为了帮助企业更好地理解和适应泰国的劳动用工政策，我们整理了常见的实务操作问题，并以Q&A形式提供详细解答，希望能为企业在泰国的顺利运营提供实用指导。

To help companies better understand and adapt to Thailand's labor policies, we have compiled common practical questions and provided detailed answers in a Q&A format, aiming to offer practical guidance for smooth operations in Thailand.

劳动保护法 Labour Protection Act

劳动关系法 Labour Relations Act

社会保障法 Social Security Act

劳工赔偿法 Workmens Compensation Act

关于设立劳动法庭和劳动法庭程序的法案 Act on the Establishment of and Procedure for Labor Courts

外国人工作法 Foreign Workers Act 

雇员同意为雇主工作，同时雇主同意在工作期间支付相应工资，那么，雇佣合同形成。根据泰国法律规定，雇主也包括自然人。

An employment contract is formed when an employee agrees to work for an employer, and the employer agrees to pay the corresponding wages during the work period. According to Thai law, an employer can also be the individual.

雇佣合同可以是书面或口头形式。关于特定不超过两年期限的雇佣合同如季节性的工作等，雇主应当与雇员签订书面合同。而且，根据《劳动保护法》第八次修订，在特定情形下雇主应当以书面或电子形式记录正常工作时间、休息时间、加班时间、员工工作职责范围等合同细节。因此，建议雇主以书面形式订立劳动合同。

An employment contract can be either in written or oral form. With regard to employment contracts of a specific duration not exceeding two years, such as seasonal work, the employer shall conclude a written contract with the employee. Moreover, according to the 8th amendment of the Labour Protection Act, in certain situations, the employer should record contract details such as normal working hours, rest periods, overtime, and the scope of the employee's duties in written or electronic form. Therefore, it is recommended that employers establish labor contracts in written form.

根据泰国《劳动保护法》，雇主可以在以下合法情形中单方解除雇佣合同：

Under Thailand's Labour Protection Act, an employer may unilaterally terminate an employment contract in the following lawful circumstances:

（1）雇主和雇员订立无固定期限雇佣合同的，雇主可以在任何到期工资支付日或之前以书面形式提前通知对方解除雇佣合同，合同解除于下一个到期工资支付日生效；

(a)Where an employer and an employee enter into a non-fixed-term employment contract, the employer may terminate the employment contract by giving the other party prior notice in writing on or before any due date for the payment of wages, and the termination of the contract will take effect on the next due date for the payment of wages；

（2）不诚实履行劳动义务或者故意对雇主实施刑事犯罪的； 

(b)Dishonest performance of labour obligations or intentionally committing a criminal offence against the employer; 

（3）故意给雇主造成损害的； 

(c)Intentionally causing damage to the employer; 

（4）有过失行为，给雇主造成严重损害的； 

(d)Having acted negligently and caused serious damage to the employer; 

（5）违反雇主合法、公正的工作规则、规定或者命令，经雇主书面警告的，但情节严重不需要雇主给予警告的除外；

(e)Violates the employer's lawful and fair work rules, regulations or orders and has been warned in writing by the employer, except in cases where the gravity of the situation does not require the employer to give a warning;

（6）无正当理由连续三个工作日旷工的，无论在此期间是否休假；

(f)Being absent from work without a valid reason for three consecutive working days, regardless of whether or not he/she was on leave during that period;

（7）被法院终审判决判处有期徒刑的。

(g) If he/she has been sentenced to a term of imprisonment by a final court judgement.

在（a）情形中，双方可以约定更长通知期，但通知时间最长不超过三个月。提前通知解除的，雇主通常应当支付遣散费，若雇主并未提前通知的，雇主应支付相应代通知金；关于（b）-（g）雇员过错情形的，雇主无需提前通知或支付遣散费。

In the case of (a), the parties may agree on a longer notice period, but the maximum notice period shall not exceed three months. In the case of termination with advance notice, the employer shall normally pay severance pay, and if the employer has not given advance notice, the employer shall pay the appropriate payment in lieu of notice; in the cases of (2)-(7) where the employee is at fault, the employer is not required to give advance notice or pay severance pay.

