Labor & Employment Law · Chiang Mai

Employment Law Counsel That Works at Your Pace

Practical guidance on contracts, termination, and workplace policies — grounded in the Thai Labor Protection Act and suited to the realities of operating in northern Thailand.

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+66 53 274 6183

[email protected]

Nimmanhaemin Road, Chiang Mai

What We Handle

Three Areas of Practice

Each service is prepared with care, drawing on the relevant provisions of Thai labor law and adapted to the circumstances of your situation.

Employment Contract Drafting

Careful preparation of employment contracts aligned with the Labor Protection Act — covering probationary periods, overtime, severance schedules, and post-employment obligations.

Suited to first-hire employers and SMEs
Foreign-managed entity support
Social security obligation review

฿9,800 Enquire

Termination & Severance Advisory

Considered guidance for employers and employees navigating termination — whether for cause, without cause, due to restructuring, or at the end of a fixed-term arrangement.

Severance schedule under Thai law
Labor Court preparation support
Dispute reduction guidance

฿28,500 Enquire

Workplace Policy & Handbook Review

A focused review of your existing employee handbook or internal policies against the Labor Protection Act, Working of Aliens framework, and PDPA considerations affecting HR records.

Memorandum with prioritized recommendations
Draft policy language refinements
PDPA and data protection alignment

฿4,500 Enquire

Why Lanna Lex

What You Can Expect from This Firm

We work with a measured pace and genuine attention to your circumstances — not with a factory approach to legal paperwork.

Grounded in Thai Law

All advice is anchored in current Thai Labor Protection Act provisions, social security regulations, and relevant court interpretations applicable to Chiang Mai and northern Thailand.

Accessible to Both Sides

We advise both employers and employees — so the guidance reflects a clear understanding of how employment disputes actually develop, and where they can be resolved without court proceedings.

Foreign Business Support

Chiang Mai draws international operators across many industries. We understand the Working of Aliens Act and the practical questions that arise for foreign-managed entities hiring Thai staff.

Plain Language, No Pressure

Legal documents are explained in straightforward terms. We do not manufacture urgency. Our style is considered, calm, and respectful of your pace in making decisions.

PDPA-Aware HR Guidance

The Personal Data Protection Act introduces obligations that affect how HR records are held and processed. Our policy reviews account for this layer alongside standard labor law requirements.

Locally Based in Chiang Mai

We are familiar with the courts, regulatory offices, and professional landscape of Chiang Mai. Meetings can take place at our Nimmanhaemin office or remotely, as suits your schedule.

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Have a Labor Law Question You Have Been Putting Off?

A short consultation often clarifies more than weeks of waiting. Whether you are an employer revising contracts or an employee facing an unexpected termination, we can help you understand where you stand.

Request a Consultation

+66 53 274 6183 [email protected]

Common Questions

Frequently Asked Questions

Plain answers to the questions we hear most often about labor law in Thailand.

What does the Labor Protection Act require for a written employment contract?

Thai law does not require that all employment be set out in a single formal document, but certain terms — including wage, working hours, and notice periods — must be agreed and traceable. For indefinite employment, a written contract protects both parties when questions arise later about probationary terms, overtime calculations, or post-employment restrictions. We typically recommend a clear written contract for any position that is not purely casual or day-rate work.

How is severance calculated for a dismissed employee in Thailand?

Severance under the Labor Protection Act is calculated according to the length of continuous service. An employee with 120 days to under 1 year of service is entitled to 30 days of wages; those with longer service receive progressively larger entitlements, up to 400 days for employees with 20 or more years of service. Where termination is for a reason listed under Section 119, severance may not apply — but those grounds are interpreted narrowly, and employers who rely on them without clear documentation often face Labor Court claims.

Can a foreign company operating in Chiang Mai hire Thai employees without a work permit?

The work permit requirement applies to foreign nationals working in Thailand, not to the Thai employees hired by a foreign-managed company. However, the company itself must have the proper corporate registration, and any foreign director or manager performing work in Thailand will generally need their own work permit. Additionally, certain roles are reserved for Thai nationals under the Working of Aliens Act. We can clarify which positions in your organization are affected.

What happens if an employer and employee disagree after termination?

Either party may bring a claim before the Labor Court. Thailand's Labor Court procedure is less formal than civil litigation, and cases involving standard severance disputes are often resolved relatively quickly. However, preparation matters — especially in disputes that turn on whether proper notice was given, whether the grounds for dismissal are supported by documented evidence, or whether the correct severance amount was tendered. We help clients understand their position before matters reach the filing stage.

Does my employee handbook need to be registered with any government office?

Employers with ten or more employees are generally required to establish work rules in Thai and to make them available to employees, with notification to the Labor Department. The rules must address specific subjects listed in the Labor Protection Act — including working hours, rest periods, holidays, wages, and disciplinary procedures. Where a company's handbook is written primarily in English or is not properly organized around these requirements, there is a compliance gap that we see fairly often in practice.

How long does it typically take to receive advice or a draft document?

For contract drafting and policy reviews, we generally return a first draft within five to seven working days of receiving the relevant background information. More complex situations — particularly those involving anticipated Labor Court proceedings — require a longer preparation period that we discuss at the outset. We do not rush work to the point of carelessness, but we do keep the timeline clear from the beginning.

Find Us

Our Chiang Mai Office

437 Nimmanhaemin Road, Suthep, Mueang, Chiang Mai 50200

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Use the form below to describe your situation briefly, and we will follow up to arrange a time to speak. There is no obligation attached to an initial enquiry.

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