare Fund set up under Chapter 13 of the Labour Protection Act B.E. 2541. The start date is fixed by the Royal Decree on the Starting Period of the Collection of Contributions for the Employee Welfare Fund B.E. 2569, published in the Royal Gazette on 22 October 2026, after the original October 2025 start was postponed twice. The fund pays out to employees when their employment ends, and to their heirs on death.
Update, 2 November 2026: collection is postponed to 1 January 2027. The Royal Decree on the start of collection B.E. 2569, published in the Royal Gazette on 22 October 2026 (vol. 143, part 65 Kor), repeals the B.E. 2568 decree, and its section 4 starts collection on 1 January 2027. No first remittance falls due on 15 November 2026. January 2027 is the first month, so the first remittance falls due by 15 February 2027. The Cabinet also accepted in principle a draft that would apply the 0.25% rates to 31 December 2031 and the 0.50% rates from 1 January 2032. We have not yet read that regulation in the Gazette, so check it before relying on those two dates.
- Who must contribute: employers with ten or more employees, Thai and foreign staff alike.
- Who is exempt: an employer whose registered provident fund covers all of its employees, or which runs an alternative scheme for employees on termination or death that meets the conditions of the law. A provident fund that covers only some staff does not exempt the others.
- Rates: 0.25 percent of each employee’s monthly wages, deducted from pay, matched by 0.25 percent from the employer. The published 2025 regulation raises both rates to 0.50 percent from 1 October 2031, a step the Cabinet draft would move to 1 January 2032.
- Deadline: both amounts must be remitted by the 15th of the month following the deduction, so the first payment, for January 2027 wages, is due by 15 February 2027. Late payment attracts a surcharge of 5 percent per month on the amount outstanding.
What to do before 1 January: check whether your provident fund really covers every employee, set up the deduction in the January payroll, and make sure your employment contracts or work rules record the welfare-fund deduction. Primary sources: Royal Decree B.E. 2569 fixing the start date; Ministerial Regulation B.E. 2568 setting the rates, including the 2031 increase; remittance rules, clauses 5 and 7.
Employee Welfare Fund: five steps to prepare payroll
Migrant Worker Deadlines: 28 September and 11 December 2026
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 e-WorkPermit 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 e-Work Permit guide sets out the documents and the sources.
Where Disputes Go: Unfair Dismissal and the Labour Court
Employment disputes are heard by the Labour Court, which is designed to be quicker and less formal than the ordinary courts, and an employee does not pay court fees to bring a claim. Unfair dismissal has its own statute, and it is not the Labour Protection Act: it is section 49 of the Act on the Establishment of Labour Courts and Labour Court Procedure B.E. 2522. If the court finds the dismissal unfair it may order the employer to take the employee back at the wage they were on when they were dismissed. If it finds that the two can no longer work together, it fixes damages instead, weighing the employeeâs age, their length of service, the hardship the dismissal causes them, the reason for the dismissal and the severance they are already entitled to. That award sits on top of statutory severance, which is why terminating without proper grounds and a proper process is expensive in Thailand. Employers planning a restructuring should read our guide to employment law for employers.
Deadlines for a Claim, and the Labour Inspector Route
Two different clocks run after a dismissal, and employees routinely assume the shorter one applies to everything. A claim for unpaid wages, overtime or other remuneration is an employee’s claim for pay and prescribes in 2 years under section 193/34(9) of the Civil and Commercial Code. Severance and pay in lieu of notice are not wages: they fall under the general 10 year period in section 193/30, counted from the date of dismissal, which is the day the claim can first be enforced under section 193/12. The Supreme Court applied exactly that in Decision No. 892/2560, where an employee dismissed on 20 October 2004 sued for severance and pay in lieu of notice on 11 December 2014 and was out of time by weeks.
An employee who is owed money under the Act does not have to sue for it. Section 123 allows a complaint to a labour inspector, in the area where the employee works or where the employer is domiciled, on the form the Director-General prescribes. The inspector investigates and must issue an order within 60 days of receiving the complaint, extendable by up to 30 days more with the Director-General’s permission (section 124). If the order is in the employee’s favour, the employer must pay within 30 days of learning of it. Either side that is unhappy with the order has 30 days from learning of it to take the case to court, and an employer that does so must first deposit the ordered amount with the court; if nobody goes to court in time, the order is final (section 125).
The inspector route costs nothing and suits a clean money claim. It does not reach compensation for unfair dismissal, which only the Labour Court can award under section 49. Where both are in play, the choice of route should be made before either clock runs down.
Frequently Asked Questions
Can my employer make me waive severance pay in Thailand?
