Table of content

• What is an internship?
• How are internships different from probationary periods?
• How many types of labor laws are there?
• What is termination of employment?
• Minimum Wage by Province in 2024

What is an internship?

An internship refers to a process aimed at enhancing skills and gaining beneficial experience for a career, which helps interns gain knowledge and understanding of practical work from establishments.

It also aims to develop good working skills that align with the current labor market demands. Additionally, internships enable interns to learn the steps of practical work, work techniques, and methods to create efficient outcomes, build confidence, and develop a positive attitude towards the profession, teamwork, and working with others. The knowledge gained can be applied to future careers.

Probation refers to a short period during which an employer assesses a new employee’s abilities, skills, and suitability for the position. This period usually lasts about 3-6 months. During this time, the employer can decide whether to retain the employee.

Passing or failing probation depends on the performance evaluation results during this period. If the employee passes probation, they become a regular employee and may receive various benefits as determined by the company.

If they do not pass, the employer has the right to terminate the employment without prior notice.

How are internships different from probationary periods?

I can break it down into the following points;

Objective :
Probationary period: It is a process used to evaluate new employees within a specified period to see if they can meet expectations and are suitable for the position.
Internship: It provides an opportunity for those without work experience to practice skills and learn in a real work environment, mostly for students or recent graduates.

Status of the Worker :
Probationary period: Employees in a probationary period are considered employees of the company and have the potential to become permanent employees after passing the evaluation.
Internship: Interns are not considered permanent employees and are typically temporary.

Duration :
Probationary period: Usually lasts 3-6 months.
Internship: The duration can vary from a few weeks to several months, depending on the company’s internship program.

Compensation :
Probationary period: Employees in a probationary period usually receive wages as agreed upon with the employer.
Internship: Interns may or may not receive compensation, depending on the company’s policy and the type of internship.

Goal After Completion :
Probationary period: After the probationary period, the employer decides whether to make the employee permanent.
Internship: After the internship, interns may have the opportunity to be considered for permanent employment, but there is no guarantee.

How many types of labor laws are there?

There are four types of labor laws in Thailand ;

1. Laws related to labor protection and welfare, such as the Labor Protection Act (No. 8), B.E. 2566 (2023).

2. Laws related to employment services, such as the Employment and Job-Seeker Protection Act, B.E. 2528 (1985) (No. 3).

3. Laws related to social security, such as the Social Security Act, B.E. 2558 (2015).

4. Laws related to skill development, such as the Skill Development Promotion Act, B.E. 2545 (2002).

What is termination of employment?

“Termination of employment contract” means the expression of intent by either party to end the employer-employee relationship, which both parties must adhere to under labor law, except in cases where advance notice is not required by labor law.

The labor law specifies how each party should proceed in terminating an employment contract. If the contract is terminated without following legal procedures, the responsible party, whether the employer or the employee, must bear legal consequences.

Even if the termination does not comply with legal procedures, it still results in the termination of the employment contract, but the non-compliant party must face legal consequences as specified by law.

The key principles in this matter can be summarized as follows:

1.Fixed-term employment contracts
For contracts with a specified employment period, such as a one-year contract from January 1, 2022, to December 31, 2022, the employer-employee relationship ends when the contract period expires, without the need for advance notice.

2.Indefinite-term employment contracts
For contracts without a specified employment period, the party wishing to terminate the contract must provide advance notice to the other party. This notice should be given at or before any pay period so that the contract termination takes effect at the next pay period, with a maximum notice period of three months.

If the employer wishes to terminate the contract, there are two options:

The employer can notify the employee in advance and allow them to work until the end of the notice period.

The employer can terminate the employee immediately but must pay the employee until the contract termination date. If the employer does not follow these procedures, the employee can file a complaint with the labor inspector or the labor court.

If the employee wishes to terminate the contract, they must notify the employer in advance and work until the end of the notice period. If the employee leaves without advance notice, it constitutes a breach of work regulations, and the employee may be liable for damages.

The employer can also file a case with the labor court in such instances.

