Hi, trying to make it short. Please just imagine: You were working for an agency at any specific school in the Isan for two years.

You've got a new work permit, produced by documents from the agency and the visa documents issued by the school signed by the director.

Imagine you're holding the original contract in Thai. Visa and work permit issued until end of March 2011.

Imagine you'll find out that the agency could not renew their contract with the school, because another agency is in.

One day before the school started, only given a note through a phone call, no written statement, or cancellation.

And of course, it's just too late to find another job in this province.

Now being unemployed, but having a contract, wouldn't that mean to have the right to see the labor office at the city

hall to receive at least a three months salary, because it wasn't your fault that something went wrong.

Again, just using your imagination, what would you do being in a situation like that? It's not about harming people,

neither the agency, nor the school. I'd deeply appreciate your opinion regarding such an imaginary situation.

It's just to set an example. Thanks a lot in advance. Greetings from buffalo town.

Talk first to your employer about compensation or if they will find another job for you. if that is not succesful, talk to the labour office as they don't honur your contract.

If you are on an extension of stay based on employement, the day you get fired is the day you have to leave the country or go to immigraiton for a 7 day extension.

u can imagine that you

have the right

but u don't

u r a farang in thailand

u can imagine that you

have the right

but u don't

u r a farang in thailand

Even farlangs have rights under labor law. Thanks for your help.

Yes, (local) Foreigners working within a legal setting come under the same labor code. Since a contract (assumingly with fixed period) was established there should be a compensation. However there is not enough information in this scenario to decide on the details. As Mario mentions, 1st step is to secure an extension, 2nd step negotiations with the ex-employer, if no success escalate to labor court for ruling.