20/10/2025
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Dr.K INTER LAW chiang mai legal and business
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Dr.K INTER LAW chiang mai legal and business
"We care you"
T. 081-9511100
EMAIL : [email protected]
>> Dr.K INTER LAW chiang mai Legal&Business Associates Law Firm is one of the oldest and the largest law firms in Chiang Mai. Our practice focuses on complex commercial business transactions and litigation, administrative law. We represent clients in major business matters regionally, nationally, and internationally.
>> Dr.K INTER LAW chiang mai legal and business practice to legal help for EXPATS Free consult Line : anteros11 >> Line : http://line.me/ti/p/~anteros11
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Welcome
Dr.K INTER LAW chiang mai Legal&Business Associates Law Firm is the oldest and one of the largest law firms in Chiang Mai. Our practice focuses on complex commercial business transactions and litigation, administrative law. We represent clients in major business matters regionally, nationally, and internationally. The needs of business are our primary concern.
Quality legal representation is essential for a successful business. Our goal is to provide the best legal representation available at a reasonable and fair cost to our clients. We are proud of the high legal and ethical standards that have been established by our firm and the tradition of excellence that we work to maintain.
Good legal representation comes from good people. A firm is known by its attorneys. Although we invite only the most qualified lawyers to practice in our firm, technical competence is only part of what makes a good lawyer or a quality law firm. Greatness requires depth, perspective, and service to others. Each year, our attorneys donate a significant amount of time to public issues, civic leadership, and representation of the poor. We work hard to improve the quality of life for our clients, our community, and our families.
OUR HISTORY
Dr.K INTER LAW chiang mai Legal&Business Associates Law Firm is the first international law firm in Chiang Mai. This is when the name first Legal& Business Associates came into use. Our heritage gives us our classical legal background, while led to a firm with a dynamic and ambitious team. We have built a new dynamic team and brand on top of the traditions and experience that our heritage has provided us with. In that sense, we are not getting older; the staff in most of our offices is practically getting younger and at the same time more experienced.
GENERAL INFORMATION ON THE THAI LABOUR LAWS
Working hours
• Not exceed 8 hours per day and 48 hours per week
• Works which may be harmful to the health or safety of the employees as prescribed by Ministerial Regulations shall not exceed seven hours per day and not exceed 42 hours per week.
Rest Periods
• During a working day an employer shall allow an employee a rest period of at least one hour once the employee has worked on that day for his first consecutive hours.
• The employer and employee may agree in advance to have each rest period of less than one hour, but not less than twenty minutes each time whilst the total rest period for the day shall not be less than one hour.
• Where the nature or type of work necessitates continuous performance, stoppage may damage the work, or it is an urgent, the employer may require an employee not to have a rest period with consent of the employee.
Holidays
Weekly Holidays
• An employer shall let an employee have at least one day off per week as a weekly holiday and the interval between each weekly holiday shall be no longer than six days.
• An employee shall get his basic pay on weekly holidays (excluding daily workers, hourly workers, or works based upon output)
• An employee and employer may agree in advance to fix which day shall be the weekly holiday.
• As to hotel, transport, forestry work or work performed in isolated areas (fishery works, extinguishing work) or other work prescribed by Ministerial Regulations, an employer and employee may agree in advance that weekly holidays be accumulated and be taken at a later time, but nevertheless during the period of four consecutive weeks.
• In case of unidentified weekly holidays, an employer shall notify an employee not less than 3 days in advance and report Labor Inspectors within 7 days since the day of notification.
Traditional Holidays
• Not less than 13 days including National Labor Day. Where a traditional holiday falls on a weekly holiday, the employee shall be granted an additional holiday on the following working day.
• An employee shall get his basic pay on traditional holidays
Annual Vacation
• An employee who has worked continuously for one full year shall be entitled to an annual vacation of not less than six working days.
• An employee is entitled to get his basic pay on his annual vacation.
• For an employee who has worked for less than one year, the employer may grant the employee an annual vacation on a pro-rata basis.
• An employer is entitled to arrange an annual vacation and notify an employee in advance, or arrange as their agreement.
• An employer and employee may agree in advance that the annual vacation be cumulative and postponed and taken together with that of the following year.
Leave
Sick Leave
• An employee is entitled to sick leave and gets his basic pay at a rate equal to the basic pay for a normal working day for the entire time taken as sick leave for up to 30 working days per annum.
Maternity Leave
• A pregnant female employee is entitled to maternity leave of not more than 90 days for each pregnancy, including holidays during the maternity leave and get her basic pay at a rate equal to normal working days during the leave but not exceed 45 days.
Sterilization leave
• An employee is entitled to take leave for the purposes of sterilization and shall have the right to take leave as a result of the sterilization for such time as a first class medical practitioner shall prescribe and in respect of which he issues a certificate and get his basic pay at a rate equal to normal working days during the leave.