遣散费因雇员具体雇佣期限而异，具体支付标准如下：

Severance pay varies according to the employee's specific duration of employment and is payable at the following rates:

若雇主存在违法解除情形的，可能（1）雇主被处以一定金额的罚款；（2）雇员恢复工作或雇主向雇员支付相应赔偿金。劳动法庭判处赔偿金时，往往考虑雇员年龄、工作期限、雇员被解雇时的困难、解雇原因以及雇员有权获得的补偿来综合认定赔偿金额。

In case of unlawful dismissal by the employer, it is possible that (a) the employer will be fined a certain amount of money; (b) the employee will be reinstated in his/her job or the employer will pay the corresponding compensation to the employee. When awarding compensation, the Labour Court often takes into account the age of the employee, the duration of the employment, the difficulties of the employee at the time of dismissal, the reasons for dismissal and the compensation to which the employee is entitled.

“工资”由雇主和雇员共同协商决定，作为雇员完成工作而支付的款项，按小时、每天、每周、每月或其他时间段支付，或按在工作日的正常工作时间内完成的计件工作，包括假期工资等。

"Wages" are determined by mutual agreement between the employer and the employee as payment for work done by the employee on an hourly, daily, weekly, monthly or other basis, or for piecework done during normal working hours on a working day, and including holiday pay, etc.

工资委员会主要通过考虑员工当前的工资水平以及其他因素，如生活成本指数、通货膨胀率、生活标准、生产成本、商品和服务的价格、企业的能力、劳动生产率、国内生产总值和经济社会状况，从而决定最低工资标准。

The Wages Committee determines the minimum wage rate mainly by taking into account the employee's current wage level as well as other factors such as the cost of living index, inflation rate, standard of living, cost of production, price of goods and services, capacity of the enterprise, labour productivity, GDP and economic and social conditions.

泰国最低工资标准因地区不同存在差异。自2024年1月1日起，泰国最低工资平均提高了2.4%，范围从每天330泰铢到370 泰铢不等。举例来说，普吉岛的最低工资标准最高，为每日370泰铢；而那拉提瓦府的最低工资标准最低，为每日330泰铢。

The minimum wage in Thailand varies by region. Since 1 January 2024, the minimum wage in Thailand has increased by an average of 2.4%, ranging from 330 baht to 370 baht per day. For example, Phuket has the highest minimum wage at 370 baht per day, while Narathiwat has the lowest minimum wage at 330 baht per day.

泰国劳动部部长于2024年5月表示，泰国政府计划逐步将全国最低工资标准提高至每天400泰铢。

The Thai Minister of Labour stated in May 2024 that the Thai Government planned to gradually raise the national minimum wage to 400 baht per day.

加班工资 Overtime wages

(1)工作日工资：加班工资应不少于150%的正常工作时间工资。

(a)Working day wages: Overtime wages shall be not less than 150 percent of the normal working hour wages.

(2) 假期工资：泰国《劳动保护法》规定的假期包括每周假期（休息日）、传统假期（法定节假日）和年休假。假期工资统一标准：日工时内的工资应不少于200%的正常工作时间工资；超出日工时的应不少于300%的正常工作时间工资。

(b)Holiday wages: Holidays under the Thai Labour Protection Act include weekly holidays (rest days), traditional holidays (statutory holidays) and annual leave. The uniform standard for holiday wages is that wages for daily working hours shall be not less than 200 percent of the normal working time wages; and wages for hours worked in excess of daily working hours shall be not less than 300 percent of the normal working time wages.

工作日加班工资、假期工资应至少每月支付一次。

Overtime wages for working days and holiday wages shall be paid at least once a month.

病假工资 Sick leave wages

雇主按照正常工作时间工资的100%支付病假工资，但每年不超过30天。

The employer pays sick leave wages at 100% of the normal working hour wages, but not more than 30 days per year.

泰国雇佣合同主要分为固定期限雇佣合同和无固定期限劳动合同。一般来说，试用期合同也视为无固定期限劳动合同。

Employment contracts in Thailand are mainly divided into fixed-term employment contracts and non-fixed-term employment contracts. Generally, a probationary period contract is also considered a non-fixed-term employment contract.

