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ARTICLE · 22 DECEMBER 2023

IEL Guide To Restructuring A Cross-Border Workforce 2024 – Thailand Chapter

Tilleke & Gibbins
Tilleke & Gibbins
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Tilleke & Gibbins

Tilleke & Gibbins

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Under Thai law, termination may either be: (i) with cause; or (ii) without cause. Termination due to redundancy will be regarded as termination without cause.

ThailandEmployment and HR
Pimvimol Vipamaneerut
Pimvimol Vipamaneerut
Chusert Supasitthumrong
Chusert Supasitthumrong
Chomanut Arif
Chomanut Arif
Dusita Khanijou
Dusita Khanijou
Ketnut Pukahuta
Ketnut Pukahuta
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A.Reduction in Workforce

1. Is there a concept of redundancy - based on a shortage of work or other economic reasons - as a justified reason to dismiss employees in your jurisdiction? If so, how is it defined?

Under Thai law, termination may either be: (i) with cause; or (ii) without cause. Termination due to redundancy will be regarded as termination without cause. In such cases, the employer would be obligated to provide advance notice of termination, statutory severance pay, and other payments due upon termination.

2. In brief, what is the required process for making someone redundant?

Termination due to redundancy is regarded as termination without cause. When an employer terminates an employee without cause, the employer is obligated to:

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