Thai employment contract — create it online, correctly under labour law
An employment contract is an agreement in which an employee agrees to work for an employer and the employer agrees to pay wages in return (Section 575, Thai Civil and Commercial Code). The law does not require it to be in writing, but a written contract makes the terms clear and serves as evidence if a dispute arises. Kontrax lets you draft an employment contract from a Thai-lawyer-written template, e-sign it online, and manage it through the whole employment lifecycle.
What Thai law requires
Thai law sets clear minimum standards and termination rules for employment contracts. The points employers and employees must know:
CCC Section 575
An employment contract exists where an employee agrees to work for an employer and the employer agrees to pay wages. The law does not require it to be in writing — an oral agreement is already a binding contract — but putting it in writing gives both sides clarity and evidence.
Labour Protection Act B.E. 2541 (1998), Section 118
The Act sets minimum standards — working hours, holidays, leave, overtime pay and severance pay — and any term giving the employee less than these standards is unenforceable. An employee who has worked 120 consecutive days or more is entitled to severance pay if dismissed without fault.
CCC Section 582
An employment contract with no fixed term may be terminated by either party giving advance notice of at least one wage-payment period, though notice of more than 3 months is not required.
What a Thai employment contract must contain
A well-drafted employment contract should cover at least the following, completely and clearly:
- Job title and job description
- Wage amount and payment schedule
- Working hours and holidays
- Place of work
- Start date (and probation period, if any)
- Benefits
- Confidentiality
- Grounds for termination and notice
Create your employment contract online with Kontrax
- Draft from an employment-contract template written by Thai lawyers, covering every clause above
- Both parties e-sign with legal effect under the Electronic Transactions Act B.E. 2544 (2001), with signer identity verification
- Signed documents are sealed with a cryptographic hash so any later tampering is detectable
- A dedicated template variant is available for employers that are registered companies
- Amend employment terms as a signed amendment, with reminders and full contract management in one system
Sign up free and create your first contract today
Frequently asked questions
Is an oral employment contract valid?
Yes — the law does not require an employment contract to be in writing; an oral agreement already creates a binding contract under CCC Section 575. However, without written evidence, proving the agreed terms becomes harder if a dispute arises, so putting it in writing is always advisable.
If an employee is dismissed during a probation period, is severance pay owed?
Yes, if the employee has worked 120 consecutive days or more and is dismissed without fault. The Labour Protection Act has no exception for a probation period — the right to severance pay depends on actual days worked, not probationary status.
How does a fixed-term employment contract differ from one with no fixed term?
A fixed-term contract ends automatically when the agreed term expires. A contract with no fixed term continues until either party terminates it by giving advance notice of at least one wage-payment period, under CCC Section 582.
Can an employment contract be e-signed online?
Yes. Thailand's Electronic Transactions Act B.E. 2544 (2001) recognises electronic data as written evidence (Section 8), gives electronic signatures legal effect (Section 9), and bars courts from rejecting electronic evidence merely for being electronic (Section 11).
Can an employer change employment terms unilaterally?
As a rule, terms of employment can only be changed with the employee's consent. In Kontrax, any change is recorded as a contract amendment that both parties sign to acknowledge.
Other contract types
This page provides general information only and is not legal advice for any specific case. Consult a qualified lawyer about your situation.