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Remote Work Agreements and the Right to Disconnect in Thailand
Drafting or reviewing work-from-home terms against section 23/1, for employers and employees alike.
Quick answer
The Labour Protection Act (No. 8) B.E. 2566 (Royal Gazette, 19 March 2023) added section 23/1, allowing employer and employee to agree on work at home or through information technology from any location. The employer must record the agreement in writing or in retrievable electronic form, which may cover its period, working and rest hours, overtime and holiday work, leave, scope of duties and who bears equipment costs. After normal working hours the employee may refuse any contact from the employer or supervisors unless they consented in writing beforehand, and remote employees have the same rights as those working on the employer's premises.
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Who this is for
- Employers wanting a compliant work-from-home policy
- Employees contacted after hours without consent
- Remote staff denied overtime pay or leave
- Companies with Thailand-based remote staff
What you receive
- Draft or review of the remote-work agreement against the s.23/1 items
- Check that any after-hours contact consent is in prior written form
- Aligning the work rules
- Assessing overtime or missing-entitlement claims
Documents to prepare
- The employment contract and work rules
- Any existing remote-work agreement or policy
- Evidence of after-hours contact, e.g. chat messages
- Time records or work logs
How it works
3-step process
- 1
Check the form
The agreement must be in writing or electronic form that can be retrieved without changing its meaning.
- 2
Check the content
We work through the s.23/1 items: hours, overtime, leave, scope of duties and equipment costs.
- 3
Close the gaps
We fix wording that cuts remote staff's rights, or prepare a claim where rights were breached; the result depends on each case's facts.
FAQ
Frequently asked questions
Must I answer a supervisor's chat at 9 pm?
Section 23/1 lets an employee working under such an agreement refuse contact after normal hours or after finishing assigned work, unless they gave prior written consent.
Must the employer pay for power and internet?
The law sets no amount but lets the agreement allocate equipment and necessary costs, so this should be agreed clearly in writing.
Do leave and overtime rights disappear when working from home?
No. Section 23/1 gives employees working at home or via IT the same rights as those in the employer's office.
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Written by: Thai Law & Accounting Services — attorneys and licensed accountants
Professional review: A lawyer must review the applicable law and facts before use in a real matter. This notice does not establish that this page has been reviewed or certified by a lawyer.
Last updated: 2026-08
Information as of August 2026. Government fees and processing times change — verify with the relevant agency before acting, or let our team verify for you.