Does my company need to create work rules for my employees in Thailand

create work rules

Employees working in Thailand are guaranteed basic legal protections and benefits under the Labour Protection Act. The Labour Act sets out rights such as working hours, overtime, leave, termination of employment etc. 

If you’re looking to hire employees in Thailand, understanding the intricacies of Thai labor and employment laws is non-negotiable, especially for non-Thai employers. Adhering to these laws safeguards your business from potential penalties and negative legal implications. Here, we delve into 10 key aspects of Thai labor and employment laws you need to grasp.

  1. Create written employment contracts to avoid disputes

Thai labor and employment laws permit both verbal and written employment contracts. However, to ensure clarity and avoid potential disputes, a written employment agreement in the Thai language is highly recommended. The employment contract lays out the working conditions, wage rate, working days and hours, and other relevant details. Being the backbone of the employer-employee relationship, contracts must align with the provisions of the Thai Labor Protection Act (LPA).

  1. Stay up-to-date with changes in Thai minimum wage laws

Thailand’s minimum wage rate varies regionally, with Bangkok, the heart of Thailand’s business operations, having the highest rate. As of 2023, Thailand’s annual minimum wage is approximately $2,293. These rates undergo periodic adjustments influenced by factors such as the cost of living and economic conditions. Staying up-to-date with these changes is crucial for employers to ensure their wage payment practices are in line with the latest regulations.

  1. Working over 8 hours a day is considered overtime work

The maximum number of working hours according to Thai labor law should not exceed eight hours a day or 48 hours a week. If an employee works beyond these standard hours, overtime pay applies. It’s vital to note that the hourly wage for overtime work is usually higher than the regular hourly wage. Employers must adhere to these working time guidelines to ensure compliance and maintain a healthy work-life balance for their employees.

  1. Misclassifying Thai employees could damage your company’s reputation and lead to legal disputes

In Thailand, it’s crucial to correctly classify your employees, whether they’re full-time employees, part-time, or independent contractors. Misclassification can lead to serious consequences, including fines and penalties under the Thai Labour Protection Act. Furthermore, misclassified workers may miss out on benefits they are entitled to, such as social security contributions, overtime pay, or severance pay. This could lead to legal disputes and damage your company’s reputation.

  1. Ensure employees get the right rest periods and holidays

To uphold the quality of life of employees, Thai labor law mandates at least one hour of rest after five consecutive hours of work. A weekly holiday, typically falling on a Sunday, is also a requirement. Additionally, public holidays are observed, and employers must provide special pay rates for any work carried out during these holidays.

  1. Employers need to fulfill employees’ leave entitlements

Employees under Thai labor law are entitled to various forms of leave, including annual leave, sick leave, and maternity leave. Following a year of service, the minimum annual leave is six working days. Sick leave, on the other hand, can be taken up to 30 working days per year with pay. For female employees, maternity leave entitlement is 98 days, with 45 of these days compensated.

Additionally, certain employment protections and rights are only applicable to employees, not independent contractors. Maintaining accurate classifications safeguards your business operations and promotes a fair workplace.


The Employer must announce the work rules (in Thai) within 15 days of the date that the 10th employee has been hired at the company. The Employer shall always keep a copy of such rules at the place of business or at the Employer’s office.

It is important to note that the employer shall display the work rules in a prominent position in the workplace available to employees. This is to allow the employees to read and become familiar with the rules.

Furthermore, a copy of the rules must be given to the Director-General (or a person entrusted by the Director-General) within seven days from the date of the announcement of the rules.

Employers must also inform or send a copy of the work rules (within 7 days from the date of announcement) to the Local Welfare and Labors Protection Office.

Other important things to consider

If there is an amendment made to the work rules, the employer must announce the new amended work rules to the employees. Additionally, a copy of the new rules and the old ones must be sent to the Labour Protection Area Office where you submitted the original ones within 7 days from the date of their announcement.

Legal Compliance:

Work rules can help ensure that your company complies with Thai labor laws and regulations. While there may not be a specific legal requirement for work rules, having them can assist in demonstrating compliance with labor standards.

Clarity and Communication:

Work rules provide a clear framework for employees regarding the company’s expectations, policies, and procedures. This clarity helps prevent misunderstandings and promotes effective communication between employers and employees.

Employee Conduct:

Clearly defined work rules outline expected employee behavior and conduct within the workplace. This can include guidelines on attendance, dress code, workplace behavior, and ethical standards. Having such rules in place helps maintain a professional and respectful work environment.

Discipline and Termination:

Work rules can outline the disciplinary process and grounds for termination. Clearly communicated rules can help manage employee performance and behavior issues, ensuring that actions taken are fair and consistent.

Benefits and Leave Policies:

Work rules can include information about employee benefits, such as leave policies, vacation time, and other entitlements. This helps employees understand their rights and benefits, reducing confusion and potential disputes.

Health and Safety:

Including health and safety guidelines in work rules is essential for promoting a safe work environment. This may involve outlining procedures for reporting accidents, emergency evacuation plans, and workplace safety practices.

Conflict Resolution:

Work rules can include procedures for conflict resolution within the workplace. This can help address issues at an early stage and create a framework for resolving disputes in a fair and efficient manner.

Employee Handbook as a Reference:

Consolidating all relevant policies and guidelines into an employee handbook provides a handy reference for both employees and management. This can be especially useful for onboarding new hires and ensuring everyone is aware of company policies.

While not mandatory, creating work rules tailored to your company’s specific needs and in accordance with Thai labor laws can contribute to a positive and well-managed work environment. It’s advisable to seek legal advice to ensure that your work rules comply with local regulations and are suitable for your company’s unique circumstances.


The requirement to create and appropriately display your company’s work rules is mandatory for all companies who employ 10 or more members of staff. Additionally, the work rules must still be enforced even if the number of employers decreases to below ten.

Failure to establish a set of work rules by the employer could result in a fine not exceeding 20,000 THB.

In summary, creating work rules tailored to the local context in Thailand not only helps your company comply with legal requirements but also contributes to a positive workplace culture, fosters employee engagement, and provides a foundation for effective management practices. Regular reviews and updates to work rules ensure that they remain relevant and aligned with the evolving needs of your organization and the workforce.

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