Fix-Term Employment Contracts in Thailand 泰國的定期勞動契約

Some employers prefer to have fix-term employment contracts due to its advantage of not having the need to provide advance notice upon termination of the fix-term employment contract. In Thailand, it is important for an employer to understand the characteristics of a fix-term employment contract, otherwise it may be considered as a non-fixed-term employment contract.

由於定期勞動契約的優勢，一些雇主喜歡簽訂定期勞動契約。終止定期勞動契約無需提前通知。在泰國，雇主了解定期勞動契約的特徵非常重要；否則，可視為非定期勞動契約。

Following are key features of a fix-term employment contract:

以下是定期勞動契約的主要特徵：

Term of a Contract

契約期限

A fixed-term employment contract must have a definite start date and end date.

定期勞動契約必須有明確的開始日期和結束日期。

Probation Period

試用期

A fixed-term employment contract must not have a probation period.

定期勞動契約不得有試用期。

Rights to Terminate a Contract Before the End Date

在結束日期之前終止契約的權利

A fix-term employment contract must not give any party the right to terminate the

contract before the end of its term without any party being in default.

定期勞動契約不得賦予任何一方在任何一方未違約的情況下提前終止契約的權利。

Right to Extend/Renew the Term of the Contract at the End of Its Term

在契約期限結束時延長/續簽契約期限的權利

A fix-term employment contract must not give any party the right to extend/renew the

term of the contract at the end of its term.

定期勞動契約不得賦予任何一方在契約期限結束時延長/續簽契約期限的權利。

De facto Extension

事實上的延長

After the end of a fix-term employment contract, if an employee continues to work with the employer and the employer does not object, it should be presumed that an employee is working on a non-fixed term contract.

定期勞動契約終止後，員工繼續替雇主工作且雇主未反對，應當推定員工的工作為非定期勞動契約。

In general, fixed-term employment contracts can only be used for certain types of work, such as:

一般來說，定期勞動契約只能用於某些類型的工作，例如:

Ø Special project which is not normal for the business or trade of the employer, and where the schedule for commencement and completion of work is fixed;

對於雇主的業務或行業來說非一般的特殊項目，並且開工和完成工作的時間表有固定期間;

Ø Work of a temporary nature which has a fixed schedule for its commencement and completion;

臨時性質的工作，有固定的開始和完成時間表;

Ø Seasonal work where employment is only for a particular season.

季節性工作，僅在特定季節工作。

Also, the work can be completed within two years according to Section 118, last paragraph of the Labor Protection Act B.E. 2541, so as to align with the maximum length for fixed-term employment contracts.

此外，依據《佛曆2541年勞工保護法》第 118條最後一段，工作必須能夠在兩年內完成，以便與定期勞動契約的最長期限保持一致。

Severance payment is also an important issue. Regardless whether the employment contract is a fixed-term contract or not, an employee who has been working with the employer for 120 days or more, is entitled to severance payment according to Section 118 of the Labor Protection Act B.E. 2541. This applies to all cases except if an employee has committed acts which allow the employer to refuse to pay severance payment according to Section 119 of the Labor Protection Act B.E. 2541.

資遣費也是一個重要問題。依據《佛曆2541年勞工保護法》第 118條，無論勞動契約是否為定期契約，員工替雇主工作滿120天都有權獲得資遣費。這適用於所有情況，除非員工有依依據《佛曆2541年勞工保護法》第 119條允許雇主拒絕支付資遣費的行為。

Following are Supreme Court Precedents for Thai employers to evaluate the qualification for fix-term contracts:

以下是泰國雇主評估定期契約資格的最高法院判例：

Ø Supposedly fixed-term contract contains a clause allowing an employer to terminate the contract prior to the designated termination date if an employer has no work to assign to the employee. The Supreme Court stated such a contract was not a fixed-term employment contract (Supreme Court Precedent 888/1984).

所謂的定期契約包含一項允許雇主在沒有工作可分配給員工的情況在指定終止日期之前終止契約的條款。最高法院稱此類契約不屬於定期勞動契約(最高法院判例888/1984)。

Ø Supposedly fixed-term contract contains a clause allowing either party to terminate the employment contract prior to its termination date. The Supreme Court stated that such a contract was not a fixed-term employment contract (Supreme Court Precedent 5180/1999).

所謂的定期契約包含一項允許任何一方提前終止勞動契約的條款。最高法院稱此類契約不屬於定期勞動契約 (最高法院判例5180/1999)。

Ø Supposedly fixed-term contract was for a period of employment longer than two years (Supreme Court Precedent 2403-2430/2000).

所謂的定期契約為勞動期間超過兩年(最高法院判例2403-2430/2000)。

Ø Employer’s business is in the construction field and the employee has been hired to work as a construction worker. Since the employee was hired in the normal business or trade of the employer, the Supreme Court determined that the employee could not be employed based on a fixed-term contract. (Supreme Court Precedent 114/1997).

雇主的業務屬於建築領域，員工被聘僱為建築工人。由於該員工是在雇主的正常業務或貿易聘僱，最高法院裁定該員工不能按定期契約受僱。(最高法院判例114/1997)。

Ø A three-month probation contract contains clauses stating that an employer is only obliged to hire an employee permanently if the worker passes probation and granting the employer the right to terminate or extend the probation period at will. The Supreme Court stated a contract was not a fixed-term employment contract (Supreme Court Precedent 8800/2004) (The Labor Protection Act was updated in 2008 to state that probationary employment should not be considered as a fixed period).

三個月試用期契約有條款規定，只有在員工通過試用期後，雇主才有義務永久聘僱員工，並賦予雇主隨意終止或延長試用期的權利。最高法院稱契約不是定期勞動契約 (最高法院判例 8800/2004) (《勞工保護法》於2008年更新，規定試用期不應被視為定期契約) 。

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