Employer of Record (EOR) in Vietnam: 2026 Guide
Hiring in Vietnam: Introduction to Employer of Record (EOR)
Expanding into Vietnam is a hot topic at the moment, and a profitable option as well. It also means navigating a distinct set of employment laws, payroll obligations, and compliance requirements, all without an established local presence. An Employer of Record (EOR) lets companies hire staff in Vietnam quickly and legally, handling payroll, employment contracts, and tax filings without the need to set up a local entity.
In this guide, you’ll learn how EOR services in Vietnam simplify compliant hiring and why this model is one of the fastest, most cost-effective routes to building a team in one of Southeast Asia’s most dynamic growth markets.
🇻🇳 Vietnam at a Glance – Hiring & EOR Overview
EOR vs. Legal Entity in Vietnam: Which Hiring Model Is Right for You?
Choosing between an Employer of Record (EOR) and setting up a legal entity in Vietnam depends on your timeline, headcount goals, and long-term commitment to the market. Both models have distinct advantages — and real trade-offs. The comparison below breaks down the key differences to help you decide which approach best fits your Vietnam expansion strategy.
| Factor | Employer of Record (EOR) | Setting Up a Legal Entity in Vietnam |
|---|---|---|
| Setup Time | ✅ Fast launch, often 1 to 2 weeks | ❌ Typically 2 to 3 months for Investment (IRC) and Enterprise (ERC) registration |
| Initial Cost | ✅ Low, service fee plus employee costs | ❌ Higher, including charter capital, office lease requirements, and legal setup fees |
| Ongoing Cost | ✅ Predictable monthly EOR pricing | ❌ Variable; involves tax filings, Chief Accountant costs, and statutory insurance (SHUI) |
| Complexity | ✅ Simple, EOR runs contracts, payroll, and HR admin | ❌ Higher, you manage Vietnamese payroll, tax, and the 2019 Labor Code compliance |
| Control Over Operations | ✅ You direct day to day work, EOR is legal employer | ❌ Full legal responsibility; requires a Vietnam-based Resident Representative |
| Compliance Management | ✅ EOR handles employment compliance and filings | ❌ Must be handled internally or via local tax and legal advisers |
| Scalability | ✅ Easy to scale hiring up or down | ❌ Slower, license amendments are often required for significant changes |
| Local Expertise Required | ✅ None, local HR and legal support included | ❌ Significant, you need local legal, payroll, and HR capacity for Vietnam |
| Risk | ✅ Employment admin risk sits mainly with the EOR | ❌ Company carries full liability for compliance and local tax audits |
| Best For | ✅ Fast hiring, market entry, and lean teams | ❌ Long-term presence and large-scale manufacturing or operations |
Why Use an Employer of Record to Hire in Vietnam?
Hiring in Vietnam means keeping pace with detailed labor regulations, mandatory payroll contributions, and an evolving compliance landscape — all while operating from abroad. An Employer of Record (EOR) takes on these legal and administrative responsibilities, so your company can hire locally without registering a Vietnamese entity.
With an EOR in place, employees are onboarded in full compliance with Vietnam’s Labor Code, while the provider manages payroll, statutory insurance, and benefits on your behalf. It’s a fast, low-risk way to build a team in Vietnam, whether you’re testing the market or supporting a growing remote workforce.
EOR partners also handle work permits, Personal Income Tax (PIT) filings, and day-to-day HR administration, freeing your internal team to focus on business growth. For a broader look at how this model works, explore our guide on the .
Top Employer of Record (EOR) Providers for Vietnam
Several established Employer of Record companies support compliant hiring across Vietnam, offering local HR expertise and end-to-end workforce management. These providers make it straightforward for international businesses to hire employees in Vietnam while meeting all labor, tax, and payroll obligations.
Leading EOR providers in Vietnam assist with payroll processing, employment contracts, statutory contributions, and ongoing compliance — so your business can operate confidently in one of Southeast Asia’s fastest-growing economies, without the cost or complexity of setting up a local entity.