Personal Business Leave
• An employee is entitled to take leave to attend to his personal business as necessary in accordance with work regulations.
• An employee shall not get his basic pay on his personal business leave.
Military Service Leave
• An employee is entitled to take leave for military service when the government makes a call for personnel inspection, for military training, or for testing of combat readiness, and get his basic pay at a rate equal to normal working days during the leave but not exceed 60 days.
Training Leave
• An employee is entitled to take leave for training or development of his knowledge and skills in accordance with the rules and procedures prescribed by Ministerial Regulations.
• An employee shall not get his basic pay on his training leave.
Pay and Welfare
Basic Pay
• Basic Pay” means the money which the employer and the employee mutually agree is to be paid in return of work done in accordance with the employment contract during normal working hours on an hourly, daily, weekly, monthly, or other periodic basis or to be paid upon the basis of output of the employee during normal working hours, and also includes money which the employer pays whilst the employee is on holiday or taking other leave pays whilst the employee did not work but nevertheless is such in respect of which he is entitled to receive payment under this Act.
• An employee is entitled to get his basic pay not lower than minimum rate of basic pay.
• If no minimum rate of basic pay has been determined in any locality, the base minimum rate of basic pay shall be deemed the minimum rate of basic pay in that locality. (“Minimum rate of basic pay” means the wage rate prescribed by the Remuneration Committee under this Act)
Overtime work and Holiday work
• Where the nature or type of work necessitates continuous performance, stoppage may damage the work, or it is an urgent, the employer may require an employee to work overtime or work on holidays as necessary.
• An employer may require an employee to work on holidays if his business is that of a hotel, theatre, transport, restaurant, cafe, club, society, medical establishment, or such other business as is prescribed by Ministerial Regulations with consent of an employee for each time.
• When overtime work lasts for not less than two hours beyond normal working hours, an employer shall let an employee have a rest period of not less than 20 minutes before the employee starts to work overtime (excluding work which is of a continuous nature or type and which the employee consent to perform or is an urgent.)
Overtime Pay, Holiday Pay and Holiday Overtime Pay
• Where the employer requires an employee to work overtime on a working day, the employer shall pay overtime at the rate of not less than one and a half times the rate of the hourly basic pay earned in normal working hours for the hours of overtime, or not less than one and a half times the rate for each unit of output on a working day for employees who receive basic pay upon output.
• Where an employer requires an employee to work overtime on a holiday, the employer shall pay holiday overtime pay on holidays to the employee at not less than treble basic pay rate earned per hour or per unit of output on a normal working day.
• Where an employer requires an employee to work on a holiday during a period of normal working hours
• In respect of an employee who is entitled to receive basic pay on holidays, an additional amount of not less than one multiple of the hourly basic pay rate earned per hour on a normal working day, or not less than one multiple of the rate of basic pay per unit of output earned per unit on a normal working day for an employee who is paid on the basis of output;
• In respect of an employee who is not entitled to receive basic pay for holidays, he shall be paid an amount of not less than double the hourly basic pay rate earned per hour on a normal working day, or not less than double the rate per unit of output earned per unit on a normal working day for work done by an employee who is paid on the basis of output.
Welfare
• In a business establishment where there are 50 or more employees, an employer shall arrange to have a welfare committee at its business establishment and which shall consist of at least five employee representatives. The welfare committee at a business establishment shall have the following powers and duties:
o Joint discussions with an employer in relation to the provision of welfare to employees;
o The provision of advice and recommendations to an employer regarding the provision of welfare to employees;
o The inspection, control, and overseeing of the provision of welfare which an employer provides for employees.
o The provision of opinions and guidelines to the Labor Welfare Committee as to the provision of welfare for the benefit of employees.
• Where a committee of employees under the law governing labor relations already exists at a place of business of an employer, the committee of employees shall perform the duty of the welfare committee under this Act at the business establishment.
Severance Pay
• An employer shall pay severance pay to an employee whose employment is terminated, as follow:
o An employee who has worked for at least 120 consecutive days, but for less than one year shall be paid basic pay for 30 days at the most recent rate of basic pay received by him
o An employee who has worked continuously for at least one year but less than three years shall be paid basic pay for 90 days at the most recent rate of basic pay received by him.
o An employee who has worked consecutively for three years but less than six years shall be paid basic pay for 180 days at the most recent rate of his basic pay.
o An employee who has worked consecutively for at least six years but less than 10 years shall be paid basic pay for not less than 240 days at the most recent rate of his basic pay.
o An employee who has worked for more than 10 years consecutively shall be paid basic pay for not less than 300 days at the most recent rate of his basic pay.
