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 16, 2014

Thailand’s Customs Reward System: The Slow March Toward Reform

Bangkok Post, Corporate Counsellor Column

In recent years, Thailand’s customs regime has come under increased international and domestic scrutiny. One reason is that Thailand remains one of the few countries that presume strict criminal liability for importers and their representatives, even where an under-declaration of customs duty is the result of a mistake and/or negligence.

With penalties for customs duty avoidance including imprisonment of up to ten years and fines of up to four times the actual value of the goods, there is widespread concern about both the constitutionality of the strict liability model and its impact on foreign direct investment in Thailand. The concern, however, does not lie merely with the legal presumption of criminal liability.

An equally significant challenge facing Thailand is its established customs reward system, which grants the Director-General of the Customs Department the authority to “reward” customs officials and third-party whistleblowers for reporting or otherwise successfully pursuing instances of customs evasion (smuggling) and customs avoidance (false declarations).

The current reward-sharing system provides for a generous 55% of the penalty recovered from an “offender” to be distributed as a reward. Of this amount, 30% is provided to third-party whistleblowers, which may even include other government officers. The remaining 25% is shared between the customs officials who identified and handled the case.

The officials can include any person performing an official duty for the Customs Department such as inspectors, superintendents, and even the Director-General.

Thailand’s reward system is in stark contrast to that practised in many other countries. Those countries that do have a reward system as an incentive, such as Britain, India, and Pakistan, impose strict limitations on the computation of rewards.

For instance, in Britain, rewards are only offered to third-party whistleblowers and not to customs officials. In India, the rewards are capped at a maximum amount over a customs official’s entire career and for a single case. No such cap exists in Thailand, with rewards theoretically reaching into hundreds of millions of Baht per case.

There are, of course, legitimate reasons for maintaining a customs reward system—a fact that is recognized by other Thai government offices. Rewards are considered beneficial in promoting the identification and apprehension of wrongdoers.

The goal, however, is to do so in a manner that is least likely to reduce efficiency, while, at the same time, respecting the individual rights of the accused. This can arguably be achieved through a measured approach to a rewards system. In fact, several other Thai government offices use rewards systems but with caps.

Numerous international studies have suggested that offering large rewards can create an incentive that goes beyond what is needed to effectively perform an officer’s duties. The primary aim of the rewards system has been to ensure the timely identification of customs avoidance and evasion. But by failing to impose adequate limits, the current law creates an environment in which the very wrongdoing it seeks to eliminate can be indirectly facilitated.

For example, an extreme and inefficient focus on process and investigation can actually encourage importers to consider illicit means to expedite customs clearance. Further, unconstrained incentives can encourage an environment of harassment and targeting by law enforcement. With widespread recognition of the problem, efforts have been made at measured and even substantial reform of the customs reward system. The Customs Act has been amended on occasion, but efforts to alter the rewards system and the large penalties imposed for customs offenses have been largely unsuccessful.

As a result of pressure from the international business community, in September 2010, the Thai cabinet agreed to allow for a more flexible penalty calculation—one that allowed for judicial discretion in establishing a penalty range from one-half to four times the actual import value. This was a positive step toward reform. Sadly, however, the amendment was not approved.

The ASEAN Customs Agreement and the International Convention on the Simplification and Harmonization of Customs Procedures stress the importance of simplifying customs procedures to facilitate trade, transparency, and increased professionalism in customs administration. This is an approach also recognized by the broader international community and the WTO.

Continued adherence to an inefficient rewards system not only affects the individual rights of importers, but can mar the promotion of Thailand’s economic interests within ASEAN and the international community as a whole.

A directed focus on meaningful reform in line with international customs practice and global standards of transparency can be an important step toward promoting international investment opportunities in Thailand.

At the same time, it would still recognize the legitimate efforts of the Thai authorities to identify customs evasion and avoidance.

