A comprehensive legal environment is necessary to deter and address the theft of intellectual property, especially vulnerable IP assets like trade secrets. Vietnam’s compliance with the CPTPP’s trade secret requirements is necessary to ensure a healthy business environment as the country continues its path of economic integration.

Sensitive to the difficulties many business entities and individuals are experiencing during the COVID-19 pandemic, the Thai Customs Department recently implemented an important measure providing importers and exporters with the opportunity to temporarily stay pending customs duty obligations. This measure, which addresses procedures and conditions for requests to stay outstanding duty payments during the COVID-19 pandemic, was included in Announcement of Customs Department No. 103/2564, dated July 1, 2021, issued under sections 37 and 38 of the Customs Act B.E. 2560 (2017). Background Under the Customs Act, importers and exporters have the right to petition the Customs Department for a stay of duty payments at various stages of the customs consideration process. For example, this right extends both to petitioners who are in the process of appealing a customs duty assessment, and to those who have filed claims in the Thai courts challenging a Customs Board of Appeals decision. On December 29, 2017, Main Announcement of the Customs Act on Principal, Methods and Conditions for Requesting a Stay of Outstanding Duty Payments No. 189/2560 was issued, stipulating that a party who appealed to the Customs Board of Appeals regarding customs duty assessment (or submitted a further complaint with the Thai courts challenging the board’s decision) can request a stay of payment of outstanding duties within thirty days from the date of filing an appeal regarding customs duty assessment. In mid-2020, the Customs Department responded to the pressures of the COVID-19 pandemic by issuing relief measures—first a short-term easing of certain documentation requirements, followed by a longer-lasting (until September 30, 2021) extension of the deadline for requesting review of import duty penalties, fines, and surcharges on outstanding import duty amounts. Relief for Payment of Customs Duty With the pandemic still being acutely felt in Thailand in 2021, the Customs Department

The Thai Civil Court has ruled that the controversial Regulation 29, which allowed the cessation of internet service to those disseminating content that “may instigate fear among the people,” violated the right to freedom of speech in the Thai Constitution.

With the latest wave of COVID-19 continuing to have a serious impact on Thailand, many businesses have been looking for ways to survive. Some have temporarily reduced employees’ wages, while others have resorted to a complete or partial halt to operations. In these unprecedented circumstances, it is vital that business owners understand the legal criteria and steps for implementing a temporary cessation of operations in Thailand, as outlined in this article. Any business can apply for a temporary cessation of operations under section 75 of the Labor Protection Act (LPA) if there is a necessity and a significant cause, such as the business being unable to operate as usual, and if the necessity is not considered force majeure under Thai law. (If it is deemed force majeure, an employer may be able to withhold all wages—more on this below.) If these criteria are met, the employer can choose whether to seek temporary cessation of operations on a whole or partial basis, depending on the actual situation and necessity. The employer then has to inform a labor inspection officer and the employees at least three business days in advance of the intended cessation of operations. Once this is done, operations may be halted, but the employer must pay employees at least 75 percent of their wages, calculated based on the rate on their latest working day, and these payments must continue throughout the entire cessation period. “Necessity” and force majeure Though the LPA does not indicate what qualifies as a “necessity” allowing an employer to call for a temporary cessation, past rulings from the Supreme Court provide some guidance on this issue. For instance, reduced purchase orders from customers and financial difficulties faced by the employer can amount to a situation of “necessity.” Additionally, the situation has to be significant