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.
Is a full and final release I signed on my last day of work binding?
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.
Does Thai labour law protect foreign employees?
Yes, in full. The Labour Protection Act applies to a foreign employee working in Thailand on the same terms as a Thai one: severance, notice, overtime, leave and the right to go to the Labour Court. Nationality affects permission to work, not employment rights. Separately, the employer must notify the registrar within 15 days of hiring a foreign employee and within 15 days of that employment ending, under section 13 of the Emergency Decree on Managing the Work of Foreigners B.E. 2560.
How long do I have to claim unpaid wages or severance in Thailand?
Two years for wages, overtime and other remuneration, under section 193/34(9) of the Civil and Commercial Code. Ten years for severance and pay in lieu of notice, which are not wages and fall under the general period in section 193/30, counted from the date of dismissal; the Supreme Court applied that in Decision No. 892/2560. Do not rely on the longer period, because documents and witnesses go long before it expires.
Can I complain to a labour inspector instead of going to the Labour Court?
Yes, for money the Labour Protection Act says you are owed. You file under section 123 with the inspector for the area where you work or where the employer is based, and the inspector must decide within 60 days, extendable by 30. Either side has 30 days from learning of the order to take the matter to court, and an employer that does so must first deposit the amount ordered. Compensation for unfair dismissal under section 49 of the Labour Court Act is outside that route: only the court can award it.
Hiring a Labour Lawyer in Thailand: What We Do for Employers and Employees
We act for both employers and employees, in Bangkok and elsewhere in Thailand. Most labour work turns on documents that already exist, so the first step is reading the contract, the work rules and whatever was said in writing at the end.
For employers:
- Employment contracts, work rules and policies that meet the Act rather than repeat a foreign template.
- The termination number worked out before you act: severance under section 118, notice or pay in lieu under sections 17 and 17/1, unused annual holiday.
- Exit documents drafted so a release actually binds, on the reasoning in Decision No. 1162/2569 above.
- Defending a section 49 unfair-dismissal claim, or a labour inspector’s order under section 124.
- Foreign hires: the permit, the reserved occupations and the section 13 notifications on hiring and on leaving.
For employees:
- Whether the dismissal was lawful, and whether it was unfair within the meaning of section 49.
- What you are owed, calculated: severance, notice, holiday pay, overtime.
- Which route to take, the labour inspector or the Labour Court, and what each one can and cannot award.
- Representation at the Labour Court.
- A review of any exit document, release or settlement before you sign it, not after.
An initial consultation is 2,000 THB per hour. A labour matter is quoted per case once we have read the documents, because the work depends on the length of service, the reason given and what was put in writing. Book a consultation, or see our legal fees and our employment agreement templates.
Last reviewed: 24 September 2026, when the page was also expanded and one correction was made: compensation for unfair dismissal was attributed to âthe Actâ in a passage about the Labour Protection Act, and it is governed by section 49 of the Act on the Establishment of Labour Courts and Labour Court Procedure B.E. 2522, which is now cited and quoted in substance. Read against the Krisdika consolidated text of the Labour Protection Act on 24 September 2026, which is current to Act (No. 7) B.E. 2562: sections 17/1, 32, 34, 57, 57/1, 61, 62, 63 and 74, and the labour inspector procedure in sections 123 to 125. The two later amendments are treated separately on this page: Act (No. 8) B.E. 2566 on work from home, and Act (No. 9) B.E. 2568 on family leave. Also read on 24 September 2026: section 49 of the Labour Court Act B.E. 2522; sections 193/12, 193/30 and 193/34(9) of the Civil and Commercial Code; section 13 of the Emergency Decree on Managing the Work of Foreigners B.E. 2560; and Supreme Court Decision No. 892/2560 (Labour Division), read to its disposition in the text issued by the Office of Judicial Assistants of the Supreme Court, which holds severance and pay in lieu of notice to be subject to the ten-year period in section 193/30 running from the dismissal date. Verified on 5 September 2026: 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’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. The Social Security Fund maternity allowance was checked on 3 October 2026 against section 67 of the Social Security Act B.E. 2533, as consolidated to 2022: 50 per cent of wages for 90 days, for no more than two confinements. It is paid under that Act, not under the Labour Protection Act, so it did not change with the 2025 amendment.
A note from experience: the most common and costly mistake we see is an employer treating a termination as a simple matter of one month’s notice, then discovering that a long-serving employee is owed six months to over a year of severance, plus a possible unfair-dismissal award on top. Work the number out before you act, not after. Contact us for a calculation on a specific case.
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