What Thai Employers Should Know about Probationary Period 泰國雇主應該知道的試用期
When an employer in Thailand is planning to hire a new employee to join the company, it is common practice that the employer will set a probationary period, so the employer has time to evaluate the skills and knowledge of an employee. However, under Thai Labor Protection Act, there is neither definition nor regulations about probation. Probation is just an employment agreement between an employer and employee in Thailand. Employee under probationary period is still entitled to receive benefits as a normal employee under Thai laws.
當一位泰國雇主計畫聘雇一位新員工加入公司，一般來說雇主會設定一定的試用期間以便觀察新員工的技能與知識。但是《泰國勞動保護法》並沒有關於試用期的定義及規定。試用員工在泰國法律下被視為一般員工，享有正常員工應有的福利。
Following are a few things about probationary period in Thailand:
以下為幾個試用期在泰國的事項：
A. Normally the probationary period is no longer than 119 days to prevent severance pay
一般的試用期不過超過119天以避免支付資遣費
According to Section 118 of Labor Protection Act, if an employee has been working for more than 120 days, the severance pay should not be less than 30 days. Therefore, in order to avoid paying severance pay to an employer, Thai employer will set the probationary term no longer than 119 days. However, if termination is based on Section 119 of Labor Protection Act, an immediate termination is allowed which the severance pay is not required.
依據《泰國勞動保護法》第118條規定，如果員工工作滿120天，資遣費應不少於30天。因此為了避免支付資遣費，泰國雇主應會把試用期設為不超過119天。但是如果勞雇關係係基於《泰國勞動保護法》第119條終止，雇主可直接資遣員工而不需支付資遣費。
B. There should be 30 days advanced notice when an employer decides to terminate the employment relationship
當泰國雇主決定終止勞雇關係應給予30天的預先告知
Based on Thai Civil and Commercial Act and Thai Labor Protection Act, an advanced notice is required when an employer wants to terminate the employment relationship early. According to Section 17 of Labor Protection Act, where the employment period is not specified in the contract of employment, an employer or employee may terminate the contract by giving advance notice in writing before any due date of wage payment in order to take effect on the following due date of wage payment. Nevertheless, for contract workers, advance notice is not required as the contract of employment shall expire upon completion of the period specified in the contract.
依據《泰國民商法》以及《泰國勞動保護法》，當雇主打算提前終止勞雇關係應給予預先告知。依據《泰國勞動保護法》第17條規定，如雇傭合約中沒有明確記載雇傭期限的員工，雇主或雇員可以在工資支付到期日前以書面形式提前通知終止合約，以便在下一個工資支付時生效。然而對於合同員工，不需要提前通知，因為其合約會在規定期限完成後終止關係。
If an employer failed to inform the employee at least 30 days in advance, then Labor Protection requires the employer to pay penalty for short notice equivalent to 1 month of salary.[1]
如果雇主未在至少離職前30前進行告知，《泰國勞動保護法》規定雇主須支付1個月的薪資為為罰則。
[1] Section 17/1 of Labor Protection Act.
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