• Where an employer terminates an employee because of improvement to the working unit, production, distribution or service processes, arising from the utilization of machinery or a change of machinery or technology, and which is cause of the reduction in number of employees. The employer shall follow:
• Notify a labor inspector, and the employee to be terminated, of the date of termination of employment, the reasons for terminating the employment and the name(s) of the employee(s) to be terminated at least 60 days in advance of the employment termination date.
• Where an employer fails to give advance notice to an employee of his termination, or give advance notice but shorter than 60 days, the employer shall instead of the advance notice, pay special severance pay, equal to 60 day pay at the most recent rate of basic pay that the employee has received, or equal to his basic pay received for the last 60 days in the case of an employee who receives his basic pay based upon his output.
Where special pay is made instead of the provision of advance notice, it shall be deemed that the employer has paid remuneration instead of providing advance notice under the civil and commercial code.
An employer shall pay special severance pay in addition to the regular severance as follows:
• Where an employer terminates an employee who has worked continuously for 6 years or more, the employer shall pay special severance pay in an amount of not less than the basic pay received for the most recent 15 days, for each complete year of work; or not less than the basis pay received for the most recent 15 days for each complete year of work in the case of an employee.
• Who receives his basic pay based upon his output, but the total severance pay shall not, in aggregate, exceed 360-day basic pay at the most recent rate or not exceed the basic pay paid for the last 360 days in the case of an employee who receives his basic pay based upon his output.
• In calculating special severance pay, where an employment period is less than one year, the exceed of more than 180 days shall be deemed as one year of employment.
• Where an employer relocates its place of business and effects the ordinary course of living of the employee or his family, the employer shall follow:
• Notify the employee of the relocation not less than 30 days prior to the date of relocation. If an employee does not wish to work for the employer at the new location, he has the right to terminate his employment contract and be entitled to special severance pay at the rate of not less than 50% of the rate of severance pay.
Where an employer fails to give advance notice of relocation of its place of business to an employee, the employer shall also pay special severance pay in lieu of the advance notice in an amount equal to 30 day pay at the most recent rate of his basic pay.
An employer is not required to pay severance pay to an employee whose employment has been terminated for any of the following reasons:
• Resignation,
• Dishonest performance of his duties or the intentional commission of a criminal act against the employer;
• Intentionally causing loss to the employer;
• Performance of gross negligence which result in severe loss to the employer;
• Violation of the employer’s work rules or regulations or order which are both lawful and equitable when the employer has already issued the employee with a prior written warning, except in a serious instance when the employer is not required to give a warning. The written warning shall be effective for a period of one year as from the date of the commission of the violation by the employee;
• Neglect of his duties for a period of three consecutive work days without reasonable cause, whether or not a holiday intervenes;
• Imprisonment by reason of a final judgment.
• An employment contract shall be terminated when the specified period in the employment contract expires, the works related are as follows:
o Employment on a special project, which is not in the normal way of business or trade of the employer, where there is a fixed schedule for commencement and completion of work.
o Work of a temporary nature with a fixed schedule for its commencement or completion.
o Seasonal work in respect of which employees are only engaged during that season; provided that the work most be completed within a period of two years and the employer and employee have entered into a written agreement at or prior to the commencement of employment
Employment laws for companies
Work Documents
• An employer who employs ten or more employees shall have work rules in Thai language.
An employer shall distribute and post the work rules in a conspicuous position at the work place, and being seen by employees at their convenience and submits the copy to the Director-General of Department of Labor Protection and Welfare.
o These rules shall, as a minimum, contain particulars of the following:
o Working days, regular working hours and rest periods;
o Holidays, and rules for taking holidays;
o Rules concerning overtime work and work on holidays;
o Date and place of payment of basic pay, overtime pay, holiday pay and holiday overtime pay;
o Leave and rules for taking leave;
o Discipline and punishment;
o Submission of complaints;
o Termination of employment, severance pay and special severance pay.
• An employer with 10 or more employees shall keep and maintain in Thai language a register of employees, a register of employees shall contain the following minimum particulars:
• Name and Family name;
• Gender;
• Nationality;
• Date of birth or age;
• Present address;
• Date of commencement of employment;
• Basic pay or other remuneration which an employer agrees to pay an employee;
• Date of termination of employment.
• An employer having 10 or more employees shall prepare documents concerning the payment of basic pay, overtime pay, holiday pay and holiday overtime pay containing the following minimum particulars:
o Working days and working hours;
o Productivity of an employee who is paid on an output basis;
o The rate and amount of basic pay, overtime pay, holiday pay and holiday overtime pay which each employee is entitled to receive.
• In making payment of basic pay, overtime pay, holiday pay and holiday overtime pay to an employee, the employer shall require the employee to sign those documents as evidence of payment.
