Law firmBangkokEnglish · Thai · German
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Practice area
Employment & Labour Lawyers in Thailand.
Compare employment lawyers in Thailand for severance, dismissals, contracts and labour court claims: the statutory minimums and what a firm actually handles.
11 firms on Justenda. Compare firms
Key facts
- How much severance does Thai law require?
- From 30 days of wages at 120 days of service, rising through 90, 180, 240 and 300 days, to 400 days at twenty years or more. These are minimums under the Labour Protection Act, not caps.
- Can a contract reduce these entitlements?
- No. The Act sets minimum standards on severance, notice, working hours, overtime and leave that apply regardless of the contract. Terms that improve on the minimum are enforceable; terms below it are not.
- What does an employer owe on redundancy?
- Sixty days advance notice to the Labour Inspector and the employees where the termination follows reorganisation or new machinery, plus special severance of at least 15 days wages per year of service for employees with more than six years.
- What happens if wages or severance go unpaid?
- Interest runs at fifteen percent a year, and intentional non-payment without reasonable cause adds fifteen percent of the amount due every seven days after the first seven.
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Featured firms
Featured employment & labour lawyers in Thailand
FRANK Legal & Tax
Free consultation · 15 min
Law firmBangkokEnglish · Thai · German
International boutique law firm in Bangkok and Phuket, providing legal and tax services to investors, businesses, and private clients across Thailand
฿4,000–12,000 / hour
GPS Legal
Consultation from ฿3,125 · 30 min
Law firmBangkokEnglish · Thai · Swedish
Bangkok-based law firm delivering strategic, business-focused legal advice with deep local expertise and a practical, solutions-oriented approach.
฿3,500–15,000 / hour
Find the right firm for your case in Thailand.
Describe your situation once. Justenda staff can share your inquiry with suitable firms after you confirm your email. No account needed.
Employment law in Thailand is unusually rule-driven, which is good news for anyone trying to work out where they stand. The Labour Protection Act sets minimums that a contract cannot undercut, so many questions have a definite answer before anyone argues about fairness.
The clearest example is severance pay, which runs on a fixed schedule from 30 days of wages at 120 days of service up to 400 days at twenty years. Around it sit the other common engagements: drafting and reviewing employment contracts, challenging or defending a dismissal as wrongful termination, and bringing or answering claims in the labour court.
The split between employee-side and employer-side work matters when choosing a firm. Both exist here, and a firm that mostly advises employers on restructuring is solving a different problem from one that mostly recovers unpaid severance.
All firms
All employment & labour lawyers in Thailand
Law firmBangkokEnglish · Thai · German
YOUR ONE-STOP COORDINATOR FOR INTEGRATED LEGAL, TAX AND BUSINESS SOLUTIONS
FRANK Legal & Tax
Free consultation · 15 min
Law firmBangkokEnglish · Thai · German
International boutique law firm in Bangkok and Phuket, providing legal and tax services to investors, businesses, and private clients across Thailand
฿4,000–12,000 / hour
GPS Legal
Consultation from ฿3,125 · 30 min
Law firmBangkokEnglish · Thai · Swedish
Bangkok-based law firm delivering strategic, business-focused legal advice with deep local expertise and a practical, solutions-oriented approach.
฿3,500–15,000 / hour
MSC International Law Office
Free consultation · 30 min
Law firmBangkokEnglish · Thai · Chinese (Mandarin) · Cantonese · Russian · German
International Legal and Cross-Border Business Advisory in Thailand and Asia
Blumenthal Richter Sumet & Schuler
Free consultation · 1 hr
Law firmBangkokChinese (Mandarin) · English · German · Thai · Japanese
Blumenthal Richter Sumet & Schuler is a leading law firm in Bangkok, Thailand. We provide legal services in all practice areas.
Candiduck
Free consultation · 30 min
Law firmBangkokThai · English
CANDIDUCK YOUR CANDID CONSULTANT Suthawan Boonmak (Poon) Partner/Lawyer/Notary Public
Aphiwat Bualoi Law Office
Consultation from ฿3,000 · 1 hr
Law firmChiang MaiThai · English
Legal services in English for foreign nationals in Thailand, including wills, probate, real estate conveyancing and notarial services.
