Prepare yourself for the circumstance by learning what employees like us should know in case you are abruptly laid off.

It is undeniable that at present, there is increasing business competition. Various forms of technology and facilities are being developed to be used in the industry and to replace the use of labor. In addition, the investment trend of production bases from large capital companies has begun to spread to neighboring countries. Therefore, in the past few months, we have seen news of organizational restructuring, layoffs to reduce production costs, or factory closures to relocate production bases.

So what can we as employees do? What rights should we know or receive from our employers or social security?

The payment of severance pay under the law is divided into 2 parts:

1. Compensation for general termination of employment

• The employer has no responsibility to provide compensation if the employee has worked for less than 120 days.
• The employer is required to provide compensation in the amount of 30 days’ salary at the final rate if the employee has worked 120 days – 1 year.
• The employer is required to provide compensation in the amount of 180 days’ salary at the final rate if the worker has worked for 3-6 years.
• The employer is required to provide compensation in the amount of 240 days’ salary at the final rate if the worker has worked for 6-10 years.
• The employer is required to provide compensation in the amount of 300 days’ salary at the final rate if the worker has worked for 10-20 years.
• The employer is required to provide compensation in the amount of 400 days’ salary at the final rate if the worker has worked for 20 years or more.

2. Compensation for damages due to lack of prior notice or shock compensation, which will be received when the employer dismisses the employee without prior notice to prepare for resignation.

• General termination: The employer must pay one pay period’s notice. For example, if the employee is paid every 30 days, the employer must give at least 30 days’ written notice of termination, or else pay one month’s notice.
• Layoffs for the purpose of improving the organization or reducing the number of employees, the employer must give notice at least 60 days in advance. If the employee does not receive notice, they will receive compensation in lieu of notice, not less than the last 60 days’ wages.

If anyone is a member of social security, specifically social security, Section 33, in the event of termination or dismissal, there are conditions for assistance: in the event of termination, compensation will be received for 180 days per year at a rate of        50 % of the average salary, with a minimum contribution of 1,650 baht per month and a maximum contribution base of no more than 15,000 baht.

Source : https://www.thairath.co.th/lifestyle/life/2812205  &  https://th.jobsdb.com/th/career-advice/article