Client Experiences

What Clients Have Said About the Work

From SME owners to individual employees — a selection of feedback from those who have worked with Lanna Lex on employment law matters in Chiang Mai.

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12+

Years in Practice

380+

Clients Served

4.8

Avg. Client Rating

95%

Pre-Court Resolution

Reviews

Client Feedback

Wiroj Saengthong

Restaurant Owner · Chiang Mai

We had been using a contract template downloaded from the internet for years. When we finally had Lanna Lex review it, they found several clauses that were either unenforceable or simply absent under the current Act. The revised contract and the explanation of what had changed were both delivered clearly. The fee was fair for what was involved.

April 2025

Pornpilai Kanchana

Former HR Manager · Dismissed

I was let go without what I believed was proper notice and the severance offered did not match my service period. Lanna Lex explained the statutory calculation, helped me understand what documentation I needed, and drafted a letter that led to the correct amount being paid without a formal complaint. It took about three weeks from first contact to resolution. I appreciated that they were straightforward about what was realistic.

March 2025

Marcus Brentwood

Co-Founder, Digital Agency · UK National

Running a small agency in Chiang Mai with a mix of Thai and remote staff, we were unsure what our obligations were under Thai law versus what we had assumed. Lanna Lex worked through our situation systematically — contract terms, work rules requirements, and where our PDPA exposure was. All advice was in English with Thai documentation where needed. Much more practical than what we had found by reading online.

April 2025

Thidarat Srisuk

SME Owner · Retail Sector

We had a staff member whose performance had been declining for some time and needed to understand our options. The advice I received was honest — it covered what we could do, what we could not, and where the risk of a dispute was higher than I had expected. We ended up handling the situation differently than I had planned, and I think it was the right call. No drama afterwards.

March 2025

Chanyaphat Lertpirom

Operations Manager · Hospitality

Our hotel had grown to about 30 staff and our internal policies had not kept up. The policy review flagged a number of gaps — particularly around overtime for front desk staff and our disciplinary process, which was not documented in a way that would hold up. The memorandum was clear and prioritized what needed to change first. We implemented the recommendations over the following month.

April 2025

Nattawut Viriyasiri

Employee · End of Fixed-Term Contract

My fixed-term contract was not renewed and I was unsure whether I was entitled to anything. Lanna Lex explained that the answer depended on how the contract was written and how previous renewals had been handled. After reviewing the documents, they concluded I had a reasonable claim to severance based on the pattern of renewals. The matter settled within the month with the correct amount paid.

March 2025

Case Studies

How Specific Matters Were Handled

These summaries describe real types of situations — with details adjusted to protect privacy — that give a picture of how we approach employment law matters.

Foreign-Managed Company: First Hire Contract Package

Challenge

A European-owned company opening a small Chiang Mai office needed employment contracts for its first three Thai staff members. The directors had prepared draft contracts based on European templates and were unsure what required modification for Thai law compliance.

Solution

We reviewed the draft contracts against Thai LPA requirements, redrafted the key clauses on probation, social security contribution obligations, overtime, and the severance schedule, and added the work rules framework the company would need when staff numbers grew to ten.

Outcome

Three compliant employment contracts delivered within six working days. The company subsequently returned for a policy review twelve months later as staff numbers increased. No employment disputes have arisen in the intervening period.

"We came in with European assumptions and left with Thai-law documents. The explanation of the differences was as useful as the contracts themselves."

Employee-Side: Severance Dispute Following Restructuring

Challenge

An employee with over seven years of service was told her role was eliminated as part of a restructuring. The employer offered severance based on four years of service, arguing that two changes in her job title over the years constituted separate employment periods.

Solution

We reviewed the employment documentation and confirmed that the role changes were internal promotions without breaks in service. We prepared a formal written position for the employee and corresponded with the employer's HR team, citing the applicable LPA provisions on continuous service.

Outcome

The employer recalculated and paid severance based on seven years of service within 18 days of our initial correspondence. No Labor Court filing was necessary. The difference in amount was meaningful — approximately ฿84,000 more than originally tendered.

"I did not know what my rights were. Knowing clearly what I was entitled to made all the difference in how I approached the conversation with my employer."

Reach Us Directly

Telephone

+66 53 274 6183

[email protected]

Address

437 Nimmanhaemin Road, Suthep,
Mueang, Chiang Mai 50200

Office Hours

Monday – Friday: 9:00 – 17:30
Saturday: 9:00 – 13:00 (by appointment)
Sunday & Public Holidays: Closed

Written enquiries are responded to within one working day. In-person meetings available at Nimmanhaemin office or by video call.

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