Legal & ComplianceBronze report
Published April 2026Insight Research9 min read2026 Edition9 sources, 4 primary-gradeStandard source depth

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. 1

    Labour Protection Act 1998 (revised) sets statutory severance scaling: 30 days at 120-day work; 400 days (max) at 20+ years.

  2. 2

    Plus 30-60 days notice pay plus accrued unused-leave payout.

  3. 3

    Senior 20+ year termination cost ~14 months total compensation.

  4. 4

    Wrongful-termination claims can add up to 1 additional year (Section 49).

  5. 5

    Thai Labour Court hears disputes; class-action labour-claims add structural risk.

  6. 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.[]

Public-record references
Data as of: 2025-2030 horizon

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.[]

Public-record references
Data as of: 2025-2030 horizon

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.

Public-record references
Data as of: 2024-2026

Analyst framing

Why this report matters

Thai labour-law termination: Labour Protection Act 1998 statutory severance 30-400 days by tenure; plus 30-60 days notice; plus wrongful-termination Section 49 up to 1 year additional. Senior 20+ year termination ~14 months total. Thai Labour Court adjudication. Foreign-employer typical redundancy budget 12-18 months.

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Thai Labour Law: Termination Economics and the 400-Day Severance Cap Β· Insight