Multiplier provides a unified Employer of Record and HR operations platform designed to help companies hire, onboard, and pay talent across 150+ countries. It streamlines compliant employment contracts under the Vietnam Labor Code 2019, payroll processing, statutory SHUI contributions, and benefits administration, giving teams a centralized system for expansion in Southeast Asia.
Core Services Offered by Multiplier:
With coverage spanning Europe, APAC, and 150+ global markets including Vietnam, Multiplier supports localized onboarding, compliant payroll execution (including 13th-month salary customaries), and practical guidance so international teams can operate without setting up a local entity.
- ✅ Fast onboarding with clear platform-led workflows
- ✅ Integrated contracts, payroll, compliance, and HR administration
- ✅ Robust support for Vietnam’s social, health, and unemployment insurance (SHUI)
- ✅ Suitable for scale-ups building distributed teams in APAC
Multiplier is a modern, platform-first EOR provider that can reduce the admin load of international hiring, making it a practical fit for companies building teams in Vietnam and across multiple markets.
Aniday is a comprehensive platform combining Employer of Record, PEO, and Headhunting services. It enables businesses to source, hire, and manage talent across Vietnam and 89+ international markets, integrating AI-powered recruitment with full employment compliance without the need for local entities.
Core Services Offered by Aniday:
For Vietnam, Aniday manages mandatory insurance contributions (Social 17.5%, Health 3%, Unemployment 1%) and ensures all contracts strictly adhere to the Vietnamese Labour Code, including expert guidance on probationary periods and statutory benefits.
- ✅ Integrated model with a 40,000+ recruiter network and EOR services
- ✅ AI-powered candidate matching with setup in 1-3 weeks
- ✅ End-to-end support from executive search to ongoing payroll
- ✅ Trusted by 2,000+ companies with a 98% retention rate
Aniday eliminates vendor fragmentation by combining talent sourcing with employment compliance. It is a high-efficiency choice for companies requiring both recruitment and EOR support in Vietnam and across APAC.
Playroll is a modern Employer of Record (EOR) and global payroll platform built to help businesses hire, onboard, and pay employees in Vietnam and 150+ international markets. The platform supports compliant employment contracts, payroll execution, statutory deductions, and HR administration, giving companies a practical way to hire in Vietnam without setting up a local entity.
Key Services Offered by Playroll:
For hiring in Vietnam, Playroll supports compliant onboarding through contracts aligned with the Vietnam Labor Code, payroll administration including SHUI (Social, Health, and Unemployment Insurance) handling, and guidance on local statutory requirements.
- ✅ Compliant onboarding support for employees in Vietnam
- ✅ Centralized payroll and HR workflows with clear documentation
- ✅ Ongoing compliance support and reporting capabilities
- ✅ Strong option for companies scaling international or remote teams
Playroll offers a platform-led EOR solution that can reduce the admin load of international hiring. It can be a practical partner for companies hiring in Vietnam while scaling across multiple markets.
Deel is a widely used Employer of Record (EOR) and global HR platform that helps companies hire, onboard, and manage employees or contractors in 150+ countries without setting up local entities. It centralizes employment contracts, payroll processing, compliance workflows, benefits administration, contractor tools, and mobility support, making it a strong option for distributed teams and international expansion.
Core Services Provided by Deel:
Deel supports market entry across Europe, APAC, Africa, and the Americas through a unified platform that standardizes onboarding, contract management, and payroll execution. For hiring in Vietnam, coverage is typically delivered through in-country infrastructure or vetted local partners, ensuring compliance with the 2019 Labor Code and local social insurance (SHUI) requirements.
- ✅ Strong product suite for EOR, payroll, and contractor hiring in Southeast Asia
- ✅ Efficient onboarding with standardized documentation workflows for Vietnam
- ✅ Useful for multi-country teams that need centralized HR operations
- ✅ Flexible support for employment, contracts, and global mobility
Deel is a platform-led EOR provider with broad country coverage and mature global HR tooling. It can be a strong fit for companies hiring in Vietnam while scaling across multiple markets under a single operational framework.
