As an expat working in Thailand, I am frequently approached by employers who are keen to purchase my consultancy services and extend suspension periods in their companies. I have recently analysed these requests and suggested a number of ways that employers can reduce the risk of expat retention. Most of these requests come KW thailand from large companies that have employees on high numbers and many are now employing staff from overseas. The high numbers of these companies means that employers are particularly anxious to maintain an effective suspension policy and there are some real concerns that this could damage Thailand’s image as a country that is financially stable and friendly to foreigners. The approach adopted by employers is to firstly request an explanation of a particular employee’s suspension and then attempt to re-engage them by offering an extended leave of absence or a cash replacement. Unfortunately, this approach does not work for all suspended employees. For example, it is not uncommon for employers to ask their foreign staff to return after a few days so they can assess whether they have learnt any lessons and adjust the way they operate so as to avoid a repeat of the same mistakes. It is not uncommon for employers to use the same approach when replacing staff who have been suspended for a lengthier period. If this was the approach taken by your company, you should contact the Ministry of Foreign Affairs to advise on your rights under the law and advice on selecting a business continuity policy that meets your business needs. One policy that I would suggest to employers is to allow the suspension of an employee for up to 14 days so they can assess whether there is any cause for concern. There is a common misconception that immediate dismissal due to negligence or bad performance is automatic but that is not true. Employers need to take into account a number of factors before deciding to dismiss an employee. An example could be if a Japanese automaker wanted to know whether a foreign staff member had returned from Thailand. If the company determined that the individual did indeed return voluntarily then they would be within their rights to immediately sack the individual. The second part of the decision to suspend an employee relates to the amount of notice that has been provided with regards to the potential suspension. If a car industry group that your company belongs to is aware of the potential suspension then they would likely ask you for further information and documentation. The length of time that the suspension will last is one of the most important factors and it is also a sign of the business integrity of the company. If a car industry group finds that your company suspends regular employees without warning them of the potential suspension they may think that you are lax in your security procedures or lax in your attitude to managing risk. There have been many instances where companies have been found to have failed to suspend employees who were responsible for serious accidents. These incidents have caused the suspension of thousands of people and have resulted in legal suits being filed against the company. A major car industry association has previously stated that if their members fail to carry out these checks regularly that the association would consider the company to be negligent in its standards. Failure to comply with the law can result in heavy fines being assigned to the company and in some cases the removal of license plates from the car industry in Thailand. By keeping a watchful eye on the operation of your company and implementing stringent guidelines when it comes to hiring and firing employees, you can avoid the risks associated with irresponsible and negligent hiring and firing practices. Employing strict employee hiring and firing policies can help you to make sure that only the most responsible people remain in your employ. Suspensions in Thailand are one way that you can make sure that you staff stay disciplined.