RELATED INSIGHTS​ 

September 25, 2025
In the Thailand contribution to Labor and Employment Disputes 2026, four members of Tilleke & Gibbins’ Bangkok labor and employment team outline key aspects of dispute resolution in Thailand. Their analysis, part of Lexology Panoramic’s comparative guide covering jurisdictions worldwide, addresses the following areas: Pre-action considerations: key requirements, third-party funding, contingency fee arrangements Issuing a claim: forum, territorial jurisdiction, standing, commencing claims, fees, service, defendants and legal personality, types of claims, time limits, counterclaims Case management: procedure, rules, amendments to claims, adding parties, consolidating proceedings, class and collective actions, evidence, witnesses, tactical considerations Interim relief: availability, requirements Trial: hearings conduct and time frames, confidentiality and public access, media reporting, elements of successful claims and burden of proof Alternative dispute resolution: available types, requirements and expectations, enforcement Collective employment and labor rights: enforcement and standing Remedies and enforcement: available remedies, assessing compensation, enforcement mechanisms Appeals: procedure, time frames, other means of challenge Updates and trends: recent cases and developments, technology developments, other issues The complete Thailand chapter can be downloaded below. Tilleke & Gibbins also contributed the Cambodia and Vietnam chapters to Labor and Employment Disputes 2026. Readers can also gain 30 days of complementary access to the full Labor and Employment Disputes 2026 guide and the rest of Lexology Panoramic’s varied offerings through this link.
September 25, 2025
Four of Tilleke & Gibbins’ labor and employment specialists in Phnom Penh have authored the Cambodia chapter of Labor and Employment Disputes 2026, the latest edition of Lexology Panoramic’s global guide to handling labor and employment disputes. The chapter provides practical insights on a wide range of dispute resolution issues, including: Pre-action considerations: key requirements, third-party funding, contingency fee arrangements Issuing a claim: forum, territorial jurisdiction, standing, commencing claims, fees, service, defendants and legal personality, types of claims, time limits, counterclaims Case management: procedure, rules, amendments to claims, adding parties, consolidating proceedings, class and collective actions, evidence, witnesses, tactical considerations Interim relief: availability, requirements Trial: hearings conduct and time frames, confidentiality and public access, media reporting, elements of successful claims and burden of proof Alternative dispute resolution: available types, requirements and expectations, enforcement Collective employment and labor rights: enforcement and standing Remedies and enforcement: available remedies, assessing compensation, enforcement mechanisms Appeals: procedure, time frames, other means of challenge Updates and trends: recent cases and developments, technology developments, other issues The full Cambodia chapter is available for download below. Tilleke & Gibbins also contributed the Thailand and Vietnam chapters to Labor and Employment Disputes 2026. Readers can also gain 30 days of complementary access to the full Labor and Employment Disputes 2026 guide and the rest of Lexology Panoramic’s varied offerings through this link.
September 10, 2025
Under Thai law, authorized directors stand as a company’s mind and will and, as such, may incur personal criminal liability for acts or omissions committed in the course of company business. When allegations surface, directors must be prepared for the practical reality that, before guilt or innocence is ever adjudicated, they could be deprived of liberty unless bail release is promptly achieved through the competent legal authority. When Bail Can Be Granted Two procedural moments trigger the need to consider bail. The first arises during the investigative phase, when a claim is lodged against a director with the competent law enforcement authorities. Upon receipt of a complaint, the assigned inquiry officer summons the director for questioning, compiles evidence, and ultimately forwards a prosecution or nonprosecution recommendation to the public prosecutor. Although the public prosecutor retains ultimate discretion to indict an accused director, the police or prosecutor may conclude that pretrial detention is necessary and may therefore apply to the court for an order to hold the director in court custody. The second moment occurs after a criminal case is filed directly with the court. This occurs once a court accepts a criminal case filed by a prosecutor against a director or, alternatively, when the court accepts a case filed by an individual for trial. For cases filed by individuals, the plaintiff presents prima facie evidence at the preliminary hearing, and the court will accept the complaint if it finds sufficient grounds, thereby conferring upon the director the status of a criminal defendant. Upon acceptance of the criminal case, the court then has the inherent authority to order custody pending trial unless the defendant secures bail release. Procedural Considerations Experienced litigants typically prepare bail security in advance and submit a bail petition at the earliest possible time. While there are
September 4, 2025
On June 6, 2025, the Superior People’s Court in Hanoi overturned a non-use cancellation decision by the Intellectual Property Office of Vietnam, a rare and impactful occurrence. In a ruling that may help clarify the enforcement of Vietnam’s IP Law, the court held that valid trademark use can be established through commercial arrangements where the brand owner maintains actual control over the use of the mark, and is not confined to relationships governed by a so-called “formal license agreement. Background: Cross-Border Use, Local Challenge A Singapore company owns a well-known brand of consumer products that has gained recognition across Southeast Asia. In recent years, the brand has been targeted by several unauthorized trademark filings in Vietnam. In one such instance, a local Vietnamese trading company—previously linked to the production and export of counterfeit goods to neighboring countries—filed a non-use cancellation against the Singapore company’s mark and sought to register it under its own name. If the cancellation had been upheld, it would have enabled a complete hijacking of the brand. The IP holder operates in Vietnam through a structured cross-border supply chain. Under an agreement between two related foreign entities, one of which managed regional operations, production orders were placed through a designated Vietnamese company. While the Vietnamese manufacturer was not a party to the agreement, its role in using the mark was recognized and governed by internal and commercial documentation. The Vietnamese manufacturer lawfully obtained the necessary permits, regulatory approvals, and customs clearances for producing the goods in Vietnam. These activities were supported by banking records and internal communications, evidencing active, continuous use of the mark in Vietnam. However, the IP Office concluded that this use did not meet the statutory criteria because the Vietnamese manufacturer did not have a direct license agreement with the brand owner, as