Papaya Global is an enterprise-focused Employer of Record (EOR) and global payroll platform built for multi-country teams. It enables companies to hire and manage talent across 160+ jurisdictions without setting up local entities, consolidating payroll, statutory compliance, benefits administration, and cross-border payments in one system.
Core Services Provided by Papaya Global:
For companies hiring in Vietnam, Papaya Global can support compliant onboarding and payroll execution through its platform and in-country delivery model. This approach is often used by enterprises that want centralized oversight while keeping employment and payroll aligned with local requirements.
- ✅ EOR, payroll, and compliance coverage across 160+ countries
- ✅ Unified platform for payments, onboarding, and global workforce management
- ✅ Built for enterprises and fast-scaling organizations with multi-country needs
- ✅ Strong option for teams prioritizing automation and centralized payroll visibility
Papaya Global combines enterprise-grade automation with multi-country payroll and compliance infrastructure, making it a strong fit for companies hiring in Vietnam or managing international teams across multiple regions.
Top Employer of Record (EOR) Providers in Vietnam
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How EOR Pricing Works: A Clear Breakdown
Choosing an Employer of Record (EOR) means partnering with a third-party provider that manages payroll, compliance, and employment on your behalf. Understanding how different pricing models work is key to selecting the right fit for your budget and hiring plans.
Below is a straightforward overview of the most common EOR pricing structures and what each means for companies hiring in Vietnam and across Southeast Asia.
💲 Percentage-Based
The EOR charges a percentage of the employee's gross monthly salary in Vietnamese Dong (VND).
- Pros: Simple structure; scales naturally with variable VND compensation.
- Cons: Costly for senior hires with high base salaries and statutory allowances.
📦 Flat Monthly Fee
A fixed monthly fee per employee, regardless of role or salary level.
- Pros: Predictable costs — ideal for managing Vietnam hiring budgets.
- Cons: Less cost-effective for short-term contracts or junior-level staff.
📊 Tiered Pricing
Rates adjust based on salary bands or headcount, with volume discounts applied.
- Pros: Well-suited for scaling teams across Ho Chi Minh City, Hanoi, or Da Nang.
- Cons: Harder to forecast total costs during rapid headcount growth.
⚙️ Custom Pricing
Negotiated rates tailored to volume, scope, and operational complexity.
- Pros: Optimized for enterprise needs and multi-country Southeast Asia coverage including Vietnam.
- Cons: Requires a longer evaluation and contracting cycle to finalise.
How EOR Services Operate in Vietnam
Using an Employer of Record (EOR) in Vietnam allows you to hire employees quickly and compliantly, without registering a local entity or decoding Vietnam’s Labor Code on your own. Here’s how the process typically works:
1. Understanding Your Hiring Needs
The process starts with a review of your Vietnam expansion goals. The EOR assesses your workforce requirements, explains the local legal framework, and sets clear expectations around timelines, costs, and compliance obligations.
2. Drafting Legally Compliant Employment Contracts
Once the role is defined, the EOR prepares employment agreements that fully comply with Vietnamese labor law. They manage all registration steps with local authorities, ensuring new hires are properly onboarded and legally authorized to work in Vietnam.
3. Running Payroll, Tax, and Statutory Contributions
The EOR takes full responsibility for monthly payroll processing, calculating Personal Income Tax (PIT), Social Insurance, Health Insurance, and Unemployment Insurance contributions accurately and on time. Benefits administration and leave tracking are managed through the provider.
4. Ongoing HR Support and Offboarding
Throughout the employment relationship, the EOR acts as your on-the-ground HR partner — handling contract amendments, employee queries, and end-of-employment procedures in line with Vietnam’s labor regulations.
Partnering with an EOR in Vietnam means faster market entry, reduced compliance risk, and streamlined workforce management — without the overhead of entity setup.
