Employer of Record
Vietnam's Social Insurance Law changed on 1 July 2025: coverage now reaches part-time staff above a minimum salary and unsalaried company managers, and the minimum contribution period for a pension dropped from 20 to 15 years. Share the role and start date, and PIO confirms the available arrangement, then coordinates the contract, social insurance and payroll.
Practical points to line up before you hire in Vietnam.
Vietnam's Labor Code expects a written contract as the default — an electronic data message counts as equivalent to writing — structured as either an indefinite-term or a fixed-term agreement capped at 36 months, with no separate seasonal-contract category anymore. Contracts under one month can generally be made orally, subject to statutory exceptions for certain special categories of work.
Source:Labor Code 45/2019/QH14
Vietnam's Law on Social Insurance 41/2024/QH15 took effect on 1 July 2025 and widened compulsory coverage to part-time staff above a minimum salary and to unsalaried company managers. Employer and employee both contribute, so build it into the full cost of the hire.
Employees earn at least 12 paid leave days a year once they complete 12 months of service, rising to 14 or 16 days for hazardous work, plus one extra day for every five years with the same employer. Unused leave is paid out if the person leaves before taking it.
Source:Labor Code 45/2019/QH14
When advance notice is legally required for a unilateral termination, it runs 45, 30 or 3 working days by contract type. Severance under Article 46 applies to the termination cases specified in Article 34 after at least 12 months of work: half a month's wage per eligible year, minus periods already covered by unemployment insurance or already paid out as severance or job-loss allowance.
Source:Labor Code 45/2019/QH14
Once your hire is confirmed, here's what we help you coordinate.
You stay in control of the decisions that are yours to make.
A straightforward path from sign-up to your employee's first day.
Share the role, the work location and your target start date, and we'll confirm the available arrangement for that hire.
Once confirmed, we help coordinate the information, contract and payroll setup needed within your arrangement.
You manage the day-to-day relationship; we help coordinate the recurring administration within your arrangement.
Yes. Share the role, the contract type you have in mind and your intended start date, and we confirm the available arrangement for that specific hire before coordinating the contract, social insurance registration and payroll.
Generally, yes. The Labor Code treats a written contract as the default — an electronic data message counts as equivalent to writing — structured as either an indefinite-term or a fixed-term agreement capped at 36 months. Contracts under one month can generally be made orally instead, subject to statutory exceptions for certain special categories of work.
Source:Labor Code 45/2019/QH14
Law 41/2024/QH15, effective 1 July 2025, widened compulsory social insurance to part-time employees above a minimum salary and to unsalaried company managers, and lowered the minimum contribution period for a pension from 20 to 15 years. Employer and employee both contribute, so it's worth planning for as part of the full cost of the hire.
At least 12 working days a year after 12 months of service under the Labor Code, rising to 14 or 16 days for hazardous or particularly hazardous work, with one extra day added for every five years with the same employer. Unused leave gets paid out if someone leaves before taking it.
Source:Labor Code 45/2019/QH14
Standard hours are capped at 8 a day and 48 a week, with overtime generally limited to 200 hours a year — extended to 300 hours a year for a defined list of sectors such as export manufacturing, under the Labor Code's implementing decree.
Source:Decree 145/2020/ND-CP on Working Conditions and Industrial Relations
You provide the role details, compensation and any company-specific policies. We coordinate the local employment contract, onboarding paperwork and ongoing payroll administration around what you decide.
Practical guidance is grounded in these official references, but local law and public requirements can change and should be reconfirmed. Your PIO contract and quote govern only PIO's service scope, terms and fees.
Sign up to start an EOR hire in Vietnam. Share the role, the work location and your target start date, and we'll confirm the available arrangement — or book a demo first to talk it through with our team.
