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

May 14, 2020

Laos Further Details COVID-19 Preventive Measures for Business Operators

On May 11, 2020, the National Taskforce Committee for COVID-19 Prevention and Control (NTCCPC) issued Recommendations, no. 071, on the Conditions and Measures for Operations of Business Operators during the COVID-19 Outbreak. The recommendations generally ease the required preventive measures and replace the conditions and measures issued on April 21; the new list of conditions and measures must be adopted before a company’s operations will be allowed to resume in full.

Workplace Conditions

  • The working environment must be spacious enough to guarantee social distancing of at least one meter.
  • The canteen must be sufficiently spacious, and operators must guarantee good hygiene, prohibit the common use of utensils, and ensure one-meter social distancing. Persons suspected of having COVID-19 symptoms must use a separate room.
  • Clean water (including for drinking), handwashing stations, alcohol gel, and masks must be available for all employees.
  • There must be a security guard to inspect personnel who leave or enter the premises.
  • There must be a cleaning team to dispose of waste properly. Waste disposal bins should have a lid.
  • Project, company, and factory operators must facilitate periodic inspections and visits from medical teams from the relevant authority who will carry out the inspection.

Measures to Implement

  • The body temperature of all employees must be checked prior to their entering or leaving the working area, dormitory, and canteen, from morning to evening every day. Additionally, alcohol hand sanitizer must be provided to all employees. Operators must also keep a written record of the symptoms of each person. Any employee who exhibits a fever (above 37.5 degrees Celsius), a cough, or difficulty breathing must be separated from the working area and put in isolated quarantine. Operators should immediately alert the authorities via emergency number 165 or 166, and have the person examined by a doctor.
  • Masks must be provided to all employees and worn during working hours and at all gatherings of personnel. Handwashing stations must be situated at convenient locations.
  • Employees must observe social distancing of one meter. Activities where this social distancing requirement cannot be guaranteed are prohibited (e.g., sports, celebrations, social events, etc.).
  • Prevention measures for drivers transporting goods to the premises, suppliers, or any relevant person from outside the company must be comparable to those for employees.
  • All projects, companies, and factories must have their working areas, canteens, toilets, dormitories, warehouses, and storage rooms cleaned every day after working hours.

Overall, these measures reduce the emphasis on health risks posed by large factories and reduce the NTCCPC requirements for business operators looking to resume operations, including the removal of prohibitions on new hiring, and on outside parties visiting the premises. Also removed are the requirements to have a car standing ready to transport symptomatic persons and a 24-hour reserve of water.

With Laos still transitioning out of lockdown, work has so far only been resumed on a rotation staff basis. To have this rotation requirement removed and receive permission to resume normal staffing, operators of projects, companies, and factories must first ensure that the above conditions and measures can be observed, and then request authorization from the relevant authorities. The authorities will then conduct an on-site inspection before authorizing the resumption of operations.

Failure to follow these measures may result in a warning, suspension of activities, or a fine, while the Penal Code allows imprisonment for breaching hygiene measures. In addition, operators will be considered responsible for damages if they are found to have not observed these measures.

For more details on these measures, or on any aspect of doing business in Laos during this time, please contact Tilleke & Gibbins at [email protected].