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Hiring in Vietnam – What Employers Need to Know
Vietnam has emerged as one of Southeast Asia’s most attractive destinations for international business. With a population of over 98 million, a young and rapidly expanding workforce, and GDP growth consistently ranking among the highest in the region, the country offers significant opportunity for foreign employers across a wide range of industries.
The economy is driven by manufacturing, electronics, technology, and a fast-growing services sector. Major business hubs include Ho Chi Minh City in the south, Hanoi in the north, and Da Nang as an emerging mid-country centre — each offering distinct talent pools and infrastructure advantages. Vietnam’s integration into global trade through agreements such as the CPTPP and EVFTA has further strengthened its appeal as an export and operations base.
Foreign companies benefit from a competitive cost structure, with salaries and employer contributions remaining lower than in many regional peers. However, Vietnam’s Labor Code, mandatory statutory contributions, and evolving compliance requirements demand careful management — particularly for businesses without an established local presence.
This is where an Employer of Record in Vietnam becomes a strategic advantage. An EOR allows international companies to hire Vietnamese employees quickly and compliantly, without the time and cost of setting up a legal entity — making it the preferred route for businesses looking to enter or scale in the Vietnamese market.
Labor Law & Hiring Overview
Employment in Vietnam is governed by the Labor Code 2019 and its accompanying decrees, which set clear standards for working conditions, contracts, and employee entitlements. The standard workweek is 48 hours, typically spread across six days at eight hours per day, though many white-collar employers operate a five-day week in practice.
Employees are entitled to a minimum of 12 days of paid annual leave, increasing by one day for every five years of service. Vietnam observes 11 statutory public holidays per year, including Tết (Lunar New Year), which accounts for five consecutive days off.
Employment contracts must specify job title, salary, working hours, responsibilities, and termination conditions. Fixed-term contracts are permitted for up to 36 months, after which they must be converted to indefinite-term agreements. The probation period is capped at 60 days for most roles and up to 180 days for senior or managerial positions. Notice periods range from 3 to 45 days depending on the contract type and circumstances of termination.
Collective bargaining agreements (CBAs) are recognised under Vietnamese law and are common in manufacturing, logistics, and large-scale industries. Where a CBA is in place, it may set higher standards for wages, benefits, or working conditions than the statutory minimums — and employers are required to comply with whichever standard is more favourable to the employee.
| Category | Key Detail |
|---|---|
| Work week | Up to 48 hours (standard 8-hour day, 6-day week) |
| Paid leave | 12 days per year (increases by 1 day for every 5 years of service) |
| Public holidays | 11 statutory public holidays, including Tết (Lunar New Year) |
| Employer contributions | Total: 23.5% (Social Insurance: 17.5%, Health Insurance: 3%, Unemployment Insurance: 1%, Trade Union Fee: 2%) |
| Probation period | Up to 60 days (180 days for managerial or executive roles) |
| Notice period | 30 to 45 days depending on contract type; 3 working days for short-term contracts |
Payroll & Taxation in Vietnam
Payroll in Vietnam is governed by strict reporting obligations and mandatory statutory contributions under the Labor Code and Law on Social Insurance. Employers must register all staff with the relevant authorities and submit accurate monthly payroll filings to remain compliant.
Employer contributions in Vietnam are substantial — totalling approximately 23.5% of gross salary — covering Social Insurance (17.5%), Health Insurance (3%), Unemployment Insurance (1%), and a mandatory Trade Union fee (2%). Employees contribute a combined 10.5%, covering their share of Social Insurance (8%), Health Insurance (1.5%), and Unemployment Insurance (1%).
Vietnam operates a progressive Personal Income Tax (PIT) system with seven brackets, ranging from 5% on the lowest taxable income band up to 35% for high earners. A personal deduction of 11,000,000 VND per month applies, reducing the taxable base for resident employees.
