Thai Labour Law: Termination Economics and the 400-Day Severance Cap
Thai Labour Protection Act B.E. 2541 (1998, revised) sets statutory severance scaling: 30 days at 120 days work; 90 days at 1 year; 180 days at 3 years; 240 days at 6 years; 300 days at 10 years; 400 days (maximum) at 20+ years. Plus 30-60 days notice pay. Wrongful-termination claims add up to 1 year additional. Foreign-entrant employer cost: senior 20+ year Thai employee termination ~14 months salary plus benefits; structural fixed-cost vs Western at-will jurisdictions.
Key takeaways
- 1
Labour Protection Act 1998 (revised) sets statutory severance scaling: 30 days at 120-day work; 400 days (max) at 20+ years.
- 2
Plus 30-60 days notice pay plus accrued unused-leave payout.
- 3
Senior 20+ year termination cost ~14 months total compensation.
- 4
Wrongful-termination claims can add up to 1 additional year (Section 49).
- 5
Thai Labour Court hears disputes; class-action labour-claims add structural risk.
- 6
Foreign-employer typical redundancy budget 12-18 months total.
Questions this report answers
What's the statutory severance scaling? Per Labour Protection Act 1998 (revised 2019): 120 days work = 30 days severance; 1 year = 90 days; 3 years = 180 days; 6 years = 240 days; 10 years = 300 days; 20+ years = 400 days (maximum). Plus 30-60 days notice pay depending on payroll-cycle structure; plus accrued unused-leave payout; plus retirement-fund matching obligations.[]
What about wrongful-termination? Section 49 Labour Protection Act allows wrongful-termination claims potentially adding up to 1 additional year compensation if employee successfully challenges termination cause in Thai Labour Court. Section 119 misconduct-warning procedure requires multi-warning protocol before just-cause termination β failure to follow procedure converts just-cause termination to wrongful-termination.[]
What are common foreign-employer pitfalls? Unilateral working-condition changes (treated as constructive dismissal triggering severance), failure to follow Section 119 misconduct-warning procedure, inadequate documentation of just-cause termination grounds. Major Thai labour-law practices (Tilleke & Gibbins, Baker McKenzie, Chandler MHM, Linklaters, LawAlliance) handle complex employer-side terminations. Foreign-employer redundancy-budget calculation typically 12-18 months of total compensation for Thai-domestic-employee-cohort wind-downs.[]
Executive summary
Labour Protection Act 1998 sets statutory severance: 30 days (120-day work) to 400 days (20+ years). Plus 30-60 days notice pay plus accrued leave plus retirement-fund matching.[]
Wrongful-termination Section 49 adds up to 1 year additional. Section 119 misconduct-warning procedure required for just-cause. Constructive-dismissal triggers severance.[]
Major labour-law practices: Tilleke, Baker McKenzie, Chandler MHM, Linklaters, LawAlliance. Foreign-employer redundancy-budget typical 12-18 months total compensation.[]
Thai labour-law termination cost structure
Severance scaling
Value
30-400 days by tenure
Notes
Per Labour Protection Act 1998.
Notice pay
Value
30-60 days
Notes
Plus accrued unused-leave payout.
Senior 20+ year termination
Value
~14 months total cost
Notes
Severance, notice, leave, matching.
Wrongful-termination Section 49
Value
Up to 1 year additional
Notes
Thai Labour Court adjudication.
Section 119 procedure
Value
Multi-warning required
Notes
For just-cause termination.
Foreign-employer redundancy budget
Value
12-18 months total
Notes
Typical foreign-cohort wind-down.
| Metric | Value | Notes |
|---|---|---|
| Severance scaling | 30-400 days by tenure | Per Labour Protection Act 1998. |
| Notice pay | 30-60 days | Plus accrued unused-leave payout. |
| Senior 20+ year termination | ~14 months total cost | Severance, notice, leave, matching. |
| Wrongful-termination Section 49 | Up to 1 year additional | Thai Labour Court adjudication. |
| Section 119 procedure | Multi-warning required | For just-cause termination. |
| Foreign-employer redundancy budget | 12-18 months total | Typical foreign-cohort wind-down. |
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