RELATED INSIGHTS​ 

January 16, 2026
Employment law specialists from Tilleke & Gibbins’ office in Phnom Penh have contributed the Cambodia chapter to the Guide to Restructuring a Cross-Border Workforce from International Employment Lawyer. This comprehensive global guide, covering 50 jurisdictions worldwide, addresses the complex issue of workplace restructurings, with a particular focus on the needs of multinational companies. The Cambodia chapter was authored by Jay Cohen, partner and director of Tilleke & Gibbins’ Phnom Penh office, and Chanvisal Lok, associate. The Q&A-style chapter provides in-depth analysis of key areas related to workplace restructuring, including: Reduction in workforce; Restructuring or reorganization of the business; Changing terms and conditions; and Areas to watch. A PDF of the Cambodia chapter can be downloaded through the button below. Tilleke & Gibbins also contributed the Laos, Myanmar, Thailand, and Vietnam chapters to the Guide to Restructuring a Cross-Border Workforce 2026. To browse the full guide for all 45 jurisdictions, please visit the International Employment Lawyer website.
January 14, 2026
Employers operating in Thailand can enforce post-employment noncompete covenants, but success depends on precise drafting and strong evidentiary support. Thai courts will uphold restraints that protect legitimate employer interests and are fair and reasonable in duration, geographic reach, and substantive scope. Overbroad covenants, however, draw judicial skepticism and may fail unless they are drafted in severable, defensible components tied to the employee’s actual role. This article synthesizes recent trends in Thai case practice, explains how Thai courts assess reasonableness in employment restraints, and provides a practical litigation-focused framework for drafting enforceable covenants, preparing evidence, and pursuing relief through the Labor Court. The Legal Framework and Its Practical Implications Thai courts evaluate noncompete covenants under general principles of contract enforceability and public policy, with particular focus on whether a restraint is necessary to protect a legitimate employer interest and proportionate to that objective. In employment matters, this analysis is shaped by the employee-protective tenor of Thai labor law and by the Labor Court’s equitable discretion in determining appropriate remedies. The practical takeaway is that standardized or broadly drafted covenants rarely survive scrutiny. Courts look for a demonstrable nexus between the employee’s actual exposure to confidential information, trade secrets, or customer relationships and the scope of the restraint. Where that nexus is weak or the restraint operates as a blanket prohibition, courts are inclined to decline enforcement or limit relief to a narrowly tailored prohibition. The employer interests most commonly recognized as legitimate in Thai practice include the protection of trade secrets, confidential business information, and goodwill tied to identifiable customer segments or territories. Courts are more likely to enforce restraints where employers can clearly document what information is at risk, why particular customer relationships matter, and how the employee was involved with those assets. Judges also look closely at the
January 6, 2026
Thailand is developing new legislation on responsible business conduct that would impose statutory obligations on large enterprises to manage human rights and environmental risks throughout their operations and supply chains. The Draft Act on the Promotion of Responsible Business Conduct, commonly referred to as the Human Rights and Environmental Due Diligence (HRDD) Bill, has been developed through extensive consultation involving a wide range of stakeholders, with the Ministry of Justice playing a leading role. If enacted, the HRDD bill would reshape how certain large businesses operate and manage their supply chains, reflecting a recognition of international standards and global concerns regarding human rights and environmental protection. By introducing legally binding due diligence obligations, the draft aims to ensure that businesses operating in Thailand are held accountable for adverse impacts throughout their operations and supply chains, in line with emerging global legal frameworks. Who Will Have to Comply? The HRDD bill primarily targets large enterprises based on their annual revenue thresholds: Manufacturing businesses with annual revenue exceeding THB 500 million Wholesale, retail, or service businesses with annual revenue exceeding THB 300 million The draft would also cover state-owned enterprises and foreign businesses operating in Thailand if their operations meet the applicable revenue thresholds. What Does Human Rights and Environmental Due Diligence Involve? Under the HRDD bill, due diligence is not a one-time checklist but an ongoing process with several key requirements: Adopt and publicly disclose a sustainability policy. Businesses must commit publicly to respecting human rights and protecting the environment, and must integrate this policy into corporate governance and risk management systems. Identify and assess risks. Companies must identify and assess risks of human rights violations and environmental harm across their operations and value chains. Prevent or reduce risks. Businesses must implement effective and proportionate measures to prevent or mitigate
December 30, 2025
On December 17, 2025, Laos’ Ministry of Industry and Commerce (MOIC) issued a notice introducing a new digital system that allows e-commerce businesses to obtain required certificates and licenses through an online, application-based platform. Notice No. 3988, which will take effect on February 1, 2026, introduces the E-Trust platform, a downloadable application that allows e-commerce businesses to remotely obtain acknowledgement certificates and business operating licenses. New Digital Registration Options Under the previous framework established by the Decree on E-commerce (2021), businesses were required to complete registration exclusively through paper-based submissions. The new system now offers businesses two registration options: Traditional paper-based process at the Division of E-commerce Management within the MOIC; or Electronic registration and renewal through the E-Trust platform. This change is expected to streamline procedures, reduce administrative burdens, and enhance accessibility for businesses operating outside Vientiane. The E-Trust platform facilitates compliance for both individuals and legal entities required to submit applications and renewals for required certificates and licenses. The development is particularly beneficial for businesses located in remote provinces, as it eliminates the need for physical travel and significantly accelerates processing times. Compliance Requirements and Penalties Businesses must obtain or renew the required certificates and licenses to avoid sanctions under the Decision on Fines and Other Measures for Violation of the Decree and Regulations on E-commerce (No. 2828/MOIC, dated November 11, 2025). Penalties for noncompliance may include monetary fines and other enforcement measures.