All payroll calculations, tax withholding, and statutory filings must be completed monthly to meet Vietnamese compliance standards. For international employers, partnering with an Employer of Record in Vietnam is the most efficient way to manage these obligations accurately and on time — without the risk of penalties for late or incorrect submissions.
| Contribution Type | Employer Share | Employee Share |
|---|---|---|
| Social Insurance (SI) | 17.5% of salary (cap: 8,190,000 VND/month) | 8% of salary (cap: 3,744,000 VND/month) |
| Health Insurance (HI) | 3% of salary (cap: 1,404,000 VND/month) | 1.5% of salary (cap: 702,000 VND/month) |
| Unemployment Insurance (UI) | 1% of salary (cap: 20x regional minimum wage) | 1% of salary (cap: 20x regional minimum wage) |
| Trade Union Fee | 2% of total salary fund (mandatory under Vietnamese law) | N/A |
| Total (indicative) | 23.5% (Statutory insurance + Union fees) | 10.5% (Statutory insurance) |
Vietnam Employee Benefits & Leave Entitlements – A Guide for Employers
Vietnam’s Labor Code provides employees with a comprehensive set of statutory protections, covering paid leave, social insurance, and family-related benefits. For foreign companies hiring in Vietnam, understanding these entitlements is essential to structuring compliant employment contracts and avoiding costly oversights.
Below are the key benefit and leave entitlements that apply to employees under Vietnamese labor law.
Annual Leave & Public Holidays
Employees in Vietnam are entitled to a minimum of 12 days of paid annual leave, increasing by one day for every five years of service. Vietnam observes 11 statutory public holidays, including Tết (Lunar New Year), Reunification Day, and National Day.
Maternity, Paternity & Parental Rights
Mothers are entitled to 6 months of maternity leave, fully paid through Vietnam's Social Insurance fund. Fathers receive 5 to 14 working days of paid paternity leave, depending on the birth circumstances, under the .
Sick Leave Entitlements
Employees are entitled to paid sick leave funded through Social Insurance, typically covering 75% of the employee's average salary. Duration varies based on working conditions and years of social insurance contributions.
Bonuses & Allowances
Vietnam does not mandate a 13th-month salary by law, but it is widely practiced — particularly around Tết. Employers commonly offer performance bonuses, transport allowances, and meal subsidies to remain competitive in the local talent market.
Hiring Employees in Vietnam Through an EOR
Using an Employer of Record (EOR) in Vietnam allows foreign companies to hire local staff without registering a Vietnamese legal entity. The EOR becomes the official employer for legal and administrative purposes, while your company retains full control over the employee’s day-to-day work and performance.
This structure ensures complete compliance with Vietnam’s Labor Code, mandatory payroll contributions, and statutory reporting requirements. EOR providers also support work permit applications, localized onboarding, and tax registrations — significantly reducing setup time compared to entity formation.
An EOR in Vietnam is particularly well-suited for:
- Testing the Vietnamese market before committing to a local subsidiary
- Hiring remote talent or specialists based in Hanoi, Ho Chi Minh City, or Da Nang
- Scaling operations across Southeast Asia quickly and in full compliance
It’s one of the most practical ways to hire in Vietnam — providing full statutory employee protection while removing the administrative burden of entity setup and ongoing compliance management.
Understanding Employment Costs in Vietnam
Employers hiring in Vietnam should budget well beyond gross salary. Total employer costs typically run 23.5% above the employee’s gross salary, covering mandatory Social Insurance, Health Insurance, Unemployment Insurance, and the Trade Union fee. Employees contribute a further 10.5% through payroll deductions, which the employer withholds and remits on their behalf.
The full cost of hiring in Vietnam generally includes:
- Gross salary (in Vietnamese Dong, VND)
- Employer statutory contributions (23.5%)
- Employee contributions deducted from salary (10.5%)
- Personal Income Tax (PIT) — calculated on a progressive scale
- Annual leave and bonus reserves
- Estimated net take-home pay
Using an Employer of Record in Vietnam simplifies this entire process — your EOR handles payroll calculations, statutory filings, and contribution remittances each month, ensuring full compliance with Vietnamese regulations and eliminating the risk of costly errors or penalties.
