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If an employer ceases operations because of force majeure, the employer need not pay wages to employees.

Thailand's Work from Home Bill introduces an amendment to the Labor Protection Act B.E. 2541, a critical labor law in the country.

During the COVID-19 crisis, the Thai government asked employers to allow their employees to work from home to prevent infections in the workplace. Working from home subsequently became the norm for employees throughout the country.

The stated catalyst for the order is that Thailand ranked 46th on the World Bank Group's Ease of Doing Business rankings out of 190 countries.

On 17 April 2020, the Thai government published in the Royal Gazette two ministerial regulations relating to social security relief.

The Thai parliament has passed the so-called Work from Home Bill—formally known as Labour Protection Act (No. 8) B.E. 2566 (2023)—which amends the country's Labour Protection Act (LPA)...

On 7 November 2025, the Labour Protection Act (No.9) B.E. 2568 (2025) was published in the Royal Gazette of Thailand.

International secondment arrangements in Thailand can create unexpected employment risks if the Thai host organisation is found to have employer status. This article outlines critical dos and don'ts to help multinational companies structure secondments properly and avoid unintended liability for severance pay, unfair dismissal compensation, and other employment obligations under Thai labour law.

2024年7月17日、タイは、退職した従業員に対する退職手当に関する個人所得税の非課税金額を引き上げるために、歳入税に関する歳入法に基づ{

In view of today's knowledge-based economies and accelerating technological developments, intellectual property ("IP") is increasingly often the most valuable asset of a company.

In Thailand, all employers, and employees, except for the government administration and state enterprises, are governed by the Thai Labor Protection Act of 1998 ("LPA") (amended 2019).

As Thailand transitions into an aged society, retirement policy and workplace protections for older workers have come into sharper focus.

The epidemic has disrupted livelihoods and social protections on a global scale, while at the same time accelerating pre-existing trends in the employment sector, notably the adoption of hybrid work arrangements.

International secondment arrangements in Thailand can create unexpected employment risks when Thai courts look beyond contractual terms to examine the actual working relationship. Understanding when a Thai host organisation may be deemed an employer—and the resulting liability for severance, notice payments, and unfair dismissal compensation—is essential for multinational operations seeking to structure compliant expatriate assignments.

The COVID-19 outbreak is, without doubt, a human tragedy that has affected hundreds of thousands of people not only in Thailand but also around the world.

Navigating the intricate landscape of Thailand's labor laws can be a challenging endeavor for both domestic and foreign enterprises.