You are using an outdated browser and your browsing experience will not be optimal. Please update to the latest version of Microsoft Edge, Google Chrome or Mozilla Firefox. Install Microsoft Edge

June 12, 2015

AEC Update: Outdated Legislation Hinders the Free Flow of Labor

Bangkok Post, Corporate Counsellor Column

We are approaching the halfway mark of 2015, and many in the international business community—particularly those with investments in Southeast Asia—have questions about the current status of the ASEAN Economic Community (AEC).

The AEC was originally scheduled to take effect on January 1 of this year, but member states pushed back the deadline to December 31, as many needed more time to prepare. With only half a year to go, this article will focus on Thailand’s laws and regulations and how they match up with the provisions of the AEC.

The overall goal of the AEC is to establish a single market in Southeast Asia. To accomplish this objective, Section 9 of the AEC Blueprint is aimed at establishing a free flow of goods, services, investment, and skilled labor, as well as a freer flow of capital.

Thailand has already made great strides in implementing some of these aims. To facilitate the free flow of goods, for example, the country has effectively eliminated or significantly reduced most tariffs and non-tariff barriers, with some exceptions based on national security and human, animal, plant, and environmental safety. Thailand, along with five other ASEAN members—Brunei, Indonesia, Malaysia, the Philippines, and Singapore—has also established its own National Single Window to expedite customs clearance and reduce bureaucracy.

As for the free flow of labor, over the past ten years, ASEAN has made numerous attempts to liberalize the skilled-labor sector. As a result, there are now mutual recognition arrangements (MRAs) in place for the following professions: accounting, architecture, medical profession, dentistry, engineering, nursing, surveying, and tourism.

These MRAs will, in theory, provide unifying qualifications and allow local professionals to seek employment within the region. It should be noted, however, that some of these professions, including tour guiding and architecture, are subject to restrictions in Thailand. By royal decree, Thailand has 39 “protected professions” that foreigners are not allowed to engage in, so certain local laws must be amended to comply with these MRAs. There are currently no plans to introduce MRAs for freelance work or work carried out by independent practitioners.

Streamlining the process for skilled professionals within ASEAN to obtain visas and work permits is another major factor in promoting the free flow of labor. Foreign workers in Thailand, however, are still subject to the Alien Working Act of 2008, under which any foreign national wishing to work in Thailand—with the word “work” being very broadly defined so as to include even volunteer or charity work, with or without remuneration—must file an application to obtain a work permit.

Foreign nationals living and working in Thailand are all too familiar with the administrative hassles involved in obtaining a work permit. Therefore, exemptions that facilitate obtaining work permits should be included in the Alien Working Act for those professions that fall within the scope of MRAs in order for Thailand to fulfill its AEC obligations. Alternatively, new policies that introduce special documentation allowing other ASEAN nationals to work in Thailand legally could be brought into effect.

Yet another obstacle that should be lifted involves the local licensing requirements for professionals. Most of the tests to obtain a license to practice one’s profession in Thailand are still given only in the Thai language. This is obviously quite a hurdle for those who do not speak Thai. Tests should be offered in English, as well.

The UN Population Division estimates that ASEAN currently has 633 million people living in the region. This number is forecasted to reach nearly 700 million by 2025, making it the third-largest workforce in all of Asia, behind India and China. Development within the region is contingent on this massive workforce being able to cross borders more freely.

Changes need to be made to outdated legislation. This, however, will depend on Thailand addressing the conformity of its laws and regulations to the provisions of the AEC, which will require much-needed cooperation between the country’s various government agencies.