Vietnam Employment Cost Calculator
Estimate the true cost of hiring in Vietnam — including gross salary, Personal Income Tax (PIT), statutory insurance contributions, Trade Union fees, and an estimated EOR service fee. All figures are in Vietnamese Dong (VND).
Employee Deductions
Personal Income Tax (PIT, estimated): VND
Statutory Insurance (Employee Share): VND
Estimated Net Salary: VND
Employer Contributions
Statutory Insurance & Trade Union (Employer): VND
Annual Leave & Bonus Reserve: VND
Estimated EOR Service Fee: VND
Hiring in Vietnam: Key Challenges and How an EOR Solves Them
Hiring employees in Vietnam presents real compliance challenges for foreign companies. From fixed-term contract rules and probation limits to mandatory statutory contributions and Personal Income Tax (PIT) filings, Vietnam’s Labor Code demands careful, ongoing attention — particularly for businesses without a local presence.
Employers are also responsible for registering staff with social insurance authorities, managing monthly payroll filings, and staying current with regulatory updates across Social Insurance, Health Insurance, and Unemployment Insurance obligations. For companies unfamiliar with the Vietnamese system, these requirements can quickly become a significant operational burden.
The talent market in Vietnam is increasingly competitive, especially in technology, manufacturing, engineering, and professional services. Attracting and retaining skilled employees also means understanding local expectations around compensation structures, career development, and the growing demand for flexible working arrangements — particularly in Ho Chi Minh City and Hanoi.
This is where an Employer of Record in Vietnam delivers real value. Your EOR manages employment contracts, payroll processing, statutory contributions, and compliance monitoring on your behalf — so you can hire legally and confidently from day one, without registering a local entity or building an in-house HR function from scratch.
Key advantages of using an EOR in Vietnam
- Full compliance coverage: The EOR takes on complete responsibility for meeting Vietnam’s Labor Code, payroll, and statutory contribution requirements.
- No local entity needed: Hire employees in Vietnam without registering a branch office or legal entity
- Faster time-to-hire: Onboard talent in days rather than waiting months for company registration.
- Scalable and flexible: Grow or reduce your Vietnam headcount based on business needs, without long-term local commitments.
- Streamlined administration: Payroll processing, PIT filings, statutory contributions, and contract management are all handled by your provider.
Partnering with an EOR in Vietnam frees your team to focus on growth, while your provider ensures every hire is legally compliant and correctly managed under Vietnamese law from day one.
How to Choose the Right Employer of Record (EOR) Provider for Hiring in Vietnam
For companies planning to hire in Vietnam, choosing the right Employer of Record partner is a critical decision. The right provider keeps you compliant with Vietnam’s Labor Code, simplifies payroll, and ensures smooth operations from day one. Here are the key factors to evaluate:
Deep Knowledge of Vietnamese Labor Law — Your EOR should have a strong grasp of Vietnam’s employment legislation, including statutory contribution rates, PIT obligations, contract requirements, and employee protections. Solid legal expertise prevents costly compliance gaps down the line.
Comprehensive Service Coverage — Look for providers offering end-to-end support across payroll, HR administration, benefits management, onboarding, and contract handling. The more your EOR covers, the less your internal team needs to manage.
Transparent, Predictable Pricing — Reputable EORs present their fee structure clearly, with no hidden charges or unexpected add-ons. Compare pricing models carefully to find a plan that suits your Vietnam hiring budget and growth plans.
Reliable Technology and Reporting Tools — Platforms with automated payroll processing, streamlined approvals, and clear reporting dashboards make workforce management far more efficient. Scalable HR tech is especially valuable as your Vietnam headcount grows.
Responsive Client Support — Assess how quickly and effectively the provider handles queries. Fast, knowledgeable support is essential when navigating Vietnam’s regulatory environment from abroad.
Local Presence or Established In-Country Partnerships — An EOR with on-the-ground experience in Vietnam can offer deeper guidance on hiring norms, documentation standards, and evolving regulatory expectations across Hanoi, Ho Chi Minh City, and beyond.