外籍雇员赴泰国工作时，应当注意：（1）泰国部分职业仅限泰国公民，外籍雇员不得从事。（2）外籍雇员应当申请工作许可证。工作许可证具体说明了允许的工作区域或工作地点、工作期限、工作类别或性质以及雇主的详细信息。此外，工作许可证通常有一年有效期，在有效期满之前，外籍雇员可以申请续签。（3）相应雇主应当满足财务状况与泰籍雇员人数的要求，如外籍劳工与泰籍雇员的比例须为1:4，即每雇用4个泰籍员工才可雇用1个外国人。

When foreign employees come to work in Thailand, they should be aware that (a) some occupations in Thailand are restricted to Thai citizens and foreign employees are not allowed to work in them. (b) Foreign employees should apply for a work permit. A work permit specifies the permitted area or place of work, the duration of the work, the type or nature of the work and details of the employer. In addition, the work permit is usually valid for one year and the foreign employee may apply for renewal before the expiry date. (c) The corresponding employer should meet the requirements of financial status and the number of Thai employees, e.g., the ratio of foreign employees to Thai employees must be 1:4, i.e., one foreigner can be employed for every four Thai employees. 

一般来说，外籍雇员办理许可证时，首先应先让其雇主或企业公司准备并提交雇佣合同以及企业的业务运营文件，以申请工作签证，而有居留证和外籍人身份证的除外。其次，外籍雇员准备护照复印件、就业证明等文件材料申请工作许可证，进而等待工作许可证的下发。

Generally, when applying for a permit, a foreign employee should first have his/her employer or business company prepare and submit the employment contract as well as the business operation documents of the company in order to apply for a work visa, with the exception of those with a Residence Permit and an Expatriate Identity Card. Next, the foreign employee prepares a copy of the passport, proof of employment and other documents to apply for the work permit, and then waits for the issuance of the work permit.

雇员每天工作时间不得超过8小时，任何一天的工作时间不足8小时的，雇主和雇员可以协商在其他工作日补足剩余工作时间，但每天不得超过9小时。每周总工作时间不得超过48小时。关于特定可能危害雇员健康和安全的工作，每天工作时间不得超过7小时，每周总工作时间不得超过42小时。

Employees may not work more than eight hours per day, and if they work less than eight hours on any one day, the employer and the employee may agree to make up the remaining working hours at other working days, but not more than nine hours per day. The total number of working hours per week may not exceed 48 hours. With regard to specific jobs that may jeopardise the health and safety of the employee, the working day may not exceed 7 hours and the total working week may not exceed 42 hours.

在工作日内，雇员每天总休息时间不得少于1小时，每周休假不少于1天，间隔时间不得超过6天。此外，雇员还享有病假、产假、年休假等假期，以下为具体的假期时间规定：

During the working day, the employee may not have a total rest period of less than one hour per day and no less than one day of leave per week at intervals of no more than six days. In addition, employees are entitled to sick leave, maternity leave, annual leave, etc., and the following are the specific leave time provisions:

病假 Sick leave

雇员只要确实生病，就有权享受病假，但每年带薪病假天数不得超过30个工作日。对于3个工作日或以上的病假，雇主可以要求雇员出示一级医生或公共医疗服务机构的证明。如果雇员无法出示一级医生或公共医疗机构的证明，雇员应向雇主作出解释。

An employee is entitled to sick leave whenever he or she is actually sick, provided that the number of paid sick leave days every year does not exceed 30 working days. For sick leave of 3 working days or more, the employer may require the employee to produce a certificate from a first-class doctor or a public medical service. If the employee is unable to produce this certificate, the employee shall give an explanation to the employer.

产假 Maternity leave

女雇员每次怀孕可享受不超过98天的产假，但其带薪天数不超过45天。

A female employee is entitled to maternity leave for a period not exceeding 98 days for each pregnancy, provided that the number of paid days does not exceed 45 days.

