Firing an employee is one of the most difficult human resources challenges any business is likely to face. In addition to having to deal with the specific problem the employee is creating, you’ll have ensure terminating the employment relationship is done in as fair a manner as possible to reduce the risk of legal repercussions. This requires ensuring the termination process is in compliance with the Thailand Labor Law to ensure any legal repercussions do not come back to the employer and the employee is terminated correctly.
You will also need to communicate effectively with your other employees, so the firing will not negatively impact morale. This requires transparency – yet you don’t want to infringe on the fired person’s privacy unless absolutely necessary. All in all, firing is a painful and, sometimes, risky business. If you can’t avoid it, then it’s important to keep it from getting emotional by following professional HR best practices.
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). This act regulates the basic rights of both employees and employers by defining the working hours, welfare funding, holidays, sick leave, educational leave, maternal leave, overtime, and work safety. It also contains rules on how to legally end an employment contract, and the procedures to follow in case of wrongful dismissal.
In Thailand, an employer is entitled to terminate the employment of employees at his/her discretion and is not required by law to specify a reason for dismissal. However, if the grounds for dismissal are not specified, an employer is obligated to make payment of statutory severance pay at the rate set out by the Labor Protection Act (LPA), to an employee whose employment was terminated without reason or for reasons other than those stipulated in Section 119 of the LPA.
Section 118 of the Labor Protection Act states that employees who have worked for more than are entitled to receive severance pay if they are dismissed without cause in addition to a 30 day notice of such termination. Employees who have worked for less than 120 days can be dismissed without cause and are not entitled to receive severance pay but a “sufficient” notice should be given.
The minimum notice period for the dismissal of employees must equal to at least 1 payment period. However, if the employment contract provides a notice period of over 3 months, the employer must comply with such specific notice period as per the individual contract stipulations that was agreed.
Please note that a notice of dismissal is not required if an employee is being dismissed due to the reasons stipulated in section 119 of the LPA.
Severance pay must be paid to the employee when he/she is dismissed without cause and is based on the duration of the employment within 7 days of the final working day.
The employer is entitled to pay the following severance pay depending on the length of employees’ working period as follows:
More than 120 days, but less than 1 year = 30 days’ salary/wages
At least 1 year, but less than 3 years = 90 days’ salary/wages
At least 3 years, but less than 6 years = 180 days salary /wages
At least 3 years, but less than 6 years 180 days’ salary/wages
At least 6 years, but less than 10 years 240 days’ salary/wages
At least 10 years, but less than 20 years 300 days’ salary/wages
At least 20 years 400 days’ salary/wages
Section 119 of the Labor Protection Act states that an employee will not be entitled to severance pay if his/her employment is terminated on the following grounds:
Wrongful dismissal refers to a situation where an employer has terminated or laid off an employee in a manner that violates the employee’s rights under the LPA.
Section 49 of the Labor Court Establishment and Dispute Procedure Act B.E. 2522 (1979) states that in the dismissal case if the Labor Court thinks the dismissal is unfair, it shall order the employer to reinstate the employee at the same level of wage at the time of dismissal. However, if the labor court thinks that such employee and employer cannot work together, it shall fix the amount of compensation to be paid by the employer which the Labor Court shall take into consideration the age of the employee, the working period of the employee, the employee’s
hardship when dismissed, the cause of dismissal and the compensation the employee is entitled to receive. Cases of wrongful dismissal include:
In conclusion, the LPA regulates the basic rights and duties of employees and employers in Thailand. All employers and employees are governed by the LPA. Violation of the LPA either by wrongful dismissal or any other violations may result in the employer having to compensate the employee in addition to fines and possibly imprisonment.
If an employee has worked for an uninterrupted period of over 120 days, and he/she was dismissed without cause, he/she is entitled to statutory severance pay of from 30 days’ wages to 400 days’ wages. If the employee was dismissed due to causes specified under section 119 of the LPA, the employer is not required to provide advance notice of dismissal, and he/she is not entitled to receive severance pay.
The notice period for the dismissal of an employee is at least 1 payment period but does not need to be longer than 3 months unless otherwise stated in the employment contract.
If an employee feels that he/she was a wrongfully dismissed, he/she may file a case with the Labor Court, but according to section 49 of the Labor Court Establishment and Dispute Procedure Act B.E. 2522, whether or not the dismissal was unlawful, and the amount of compensation the employee is entitled to depends on the sole discretion of the Court.
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