Choosing the right EOR for your Vietnam hiring strategy ensures compliance, reduces administrative overhead, and helps you build local teams quickly and confidently. All providers featured in our guide are reputable options — the ranking reflects those delivering the strongest combination of service quality, local expertise, and overall value.
Top EOR Providers in Vietnam
Searching for the best Employer of Record (EOR) in Vietnam? The providers below help international companies hire employees in Vietnam without setting up a local entity. Each partner offers full-service payroll execution, HR compliance, and workforce administration, helping you stay aligned with Vietnamese employment rules and monthly reporting obligations. Compare these trusted Vietnam EOR providers to find the right partner for your market entry or team expansion.
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Conclusions
Hiring in Vietnam becomes significantly more manageable when you work with the right Employer of Record. An EOR allows foreign companies to onboard local talent quickly, maintain full compliance with Vietnam’s Labor Code, and manage payroll and statutory contributions without the complexity of entity setup.
If you’re comparing your options, EORquotes.com provides clear, up-to-date overviews of the top EOR providers operating in Vietnam — making it straightforward to evaluate costs, legal coverage, and service quality side by side.
Start your Vietnam expansion today and find the EOR partner best suited to your hiring goals.
Frequently Asked Questions (FAQs)
Employees in Vietnam are entitled to a minimum of 12 days of paid annual leave per year under the Labor Code 2019. This entitlement grows by one additional day for every five years of continuous service with the same employer — rewarding long-term staff and encouraging retention.
Employers are generally required to contribute 21.5 percent of the employee’s salary toward social, health, and unemployment insurance. Employees contribute 10.5 percent of their salary. These contributions are regulated and collected by Vietnam Social Security.
According to the Labor Code 2019, the maximum probation period is 180 days for enterprise management positions, 60 days for positions requiring a junior college degree or higher, and 30 days for positions requiring a secondary vocational certificate or equivalent.
There are 11 official public holidays in Vietnam, including the Lunar New Year (Tet), Victory Day, International Labor Day, National Day, and the Hung Kings’ Commemoration Day.
The 13th-month salary is not a statutory requirement under the Labor Code 2019. However, it is a standard business practice in Vietnam and is typically defined within the employment contract or the company’s internal bonus policy.
The standard working hours are 8 hours per day and no more than 48 hours per week. The law encourages employers to implement a 40-hour work week where possible.
Salaries and wages must be stated and paid in Vietnamese Dong (VND). While contracts for expatriates may sometimes reference foreign currency, the actual payment within Vietnam is generally executed in the local currency.
For an indefinite-term contract, an employee is generally required to provide at least 45 days’ notice. For fixed-term contracts with a duration of 12 to 36 months, the notice period is at least 30 days.
The Ministry of Labour, Invalids and Social Affairs (MOLISA) is the primary government authority responsible for labor, employment, and social security administration in Vietnam.
Overtime on a regular working day must be paid at a minimum of 150 percent of the regular hourly wage. Overtime on weekly rest days is paid at 200 percent, and work performed on public holidays or paid leave days is compensated at a minimum of 300 percent.
Legal References & Data Sources
All employment, payroll, and tax information on this page is derived from official Vietnamese government sources and statutory authorities to ensure factual accuracy and compliance with current law.
- • Labor Code 2019 (No. 45/2019/QH14) – published by the Government of the Socialist Republic of Vietnam.
- • Ministry of Labour, Invalids and Social Affairs (MOLISA): employment standards, employee rights, labor contracts, and workplace safety regulations – http://www.molisa.gov.vn
- • Vietnam Social Security (VSS): mandatory social, health, and unemployment insurance contribution rates and benefit schemes – https://baohiemxahoi.gov.vn
- • General Department of Taxation (GDT): Personal Income Tax (PIT) regulations, payroll reporting requirements, and tax compliance – https://www.gdt.gov.vn
- • General Statistics Office (GSO): national labor market data, wage trends, and economic employment statistics – https://www.gso.gov.vn
Data verified and last updated: November 2025.
