本文作者/The Author：
克赖索恩·阮坤
Kraisorn Rueangkul
本文译者/The Translator：
李萌 Li Meng
一、前言 Foreword
泰国作为 “一带一路” 倡议中东南亚重要枢纽国家，凭借其优越的地理位置、日益增长的国内消费市场以及在制造业、旅游业等领域的发展潜力，正成为中资企业海外投资的热门目的地，双方在基础设施建设、数字经济、新能源等领域的合作不断深化。
As a key hub country in Southeast Asia under the "Belt and Road" Initiative, Thailand, relying on its superior geographical location, growing domestic consumer market, and development potential in fields such as manufacturing and tourism, is becoming a popular destination for overseas investment by Chinese-funded enterprises. The cooperation between the two sides in areas like infrastructure construction, digital economy, and new energy is continuously deepening.
泰国的劳动法体系在吸收国际劳工标准的同时，结合本土实际形成了独特的规范体系，尤其在劳动基准（包括工作时间、工资待遇、休息休假等）、外籍劳工雇佣（涉及配额限制、工作许可审批等严格流程）以及外商投资公司的雇佣管理（如本地员工比例要求等）方面有着极为细致且严格的规定，这些构成了中资企业在泰国开展业务时必须高度重视的合规挑战。
Thailand's labor law system, while absorbing international labor standards, has formed a unique regulatory system combined with local realities. It has extremely detailed and strict provisions especially in terms of labor standards (including working hours, wage benefits, rest and leave, etc.), employment of foreign workers (involving strict procedures such as quota restrictions and work permit approval), and employment management of foreign-invested companies (such as requirements on the proportion of local employees). These constitute compliance challenges that Chinese-funded enterprises must attach great importance to when conducting business in Thailand.
《泰国劳动法概览》由Kraisorn Rueangkul、Trin Ratanachand、Chayanee Chumchun和Jirapas Naphathorn四位律师倾力撰写，他们深入梳理泰国劳动法的各项实体条文与司法实践中的典型案例，细致剖析用工管理里的刚性约束条款和隐藏的风险隐患，力求帮助中资投资者打破文化隔阂与制度壁垒，搭建起从招聘、薪酬到解雇的全流程合规管理框架，为中资企业在泰国市场的持续发展提供坚实的法律保障。
Thailand Labor Law Guide is elaborately written by four lawyers, namely Kraisorn Rueangkul, Trin Ratanachand, Chayanee Chumchun, and Jirapas Naphathorn. They have in-depth sorted out various substantive provisions of Thai labor laws and typical cases in judicial practice, carefully analyzed the rigid restrictive clauses and hidden risks in employment management, and strived to help Chinese investors break down cultural barriers and institutional obstacles, build a full-process compliance management framework from recruitment and remuneration to dismissal, so as to provide solid legal protection for the sustainable development of Chinese-funded enterprises in the Thai market.
（下文为《泰国劳动法概览》节选内容之上半部分，完整版详见《一带一路沿线国家劳动法律环境报告》之泰国篇）
(The following content is excerpted from Thailand Labor Law Overview - Part A. For the full version, refer to the Thailand Chapter in Invitation to Contribute to The Labor Law Environment Report of the "Belt and Road" Countries.)
二、劳动法体系 Labor law system
泰国遵循大陆法系传统，其雇佣规制体系以《民商法典》为基底，辅之以劳动法律专项法律、部长级条例、政府通告及王室法令等多元构成。
Thailand follows a civil law system, and its employment regulations are primarily shaped by the Civil and Commercial Code, along with various statutes, ministerial regulations, notifications, and decrees.
调整私营部门雇佣关系的核心立法为《劳动保护法》B.E. 2541 (1998)，其他重要法律框架包括《泰国宪法》、《劳动关系法》、《劳动法院设立与劳动程序法》及《外国人工作管理紧急法令》B.E. 2560 (2017)。
The key piece of legislation governing employment in the private sector is the Labor Protection Act B.E. 2541 (1998). Other significant legal frameworks include the Thai Constitution, the Labor Relations Act, the Labor Courts Establishment and Labor Procedure Act, and the Emergency Decree on Administration of Working of Foreigners, B.E. 2560 (2017).
泰国劳动法的执行与管理由劳动部负责，劳动保护与福利司下辖的劳动监察员承担合规监督职责。
Enforcement and administration of Thai employment laws fall under the responsibility of the Ministry of Labor, with Labor Inspectors—officials under the Department of Labor Protection and Welfare—tasked with overseeing compliance.
三、近年来主要制度变革 Key changes in Recent Years
（一）家庭办公或远程工作模式 Work-from-Home or Remote Working
2023 年 3 月 19 日，《劳动保护法》修订，引入第 23/1 条新增条款就远程工作或居家办公安排构建如下法律框架：
On 19 March 2023, the Labor Protection Act amending the LPA through the introduction of Section 23/1. This new section outlines the legal framework for work-from-home or remote working arrangements as follows:
基于雇主运营需要、改善员工工作生活平衡或必要情形下，雇主与雇员可就工作性质允许的远程工作安排达成合意。
For the benefit of the employer's operations and to improve employees'work-life balance—or when necessary—employers and employees may mutually agree to implement remote working or work-from-home arrangements, provided the nature of the work permits such a setup.