฿6,000–10,000 / hour
Bantanai Law Firm
Free consultation · 15 min
Law firmChon BuriEnglish · Arabic · Chinese (Mandarin) · Cantonese · Hindi · FA · Thai · UR
Your trusted legal partner in Thailand
Herrera and Partners Co Ltd
Consultation from ฿10,000 · 1 hr
Law firmBangkokEnglish · Thai · Spanish
Herrera and Partners, is a leading law firm in Bangkok, Thailand. With a dedicated team of skilled and international lawyers in Bangkok.
฿10,000–20,000 / hour
Law firmBangkokEnglish · French · Thai
International firm in Asia since 2006 — corporate legal, accounting, advisory and audit services across Thailand, China & the Philippines.
Law firmBangkokEnglish · Thai · Spanish
Experts assisting clients in conducting their businesses and protecting their rights and investments in Thailand across a wide range of legal matters.
Timing separates cheap problems from expensive ones. For employers, the review that matters happens before a termination: confirming the ground, following the written warning process, giving the required notice, and calculating the payment. A restructuring termination needs sixty days notice to the Labour Inspector and the affected employees, and that cannot be fixed after the fact.
For employees, the moment to take advice is before signing a release in exchange for a final payment. Offers are often below the statutory floor, and the Act gives the employee real leverage on unpaid amounts: fifteen percent annual interest, plus a further fifteen percent of the outstanding sum every seven days where the employer intentionally withholds payment without reasonable cause.
Professional fees are set by each firm and depend heavily on whether a matter settles on a calculated demand or runs to a hearing, so compare what an engagement covers rather than a headline rate. This page is general information, not legal advice; for a specific contract, dismissal, or claim, speak with a qualified professional.
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Common questions
Frequently asked questions
- What does an employment lawyer in Thailand do?
- On the employee side, mostly calculating what was owed on a termination, challenging the ground given for a dismissal, and pursuing unpaid severance, notice or wages through the labour inspector or the Labour Court. On the employer side, drafting contracts and work rules, advising on terminations and restructuring before they happen, and defending claims. Many firms do both, so it is worth asking which side a firm usually acts for.
- Do I need a lawyer for an unpaid severance claim?
- Not always, since a complaint to a labour inspector can resolve a straightforward unpaid entitlement. A lawyer earns their fee where the amount itself is disputed, because the arithmetic turns on what counts as wages, whether allowances and commissions are included, and whether service was uninterrupted. Having the correct figure before negotiating also changes the conversation, particularly given the interest and surcharge that accrue on unpaid amounts.
- How much do employment lawyers in Thailand charge?
- Fees are set by each firm and there is no published schedule, so the practical approach is to compare what an engagement covers. A calculated demand that settles is a different piece of work from a contested Labour Court claim, and firms may quote fixed fees for the first and hourly or staged rates for the second. Ask which outcome the quote assumes.
- Are foreign employees covered by Thai labour law?
- The Labour Protection Act defines its own exclusions by employer category rather than by nationality: it does not apply to central, provincial and local administration or to state enterprises. Foreign employees working in Thailand under an ordinary employment relationship can therefore generally expect the same statutory minimums. Difficulties usually come from the structure of the arrangement, such as being engaged through an overseas entity or treated as a contractor, and from the work permit tying a role to a specific employer. Those points are worth checking before a dispute rather than during one.
- What should an employer do before terminating someone?
- Confirm that the ground relied on is one the Act recognises, check that any required written warning was given under a rule that is lawful and just, give the correct notice, and calculate severance against the statutory schedule. For restructuring terminations, the sixty day notice to the Labour Inspector and the employees has to happen in advance. Reviewing those four points beforehand is substantially cheaper than defending the decision afterwards.
Sources
- Labour protection act b elabour.go.th
In this practice area