Vietnam is a Southeast Asian country known for its beaches, rivers, Buddhist pagodas, and bustling cities. It is bordered by China to the north, the South China Sea to the east and south, the Gulf of Thailand (Gulf of Siam) to the southwest, and Cambodia and Laos to the west. Vietnam’s economy is based on large state-owned industries such as textiles, food, furniture, plastics, and paper as well as tourism and telecommunications.
*Please note that the official currency is the currency of remuneration when employed through WorkMotion in Vietnam.
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Capital :
Hanoi
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Currency :
Vietnamese dong (₫; VND)
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Languages spoken :
Vietnamese
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Population :
98.17 million (2021 est.)
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Minimum wage 2023 :
1.8 million VND
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Cost of Living index :
$$ (89 of 139 countries)
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Payroll Frequency :
Monthly
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VAT - standard rate :
8%
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GDP - real growth rate :
2.6% (2021 est.)
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The national holidays mentioned below are valid for the year 2024.
The approximate time for sharing the contract with an employee in Vietnam is 6 business days assuming no special requests or changes to our standard employment contract. Any such requests or changes would need to undergo internal and external review, directly leading to a time delay.
NOTE: This number is subject to change and is only an estimation of the Contract Sharing Time. The estimated Contract Sharing Time begins from the moment that WorkMotion has received all required information from both the client and the employee.
Normal working hours must not exceed eight hours per day or 48 hours per week. The State encourages employers to apply for 40-hour workweeks. An employee who works for at least six hours per day must be given a rest break of at least 30 consecutive minutes. In the case of night work, the rest break must be at least 45 consecutive minutes.
The total normal working hours plus overtime working hours must not exceed 12 hours in one day, and 40 hours in one month. The total overtime working hours must not exceed 200 hours in one year.
An employee who works overtime must be paid an amount based on the piece rate or actual salary as follows:
Only one probationary period is allowed for a job and the probation must not exceed:
Both the employer and the employee have the right to unilaterally terminate the employment contract, provided notification is made in advance of:
Any employee who has been working for an employer for 12 months is entitled to fully-paid annual leave, which is stipulated in the employment contract as follows:
Annual leave duration increases by one day for every five years of employment with the same employer.
Employees who suffer from sickness or accident and have to be off work enjoy an allowance of 30 to 70 days depending on their social insurance contribution duration and working conditions.
Employees who have to look after a child under seven years old are entitled to enjoy a maximum of 15 to 20 days depending on the child’s age.
When an employee takes leave to take care of a sick child aged under seven, have prenatal care check-up due to miscarriage, abortion, stillbirth, therapeutic abortion, implementation of contraceptive methods, or sterilization, the employee receives an allowance for the leave period from the social security system, for a maximum of 15 to 20 days depending on the child’s age.
A female employee is entitled to six months of prenatal and postnatal leave. The prenatal leave period must not exceed two months. In the case of multiple births, the leave is extended by one month for each child, counting from the second child.
During maternity leave, the female employee is entitled to maternity benefits as prescribed by social insurance laws. After the maternity leave expires, if so demanded, the female employee may be granted an additional unpaid leave under terms agreed upon with the employer.
Within the first 30 days of childbirth, male employees are entitled to paternity leave ranging from five to 14 working days based on childbirth circumstances and the number of children born.
Employees adopting an under six-month-old child are entitled to maternity leave until the child is six months. In case both parents are covered by social insurance and fully satisfy the conditions for enjoying the maternity regime, either the father or the mother can be entitled to maternity leave.
Employees adopting an under-six-month child are entitled to a lump-sum allowance equaling two times the basic salary.
Employees whose health has not yet recovered after taking treatment for occupational diseases or injuries caused by labor accidents are entitled to a leave of between five days to 10 days for convalescence and health rehabilitation.
The per-diem allowance is equivalent to 25% of the basic salary if convalescence and health rehabilitation takes place at home, or equivalent to 40% of the basic salary, if convalescence and health rehabilitation takes place at a health establishment.
An employee is entitled to take a fully paid personal leave in the following circumstances, as long as it is notified to the employer in advance:
| Type of Personal Leave | Duration |
| Marriage | 3 days |
| Marriage of a biological child or adopted child | 1 day |
| Death of a biological or adoptive parent; death of a spouse’s biological or adoptive parent; death of spouse, biological or adopted child | 3 days |
The Vietnam Social Security (VSS) is a government-attached agency and has the function of organizing the following benefits:
An overview of employer contributions toward social security is presented below.
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Benefits |
Employer Contribution |
Employee Contribution |
Monthly Salary Cap (VND) |
|---|---|---|---|
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Sickness and Maternity |
3% |
– |
36,000,000 |
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Occupational Diseases and Accidents |
0.5% |
– |
36,000,000 |
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Retirement and Death |
14% |
8% |
36,000,000 |
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Health Insurance |
3% |
1.5% |
36,000,000 |
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Unemployment Insurance |
1% |
1% |
93,600,000 |
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Trade Union |
2% |
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36,000,000 |
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Total |
23.5% |
10.5% |
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Compulsory Health Insurance (HI) contributions apply to both Vietnamese and foreign individuals that are employed under Vietnamese labor contracts. HI contribution rates are 4.5% of the income with 3% contributed by the employer and 1.5% by the employee.
The insured are provided with healthcare services, blood transfusion, and medical supplies based on medical diagnosis and treatment.
Employers pay 0.5% towards the accident insurance.
Companies operating in industries with a high risk of occupational diseases and accidents, meeting certain conditions, can apply for a lower employer’s contribution rate for occupational diseases and accidents of 0.3% instead of the current regulated rate of 0.5% on salary subject to social insurance contribution (including both Vietnamese and foreign employees).
Compulsory Unemployment Insurance (UI) contributions are applicable to Vietnamese individuals only. The employer and employee contributions are 1% each on the income subject to UI contribution.
Employees having paid unemployment insurance for at least 12 months in 24 months before being unemployed and unable to find a job 15 days after registration at job centers are permitted to enjoy unemployment benefits.
Employers contribute 14% towards retirement pensions and death benefits.
Employees are entitled to enjoy monthly retirement pensions if they reach the age of 55 for women and 60 for men, and have paid social insurance premiums for at least 20 years (in which the age of pension entitlement for those who have worked 15 years in hazardous and dangerous occupations are deducted five years).
Sickness and Maternity Benefit
Employers contribute 3% of the monthly wage towards sickness and maternity benefits.
The maximum number of paid sick leave days afforded to employees is based on the number of years of the Social Insurance Premiums Paid. Female employees who are pregnant, give birth, or adopt a baby under six months of age, surrogate mothers, and male employees whose wives give birth are entitled to get maternity benefits.
Survivor’s Benefit
Employees who pay social insurance premiums are entitled to a funeral allowance of 10 months of the basic minimum wage when they die.
The monthly death gratuity for each dependent of the deceased employees is equivalent to 50% of the basic wage.
The information contained in this Country Guide is provided for informational purposes only and should not be construed as legal advice on any subject matter. The contents of this Country Guide contain general information and may not reflect current legal developments or address your situation. You should not act or refrain from acting on the basis of any content included in this Country Guide without seeking the advice or representation of a licensed attorney. WorkMotion Software GmbH disclaims all liability for actions you take or fail to take based on any content included in this Country Guide.
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