RELATED INSIGHTS​ 

December 8, 2025
As Thailand transitions into an aged society, retirement policy and workplace protections for older workers have come into sharper focus. With public sentiment increasingly open to working beyond the traditional retirement age, questions about employee rights and employer obligations are more relevant than ever. In October 2025, Prime Minister Anutin Charnvirakul proposed increasing the statutory retirement age to 65 for government officers, citing Thailand’s aged-society status and the potential social and economic benefits of longer working lives. While academics and stakeholders have raised concerns about systemic impacts, public opinion remains divided, with many workers signaling a willingness to continue working beyond the current norm. Against this backdrop, it’s worth revisiting what the Labor Protection Act B.E. 2541 (1998) (LPA) requires in regard to retirement and severance pay. This article explains the current legal landscape under the LPA, with a focus on retirement and severance pay for employees over 60, recent judicial developments, and practical options for structuring postretirement engagements. Retirement as Termination Under the LPA Under the LPA, retirement—whether set by agreement between employer and employee or unilaterally stipulated by the employer—is deemed a termination of employment. As a result, employees who retire under such terms are entitled to severance pay. The law also adds a default rule: if there is no agreed or prescribed retirement age, or if the prescribed retirement age exceeds 60, an employee aged 60 or older may declare an intention to retire. The declaration takes effect 30 days after notice, and the employer must pay severance accordingly. In short, retirement triggered by agreement, the employer’s work rules, or an employee’s valid notice is treated as a termination, and statutory severance pay is owed. Hiring or Rehiring Employees Over 60 Practical issues arise when an employer’s work rules set a retirement age that does not
December 2, 2025
Investing in Mainland Southeast Asia is Tilleke & Gibbins’ essential guide for investors looking to do business in this vibrant region, whether it’s starting operations as a newly established entity or expanding into new territories or business models.
November 20, 2025
Lawyers from Tilleke & Gibbins’ labor and employment team have contributed a new Vietnam chapter to Thomson Reuters Practical Law’s Employment and Employee Benefits Global Guide. The guide provides a high-level comparative overview of employment laws and regulations across various jurisdictions around the world. Tilleke & Gibbins also contributed the Myanmar chapter of the guide. The Vietnam chapter covers a wide range of typical employment matters, such as limitations on working hours, paid leave requirements, minimum wage, and health and safety obligations. In addition, the guide provides insight on various topics of special interest to foreign investors doing business in Vietnam, including the following: Mandatory contents of a labor contract; Visas and permits required for expatriate employees; Employers’ obligations for protecting employees’ privacy and personal data; Procedural requirements for the dismissal of an employee; Employer and parent company liability. To view the latest version of the Employment and Employee Benefits Vietnam chapter, please visit the Practical Law website and enroll in the free Practical Law trial to gain full access.
November 12, 2025
Thailand has amended the Labor Protection Act to significantly expand family leave benefits and strengthen employment protections, effective December 7, 2025. The Labor Protection Act (No. 9) B.E. 2568 (2025), published in the Government Gazette on November 7, 2025, provides enhanced maternity and paternity benefits, introduces new childcare leave provisions, and extends labor protections to certain public sector contractors. Key changes introduced by the amendments are detailed below. Extended Maternity Leave Female employees are now entitled to up to 120 days of maternity leave per pregnancy, increased from 98 days. Employers must pay full wages for 60 days, increased from the current 45 days. New Childcare Leave for Health Complications Female employees who have taken maternity leave are entitled to an additional 15 days of leave to care for newborns with health complications, disabilities, or conditions that could lead to future medical risks. This leave requires a medical certificate and is compensated at 50% of the employee’s regular wage. New Paternity Leave Male employees are now entitled to 15 days of paid paternity leave to support their spouse or partner during childbirth. This new leave allowance may be taken before or within 90 days after childbirth, with employers required to pay full wages for all 15 days. Protection for Public Sector Contractors The law extends protection to individuals engaged under service contracts with government agencies, including central, regional, and local administrations, state enterprises, and public organizations. When such workers are supervised or controlled in a manner similar to employees, the contracting government agencies must provide them with rights and benefits equivalent to those under the Labor Protection Act, including remuneration, weekly holidays, public holidays, annual leave, sick leave, regulated working hours, and rest periods. New Annual Reporting Requirement All employers with 10 or more employees must now submit an