Introduction
Remote work is no longer an exception — it is now a core operating model for many international companies. Thailand, with its strong talent pool, competitive labor costs, and growing digital infrastructure, has become a popular base for remote employees supporting regional or global teams.
However, remote does not mean regulation-free.
When your employees are based in Thailand, local labor laws still apply — regardless of whether:
- your company is headquartered overseas,
- your team works from home, a coworking space, or another province,
- or your management team is fully remote.
A clear and compliant remote work policy is essential to:
- protect your business from legal and HR risks,
- set expectations on working hours, overtime, and availability,
- manage leave entitlements correctly,
- clarify responsibility for equipment and expenses,
- and safeguard company and customer data.
This article provides a practical, Thailand-focused framework to help employers design a remote work policy aligned with Thai labor requirements and international best practices in 2026.
Why a Thailand-Specific Remote Work Policy Matters
Many companies make the mistake of applying a “global remote policy” without local adaptation. This can lead to:
- unpaid overtime exposure,
- incorrect leave calculations,
- disputes over working hours and availability,
- unclear responsibility for equipment damage or loss,
- data protection and cybersecurity risks.
Thailand’s labor framework — anchored primarily in the Labour Protection Act — sets mandatory minimum standards that apply regardless of work location.
A Thailand-specific policy ensures:
- legal compliance,
- operational clarity,
- employee trust,
- and scalability as your team grows.
Defining Remote Work in the Thai Employment Context
Before drafting rules, define what “remote work” means in your organization.
Common remote setups in Thailand include:
- Home-based work (employee’s residence)
- Hybrid remote (home + office or coworking space)
- Fully remote within Thailand (employee may relocate domestically)
Your policy should clearly state:
- approved work locations,
- whether cross-border remote work is allowed,
- and whether prior approval is required to change work location.
Important:
Remote work within Thailand does not change the employee’s employment status. They remain fully protected under Thai labor law.
1. Working Hours & Availability
Standard Working Hours in Thailand
Thai labor law sets maximum working hours:
- 8 hours per day
- 48 hours per week (for most office-based roles)
Remote work does not remove these limits.
Your policy should clearly define:
- standard working days (e.g. Monday–Friday),
- daily working hours or time range,
- expectations for availability and responsiveness.
Flexible Hours vs Fixed Schedules
Many remote teams adopt flexible schedules. This is allowed, provided:
- total working hours do not exceed legal limits,
- overtime is tracked correctly,
- rest periods are respected.
A good policy balances flexibility with structure:
- define core hours (e.g. 10:00–16:00 ICT),
- allow flexibility outside core hours,
- clarify response time expectations.
Time Tracking
Even for remote roles, employers should implement:
- time-tracking tools,
- or daily / weekly work logs,
- or manager-approved timesheets.
This protects both employer and employee in case of disputes.
2. Overtime (OT) Rules for Remote Employees
When Does Overtime Apply?
Overtime applies when an employee works:
- more than 8 hours per day, or
- more than 48 hours per week.
Remote work does not change OT eligibility.
Overtime Rates (General Guidance)
While rates may vary by role and agreement:
- OT on normal working days is typically paid at a higher rate than base salary
- work on rest days or public holidays may require additional compensation
Your remote work policy should clearly state:
- when OT is allowed,
- whether prior approval is required,
- how OT is recorded,
- how and when OT is paid or compensated.
Common Risk Area: “Always Online” Culture
Remote teams often unintentionally create:
- late-night messaging,
- cross-time-zone pressure,
- blurred boundaries between work and personal time.
Your policy should explicitly discourage:
- after-hours work without approval,
- informal OT via messaging apps,
- expectations of 24/7 availability.
3. Leave Entitlements for Remote Employees in Thailand
Remote employees are entitled to the same statutory leave as office-based staff.
Annual Leave
Under Thai practice:
- employees are entitled to paid annual leave after completing one year of service,
- employers may offer more generous leave as a benefit.
Your policy should clarify:
- how leave accrues,
- whether unused leave can be carried forward,
- how leave requests are submitted and approved.
Sick Leave
Employees are entitled to paid sick leave in accordance with Thai law.