在此情形下，双方须订立书面或电子协议，至少包含：
1. 远程工作有效期;
2. 工作时间、休息时段及适用的加班规定;
3. 加班、公共假日工作及其他休假相关条件;
4. 工作范围、规则及监督措施;
5. 员工提供必要工作设备及相关费用的责任。
In such cases, the parties must enter into a written or electronic agreement that includes, at a minimum:
1. The period during which remote work will be in effect;
2. Working hours, rest periods, and any applicable overtime;
3. Conditions related to overtime, public holiday work, and other types of leave;
4. The scope of work, rules, and supervision measures; and
5. The employee's responsibilities regarding the provision of necessary work equipment and any related expenses.
员工亦享有 "离线权"，即除事先书面同意外，员工可拒绝在正常工作时间结束后或任务完成后参与工作相关的沟通。
Employees also have the right to disconnect, meaning they may decline to engage in work-related communication after regular working hours or upon completion of their tasks, unless prior written consent has been given.
第 23/1 条进一步确认远程工作员工享有与现场工作员工同等的权利与保护。
Section 23/1 further affirms that employees working remotely are entitled to the same rights and protections as those working onsite.
（二）社会保障缴费基数的提高 Increase of Social Security Contribution Cap
2025年1月21日，由Boonsong Thapchaiyut先生担任主席的社会保障委员会批准了一项部长级法规草案，提议逐步提高社会保障缴费的最高工资基数。这一调整将分三个阶段实施：2026年至2028年，从17,500泰铢（约522美元）逐步提高至20,000泰铢（约597美元）；2029年至2031年，再逐步提高至23,000泰铢（约686美元）。这是自现行15,000泰铢（约447美元）上限引入以来，首次对工资基数进行的重大调整，旨在更好地反映经济现实，支持系统的长期可持续发展。
On January 21, 2025, the Social Security Board, chaired by Mr. Boonsong Thapchaiyut, approved a draft ministerial regulation proposing a gradual increase in the maximum salary base for Social Security contributions. The adjustment will be implemented in three phases: from THB 17,500 (approx. USD 522) in 2026–2028, to THB 20,000 (approx. USD 597) in 2029–2031, and finally to THB 23,000 (approx. USD 686) from 2032 onward. This marks the first significant update to the salary base since the current cap of THB 15,000 (approx. USD 447) was introduced, aiming to better reflect economic realities and support long-term sustainability of the system.
四、雇佣条款 Terms of Employment
（一）工作时间与加班 (Working Hours and Overtime)
正常工作日不超过8小时，正常工作周为48小时。
A normal working day may not exceed 8 hours, while a normal working week is 48 hours.
雇主必须事先征得雇员的同意，不论是明示还是默示，才可要求雇员加班或在假日工作，除非必须不间断地工作或紧急情况。此外，每周加班时间不得超过36小时。
Employers must obtain an employee's prior consent, either explicitly or implicitly, before requiring them to work overtime or on holidays, except in cases where the work must be performed without interruption or in emergencies. Additionally, overtime hours must not exceed 36 hours per week.
根据泰国法律，所有员工通常都有权获得加班费，但有特定职责的高管除外，例如负责招聘、批准加薪、发放奖金、终止雇佣关系或需要频繁出差且没有固定办公时间的职位。不过，这种豁免并非强制性规定，雇主和员工也可以另行约定。
Under Thai law, all employees are generally entitled to overtime pay, except for certain categories, such as executives with responsibilities that include hiring staff, approving salary increases, granting bonuses, terminating employment, or roles that require frequent travel and do not have fixed office hours. However, this exemption is not mandatory, and the employer and employee may agree otherwise.
（二）法定节假日与休假制度 Public Holiday and other leaves
1. 病假 Sick Leave
员工每年可享受30天带薪病假，因实际疾病可额外享受无薪病假。若连续缺勤三天，可能需要提供医疗证明；若无法提供，则需说明合理原因。病假不适用于工伤或孕期疾病。
Employees are entitled to 30 days of paid sick leave annually, with no restriction on additional unpaid sick leave for actual illness. A medical certificate may be required for absences of three consecutive workdays. If unavailable, employees must provide a reasonable explanation. Sick leave does not apply to work-related injuries or pregnancy-related illness.
2. 年假 Annual Leave
连续工作满一年的员工，有权享受至少6天带薪年假，该假期可以由雇主预先确定，也可以由双方协商确定。未使用的年假可经双方协商后结转使用。
Employees who have worked continuously for a full year are entitled to at least 6 paid annual leave days, either predetermined by the employer or agreed upon by both parties. Unused leave may be carried forward by mutual consent.
3. 公共假日 Public Holidays
雇员每年至少享有13个带薪公共假日，包括国家劳动节。雇主必须在年初之前指定认可的假日。如果公共假日恰逢周末，则将下一个工作日作为假日。
Employees receive at least 13 paid public holidays per year, including National Labor Day. Employers must specify recognized holidays before the start of the year. If a public holiday falls on a weekend, the following workday becomes the holiday.
