Thai – 2nd – Equality
| Chapter 3 3.1 Action Plan on Labour 3.1.5 Action Plan and Indicators Duty of State |
| No. | Issue | Connections to UNGPs | Project/activity | Responsible Agencies | Time frame (2023-2027) | Indicators | In Compliance with National Strategy / 13th National Economic and Social Development Plan / SDGs/ UNGPs. |
| 2 | Amendments to laws, regulations, policies and related measures | 1 ,3 | 2.5 Consider amending the social security system and the law by considering (1) Improving the conditions and benefits of the insured, (2) Having tripartite participation in Social Security Fund management (3) Access to funds by all types of workers equally, especially informal workers. (4) Provide protection for retired employees (5) Compliance with the principles of the ILO* (6) Elimination of obstacles in operations and practices regarding access to funds, such as advance payment charges. | Main Agencies – Ministry of Labour | 2023-2027 | – Review/amend the laws, regulations, policies and related measures | – National Strategy on Human Resource Development and Empowerment – National Strategy on Creating Opportunities and Social Equality – 13th National Economic and Social Development Plan, Milestone 9 – SDG 3, 8, 9 – UNGPs Article 1, 3, 4, 5, 7 |
| 5 | Labour Protection | 1, 3 | 5.1 Training and providing knowledge about complaint channels, consultation, receiving support, rights and duties according to the Labour Protection law, labour rights (covering issues such as employment contracts, termination of employment, wages, overtime pay, holidays, leave, child labour, occupational safety, benefits, etc.), gender diversity, the Gender Equality Act 2015 and mechanisms within the act and guaranteed by domestic and international law, as well as UNGPs, to business operators and Thai and migrant workers. In addition, develop a manual to disseminate such knowledge in a language that such workers can easily understand.* | Main Agencies – Ministry of Justice (Office of the Justice Fund / Rights and Liberties Protection Department / Department of Special Investigation) – Ministry of Labour , supporting agency – Ministry of Social Development and Human Security (Department of Women’s Affairs and Family Development) | 2023-2027 | – Number of training sessions/trainees – Number of media published – Assessment of knowledge and understanding after the training | – National Strategy for Creating Opportunities and Social Equity – The National Strategy on Public Sector Rebalancing and Development -The 13th National Economic and Social Development Plan, Milestone 9 – SDG 8, 10 – UNGPs Article 1, 3, 4, 5, 7 |
| 6 | Eliminating discrimination, harassment and non-access to equal labour benefits | 1 | 6.1 Develop a system for collecting data/collecting statistics on labour rights violations, as well as discrimination against vulnerable workers and non-access to equal benefits in the business sector, to facilitate policy analysis. | Main Agencies – Ministry of Labour | 2023-2027 | – Develop a system for collecting data/collecting statistics on labour rights violations – Number of data, statistics, and annual reports | – The National Strategy on Public Sector Rebalancing and Development – The 13th National Economic and Social Development Plan, Milestone 8 – SDG 8, 10 – UNGPs Article 3, 4, 5, 7 |
| 6 | Eliminating discrimination, harassment and non-access to equal labour benefits | 1 | 6.2 Determine measures for the protection of rights of vulnerable workers that might face discrimination, such as female workers, ethnic groups, stateless persons, refugees, migrants, migrant workers, especially in the agricultural and fisheries sectors, seasonal workers, domestic workers, LGBT+ people, people living with HIV/AIDS, the elderly, former inmates/inmates; by using various measures such as promoting the employment of these workers, creating an understanding, reducing bias and stigma against certain occupations Organising the awareness-building activities for the public to reduce prejudice and stigma toward the vulnerable worker group and the adoption of the National Guideline on the Prevention and Management of HIV/AIDS in the Workplace.* | Main Agencies – Ministry of Social Development and Human Security – Ministry of Labour – Office of the National Security Council Supporting Agencies – Ministry of Public Health | 2023-2027 | – Development of protective measures for vulnerable worker group: – Number or channels of communication/media for promoting equality – Number of awareness-building activities for the general public – Number of the general public accessing knowledge resources | – National Strategy for Creating Opportunities and Social Equality -The National Strategy on Public Sector Rebalancing and Development – The 13th National Economic and Social Development Plan, Milestone 8, 9 – SDG 5, 8, 10 – UNGPs Article 1, 3, 4, 5, 7 |
