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How to Establish Employment Condition in Thailand 在泰國如何制定僱傭條件

When working, it is essential to establish employment condition between an employer and an employee, which indicates benefits and welfare working in a company. In Thailand, employment condition is governed under Thai Labor Relations Act B.E. 2518 (1975) (“LRA”). According to Section 10 and 11 of LRA, a work place having twenty or more employees[1] shall have the working condition agreement, which shall at least include:

工作的時候雇主與員工間建立僱傭條件是件基本的事情,指出在公司上班的利益與福利。僱傭條件在泰國是由佛曆2518年 (西元1975年) 《泰國勞工關係法》(“LRA”) 制定。依據LRA第10條及第11條規定,擁有二十名以上員工的工作場所應有僱傭條件協議,其中至少應包括:

Ø employment or working conditions 僱傭或工作條件

Ø working days and hours 工作日及工時

Ø wages 薪資

Ø welfare 福利

Ø termination of employment 終止僱傭

Ø petition procedure for the employee 員工的請願程序

Ø an amendment or renewal procedure of the working condition agreement工作條件協議的修改或更新程序


When an employer intends to amend the employment conditions, if the amendment provides more benefits to the employees, it can be freely amended. However, if the amendment provides less benefit to the employees, the employer must obtain the consent from the employees.

當雇主意圖修改僱傭條件,如果是提供員工更多利益,可以自由地修改。但是,如果這個修改是減少員工的利益,雇主需要得到員工的同意。

1. An employer must submit a written notice to the employees or the employee’s representative.

雇主須向員工或是員工代表提出書信通知書。

After receiving the written notice, the employees should issue an acknowledgement letter and appoint representatives to begin with negotiations within three days from the date receiving the written notice. If both parties reach an agreement, the employment condition can be amended; however, if the negotiation fails, it will be a labor dispute. In this condition, the Labor Settlement Office will step in to settle the dispute.

收到書信通知書後,員工須在三日內發出確認函並指派代表進行協商。如果雙方達成共識,僱傭條件可進行修改;反之,如果協商破局,將成勞資糾紛。這種情況下,勞工處理局會介入處理糾紛。

2. The amended employment conditions shall be registered at the local labor authority.

修改的僱傭條件須向當地勞工主管機關進行登記。

The registered conditions will be deemed as “Agreement on the Conditions of Work”, and this Agreement will last for the period stated in the Agreement. If there is no indicated period, it will last for one year. If both parties do not come up with a new Agreement when the current agreement expires, the existing Agreement will automatically be extended for another year.

已登記的僱傭條件會被視為”工作條件協議”,且這個協議的有效期限依照協議內容而定。如果協議沒有說明有效期限,將在一年內有效。如果雙方在既有的協議過期後未有新的協議,既有的協議有效期限會自動延長一年。

[1] For 10 or more employees, Section 108 of Labor Protection Act B.E. 2541 shall provide work rule written in Thai language. For 20 or more employees, Section 10 and 11 of Labor Relation Act B.E. 2518, shall provide Agreement relating to employment conditions.


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