Sexual Harassment at Work in Thailand: Reporting and Legal Options
Workplace sexual harassment is not something to endure to keep a job; the law provides channels inside and outside the organisation
Chaiyaphum Office · Nationwide Thailand
For example, repeated messages, remarks, or conduct from a supervisor or colleague that create discomfort, with exclusion following your refusal
Who This Page Is For
- Employees or professionals experiencing sexual harassment
- Witnesses unsure how to help
- Those fearing career consequences of complaining
Common Concerns and Practical Responses
I fear career damage, so I hesitate to complain
Labour law penalises employers who fail to address harassment and those who retaliate against complainants; keeping evidence first lets you decide when ready
My company has no internal channel
External complaint — to the area labour-protection office — is provided by law and does not depend on company channels
Does this conduct amount to a crime?
Some conduct may be a criminal offence, such as indecency or sexual harassment under statutory conditions; other cases are purely labour-rights violations — correct classification matters
What You Can Do Yourself
- Record every incident — date, time, place, witnesses, screenshots
- Check organisational policy and complaint channels
- If unsafe or unaddressed, complain to the area labour-protection office
- Consult on rights and the route fitting your situation
Where a Lawyer Can Help
- Classifying the conduct under labour and criminal law
- Preparing complaints and supporting evidence
- Legal action when the organisation fails to respond appropriately
Common Concerns Before Deciding
Will I be targeted at work after complaining?
Retaliation against complainants is prohibited; if it occurs, it is further actionable grounds
Am I protected as an intern or applicant?
Protections extend to applicants and trainees under certain conditions — case-by-case review is needed
There are only spoken words, nothing in writing. Can I act?
Your contemporaneous notes and witness corroboration have value — the closer to the incident, the better
Frequently Asked Questions
Does Thai law oblige employers on sexual harassment?
Labour-protection law imposes duties on employers to prevent and address workplace sexual harassment, with penalties for breach
Where do I complain, and with what?
File with the area Labour Welfare and Protection Office, with your incident log, communications evidence, and witnesses
Must I keep working in the same role during the complaint?
Circumstances differ; temporary adjustments can be sought as appropriate
Evidence-First Criminal Complaint Preparation
Our working approach: the facts, documents, and available evidence are reviewed first, so that the proposed complaint strategy fits the law and the evidence of each matter. This is a working method, not a promise of outcomes.
Responsibility and Working Procedure
Provides legal services and handles engagements within the framework of the legal profession, giving consideration to the issues and facts of each matter
View lawyer profile ↗Before Engaging Us, Please Note
- An initial inquiry begins with the type of matter and the date of the incident
- A preliminary opinion may require additional documents before a course of action can be proposed
- Scope of work, fees, and timeline are put in writing before work begins
- The firm does not guarantee case outcomes or investigation results, which depend on the facts and the lawful discretion of the authorities
Related Pages: Criminal Complaint Assistance · Criminal Defense & Litigation · Our Lawyers · Contact