The maidthailand.com Employer Code of Conduct

This is the standard we ask every employer who uses our concierge to commit to. It is the floor, not the ceiling: Thai labour law, plus the practical things experience tells us most prevent the working relationship from breaking down.

The commitments

1. I will issue a written employment contract to my worker before she starts, in a language she reads. MR 15 requires a written contract for domestic workers.
2. I will pay at or above the provincial daily minimum wage in cash, on time, into the worker's own bank account. In Bangkok the minimum is ฿400 per day, and since 30 April 2024 the minimum wage applies to domestic workers. Room, food and utilities are on top of the cash wage, not deducted from it.
3. I will not hold my worker's passport or other personal documents. Holding a worker's identity documents to control her is wrong, and can expose an employer to serious criminal liability. The documents are hers.
4. I will respect the rest day, public holidays, sick leave and annual leave set out in MR 15: at least one full rest day each week, at least 13 paid public holidays a year, up to 30 paid sick days a year, and at least 6 paid annual-leave days after one full year of work.
5. I will not charge or deduct broker, training, or recruitment fees from my worker. Under the Royal Ordinance on the Management of Employment of Foreign Workers B.E. 2560 (Section 49), a migrant worker may only be charged for their passport, medical check and work-permit fees at fixed government rates. If an agency proposes anything beyond that, I will refuse and tell them it is unlawful.
6. I will meet my obligations as employer of record, keeping written records of every wage payment and filing any immigration and tax reporting the law requires of me as her employer.
7. If the relationship ends, I will follow the MR 15 termination rules: one wage-cycle notice, final pay (including any untaken annual leave) within three days of the last working day, and a written work-experience certificate she can take to her next employer.

Where an introduction is made under this Code, we provide a one-page bilingual summary of these points in the worker's first language at the time of the concierge introduction.

We are not aware of any agency or employer that has yet formally signed this Code. It is the commitment we ask of people who use our concierge, and the basis on which we make introductions, rather than a register of signatories. We do not claim any third-party endorsement of this document.