| 6 | Eliminating discrimination, harassment and non-access to equal labour benefits | 1 | 6.3 Promote jobs and employment for persons with disabilities in the workplace and in public sectors, as well as improving the efficiency of the Fund for Promotion and Development of Life Quality of Disabled Persons.* | – Main Agencies – Ministry of Social Development (Department of Empowerment of Persons With Disabilities Human Security) – Ministry of Labour | 2023-2027 | – Number of person with disabilities who have received empowerment and vocational development. – Number of person with disabilities who have accessed loan funds. – Empowerment of persons with disabilities. – Number of nationwide establishments complying with the law as stipulated in section 33, 34, and 35 of the Person with Disabilities Empowerment Act, B.E. 2550 (2007), and the Amendment No. 2, B.E. 2556 (2013). – Number of person with disabilities who have been facilitated in receiving employment within government agencies. – Percentage of person with disabilities who have been given support in occupation or engaged in a profession, not less than 60%. | – The 13th National Economic and Social Development Plan, Milestone 9 – SDG 5, 8, and 10 – UNGPs Article 1, 3, 4, 5, 7 |
| 6 | Eliminating discrimination, harassment and non-access to equal labour benefits | 1 | 6.4 Disseminate knowledge and understanding about gender equality, gender balance, and prevention of gender-based harassment and workplace violence* including the UN Standards of Conduct for Business: Tackling Discrimination against LGBTI People, which address eliminating practices of discrimination against gender diversity in the private sector | Main Agencies – Ministry of Social Development and Human Security (Department of Women’s Affairs and Family Development) – Ministry of Justice (Rights Protection and Liberties Department) Supporting Agencies – Ministry of Justice – Ministry of Labour – Ministry of Education | 2023-2027 | – Number of channels/media/ public communication activities promoting knowledge and understanding of gender equality and preventing sexual harassment and violence at the workplace – Number of trainees – Number of business operators participating in Thai labour standards and being encouraged to make declarations, announcements and policies to prevent sexual harassment. | – National Strategy for Creating Opportunities and Social Equality – The 13th National Economic and Social Development Plan, Milestone 12 – SDG 5, 10, 12 – UNGPs Article 1, 3, 4, 5, 7 |
| 13 | Remedies | 1,3 | 13.2 Study the feasibility of establishing a fund to help victims of workplace discrimination or harassment.* | Main Agencies – Ministry of Human Security Development (Department of Women’s Affairs and Family Development) | 2023-2027 | – Study the possibility of establishing a fund to remedy victims of discrimination or sexual harassment in the workplace – Number of victims that the Commission of the Act identified and wish to receive remedies | – The National Strategy on Public Sector Rebalancing and Development – 13th National Economic and Social Development Plan, Milestone 9 – SDG 5, 8 – UNGPs Article 1, 3, 4, 5, 7 |
| Corporate Responsibility 2. Elimination of workplace discrimination 2.1.State enterprises and the business sector should specify measures and policies to show the intention of supporting equal opportunities without discrimination in employment, recruitment, compensation, termination, promotion, and removal of any conditions that cause a negative impact on employees and job seekers as appropriate, regardless of gender, HIV/AIDS infection, disability, age, ethnicity, etc. |
2.3.State enterprises and the business sector should establish measures and policies to prevent sexual harassment in the workplace by considering adoption of the UN Standards of Conduct for Business: Tackling Discrimination against LGBTI People in the workplace.