4. 其他假期 Other Leaves
同情/丧亲假：没有法定权利，但雇主可以酌情给予此类假期。
Compassionate/Bereavement Leave: No statutory entitlement exists, but employers may grant such leave at their discretion.
产假：女性员工每次怀孕可享受最多98天的产假，包括正常休息日。雇主必须支付45天产假工资，产假期间包括产前检查。
Parental Leave: Female employees are entitled to a maximum of 98 days of maternity leave per pregnancy, including regular rest days. Employers must pay the wage for 45 days of maternity leave. This leave covers pre-natal medical examinations.
个人事务假：员工每年至少可获得三天全薪假期，用于处理个人事务。
Personal Business Leave: Employees receive at least three fully paid days of leave annually for personal matters.
绝育假：员工可因绝育手术而休带薪假，具体时长以医疗证明为准。
Sterilization Leave: Employees may take paid leave for sterilization procedures, with the duration determined by a medical certificate.
兵役假：雇员可享受最多60天的带薪兵役假，如果法律要求，还可以获得额外的无薪假期。
Military Leave: Employees can take up to 60 days of paid leave for military service, with additional unpaid leave granted if mandated by law.
培训假：员工有权享受培训和技能发展假期。
Training Leave: Employees are entitled to leave for training and skill development.
五、员工个人数据保护 Protection of Employees' Personal Data
作为数据控制者，雇主必须在收集、使用或披露员工的个人数据之前获得其同意，除非基于其他法律依据（例如合同义务），除非数据控制者有法律允许的任何合法依据（例如为了与数据主体履行合同的目的）。
As data controllers, employers must obtain an employee's consent before collecting, using, or disclosing their personal data, unless relying on another legal basis (e.g., contractual obligations), except in the case where the data controllers have any legal basis permissible by law (e.g. for the purpose of contractual performance with data subjects).
种族或族裔出身和宗教等敏感个人数据需要比一般个人数据更高的保护标准，包括在收集数据之前获得数据主体对其收集的明确同意，并遵守处理此类数据的更严格的法律标准。
Sensitive personal data, such as racial or ethnic origin and religion, requires higher protection standards than general personal data. this includes obtaining explicit consent from the data subject for its collection and adhering to stricter legal criteria for handling such data.
必须在数据收集之前或同时以书面或电子方式提供知情同意书，并且必须清楚说明处理数据的合法目的。
Consent must be provided in writing or electronically, either prior to or at the time of data collection, and must clearly state the lawful purpose for which the data is being processed.
作者简介/About the Authors
克赖索恩·阮坤 Kraisorn Rueangkul
Kraisorn 是 DFDL 泰国分所的国家合伙人，同时担任外国直接投资、监管与合规及雇佣业务组的国家负责人。
Kraisorn 常驻曼谷，为广泛的客户群体提供服务，涉及单一法域及多法域的并购交易、外国直接投资架构搭建、合资企业架构搭建，以及制造业、食品饮料、物流、科技、银行与金融等多个行业的监管与合规事宜。
他发表过多篇文章，曾在各类活动及研讨会上担任演讲嘉宾，并在高校担任外国直接投资、并购及雇佣法方面的特聘讲师。
他拥有泰国法政大学法学学士学位及英国杜伦大学法学硕士学位。
Kraisorn is a Country Partner of DFDL Thailand, and the Country Head of the foreign direct investment, regulatory & compliance, and employment practice groups.
Based in Bangkok, Kraisorn works with a broad range of clients on single and multi-jurisdictional mergers, acquisitions, foreign direct investment structuring and joint venture structuring, regulatory and compliance in various sectors, including manufacturing, food and beverage, logistics, technology, banking and finance.
He has published several articles and has been a speaker at events and seminars, and a special university lecturer on foreign direct investment, M&A, and employment laws.
He holds an LL.B. from Thammasat University, Thailand, and an LL.M. from Durham University, U.K.
李萌 Li Meng
李萌实习律师，主要执业领域为劳动法、社会保障法。协助合伙人处理过诸多劳动争议与法律咨询。
李萌律师具有社会法学科背景，本科毕业于华东政法大学，取得学士学位。硕士就读于中国人民大学社会法专业。擅长企业制度设计与审查、跨境与区域协调、争议解决、商业秘密保护。为多家大型企业提供人力资源管理和法律咨询服务。
工作语言为中文和英文。
Li Meng is a trainee lawyer whose main practice areas are labor law and social security law. She has assisted partners in handling many labor disputes and legal consultations.
Ms. Li Meng has a background in social law and received her bachelor's degree from East China University of Political Science and Law. She received her bachelor's degree from East China University of Political Science and Law and her master's degree from Renmin University of China, majoring in social law. She specializes in corporate system design and review, cross-border and regional coordination, dispute resolution, and trade secret protection. She has provided human resources management and legal counseling services to many large enterprises.
Her working languages are Chinese and English.