Control
• An employer who employs ten or more employees shall have work rules in Thai language. These rules shall, as a minimum, contain particulars of the followings:
• Working, regular working hours and rest periods;
• Holidays and rules for taking holidays;
• Rules concerning overtime work and work on holidays;
• Date and place of payment of basic pay, overtime pay, holiday pay and holiday overtime pay;
• Leave and rules for taking leave;
• Discipline and punishment;
• Submission of complaints;
• Termination of employment, severance pay and special severance pay.
o An employer shall announce the applicability of the work rules within 15 days from the date upon which the workforce of the employer reaches a total of 10 or more employees.
o An employer shall distribute and post the work rules in a conspicuous position at the work place, for the information of and being seen by employees at their convenience.
o An employer shall announce the applicability of the work rules even the workforce of the employer decreases to be less than 10 employees.
Submission of Complaints
• Where an employer violates or fails to comply with those provisions that concern entitlement to any sum of money under this Act and the employee wishes to have a competent official proceed under this Act, the employee has the right to submit a complaint in the form prescribed by the Director-General to the labor inspector for the locality in which the employee works or in which the employer is domiciled.
The case concerning entitlement to any sum of money under this Act, if the employee dies, the statutory heir has the right to submit a complaint to the labor inspector.
• When a complaint is submitted, the labor inspector shall investigate the facts and issue an order within 60 days from the date when the complaint was received.
• Where necessity renders it impossible to issue an order within 60 days, the labor inspector shall request an extension of time from the Director-General or his delegate and provide reasons therefore. The Director-General or his delegate may grant permission as considered appropriate for a period not exceeding 30 days.
• Termination of submission of Complaints
o The employee renounces his rights to continue submission of complaints.
o The employer pays the money to the employer.
Penalties
• Labor Protection Law is the law that has criminal penalty.
• An employer who violates or fails to comply with the provisions, shall be:
o fined not exceeding 5,000 Baht.
punished with a term of imprisonment not exceeding 1 year or a fine not exceeding 200,000 Baht, or both.
• Following the orders prescribed by Criminal Case Labor Inspector
• Law violation
• The authority designated below is of the opinion that an offender should not be punished with a term of imprisonment or should not be prosecuted, that authority shall have the power to determine the matter as follows:
o The Director-General, for an offence which arises in the Bangkok Metropolis;
o The provincial governor, for an offence which arises in provinces
• other than Bangkok.
• When the offender pays a fine imposed within 30 days, it shall be deemed that the case has been resolution of the case.
• If the offender does not agree to the resolution of the case, or has agreed to the resolution but fails to pay the fine within the period, the prosecution shall continue to proceed.
Female and Child Employment laws
Female Labor
• An employer is prohibited from requiring a female employee to perform any of the following work:
o Mining or construction work which must be performed underground, underwater, in a cave, a tunnel or in a crater of a mountain, except where the conditions of work are not hazardous to the employee’s health or body;
o Work on scaffolding which is 10 meters or more above the ground;
o Production or transportation of explosives or inflammable materials;
o Such other work as is prescribed by Ministerial Regulations.
• An employer is prohibited from causing a pregnant female employee to work between 22:00 and 06:00 hours, or to work overtime, work on holidays, or perform any of following:
• Work on plant or equipment that vibrates;
• Operate or go along with a mechanically propelled vehicle;
• Lift, carry or bear on her head or shoulders, or pull or push loads that weigh more than 15 kilograms;
• Work on water-going vessels;
• Such other work as is prescribed by Ministerial Regulations.
• Where an employer employs a female employee to work between 24:00 hours and 06:00 hours, and a labor inspector considers that the employment may be harmful to the health and safety of the female employee, the labor inspector is entitled to change or reduce the working hours as deemed appropriate, and the employer shall be required to comply with this direction.
• Where a pregnant female employee is in possession of a certificate issued by a first class medical practitioner, stating that she is no longer able to perform her original duties, the employee shall be entitled to request her employer to change her work temporarily either before or after childbirth, and the employer shall consider changing her duties to such as are suitable for the employee.
• An employer is prohibited from terminating a female employee because of her pregnancy.
Child Labor
• No employer shall employ a child under 15 years of age.
• Where a child under the age of 18 years is employed, the employer shall
o Notify the labor inspector of the employment of the child employee within 15 days form the date when the child commences his work;
o Notify the labor inspector of the termination of employment of a child employee within seven days from the date when the child ceases to be employed.
• An employer shall arrange for a child employee to have an uninterrupted rest period each day of not less than one hour for the first four hours that the employee has worked and arrange other rest periods provided by the employer.
