An employer with 10 or more regular employees is required to have a register in Thai language with employees’ records, covering the employee’s name and surname, sex, nationality, date of birth or age, present address, date of commencement of employment, position or duties, rate of wages and other benefits as agreed between employee and employer, and date of termination of employment.
The employees’ records must be maintained together with the documents pertaining to the payment of wages, overtime pay, holiday pay, and holiday overtime pay for at least two years from the date of termination of employment of each employee or from the date of such payment. If there is a complaint concerning the employer’s violation of the Labor Protection Act, a labor dispute, or a lawsuit is commenced, the employer must retain the employees’ records and the documents until the order or judgement of such matter has been final.
An employer with 10 or more regular employees is also required to set written rules and regulations in Thai language governing work performance. These work regulations include information about the working hours and days, holidays and leaves, termination of employment, disciplinary conducts, disciplinary actions, severance, and special severance payment.
The regulations must be prepared, announced and displayed on the work premises within 15 days of the date from which the number of employees reached 10 or more. Failure to do so can expose the employer to a fine of up to 20,000 Baht.
On a practical level, if an employer has a multinational work force, he can have the work rules translated into the various languages of the work force so that all staff have the capacity to understand their rights and responsibilities.
The said employer is no longer required to submit a copy of the conditions of employment and working conditions to the Director-General of the Department of Labor Protection and Welfare or his delegate.