Under Thai law, there are no requirements that employment contracts be made in writing. For some employers, this may create the perception that they can simply reach a cursory agreement with an employee on a few basic issues, such as job role and salary, and work out any other issues as they arise. In reality, this could not be further from the truth.
It is strongly advised that employers and employees have written contracts to clearly specify the terms and conditions of employment. Later, if any dispute arises, the parties can refer to a written contract to help determine the actual agreed-upon provisions.
In Thailand, employment contracts can be broadly categorised into two main types: fixed-term and open-ended. Accordingly, it is important to be aware of the type of contract being offered or entered into, as the rights and legal ramifications associated with each differ.
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