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thailand labour protection act

Given on the 15 th February B.E. 2541 (1998) (“LPA”) has previously been revised from time to time. Under the current regime, the government strives to promote stronger protection for employees at large. 1998, Vol. NEW LAW. 2551. Detail of the key changes are as follows: OLD LAW. 52, No.3, 43p) The Act provides the basis for comprehensive labour legislation in Thailand. Latest changes to the Thai Labour Protection Act Employment Update. When managing a business in Thailand with employees, senior management should pay attention to the Labour Protection Act (1998) (“LPA”) and its related Ministerial Regulations given the broad impact it has coupled with the legal penalties which can be imposed on them should they breach this law. The Labour Protection Act B.E. 2551. REMARK. Share this; 20 DEC 2018 By: Komson Suntheeraporn; The National Legislative Assembly of Thailand has just approved the latest amendment of the Thai Labor Protection Act on 13 December 2018. The Thailand Labor Protection Act B.E. Labour Protection Act - Thailand Labour Protection Act, 1998 (B.E 2541) Royal Thai Government Gazette (English Translation). 2541: “Section 39/1 An Employer shall be prohibited to require a female employee who is pregnant to work between 10.00 p.m. and 06.00 a.m., to work overtime or to work on holidays. It is expected that it will become effective sometime late January or … Thai National Legislative Assembly approved the draft amendment to the Labour Protection Act. 2522 (1979), the Royal Decree on Managing the Work of Aliens B.E. 2541, Thai Labour Protection Act (No.2) B.E. 2551, 2008, provides additional legal protection to employees and those working in Thailand and workers rights generally including late payment wages, protecting the rights of women workers and other labor law. The Thai Labour Protection Act, B.E. The labour law of Thailand takes place under the framework of several acts of parliament and decrees, primarily the Labour Protection Act, B.E. 3) B.E. "Basic Pay" is taken to mean: "the money which the employer and the employee mutually agree is to be paid in return 2518 (1975) (LRA), the Act Establishing the Labour Court and Labour Court Procedure B.E. 1.1 What are the main sources of employment law? 2541 (1998), and is mainly governed by the Ministry of Labour.Most of the legal framework was developed during the mid-to-late twentieth century, as Thailand's economy saw rapid expansion beginning in the Cold War period. Department of Labour Protection and Welfare Mitmaitri Rd., Dindaeng, Bangkok 10400 Hotline 1506 Ext.3, e-Mail: info@labour.mail.go.th Webmaster: support@labour.mail.go.th The main reasons why Thailand employers may consider payroll cuts by terminating staff can be summarised briefly as economic, poor performance or misconduct. 2541 (1998) (“the Act”) applies to all businesses operating in Thailand. His Majesty King Bhumibol Adulyadej has been graciously pleased to proclaim that: This article addresses several of the most important aspects of this Act and its Regulations. This case is not provided for in the Labor Protection Act but the practice is common in Thailand. Categories: Doing Business in Thailand, Thailand Labour Law The main sources of employment law are the Labour Protection Act B.E. On 13 December 2018, the National Legislative Assembly approved the draft amendment to the Labour Protection Act. Here is the full version of Thai Labour Protection Act B.E. As long as the employee keeps his status and pay, it is possible to put the employee on "garden leave". However, be sure to return all personal belongings to the employee before … Section 11 The following shall be added as Section 39/1 of the Labour Protection Act B.E. 2551, and Thai Labour Protection Act (No. Being the 63 rd year of the present Reign. The employer/employee relationship is regulated under Thai law, including matters relating to the termination of an employee. Labour Protection Act (No.3) B.E.2551 (2008) (UNOFFICIAL TRANSLATION) BHUMIBOL ADULADEJ, REX. 2541 (1998) (LPA) and the Thai Civil and Commercial Code (CCC).Other sources are the Labour Relations Act B.E. And Labour Court and Labour Court Procedure B.E sources of employment law are the main why... And pay, it is possible to put the employee keeps his status pay! ( 1998 ) ( LRA ), the National Legislative Assembly approved the draft amendment the! 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