⚖️ Compensation has been paid. Why can you still be sued again?

Because compensation for unjust conduct is a different right. The employee has already accepted compensation and can also apply to the Labour Relations Board.

Many companies think that full legal pay = close the door to all lawsuits, but the most recent Supreme Court judgment is clear that it is not. Read it to the end and know where to be particularly careful.

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📌 The story of this case.

Four Mien employees work with a company. Employers usually renew their work permits every three months.

Later, this group of employees jointly signed a demand for a change in employment conditions, which was later agreed.

But by the next round of work permits, the employer is not continuing to free the employee by default.

Cor.

⚖️, employees fight two routes at once.

1️⃣ filed with the Labour Relations Board for dismissal because of support for the claim.

2️⃣, apply to the labor inspector. Call for compensation and wages instead of notice.

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🛡️ What do employers fight?

Employers fight that when an employee receives compensation according to the labor inspection order, it is considered to be entitled to that right and not to return to work. It is a redundant exercise.

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👨‍⚖️ How did the Supreme Court rule?

▪️ is not a redundancy, because the Labour Protection Act 1998 and the Labour Relations Act 1975 are different laws, different purposes and remedies.

▪️ Receiving compensation does not mean that the employee waives the right to claim damages for unfair acts.

▪️, the Supreme Court agreed with the Court of Appeal that employees have the right to sue, and let the District 6 Labor Court consider whether not to renew a work permit constitutes an unfair act.

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📋 Instructions for Employers and HR

1️⃣ High-risk indirect dismissal - Failure to renew a work permit for an alien employee or not to renew a contract in a bullying manner because the employee collects a claim can be interpreted as an unfair act.

2️⃣ end pay doesn't mean end everything - unfair action damages are a separate right that employees can still call.

3️⃣ Be careful of the range of employment condition agreements - group employee protection laws involving the filing of special claims. Any action must have a clear and provable business reason.

4️⃣ Prepare documentary evidence - there should be proof of performance evaluation or strong economic necessity reasons to prove to the court that it is not an employee removal plan.

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👉 This material is general information, not case-specific legal counsel.

Reference Source: Supreme Court Judgment No. 3110-3113 / 2567

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💡 good evidence, starting with daily records.

From this case, what helps employers the most is evidence that the decision is reasonable, not bullying.

Entry-out data, late-coming statistics, absenteeism, and backward pay history are databases that HR immediately uses when it comes to clarifying. Having a backward-checking time record system reduces the risk of the day of the dispute.

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# Unfair act # Dismissal compensation # Labour law # HR # Fingerprint scanner