Can an employee's start date fall on a weekend or public holiday in Thailand?

In Thailand, an employee's start date can fall on a weekend or public holiday.

Is there a statutory probationary period in Thailand and can it be extended or removed? Can the probationary period differ for various job titles or employment agreement types?

In Thailand, there is no statutory requirement for probationary periods. In practice, however, these periods are often set at 119 days and may be extended as agreed upon in the employment agreement. If employment surpasses 120 days, the employee is entitled to severance compensation upon termination, regardless of probationary status.

Probationary periods are not applicable for employees who have fixed-term employment agreements.

Furthermore, the probationary period may vary depending on the job title or type of employment agreement, as it is subject to the terms agreed upon between the employer and employee.

Are employment agreements mandated to be registered with a regulatory authority in Thailand? If yes, what is the process for registration?

Once signed, the employment agreement in Thailand is legally binding. There is no requirement for the employment agreement to be registered with a regulatory authority. If the customer or supported employee decides to retract after signing the employment agreement, a null agreement is required.

What is Pebl's onboarding timeline in Thailand?

Pebl's onboarding timeline in Thailand is typically 2 weeks.

Can Pebl accept or support customers that have a local entity in Thailand?

Yes, Velocity Global Thailand can accept and support customers that have a local entity in Thailand. In such cases, a service agreement is not required.