The Labor Protection Act, Version 2019, has amended the existing labor laws to better suit current circumstances. For example, it has added Section 23/1, allowing employers to agree with employees to work outside the workplace, such as at home or any other location using information technology. Such agreements may include additional details. Moreover, the law also stipulates that when the regular working hours agreed upon have ended, employees have the right to refuse any communication with employers, supervisors, work controllers, or inspectors, unless consent has been provided in advance in writing. Employees still remain protected by various labor laws, similar to those working within the premises of the establishment. This law came into effect on April 18, 2023.

The Benefits of the Labor Protection Act (No. 8) B.E. 2566 (2013)

• To promote the quality of life and work performance of employees.
• For the benefit of the employer's business operations.
• It helps alleviate traffic problems.
• Reduce energy and fuel consumption.

Accessible and retrievable without changes to its meaning, with the possibility of agreeing to provide details as follows;

1. Start and end dates of the agreement.
2. Regular working days and hours, break times, and arrangements for overtime work.
3. Criteria for overtime work and work on holidays, including various types of leave.
4. Scope of the employee's duties and the employer's supervision or guidance.
5. Responsibilities related to providing tools or equipment for work, as well as necessary expenses incurred during work.

Principles of severing connections with the employer.

When the regular working hours as agreed upon by the employer and the employee come to an end, or when the task assigned by the employer concludes, the employee has the right to refuse further communication.

The employee has the right to refuse communication with whom?

• The employer
• Supervisor
• Job controller
• Or inspector

*Except, the employee has consented by providing written agreement in advance.

Employees who work at home, at their residence, or remotely using information technology are entitled to and are protected by labor laws, similar to employees working at the employer's premises or office.

Source:https://mgronline.com/onlinesection/detail/9660000028515 

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