Employment Contract for Thailand
Create a legally compliant bilingual employment contract tailored to Thai labour law
PDF + DOCX
Thailand law compliant
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English / Thai
Who Needs This Document
- SMB founders and business owners hiring employees in Thailand
- Expat entrepreneurs establishing teams in Thailand
- HR managers formalizing employment relationships
- Companies hiring both Thai nationals and foreign workers
- Startups needing a professional, compliant employment agreement
What you'll need
What Data You Will Need
Employer details
Company name, registration number, address, and authorized signatory
Employee details
Full name, ID/passport number, address, and nationality
Position information
Job title, department, work location, and key duties
Compensation
Monthly salary in Thai Baht and bonus structure if any
Working schedule
Hours per week, working days, start and end times
Contract terms
Start date, contract type (permanent or fixed-term), probation period
Notice period
Required advance notice for termination (30, 60, or 90 days)
Coverage
What This Version Covers for Thailand
- Fully compliant with the Thai Labour Protection Act B.E. 2541 (1998) and amendments
- Bilingual format (English-Thai) for legal recognition in Thai courts
- Severance pay provisions calculated per statutory requirements (Section 118)
- Termination for cause aligned with Section 119 grounds
- Mandatory leave entitlements: annual leave, sick leave, maternity leave, public holidays
- Social Security registration and contribution obligations
- Overtime compensation at statutory rates (1.5x, 3x)
- Dispute resolution through Labour Inspector and Labour Court
Document structure
Document Structure
1
Parties
Identification of employer (company) and employee
2
Position and Duties
Job title, department, location, and responsibilities
3
Contract Term
Start date, indefinite or fixed-term arrangement
4
Probation Period
Duration and conditions of probation (max 119 days)
5
Compensation and Benefits
Salary, payment schedule, bonuses
6
Working Hours and Rest Days
Weekly hours, daily schedule, overtime rules
7
Leave Entitlements
Annual leave, sick leave, maternity leave, public holidays
8
Social Security and Tax
SSF contributions and income tax withholding
9
Confidentiality
Protection of trade secrets and proprietary information
10
Non-Compete (optional)
Post-employment competition restrictions
11
Termination
Notice period, severance pay per LPA, termination for cause
12
General Provisions
Governing law, dispute resolution, amendments, signatures and witnesses
FAQ
Frequently Asked Questions
Is a written employment contract required in Thailand?
While Thai law does not strictly require a written contract, the Labour Protection Act mandates that employers inform employees of working conditions in writing. A written employment contract is strongly recommended to clearly document terms and protect both parties.
What is the maximum probation period allowed in Thailand?
Thai law does not explicitly define a probation period, but practically it is limited to 119 days. This is because after 120 days of employment, the employee becomes entitled to severance pay upon termination, making 119 days the effective maximum for a probation period.
What are the minimum severance pay requirements?
Under Section 118 of the Labour Protection Act, severance pay depends on length of service: 30 days' wages for 120 days to 1 year; 90 days for 1-3 years; 180 days for 3-6 years; 240 days for 6-10 years; 300 days for 10-20 years; and 400 days for 20+ years of service.
Can an employer terminate without severance pay?
Yes, under Section 119 of the LPA, termination without severance is allowed for: dishonest performance of duties, intentional criminal offence against the employer, intentional damage to the employer, serious violation of work rules, neglect of duties for 3 consecutive days without cause, or imprisonment by a final court judgment.
Are non-compete clauses enforceable in Thailand?
Non-compete clauses are recognized by Thai courts under the Civil and Commercial Code, but they must be reasonable in scope, duration, and geographic area. Courts have the power to reduce or invalidate unreasonable restrictions. Typically, clauses limited to 1-2 years and a specific geographic area are more likely to be upheld.
What is the minimum annual leave in Thailand?
The Labour Protection Act provides that employees who have completed one year of continuous service are entitled to a minimum of 6 working days of paid annual leave per year. Many employers offer more generous leave policies.
How does Social Security work for employees in Thailand?
Both employer and employee contribute 5% of the employee's salary (capped at a salary of 15,000 THB, meaning a maximum contribution of 750 THB each per month) to the Social Security Fund. The employer must register the employee within 30 days of the start of employment.
Can this contract be used for foreign employees?
Yes, this contract can be used for both Thai and foreign employees. However, foreign employees working in Thailand typically need a valid Work Permit and appropriate visa. The employment contract itself does not replace these immigration requirements.
Last Updated:
2026-03-21
Jurisdiction:
Thailand
Language:
English / Thai
Disclaimer
This document is provided for informational purposes and does not constitute legal advice. Employment relationships may involve additional regulations depending on industry and employee type. We recommend consulting with a qualified Thai labour lawyer for complex situations.
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