LEGAL MEASURES CONCERNING THE EMPLOYER'S COUNCIL FOR SMES IN PROMOTING THE QUALITY OF LIFE OF THAI LABOR THROUGH THE APPLICATION OF BUDDHADHAMMA

Abstract

This research article aimed to: 1. study the problems and obstacles associated with legal measures concerning the SME Employers’ Council in promoting the quality of life of Thai workers; 2. examine the concepts and theories related to legal measures concerning the SME Employers’ Council for promoting workers’ quality of life in Thailand and other countries; and 3. propose legal measures concerning the SME Employers’ Council for promoting the quality of life of Thai workers through the application of Buddhist principles. This study employed a qualitative research design comprising documentary research on relevant laws, international labour standards, and Buddhist scriptures, together with field research through in-depth interviews with 17 purposively selected key informants. The informants represented five groups of experts: legal scholars, Buddhist scholars, executives from the Ministry of Labour, executives from the Employers’ Confederation of Thai SMEs, and small and medium-sized enterprise (SME) operators. Data were analyzed using content analysis and presented through descriptive analysis.

The findings revealed that 1. Workers in small and medium-sized enterprises commonly face unfair compensation, employment insecurity, and limited access to skill development opportunities. These problems arise partly because existing labour laws adopt a “one-size-fits-all” approach that does not adequately reflect the contexts and structural constraints of small businesses. 2. Regarding concepts and theories underlying legal measures, such measures should be grounded in international labour standards of the International Labour Organization (ILO) and the concept of Decent Work; and 3. The proposed legal measures integrated the Buddhist principle of the Six Directions (Disa 6) through the SME-LIFE Model, comprising five key measures: fair employment; proactive health and welfare; sharing and morale building; mental well-being and adequate rest; and career advancement and good governance. The model seeks to transform employer–employee relations beyond mere compliance with legal duties toward relationships grounded in kalyanamittata (spiritual friendship), thereby promoting sustainability and achieving tangible improvements in the quality of life of Thai workers.