What happened
An employer in Phuket was sued by a former employee for unfair dismissal. The employee sought 450,000 baht in damages. The employer asked us to defend the claim and examine the circumstances leading to the dismissal.
What we did
We reviewed employment records, internal communications and evidence of the employee's conduct. The records showed serious misconduct and harm to the business before the employment was terminated.
Using that evidence, we argued in this case that the conduct justified dismissal without notice or severance under the applicable labour protection rules. We represented the employer as defendant and presented the supporting documents and arguments to the Labour Court.
The outcome in this case
The Labour Court dismissed the former employee's unfair-dismissal claim and the demand for 450,000 baht. The result turned on the evidence of the conduct and events preceding this particular dismissal.
Preparing for a dismissal-dispute consultation
Whether you are an employer or an employee, start with the employment agreement, workplace rules, wage records and any warning, termination letter or claim you have received. Add a timeline of the events before and after dismissal, with the relevant messages and any hearing date.
What the first review needs to establish
- What reason was given for dismissal, and when was it communicated?
- Which records support or contradict each party's account?
- What payments are being claimed, paid or disputed?
This account concerns a defence for an employer. The firm's employment practice also advises and represents employees. The court's decision here depended on the evidence in this case; it does not establish that every allegation of misconduct justifies dismissal or defeats a claim.
Explore employment and labour services, including the documents to prepare and how the scope and fees are discussed.