• an employer is prohibited from causing a child employee under the age of 18 to work between 22:00 hours and 06:00 hours, except where written permission has been granted by the Director-General.
• An employer is prohibited from causing a child employee aged under 18 to work overtime or on holidays.
• An employer is prohibited from causing a child employee aged under 18 to perform any of the following work:
• Smelting, blowing, casting, or rolling metal;
• Stamping metal;
• Work involving conditions of heat, cold, vibration, sound and abnormal lighting which may be dangerous as prescribed by Ministerial Regulations;
• Work involving hazardous chemicals as prescribed by Ministerial Regulations;
• Work involving poisonous microorganisms which include virus, bacteria, fungus, or other microorganisms as prescribed by Ministerial Regulations;
• Work involving toxic materials, explosives, or inflammable materials, except work in fuel oil service stations as prescribed by Ministerial Regulations;
• Driving or controlling hoists or cranes as prescribed by Ministerial Regulations;
• Work involving an electrically or mechanically operated saw;
• Work which must be performed underground, underwater, in a cavern, tunnel, or in a crater of a mountain;
• Work involving radioactivity, as prescribed by Ministerial Regulations;
• Cleaning machinery or engines while the machinery or engine is in operation;
• Work on scaffolding which is 10 meters above the ground;
• Such other work as is prescribed by Ministerial Regulations.
• Slaughter houses;
• Gambling houses;
• Dancing halls, Thai or Malaysian style dancing;
• Establishments where food, liquor, tea, or other beverages are served, and where the services of prostitutes, sleeping facilities, or massage are offered;
• Other establishments as are prescribed by Ministerial Regulations.
• An employer is prohibited from causing a child employee aged under 18 to perform work in any of the following establishments:
• An employer is prohibited from paying remuneration of a child employee to a person other than the employee.
• An employer is prohibited from demanding or receiving deposit for any reason whatsoever, from the child employee.
• Child employee aged under 18 shall have the right to take leave to attend meetings, seminar, training sessions, or take leave for other reasons, which are held by educational institutes or a government or private agency approved by the Director-General, and the employer shall pay the basic pay to the child employee in respect of leave of absence at his normal rate of basic pay for up to 30 days per annum.
By chiangmai legal and business Law Firm.
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Dr.K INTER LAW chiang mai Legal&Business Associates Law Firm is the oldest and one of the largest law firms in Chiang Mai. Our practice focuses on complex commercial business transactions and litigation, administrative law. We represent clients in major business matters regionally, nationally, and internationally. The needs of business are our primary concern.
Quality legal representation is essential for a successful business. Our goal is to provide the best legal representation available at a reasonable and fair cost to our clients. We are proud of the high legal and ethical standards that have been established by our firm and the tradition of excellence that we work to maintain.
Good legal representation comes from good people. A firm is known by its attorneys. Although we invite only the most qualified lawyers to practice in our firm, technical competence is only part of what makes a good lawyer or a quality law firm. Greatness requires depth, perspective, and service to others. Each year, our attorneys donate a significant amount of time to public issues, civic leadership, and representation of the poor. We work hard to improve the quality of life for our clients, our community, and our families.
Dr.K INTER LAW chiang mai Legal&Business Associates Law Firm is not business as usual. Combining decades of experience in providing legal advice, boasting a dynamic, proactive and international team, we like to claim that we challenge the laws of convention. Our strength is our broad global outlook and our strong presence in northern and Chiangmai Area.
When consulting Dr.K INTER LAW chiang mai Legal&Business Associates Law Firm, you can expect more than traditional old practices. As a modern and dynamic law firm, we are ready to do things a bit differently for the benefit of our clients. We like to stretch ourselves a bit further for the sake of a good result. Our size as well as the combination of people and legal areas means that as a client with our Law Firm you can expect a tailored team, providing you with know-how, innovative thinking and a solution to almost any legal issue.
Being a client with Dr.K INTER LAW chiang mai Legal&Business Associates Law Firm means that you can easily reach us, and when you do, you understand what is being said. We do not involve our clients unnecessarily in the technical calculations – we present our clients with conclusions. We speak frankly about the various courses of actions, the risks of each alternative and the most likely outcome. Accessible, proactive and straightforward are keywords in our communication with clients. Our goal is for you to get easily understandable expert advice from our legal teams and we are prepared, from beginning to end, to work hard toward achieving the agreed target
Dr.K INTER LAW chiang mai Legal&Business Associates Law Firm is the first international law firm in Chiang Mai. This is when the name first Legal& Business Associates came into use. Our heritage gives us our classical legal background, while led to a firm with a dynamic and ambitious team. We have built a new dynamic team and brand on top of the traditions and experience that our heritage has provided us with. In that sense, we are not getting older; the staff in most of our offices is practically getting younger and at the same time more experienced
Area of Practice: Property Law, Contracts, Licenses/Compliance, Immigration, Copyright/Trademark, Litigation, Corporate & Legal Advice, Accounting & Audit.
