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02 · Expertise

Employment Law & HR Compliance

Employment work for employers who would rather get the paperwork right than win a labour case — and representation when a case is unavoidable.

Services

What we handle in this area

01

Employment Contracts

Contracts that survive a Labour Court reading — clear on role, pay, confidentiality and how the relationship ends.

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HR Policies & Work Rules

The document most employers only read once they need it — drafted so that discipline and dismissal decisions are actually supportable.

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Employment & HR Compliance

An audit of what HR is actually doing, measured against what the law requires — with a fix list, not a lecture.

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Employee Discipline & Termination

Ending employment in a way that is lawful, documented, and defensible if it is later challenged.

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Labour Disputes

Representation before labour inspectors and the Labour Court, and negotiated settlements where those serve the client better.

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Workplace Investigations

Running a disciplinary investigation so its findings hold up later.

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Lawyers for this matter

Lawyers in this practice

Generation 1 Chanin Taongern

Founding Partner

Chanin Taongern

40+ years of courtroom and advisory experience

LitigationBusiness advisoryEmployment lawCivil and criminal matters
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Generation 2 Pongsanan Taongern

Partner

Pongsanan Taongern

Modern legal practice, business advisory and international client support

Corporate advisoryEmployment lawCross-border family lawInternational client servicesLegal workshops
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Related reading

Reading on this area

Employment & HR 2026-08-067 min read

How to legally terminate an employee in Thailand

Most dismissal cases are decided by documents created months before the dismissal. What has to exist on file, and in what order.
Employment & HR 2026-08-065 min read

Does a Thai company need workplace rules?

When the requirement is triggered, what has to be in them, and why an employer without them struggles to discipline anyone.

Common questions

Questions we are asked

Only to the extent they meet Thai minimum standards. Group policies usually need a Thailand-specific layer rather than a direct translation.
Before the warning letter, not after the claim. Most labour cases are decided by documents created months earlier.
Rarely. Fixed-term treatment applies only to narrow categories of work, and repeated renewals for ordinary roles are generally treated as continuous employment.
They can be, if the scope, duration and geography are reasonable. Broad clauses are frequently read down or ignored.
A bilingual contract is the safer practice where the employee is Thai. Documents relied on in a Thai court will need a Thai version in any event.
Once an employer reaches the statutory number of employees. We confirm the current threshold and filing requirements at the time of engagement. CURRENT_THRESHOLD_NOTE
Unannounced rules are difficult to enforce. Publication and accessibility are part of what makes them binding.
Generally no. Poor performance and serious misconduct are treated very differently, and the documentation trail is what decides the case.

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Legal problems are easier to manage when addressed early.

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