Thai Labour Law on Employment Termination

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1.Laws applicable to Termination of Employment
Advance Notice - Section 582 of CCC:
"If the parties have not fixed the duration of the contract either party can terminate it by giving notice at or before any time of payment to take effect at the following time of payment. But no more than three-month notice need be given. "The employer can, on giving such notice, immediately dispense with the services of the employee by paying him his remuneration up to the expiration of the notice" Section 17, paragraph two - of the Labour Protection Act:

"Where the employment contract is of no specific duration, the employer or the employee may terminate the employment contract by giving an advance notice in writing to the other party on or before the date fixed for a payment of wages so that the termination of the employment contract takes effect on the date fixed for the next succeeding payment of wages, provided that the advance notice need not be of a period exceeding three months." Compensation for Termination of Employment: Upon terminating an employee, the employer is required to pay compensation to the employee whose amount depends on the length of the employee's service towards the employer. Periods of employmentAmounts of severance payment

An employee who has consecutively completed 120 days, but less than one (1) year, of work:a payment of not less than 30 days of his or her last wages, or, in the case of an employee who works on a piecemeal basis, not less than the wages of his or her last 30 days of work.

Before the termination of an employment is to take effect, the employer needs to notify his employee in writing on or prior to a wage payment date so that the termination takes effect on the succeeding wage payment date. However, the period of an advance notice need not be more than three (3) months.

Unfair Termination
5.1 Section 49 - Act on the Establishment of the Labour Court and Labour Procedure, B.E. 2522 (A.D. 1979) Besides the payment of...
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