• Admin

Thai Government Considers New Labor Law regarding Work from Home 泰國政府考慮針對在家工作的安排提出新的勞動保護法

During Covid-19, Thai Government requested employers to allow employees to work from home to prevent infection spread in the workplace. Consequently, working from home had become a trend in Thailand. However, since Thailand is in a different phase of pandemic, some employers cancel work from home policy. Issues as to whether work from home arrangement is just a policy in the past or it is a normal situation in the workplace.

在新冠肺炎爆發期間,泰國政府要求雇主允許員工在家工作避免疫情在工作場所散播。故,在家工作在泰國成為一個趨勢。但是現在泰國的疫情狀況目前在不同的階段,部分雇主取消在家工作的政策。有些人會考慮在家工作的安排是否為過去的政策、或是在工作場所為一個正常的情況。


Thai Government recently has passed the first Work from Home Bill, seeking to revise Thai Labor Protection Act to reflect the current situation. The proposed amendment to Thai Labor Protection Act will provide more flexibility for employment with solutions. In addition, the Bill states that the aim is to solve the notorious traffic congestion in Bangkok and other cities.

泰國政府最近通過在家工作法案的一讀,尋求修改泰國勞動保護法以反映當前情況。泰國勞動保護法的擬議修正案將使雇主和員工的就業和解決方案更有彈性。此外,該法案指出,其目的是解決曼谷和其他城市臭名昭著的交通擁堵問題。


The Bill adds a single subsection, stating that“The employer and the employee may agree in the employment contract” that the employee is allowed “to bring work . . . to perform at home or at residence of the employee.” Based on this provision, the work from home arrangement must be at least 8 hours per week and is considered an employee’s normal working time. If an employee wishes to work from home, the employer must agree with such request.[1]

此外,該法案還增加一條文,規定“雇主和員工可以在勞雇合約約定”,允許員工“帶回家. . .在員工家中或住所工作。”根據這項規定,在家工作安排必須每周至少 8 小時,並被視為員工的正常工作時間。如果員工希望在家工作,雇主必須同意這一請求。


However, if it is type of work related to extreme heat or extreme cold that may be dangerous or any other work that may affect health and safety or the quality of the environment, it is forbidden for the employee or the employer to agree to work from home.[2]

但是,如果是與可能有危險的極熱或極冷有關的工作、或任何其他可能影響健康和安全或環境質量的工作,禁止員工或雇主同意在家工作。


Despite this, many parties which includes the Department of Labor Protection and Welfare do not agree with such Bill as it may lead to more labor problems. There are some questions which needs to be taken into consideration when amend such Bill. For example:

包括勞工保護和福利部在內的許多單位不同意該法案,因為該法案內容簡短,可能會導致更多的勞工問題。有一些問題需要考慮。例如:

Ø How can employers monitor worker productivity?

雇主如何監控員工的生產力?

Ø How should employers monitor overtime work?

雇主應如何監控加班工作?

Ø Do employers have to pay for employees’ internet and electricity which is used to perform work?

雇主是否必須為員工工作的互聯網和電費付費嗎?

Ø Can employees bring office equipment and supplies home?

員工可否將辦公設備和用品帶回家嗎?


We will keep you posted if there is any update.

若有進一步消息,我們將通知您。

[1] Section 23/1 of the Labor Protection Act, B.E. 2541 (1998). [2] Sections 4, 21 (3) and (4) of the Home Workers Protection Act, B.E. 2553.


#thailaborprotectionact #thaiemployee #thaiemployer #workinginthailand #WFTinthailand #泰國勞動保護法 #泰國雇主 #泰國員工 #泰國工作 #泰國居家辦公 #泰國中文律師 #IBC法律金融會計事務所 #泰國律師 #泰國法律事務所 #泰國律師事務所 #泰國會計 #泰國審計 #泰國會計事務所 #泰國審計事務所 #法律顧問 #泰國會計師 #泰國華人律師事務所 #thaiaccountant #thailawyer #thailaw #泰國稅務 #IBCFirm #ThaiLawFirm #ThaiAccountingFirm #thaiauditfirm

21 views0 comments

Recent Posts

See All

泰國數據控制者在收集未成年人的個人資料時應進行適當的識別和年齡測量。10至20歲的未成年人無需父母同意;但是針對10 歲以下的未成年人,需要父母的同意。此外,如果數據主體被視為“無能力”或“禁治産者”,數據控制者應徵得法定監護人的同意。

提交泰國個人資料保護申訴後,泰國專家委員會委員會將考慮以下幾點: 1. 申訴信描述的行為是否違反PDPA; 2. 申訴是否有理據及合理性 3. 專家委員會是否有權審理申訴內容以及是否職責和權力是否符合其他法律或是否屬於其他機構。