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In Thailand, employers must clearly understand what is unfair termination and an unfair act, and their differences.

Most employers know that terminating employees for poor job performance is not easy. But it is actually legally possible—if employers have the right approach and take specific precautionary measures.

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.

What are the definitions of "termination" and "lay-off"? Termination of employment is an employee's departure from a job.

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).

A warning letter is useful to confirm and address a performance or conduct issue with an employee. Such performance issues may include for example:

The extraordinary termination should always be the last resort.

Multiplicity, evenhandedness, and belonging… Variety, balance, and a warm welcome… US companies are searching for synonyms; the thesauruses of their in-house counsel are now dog-eared...