In Thailand, Section 70 of the Labour Protection Act, B.E.

2541 (1998) provides that where basic pay is

calculated on a monthly, daily, or hourly basis or for any duration not more than one month or on the
basis of output, payment shall be made at least once a month, unless otherwise agreed upon by the
employer and employee. As regards deductions, there is greater specificity in that Section 76 of the
Labour Protection Act limits the deductions to specific purposes such as income-tax, contribution to
labour union, payment of debt to a savings account, compensation to employer due to wilful act or
gross negligence of the employee, with the consent of employee or an employee contribution to the
Employee Welfare Fund. There are strict upper limits on the amount of deduction: in each case – it
should not exceed 10 per cent and, in the aggregate, one-fifth of the money the employee is entitled to
receive in that month. Compensation is payable by the employee for loss caused by a wilful act or gross
negligence, but is subject to consent by the employee as well as to the upper limit on deductions.

As noted above, the Indian law on wages are not applicable universally although there is an enabling
provision to expand progressively the coverage of establishments. Furthermore, only the employees
getting wages less than a ceiling (Rs 24,000 at present) are covered. The laws of comparator countries
generally cover not only wages but a number of other aspects of labour and employment as well.
Generally, all wage earners are covered although there are some specific exclusions. These countries
follow a negative list approach while the general pattern in India, including in the Payment of Wages Act,
1936, is to follow a positive list approac