Employment contracts and Thai labour rules
In short
Employment terms in Thailand sit on top of mandatory protections in the Labour Protection Act B.E. 2541 (1998). A contract can improve on the statutory floor but cannot contract out of it, so review starts with what the Act requires and then looks at the negotiated terms.
Recurring issues are probation and termination handling, severance entitlement based on length of service, working-time and holiday provisions, and how non-compete or confidentiality clauses are drafted so a Thai court will treat them as reasonable rather than void.
Where the employee is a foreign national, the employment package interacts with visa and work-permit conditions. The position and workplace stated on the permit must match reality; changing role or location generally requires the permit to be updated with the responsible authority.
What we need from you
- Draft contract and any staff handbook or work rules
- Position, workplace and start date
- Nationality and current visa/work-permit status if applicable
- Company registration details
Watch out
Copying a foreign template that waives statutory severance. Those clauses do not bind in Thailand and create disputes later. Scope, turnaround and fees are confirmed by IVC staff by phone, LINE or email — this site does not publish prices.
Reviewed as of 2026-08-04. General guidance only, not case-specific advice and not a guarantee of outcome. Government fees, conditions and processing times are set by the responsible authority and can change. This site does not publish prices — please ask our staff.
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