by：Chikashi Kaneko, Jun Asahara In the Philippines, employers are not required to provide separation pay or equivalent monetary compensation to employees who are dismissed for just causes under the Labor Code. This is because dismissal on just grounds is attributed to the employee’s own fault. Article 297 of the Labor Code lists the following just causes for termination: Serious misconduct or willful disobedience Gross and habitual neglect of duties Fraud or breach of trust Commission of a crime against the employer or their family Other analogous causes However, even when an employee is dismissed for just cause, courts have in…

by：Nitchakamon Suliya, Panatchayamol Phungam Thailand has enacted a range of labor laws designed to protect the rights of both Thai and foreign employees. Among these, the Labor Protection Act (“LPA”) plays a particularly important role, especially through the function of the labor inspector, who is empowered under the Act to receive and investigate complaints—exclusively from employees. When disputes arise between an employer and employee, the employee can choose to either: File a complaint with a labor inspector, or Bring a case to the Labor Court.    In practice, most employees choose the former, as the process is generally faster, more accessible,…

by：Poom Kerdsang、Arisara Rungsri 1. Introduction Thailand was one of the first countries to be severely affected by the COVID-19 outbreak, significantly disrupting its economic growth. Nevertheless, Thailand’s economy persevered and ranks among Asia’s top ten strongest economies, with a GDP growth of 3.2% in the fourth quarter of 2024[1]. Its strategic location, skilled workforce, and business-friendly policies have helped establish Thailand as a favored destination for foreign direct investment. The Thai government actively promotes foreign investment by offering a range of incentives across key industries. The Board of Investment of Thailand (BOI) provides one of the most beneficial promotional programs….