年休假Annual leave

雇员连续工作满1年的，有权享受1年内不少于6个工作日的年休假。雇主和雇员可以事先约定将当年未休的年假累积并推迟到下一年。对于服务期未满1年的劳动者，雇主可以按比例为其规定年休假。

An employee who has worked continuously for one year is entitled to annual leave of not less than six working days in one year. The employer and the employee may agree in advance that the annual leave not taken in that year will be accumulated and deferred to the following year. The employer may provide annual leave on a pro rata basis for workers who have less than one year's service.

泰国《劳动保护法》存在女雇员工作的特定章节，其中涉及到的女雇员保护包括但不限于：

Thailand's Labour Protection Act has a specific section on the work of female employees, which covers the protection of female employees including but not limited to:

（1）限制了女雇员的工作范围，如禁止雇主要求女职工在地下、水下、山洞、隧道、山井中进行采矿或者建筑作业的，但有条件的除外工作不会损害雇员的健康或身体；禁止在距地面十米以上的脚手架上作业等。而且，法律对怀孕女雇员的工作范围存在另行规定。

(a) Restrictions on the scope of work for female employees, such as prohibiting employers from requiring female employees to mine or construction work to be performed underground, underwater, in a cave, in a tunnel or mountain shaft, except where the conditions of work are not harmful to health or body of the Employee; and prohibiting work on a scaffold of ten metres or more above the ground. Moreover, separate provisions exist in the law on the scope of work for pregnant female employees.

（2）限制了女雇员的工作时间，若雇主安排女雇员于24:00至6:00开展工作，那么劳动监察员将进行上报并一般要求雇主改变或减少女雇员的工作时间。同时，法律对怀孕女雇员的工作时间也存在另行规定。

(b) Restrictions on the working hours of female employees, if the employer arranges for female employees to work from 24:00 to 6:00, the labour inspector will report it and generally require the employer to change or reduce the working hours of female employees. At the same time, there is a separate provision in the law regarding the working hours of pregnant women employees.

（3）法律明确规定，雇主不得以女雇员怀孕为由终止其雇佣关系。

(c)The law specifies that an employer may not terminate the employment of a female employee on the grounds of her pregnancy.

工会在劳资关系中包括但不限于以下作用：

（1）工会有权向雇主或雇主协会提出要求、协商解决、承认裁决或签订协议；

（2）工会有权与雇主进行集体谈判，协商工作条件、工资和其他劳动条件；

（3）工会为其会员提供有关就业机会的信息服务；

（4）工会有权参与对劳资关系中双方应享有的权利或福利而进行的谈判；

（5）解释或宣传有关劳资纠纷的事实；

The role of trade unions in industrial relations includes, but is not limited to, the following:

(a) Trade unions have the right to make demands, negotiate settlements, recognise awards or enter into agreements with employers or associations of employers;

(b) Trade unions have the right to bargain collectively, negotiate working conditions, wages and other labour conditions with an employer;

(c) Trade unions provide information services to their members regarding employment opportunities;

(d) Trade unions have the right to participate in the negotiation of claims for rights or benefits to which both parties in a labour relationship are entitled;

(e) explain or publicise facts concerning labour disputes;

如果雇主与雇员发生劳动争议，一般应当履行以下争议解决程序：

（1）雇主和雇员谈判，若谈判协商不成的，则视为发生劳资纠纷。提出要求的一方应在法定期限届满后24小时内，或在无法达成协议后24小时内（视情况而定），以书面形式通知调解员。

（2）劳工部官员进行调解，如果不能在法定期限内达成调解，该劳资纠纷将视为不能解决的劳资纠纷。

（3）雇主及雇员可以委任一名劳资纠纷仲裁员解决纠纷，同时，雇员可以采取罢工行动。 

If a labour dispute arises between an employer and an employee, the following dispute resolution procedures should generally be followed:

(a) The employer and the employee negotiate, if the negotiation fails, a labour dispute shall be deemed to have arisen. The party making the claim shall notify the mediator in writing within 24 hours after the expiry of the statutory period or within 24 hours after an agreement cannot be reached, as the case may be.

(b) An officer of the Labour Department hall conduct conciliation and if conciliation cannot be reached within the statutory period, the labour dispute shall be deemed to be an unresolved labour dispute.

(c) The employer and the employee may appoint a Labour Dispute Arbitrator to resolve the dispute and the employee may take strike action.