Chiang Mai Lawyer
Law Firm in Chiang Mai
Finding a reputable lawyer in Chiang Mai is essential. Dr.K INTER LAW chiang mai Legal&Business Associates Law Firm is the best law firm in Chiang Mai area specializing in corporate law, family law, litigation, and property.
Our English-speaking lawyers in Chiang Mai handle company registration with business visa & work permit, Amity, Rep Office, FBL & BOI registration, prenuptial agreement, divorce agreement, adoption, property contract review, due diligence & land registration, visa applications for Thailand, US, UK & AUS.
Our law firm in Chiang also offers notary services, Thai will, power of attorney, and legal marriage. Call our trusted Chiang Mai lawyer, solicitor and attorney to assist you with Thai legal service at +66 53 126 046 Email: [email protected]
Notary Public in Chiang Mai
Although Thailand does not have a notary public law, as an alternative some Thai lawyers are authorized to function as notarial services attorneys. Our notary lawyer in Chiang Mai may certify copies of legal documents, verify and certify the authenticity of signatures, administer and notarize oaths of instruments such as power of attorney, to be used in other jurisdictions as normally accepted by the competent officer of the respective countries.
Buying Property in Chiang Mai
If you are a foreigner who wishes to acquire real estate in Chiang Mai, we have a team of Thai property lawyers with years of experience assisting Thai and foreign nationals in the legalities involved in buying property in Thailand such as title search, due diligence, contract review, and transfer of title at the land office.
Family Law Services
ICO LAWFIRM Chiang Mai also provides assistance on all aspects of Thai family law. We cater Thai and foreign nationals who need representation in adoption, prenuptial agreement, uncontested and contested divorce in Thailand, child custody, child support, child legitimation, and marital properties in Thailand.
Doing Business in Chiang Mai
Our corporate department has collective experience in doing business in Thailand. We provide corporate services namely: company registration, establishing business entities such as representative and branch offices, application for BOI Thailand, Treaty of Amity and FBL certification, amendment of company details (change of shareholding, structure, address, directors among others), application for government licenses such as import/export, FDA, alcohol and work permit application.
Civil and Criminal Litigation
We have a team of Litigation lawyers with years of experience in civil and criminal law and provides the best legal expertise in varied cases involving Fraud, Theft, Serious Assault, Drug Offences, Criminal Negligence, Money Laundering, Breach of Contract, Debt Collection, Personal Injury and Medical Malpractice, Extradition, Commercial and Property Disputes, Labour Disputes.
Thai Visa Services
Chiang Mai is well-known amongst those who retire in Thailand. In fact, Chiang Mai has been well ranked in many of the retirement magazines in the United States. Retiring in Thailand or for that matter, Chiang Mai always requires the services of a Chiang Mai lawyer. Our immigration lawyer Chiang Mai provides assistance for Thailand visas such as business visa, Thai marriage visa, Thai retirement visa, Thai Elite visa, and permanent residence.
Foreign Visa Services
Our Chiang Mai office works with the Bangkok office in handling successful foreign visa application such as US Tourist Visa, US K1 Visa, US K3 Visa, US CR1 Visa, UK Visitor Visa, UK Spouse Visa, Canadian Tourist Visa, Canadian Spouse Visa, Australian Tourist Visa, Australian Spouse Visa, and Schengen Visas to European countries.
Getting Married in Chiang Mai
Chiang Mai is a popular destination for couples who wish to get married. Our marriage registration service includes the preparation of marriage affirmation, translation, and legalization of documents, accompanying the clients at the registration office. We can ensure that the marriage complies with Thai law, and for foreigners, that it is also recognized abroad.
Other Legal Services
As a full-service law firm in Chiang Mai, we also provide other legal services such as: Drafting a Last Will and Testament, Private Investigation, Obtaining a Police Clearance Certificate, Assistance in Opening a Bank Account in Thailand, Translation and Legalisation services.
Best Law Firm in Chiang Mai — Get a proper lawyer consultation for more learned decisions. Contact our Chiang Mai office today.
