Probationary Employee under Thai Labour Law

Probation is a process or period of testing or observing the character or abilities of a person in a certain role, e.g. when a new employee accepts a position to work for an employer; whereupon the employee must prove his/her knowledge, ability and working skills to the employer’s satisfaction within a specified timeframe. This specified probationary period is also beneficial to the employee because it allows the employee to evaluate whether or not he/she can fit in with the organisation’s culture, rules, environment and colleagues.

Under Thai labour law, the employer is not legally required to set the probationary period for the employee. However, if the employer chooses to set the probationary period, it can be set for any length of time depending on the employer’s discretion, and subject to the agreement with the new employee. Nevertheless, in practice, the typical probationary period in Thailand is usually not more than 119 days, so as not to trigger the severance pay liability if the employer is not satisfied with the employee’s performance and wishes to terminate his/her employment upon the end of the probationary period. For your information, this is in accordance with Section 118 (1) of the Labour Protection Act B.E. 2541 (1998) (the "LPA"), which provides in essence that the employer shall pay severance pay to the employee who has worked for 120 days but less than one year at a rate not less than the last 30 days’ wages.

During the probationary period, a question is often raised as to whether or not a probationary employee is subject to the same rights and obligations as other types of employees under Thai labour law. In such regard, Section 5 of the LPA states that “employee means a person who agrees to work for an employer in return for wages, regardless of the name used”. Therefore, the probationary employee is still within the statutory definition of the term ‘employee’ under Thai labour law and shall therefore be entitled to the same rights and obligations as other types of employees.

In light of the aforementioned, it is also important to note that the probationary employee is entitled to the same legal protection as a regular/permanent employee from his/her first day of employment, e.g. the right of the probationary employee to take statutory leave such as sick leave during the probationary period should be the same as that of a regular/permanent employee. In other words, even if an employee under the probationary period does not come to work for the employer due to sickness, the law still requires the employer to pay wages during the sick leave period to the probationary employee in the same manner as other types of employees. Regarding annual holiday, the probationary employee who works for less than 12 months may be allowed to take annual holiday with pay on a pro-rata basis as stipulated under Section 30, paragraph 4 of the LPA, depending on the work regulations of the employer. If the employee is not allowed to take annual holiday during his/her probationary period, the employer must make sure that the employee’s entitlements to his/her annual holiday during his/her probationary period will be allowed to be utilised upon completion of the probationary period or upon completion of his/her first year of service, as the case may be.

Assuming that the probationary employee’s performance passes the standard and/or criteria set by the employer, the probationary employee will become a regular/permanent employee of the organisation. However, in the event that the probationary employee’s performance is not satisfactory to the employer, the probationary employee is usually either requested to resign or is terminated by the employer. In case of termination, the probationary employee will usually be entitled to the following statutory payments from the employer under the LPA: (i) severance pay - if the probationary period exceeds 120 days; (ii) payment in lieu of advance notice - if the employer fails to notify or notifies the employee of termination of his/her employment less than one pay period (a pay period is the time frame that determines how often employees receive wages payment for their work, e.g. once a month on the end of every month; or twice a month on 15th day and the end of each month, etc.) in advance, unless the employment contract specifically specifies a lengthier notice period; and (iii) wages for unutilised annual holiday, if any.

It is worth noting that evidence of the probationary employee’s sub-standard performance, including any other reasons for termination of his/her employment, e.g. health conditions, should be recorded and kept by the employer in order to help support that such the case is not a case of unfair dismissal, if required.

This is intended merely to provide a regulatory overview and not to be comprehensive; it is NOT a provision of legal advice. Should you have any questions on this or on other areas of law, please do not hesitate to contact the following:

Chanakarn Boonyasith
Partner

Pattaranun Hanwongpaiboon
Associate