02 · Expertise
Employment Law & HR Compliance
Employment work for employers who would rather get the paperwork right than win a labour case — and representation when a case is unavoidable.
Services
What we handle in this area
01
Employment Law
End-to-end employment advice for Thai employers, from the first hire through to the difficult exit.
02
Employment Contracts
Contracts that survive a Labour Court reading — clear on role, pay, confidentiality and how the relationship ends.
03
Workplace Rules
The document most employers only read once they need it — drafted so that discipline and dismissal decisions are actually supportable.
04
Termination
Ending employment in a way that is lawful, documented, and defensible if it is later challenged.
05
Severance & Final Payments
Calculating what is owed on exit — severance, notice, accrued leave and any special-case entitlements.
06
Labour Disputes
Representation before labour inspectors and the Labour Court, and negotiated settlements where those serve the client better.
07
HR Compliance
An audit of what HR is actually doing, measured against what the law requires — with a fix list, not a lecture.
08
HR Legal Training
In-house sessions for the managers who write warning letters and run termination meetings — the people whose decisions end up in court.
Lawyers for this matter
Lawyers in this practice
Generation 1
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Founding Partner
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40+ years of courtroom and advisory experience
LitigationBusiness advisoryEmployment lawCivil and criminal matters
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Generation 2
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Partner
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Modern legal practice, business advisory and international client support
Corporate advisoryEmployment lawCross-border family lawInternational client servicesLegal workshops
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Related reading
Reading on this area
How to legally terminate an employee in Thailand
Most dismissal cases are decided by documents created months before the dismissal. What has to exist on file, and in what order.
Does a Thai company need workplace rules?
When the requirement is triggered, what has to be in them, and why an employer without them struggles to discipline anyone.
Common questions
Questions we are asked
Only to the extent they meet Thai minimum standards. Group policies usually need a Thailand-specific layer rather than a direct translation.
Before the warning letter, not after the claim. Most labour cases are decided by documents created months earlier.
Rarely. Fixed-term treatment applies only to narrow categories of work, and repeated renewals for ordinary roles are generally treated as continuous employment.
They can be, if the scope, duration and geography are reasonable. Broad clauses are frequently read down or ignored.
A bilingual contract is the safer practice where the employee is Thai. Documents relied on in a Thai court will need a Thai version in any event.
Once an employer reaches the statutory number of employees. We confirm the current threshold and filing requirements at the time of engagement. CURRENT_THRESHOLD_NOTE
Unannounced rules are difficult to enforce. Publication and accessibility are part of what makes them binding.
Generally no. Poor performance and serious misconduct are treated very differently, and the documentation trail is what decides the case.
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