Lawyer in Chiang Mai (Chiang Mai Legal) mobile 081-951 1100 Id Line 081-951 1100
Lawyer in Chiang Mai (Chiang Mai Legal) mobile 081-951 1100 Id Line 081-951 1100 ฟ้องบอกเลิกสัญญาหมั้นเรียกของหมั้นคืน
Lawyer in Chiang Mai (Chiang Mai Legal) mobile 081-951 1100 Id Line 081-951 1100 ฟ้องคู่สมรสขอแยกกันอยู่ชั่วคราว
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คุณวราพรรณ วัชรพล ประธานเจ้าหน้าที่บริหาร บริษัท ไทยรัฐ โลจิสติคส์ จำกัด (หรือ TRL) กล่าวถึง การเติบโตของบริษัทตั้งแต่แรกเริ่มก่อตั้งในช่วงปี 2564 จนเข้าสู่ปี 2565 TRL เริ่มจากการให้บริการลูกค้าในกลุ่มธุรกิจ Express เพียงไม่กี่ราย ใช้เวลาขยายการเติบโตเรื่อยมาอย่างก้าวกระโดดใน 2-3 ปีถัดมา ซึ่งเข้าสู่การให้บริการคลังสินค้า
จนกระทั่งปัจจุบัน TRL โฟกัสใน Domestic Supply Chain (กระบวนการขนส่ง ตั้งแต่ต้นน้ำ - ยันปลายน้ำ) ตั้งแต่ กระบวนการจัดเก็บ (ให้บริหารดูแลสินค้า ด้วยการบริหารจัดการคลังสินค้า) ทำการขนส่ง -กระจายสินค้า ไปยังผู้แทนจำหน่าย นอกจากนี้ยังกล่าวถึงแนวทางการเติบโตในปีหน้า (ปี 2569) ซึ่งมุ่งโฟกัสขยายการให้บริการจัดการขนส่งไปยังทั่วทุกภูมิภาค (ทั่วประเทศ) ให้ได้ 30% ต่อปี
มุ่งเน้นการร่วมกันแก้ปัญหา จัดหาแนวทาง Solution ให้ตอบโจทย์กับความต้องการของลูกค้า โดยมีเป้าหมายการทำงานร่วมกับซัพพลายเออร์ที่พร้อมจะจับมือเติบโตในธุรกิจขนส่งไปด้วยกัน
กลยุทธ์ในปี 2569
1. การมุ่งเน้นที่กำไรและการขยายฐานลูกค้า
เป้าหมายหลักคือการ โฟกัสที่กำไร (Profit Focus) ซึ่งการดำเนินการดังกล่าวจะนำไปสู่ผลประกอบการที่ดีขึ้น โดยยังเชื่อว่าการมุ่งเน้นไปที่การ ดูแลและขยายฐานลูกค้าเก่า นั้นเป็นสิ่งที่ทำได้ง่ายกว่า เพราะลูกค้ากลุ่มนี้มีความเข้าใจและคุ้นเคยกับรูปแบบการให้บริการอยู่แล้ว
2. การสร้างความร่วมมือจากพันธมิตรที่มีความเชี่ยวชาญเฉพาะทาง
การร่วมมือกับพันธมิตรที่มีความเชี่ยวชาญพิเศษ (Specialization) ในภูมิภาคต่างๆ เพื่อให้สามารถกำหนดกลยุทธ์ในการประมูลและรับงานได้อย่างมีประสิทธิภาพ เมื่อได้รับงานในภูมิภาคนั้น ๆ ก็จะสามารถประสานงานกับพันธมิตรที่มีความถนัดในพื้นที่นั้นได้ทันที ปัจจุบันบริษัทเริ่มขยายขอบเขตการทำงานไปยังภูมิภาคต่าง ๆ ทั่วประเทศมากขึ้น เช่น ภาคเหนือ ภาคใต้
3. การขยายขีดความสามารถในการให้บริการ
บริษัทต้องการพันธมิตรที่มีศักยภาพในด้านต่าง ๆ เพื่อรองรับงานที่หลากหลาย
ความหลากหลายของประเภทรถ (Truck Type) เพื่อให้สามารถรับงานได้ทุกรูปแบบ
การมี Hub and Spoke การมีจุดศูนย์กลางและเครือข่ายย่อยจะช่วยให้สามารถขายงานแบบ LTL (Less-than-Truckload) หรือการขนส่งสินค้าขนาดเล็ก เช่น ขายส่งเป็นกล่อง เป็นพัสดุ ซึ่งรวมถึงการมีแรงงานที่พร้อมรองรับงานดังกล่าวด้วย
4. การยกระดับคุณภาพบริการ