Minimum Wage by Province in 2024

1. 370 Baht: 1 province

• Phuket (previously 354 Baht)

2. 363 Baht: 6 provinces

• Bangkok (previously 353 Baht)
• Nakhon Pathom (previously 353 Baht)
• Nonthaburi (previously 353 Baht)
• Pathum Thani (previously 353 Baht)
• Samut Prakan (previously 353 Baht)
• Samut Sakhon (previously 353 Baht)

3. 361 Baht: 2 provinces

• Chonburi (previously 354 Baht)
• Rayong (previously 354 Baht)

4. 352 Baht: 1 province

• Nakhon Ratchasima (previously 340 Baht)

5. 351 Baht: 1 province

• Samut Songkhram (previously 338 Baht)

6. 350 Baht: 6 provinces

• Phra Nakhon Si Ayutthaya (previously 343 Baht)
• Saraburi (previously 340 Baht)
• Chachoengsao (previously 345 Baht)
• Prachinburi (previously 340 Baht)
• Khon Kaen (previously 340 Baht)
• Chiang Mai (previously 340 Baht)

7. 349 Baht: 1 province

• Lopburi (previously 340 Baht)

8. 348 Baht: 3 provinces

• Suphanburi (previously 340 Baht)
• Nakhon Nayok (previously 338 Baht)
• Nong Khai (previously 340 Baht)

9. 347 Baht: 2 provinces

• Krabi (previously 340 Baht)
• Trat (previously 340 Baht)

 10. 345 Baht: 15 provinces

• Kanchanaburi (previously 335 Baht)
• Prachuap Khiri Khan (previously 335 Baht)
• Surat Thani (previously 340 Baht)
• Songkhla (previously 340 Baht)
• Phang Nga (previously 340 Baht)
• Chanthaburi (previously 338 Baht)
• Sa Kaeo (previously 335 Baht)
• Nakhon Phanom (previously 335 Baht)
• Mukdahan (previously 338 Baht)
• Sakon Nakhon (previously 338 Baht)
• Buriram (previously 335 Baht)
• Ubon Ratchathani (previously 340 Baht)
• Chiang Rai (previously 332 Baht)
• Tak (previously 332 Baht)
• Phitsanulok (previously 335 Baht)

11. 344 Baht: 3 provinces

• Phetchaburi (previously 335 Baht)
• Chumphon (previously 332 Baht)
• Surin (previously 335 Baht)

12. 343 Baht: 3 provinces

• Yasothon (previously 335 Baht)
• Lamphun (previously 332 Baht)
• Nakhon Sawan (previously 335 Baht)

13. 342 Baht: 5 provinces

• Nakhon Si Thammarat (previously 332 Baht)
• Bueng Kan (previously 335 Baht)
• Kalasin (previously 338 Baht)
• Roi Et (previously 335 Baht)
• Phetchabun (previously 335 Baht)

14. 341 Baht: 5 provinces

• Chai Nat (previously 335 Baht)
• Sing Buri (previously 332 Baht)
• Phatthalung (previously 335 Baht)
• Chaiyaphum (previously 332 Baht)
• Ang Thong (previously 335 Baht)

15. 340 Baht: 16 provinces

• Ranong (previously 332 Baht)
• Satun (previously 332 Baht)
• Loei (previously 335 Baht)
• Nong Bua Lamphu (previously 332 Baht)
• Udon Thani (previously 328 Baht)
• Maha Sarakham (previously 332 Baht)
• Si Sa Ket (previously 332 Baht)
• Amnat Charoen (previously 332 Baht)
• Mae Hong Son (previously 332 Baht)
• Lampang (previously 332 Baht)
• Sukhothai (previously 332 Baht)
• Uttaradit (previously 335 Baht)
• Kamphaeng Phet (previously 332 Baht)
• Phichit (previously 332 Baht)
• Uthai Thani (previously 332 Baht)
• Ratchaburi (previously 332 Baht)

16. 338 Baht: 4 provinces

• Trang (previously 332 Baht)
• Nan (previously 328 Baht)
• Phayao (previously 335 Baht)
• Phrae (previously 332 Baht)

17. 330 Baht: 3 provinces

• Narathiwat (previously 328 Baht)
• Pattani (previously 328 Baht)
• Yala (previously 328 Baht)