Remote work does not eliminate the right to:
- take sick leave,
- submit medical certificates (where applicable),
- or rest when unwell.
Public Holidays
Thailand has a set of official public holidays each year.
Your policy should specify:
- which holidays apply,
- how holidays are handled for employees supporting overseas teams,
- whether substitution holidays are offered.
Other Statutory Leave
Depending on circumstances, employees may also be entitled to:
- maternity or paternity leave,
- personal leave,
- military leave.
These rights apply regardless of work location.
4. Equipment, Tools & Home Office Setup
Employer vs Employee Responsibilities
A key remote work question is: who pays for what?
Your policy should clearly define responsibility for:
- laptops and accessories,
- software licenses,
- security tools (VPNs, endpoint protection),
- internet and phone allowances (if any).
Common approaches include:
- company-provided equipment,
- monthly remote work allowance,
- hybrid models.
Equipment Use & Care
Policies should address:
- acceptable use of company equipment,
- prohibition of personal use (if applicable),
- responsibility for loss or damage,
- return of equipment upon termination.
Clear rules reduce disputes and protect company assets.
Ergonomics & Workplace Safety
While employers have limited control over home environments, best practice includes:
- basic ergonomic guidelines,
- recommendations for safe workstation setup,
- disclaimers on employee responsibility for home workspace conditions.
5. Data Protection & Information Security
Why Data Policies Are Critical for Remote Teams?
Remote work increases exposure to:
- unsecured Wi-Fi networks,
- shared devices,
- phishing and social engineering,
- accidental data leaks.
Thailand has data protection obligations that employers must respect, particularly when handling personal data.
Core Data Security Requirements
Your remote work policy should require:
- use of company-approved devices,
- strong passwords and multi-factor authentication,
- VPN use for accessing company systems,
- secure storage of physical documents (if any),
- prohibition of public / shared computers.
Confidentiality & NDAs
Remote employees should be bound by:
- confidentiality clauses in employment contracts,
- NDAs where appropriate,
- clear disciplinary consequences for breaches.
Cross-Border Data Access
If employees access systems or data hosted outside Thailand, your policy should:
- clarify permitted access,
- align with internal IT and legal frameworks,
- define escalation procedures for security incidents.
6. Performance Management & Communication
Output-Based Performance Measurement
Remote work shifts focus from presence to results.
Your policy should emphasize:
- deliverables,
- KPIs and performance metrics,
- regular check-ins and reviews.
This reduces micromanagement while maintaining accountability.
Communication Channels
Define official communication tools:
- email,
- project management platforms,
- messaging apps.
Clarify:
- response time expectations,
- meeting norms,
- documentation standards.
Clear communication rules prevent misunderstandings and burnout.
7. Compliance, Discipline & Termination
Policy Compliance
Your remote work policy should clearly state:
- that it forms part of internal company regulations,
- that violations may lead to disciplinary action,
- how investigations and warnings are handled.
Termination Considerations
Remote status does not affect:
- notice periods,
- severance obligations,
- termination procedures.
Policies should clarify:
- return of equipment,
- data access termination,
- final payroll and leave settlement.
Best Practices for Implementing a Remote Work Policy in Thailand
1. Localize your global policy – adapt, don’t copy-paste
2. Align HR, legal, IT, and management before rollout
3. Train managers on remote supervision and compliance
4. Communicate clearly with employees and allow questions
5. Review annually as laws and business needs evolve
Conclusion
Remote work is a powerful tool for attracting and retaining talent in Thailand — but only when supported by a clear, compliant, and well-structured policy.
A strong remote work policy for Thailand-based employees should:
- respect local labor laws on hours, overtime, and leave,
- clearly define expectations on availability and performance,
- allocate responsibility for equipment and expenses,
- protect company and personal data,
- and support long-term scalability.
For international companies, compliance is not just about avoiding risk — it’s about building trust, stability, and operational clarity for distributed teams.
Looking to hire in Thailand?
At Aster Lion, we help companies design and implement remote work frameworks that align HR policy, payroll, and compliance in Thailand — so your remote teams can operate confidently and sustainably. Contact us to learn how we can simplify your HR processes.