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Thailand’s New Sexual Law: Simple Guide for Workplace (2026)

  • รูปภาพนักเขียน: Rohan Jain
    Rohan Jain
  • 19 ม.ค.
  • ยาว 4 นาที
Blue neon shield with icons: speech bubbles, eye, clock, graph, scales. Text: Thailand's New Sexual Law 2026. City skyline backdrop.
Thailand’s New Sexual Law: Simple Guide for Work 2026

Thailand's sexual harassment law in 2026 is about safety in the Thai workplace that has changed a lot over time. With the new Penal Code Amendment No. 30, sexual harassment is not just breaking company rules anymore. It is now a criminal offence.


For business leaders, HR professionals, and every team member, this is a big change. You cannot handle these problems just by talking in the office anymore. The new legal framework is strict. It has heavier punishments and covers the online world too.


This guide explains the new law in simple terms. It tells you why every company in Thailand must update its rules now to ensure compliance and protect employees.



1. From Bad Behavior to Crime: The New Law


Blue digital illustration of chat bubbles and security symbols split by a glowing line. Text: "From Bad Behavior to Crime, Thailand's New Sexual Law Explained."
From Bad Behavior to Crime: The New Law

Before, sexual harassment was often treated as a small issue under the Labour Protection Act. Now, the new Penal Code Amendment No. 30 changes everything. It was published in the Royal Gazette as Act 30 B.E. 2568 (2025). This law gives a very clear definition of harassment.


The Big Change:

The law says that acts causing "sexual annoyance," distress, or fear or a sense of danger are crimes. This applies even if there is no touching. This changes work environments completely.


It bans:

  • Verbal Harassment: Dirty jokes, comments on how someone looks, or personal questions.

  • Visual Harassment: Rude hand signs or showing dirty pictures.

  • Mental Impact: The law treats bad harassment like a workplace injury. It hurts mental health. Victims might need sick leave or a doctor.


The Result: Offenders can go to jail or pay big fines. HR cannot just give a warning letter anymore. Serious cases might need the police.



2. The Digital Trap: Online Platforms


Digital interface with chat bubbles and icons, glowing blue in a city backdrop. Text reads: "THE DIGITAL TRAP - Online Platforms Are Now Covered by Law."
The Digital Trap: Online Platforms

Work in 2026 is hybrid. This means harassment happens online too. The new law covers social media platforms and online platforms.


If someone sends unwanted messages on LINE, posts rude comments on Facebook, or sends bad photos via AirDrop, it is a crime. It is just as serious as doing it in person.


Digital Takedown Obligations:

You know how platforms remove copyright infringing music or videos? Now, they must do the same for harassment. The law creates digital takedown obligations. This means if you get a report, you must act fast.


  • Employer Liability: If harassment happens on company apps (like Slack or Microsoft Teams), the company has a legal requirement to remove it. If you do not issue takedown notices to remove the content, the company could be in trouble too.



3. Rules Beyond the Office: Working Hours


ออฟฟิศในวงกลมไฟนีออน สภาพแวดล้อมเป็นงานและสันทนาการ มีข้อความ "RULES BEYOND THE OFFICE" ฉากหลังท้องฟ้ายามค่ำคืน
Rules Beyond the Office: Working Hours

The new law says employer liability goes beyond the normal office day.


  • Working Hours and After Work: If harassment happens at an office party or on a business trip, it is still work-related. The idea of working conditions now covers the whole relationship, not just time at a desk.

  • Sick Leave and Help: Victims may need to take sick leave to recover from stress. HR must handle this carefully. You must ensure this does not hurt their job review.

  • 30 Days to Act: Best practices say companies should try to solve internal issues within 30 days. This shows you are trying to do the right thing and follow the law.



4. Do and Don't: A Simple Checklist


Here is a quick guide to health and safety rules.

DO ✅

DON'T ❌

DO update your handbook. Mention Penal Code Amendment No. 30.

DON'T use old rules. You must say sexual harassment is a criminal offence.

DO treat phone screenshots as real legal proof.

DON'T think social media platforms are "private" if they involve coworkers.

DO remove bad content from company chats right away.

DON'T wait for the police to tell you to delete a harassing photo from Teams.

DO ask a lawyer before you sign any agreements.

DON'T use NDAs to silence victims. This is risky and might break the law.


5. Action Plan: What HR Must Do Today


HR Action Plan: Neon-lit digital display with icons for Policy, Safety, and Systems over a city skyline. Text reads "What Must Be Done Today."
Action Plan: What HR Must Do Today

To meet HR compliance Thailand standards in 2026, businesses must do three things now:


  1. Rewrite the Handbook: Write down the new law and the Labour Protection Act. Say clearly that verbal, visual, and digital acts are banned.

  2. Create Safe Reporting: Make a way to report problems without talking to a boss. A team member must feel safe to speak up.

  3. Check Digital Tools: Make rules about online harassment laws. Tell staff that company chats are watched to protect employees and keep workplace safety high.



Conclusion on Thailand’s New Sexual Law


Thailand’s new sexual harassment law is a wake-up call. It demands respect in the office. For employers, this is part of good corporate governance. A safe workplace is a happy workplace. By following Amendment No. 30, you protect your staff and your company's future.



Partnering with Hyperwork Recruitment


A safe workplace starts with hiring good people.

At Hyperwork Recruitment, we look for honesty. We check more than just skills; we check if a person is kind and professional. Do you need a new HR Manager to handle these laws? Or do you need a respectful team? We help you build a workforce you can trust. Contact us today to help with your hiring needs.




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