The Thailand government recently amended the country’s Labor Protection Act (LPA) to offer increased protections to employees who are relocated to another workplace.
Previously, Thailand labor laws stated that moving an employee to a different branch or workplace location within the company didn’t qualify as workplace relocation, which would require the employer to ask the employee’s consent.
The new amendment broadens the definition of workplace relocation to include moving an employee to a different company branch or workplace location.
More specifically, now applies to situations “where an employer relocates an employee’s current workplace to a new establishment, or to another of its existing work locations.”
In cases of employee relocation, now an employer must post an announcement of the relocation for a continuous period of at least 30 days in advance.
The announcement must also clearly state which employees are to be relocated and must make clear when the schedule relocation is set to take place.
If an employee rejects the relocation for the reason that it places too much of a burden on them or their family, they must provide written notification to their employer within 30 days of the relocation announcement being posted.
After the employer is notified of the relocation rejection, special severance payments must be paid ranging for 30 to 400 days depending on conditions surrounding the worker’s experience.
Based on Thailand business laws and previous Supreme Court rulings, employees can make a claim against workplace relocation if it significantly impacts their commute time or costs, their health and well being, and/or their family time.
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