บริษัทเน้นย้ำถึงความสำคัญของ คุณภาพการบริการ (Service Quality) โดยต้องการเป็นผู้ให้บริการที่ลูกค้าไว้ใจได้ พนักงานขับรถของทั้งบริษัทและของพันธมิตรเองถือเป็น ด่านหน้า ที่ต้องให้การบริการที่มีคุณภาพ เพราะการบริการที่ดีจะเป็นสิ่งที่ทำให้ลูกค้าพึงพอใจและให้โอกาสในการทำงานอื่น ๆ ต่อไปในอนาคต โดยเฉพาะอย่างยิ่งการ ช่วยลูกค้าแก้ไขปัญหา ซึ่งเป็นสิ่งที่ลูกค้าต้องการเป็นอย่างมาก
ขณะเดียวกันภายในงานยังมีการจัดเวทีเสวนาแลกเปลี่ยนเรียนรู้ระหว่างผู้ประกอบการขนส่ง ในหัวข้อ “AI For Logistics” โดยได้รับเกียรติจากวิทยากรผู้เชี่ยวชาญจากทั้งบริษัท 4 พันธมิตร ได้แก่ คุณสุธิดา ประเสริฐบดินทร์ General Manager ศูนย์บริการยาง บริษัท เตียฮ่งซิน จำกัด และคณะกรรรมการสายงานโลจิสติกส์และซัพพลายเชน สายงานอาเซียนและโลจิสติกส์ สภาอุตสาหกรรมแห่งประเทศไทย
คุณพัชรพล คะเชสนันท์ รองผู้จัดการทั่วไป บริษัท ตรีเพชรอีซูซุเซลส์ จำกัด (ในนาม บริษัท อีซูซุสงวนไทยกรุงเทพ จำกัด), คุณชัยวัฒน์ สุทธิ กรรมการผู้จัดการ บริษัท สมาร์ท โลจิสติกส์ เทคโนโลยี จำกัด และ คุณกัญญารัตน์ ทวีศุภพงษ์ Business Development Executives บริษัท ฟอร์เวิร์ด อินไซท์ ดำเนินรายการโดย คุณธนาวิทย์ วรรณวิจิตร Managing Director บริษัท ไทยรัฐ โลจิสติคส์ จำกัด
AI คือ "เครื่องมือ" ไม่ใช่ "ตัวแทน" มนุษย์
ซึ่งทุกท่านเห็นตรงกันว่า AI คือเครื่องมือ ที่เข้ามาช่วยให้การทำงานมีประสิทธิภาพมากขึ้น และลดขั้นตอนที่ผิดพลาดซ้ำ ๆ แต่ไม่สามารถแทนที่มนุษย์ได้ 100% โดยเฉพาะในธุรกิจที่เน้นการให้บริการ การใช้ AI ควรเน้นไปที่การลดต้นทุนและเพิ่มประสิทธิภาพการทำงานให้คนไปทำในส่วนงานที่สร้างคุณค่ามากกว่า
คุณสุธิดา ประเสริฐบดินทร์ General Manager ศูนย์บริการยาง บริษัท เตียฮ่งซิน จำกัด และคณะกรรรมการสายงานโลจิสติกส์และ ซัพพลายเชน สายงานอาเซียนและโลจิสติกส์ สภาอุตสาหกรรมแห่งประเทศไทย เน้นย้ำว่า AI จะฉลาดได้ต้องมีข้อมูล (Data) ที่ถูกต้องและพร้อมใช้งาน เนื่องจาก AI ทำหน้าที่ประมวลผลข้อมูลเพื่อมอบโซลูชันที่ดีที่สุด
พร้อมชี้ให้เห็นว่า “ยาง” เป็นหนึ่งในต้นทุนก้อนใหญ่รองจากน้ำมันและค่าซ่อมบำรุง โดยเน้นการให้บริการ Tire Solution และใช้การวัดผลด้วย Cost Per Kilometer (CPK)
การวิเคราะห์ยาง: ให้คำปรึกษาในการเลือกใช้ยางให้เหมาะสมกับลักษณะการวิ่งงานจริง (ระยะใกล้/ไกล/พื้นที่เฉพาะ)
Digital Tire Management: ใช้เครื่องมือดิจิทัลในการวัดความลึกดอกยางและแรงดันลมยางแบบเรียลไทม์ ทำให้สามารถ Predictive Maintenance ได้อย่างแม่นยำ ระบบจะแจ้งเตือนทันทีเมื่อยางมีความผิดปกติ
การลดต้นทุนด้วยลมยาง: การดูแลให้แรงดันลมยางถูกต้องตามกำหนดเพียงอย่างเดียว สามารถช่วยยืดอายุการใช้งานของยางได้ยาวนานขึ้นถึง 20%
ความยั่งยืน: สนับสนุนการใช้ยางหล่อดอก/เซาะร่องเพื่อยืดอายุการใช้งานยาง ลดปริมาณขยะ และตอบโจทย์ด้านความยั่งยืน (Sustainability)
คุณพัชรพล คะเชสนันท์ รองผู้จัดการทั่วไป บริษัท ตรีเพชรอีซูซุเซลส์ จำกัด (ในนาม บริษัท อีซูซุสงวนไทยกรุงเทพ จำกัด) ย้ำว่าผู้ประกอบการควรให้
