Employees propose a survival plan amid employers' temporary business suspensions, suggesting reskilling with full salary payment to address economic downturn issues where employers pay less than full wages.
Due to the economic slowdown, many factories and companies have chosen to temporarily suspend operations and not pay full salaries, with some implementing half-month work and half-month leave to reduce costs. This has affected some workers, prompting the Council of Thai Labor Development Organizations to submit a proposal to the Ministry of Labor earlier this month to find joint solutions.
Manas Kosol, Chairman of the Council of Thai Labor Development Organizations, said the current labor situation in Thailand faces multiple complexities, including the economic slowdown and temporary business suspensions under Section 75 of the Labor Protection Act B.E. 2541 (1998).
This law requires employers to pay employees no less than 75% of their normal wages, resulting in many workers facing insufficient income to sustain their livelihoods. There is also a shortage of skilled labor in trades for self-employment requiring craftsmanship skills.
The Council of Thai Labor Development Organizations (CTLDOT) therefore proposes an integrated labor policy consisting of four main approaches as follows.
1. The “No Layoff, No Skill Loss 75+25” project is a policy to assist workers affected by temporary business suspensions by ensuring employees receive full compensation (100%) through shared mechanisms.
- 75% of wages paid by employers.
- 25% compensation provided by the government, with a condition that participants join training programs for skill development (Upskill/Reskill) under the Skill Development Fund.
This project can be implemented immediately using mechanisms and authority under the Skill Development Promotion Act B.E. 2545 (2002) without amending primary laws, and it effectively supports workforce skill development and national productivity enhancement.
2. The Ministry of Labor, through the Department of Skill Development, the Department of Labor Protection and Welfare, and educational institutions, should sign memoranda of understanding (MOUs) with businesses to create incentives for fair wage adjustments based on the potential and skill certification of trained workers according to skill standards.
3. A review is requested of the CARE pension formula for old-age benefits for insured persons under Section 33.
4. The Ministry of Labor and related agencies should strictly enforce legal employment of foreign workers.
