Month: April 2015

In this month’s article we shall continue on from our last article and will examine the final stage in formally resolving a dispute under the Labour Relations Act (1975). We shall then move on to discuss several other important related matters, such as how to appoint a labour advisor and what protections are available to employees who are involved in a workplace dispute with their employer Step 5 – Using a Labour Dispute Arbitrator or Striking/Locking Out Option 1: Labour Dispute Arbitration If the Conciliation Officer can’t resolve the dispute between the parties then the employer and employees may agree to appoint one or several Labour Dispute Arbitrators to settle the dispute. The arbitrator(s) should be appointed in writing and such appointment should be signed by the authorized representatives of both parties to the dispute. We suggest that the parties […]

i Introduction In this month’s article we shall examine how employees in Thailand can formally resolve a dispute under the Labour Relations Act (1975). We shall begin by going through the various steps in the process and examining the general requirements and important legal aspects of each stage and what employees should be wary of. Dispute Resolution Process: Step 1 – Issuing the Demand If a dispute has arisen between staff and their employer in relation to conditions of employment (such as a disagreement over wage increases or working hours etc), then as a first step the employees must submit their demands in writing to their employer. In relation to who such demands should be given to, ordinarily the demand letter should be given to the owner or the authorized director(s) of their employer (depending on whether the owner is […]