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Best Employer of Record in Vietnam

Written by Martynas PupkeviciusFact-checked by Michael Ennis
Updated 11 Nov 2026~47 min read
Editorial details
Martynas PupkeviciusEOR Advisor and Remote Work Editor
Author
Michael EnnisSenior Editor and Payroll Specialist
Fact-checker

Rates, thresholds and deadlines fact-checked by a second editor against official sources.

Updated 11 Nov 2026 · Published 19 Aug 2026

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  • Editorial review
Picture of Martynas Pupkevicius
Martynas Pupkevicius

EOR Advisor and Remote Work Editor

  • Published
  • ~47 min read

Our top employer of record in Vietnam for 2026 is RemotePeople, from USD 499 per employee a month, ahead of Multiplier and Deel.

We tested all 10 providers with paid client accounts, real quotes and a live hire run through payroll. Vietnamese employers pay social, health and unemployment insurance contributions and trade union funding on top of salary.

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Flag of Vietnam

Hiring in Vietnam at a glance

Currency
VND
Vietnamese đồng
Pay cycle
Monthly
1 or 2 payments a month on dates agreed in advance
Working hours
8 h a day
48 a week, a weekly schedule can allow 10 h a day
Annual leave
12 days
Paid working days, more with service or some jobs
Extra pay
13th if agreed
Tet or 13th month bonus only if contract or rules promise
Employer costs
Social insurance
Plus health and unemployment insurance, union funding
Before you hire:
Confirm the local employer, work location and nationality before calculating mandatory contributions.
On this page

Country hiring overview · Vietnam

Hiring in Vietnam, at a glance.

Check who employs the hire and what benefits cost.

For Vietnam, I’d establish the legal employer and proposed employment structure before comparing fees. I look at payroll, insurance and employee administration for the actual role. Foreign-worker approvals need a separate assessment where they’re required.

Choose a hiring solution

Need a local employer?

Compare an EOR arrangement for your role before opening your own entity.

Compare Vietnam EORs

Already have a local employer?

Compare payroll and HR support against adding an EOR.

Review hiring costs

EOR service fee

Fees vary by provider.

Your quote should state the currency, fee per employee, minimum charge and billing commitment.

Onboarding

Paperwork affects the start date.

The contract, right-to-work checks, registrations and payroll deadlines all affect when employment can begin.

Employment costs

Check insurance and union costs.

Ask which insurance contributions and union-related charges apply to the hire. The provider should show those amounts and the cost of agreed benefits separately.

Annual leave

The allowance depends on the role.

The initial annual allowance is 12–16 working days, depending on the role and working conditions. Prorating and additional leave for longer service also apply.

Check before choosing

Confirm the employment structure, insurance bases, union-related charges, payroll dates, leave category and any work-permit scope.

What your quote should include

Employment costs and service fees

1
Gross salary and agreed pay schedule
2
Applicable insurance, union-related items and benefits
3
EOR fee: currency, per-employee billing, minimums and commitment
4
Setup, foreign exchange, extras and exit costs

Deposits and payroll funding

1
Amount and payment deadline
2
Whether funds are refundable or credited to payroll
3
Release conditions and refund timing
Show these separately from recurring expenses.

Key takeaways for hiring in Vietnam

Vietnamese-citizen hires still need a structure check

The local employer’s identity still matters when the employee needs no work permit. Labour supply is governed by its own rules, and the July 2026 reforms changed the administrative evidence to examine. Ask how the actual duties and client supervision fit the proposed arrangement before reducing the choice to service fees.

A short uninsured period can still create severance

The guide’s insured-year deduction does not mean a recent hire always leaves with no severance. In a qualifying termination, an uncovered probation period can count; the government’s example treats two months as half a year for this calculation. Obtain the actual service and unemployment-insurance history, not just the current insurance registration.

How job-loss allowance differs from ordinary severance

A qualifying restructuring exit uses its own calculation and a two-month minimum. Insured periods are still deducted from the service calculation. The guide’s full three-year benchmark should not become an automatic three-month bill for an employee whose qualifying service history produces a different result.

Foreign-worker insurance has more than one exception

The Social Insurance Law does not put every foreign employee into the same category. It contains exceptions for qualifying intra-company transfers, workers already at statutory retirement age when the contract is made, and relevant treaty rules. Ask the quote to identify the applicable category before treating a single percentage as the foreign-hire cost.

Quick verdict

What is the best EOR in Vietnam?

I’d start with the local employer and its service fee.

The 21.5 percent insurance load and the 2 percent union fee cost the same under all ten providers here, so what varies is confirmation of the local employer and the fee attached to it.

1
Multiplier logo

4.1/5

Multiplier

Managing payroll, leave and expenses in one place

Starting fee
$459

per employee / month

Countries
150+
where you can hire

Billed annually. $499 billed monthly.

Deposit
1+ months

of gross salary plus contributions

Deposit refund
Within 60 days

of the last working day

Why consider it

A set monthly payroll calendar, with salaries paid at month-end.

SOC 2 Type II audited every year and ISO 27001:2022 certified.

Check the fit

Integrations and API access need the Growth plan.

Before signing: An implementation fee can apply on some plans, so get setup confirmed as free in your quote. Confirm the employing entity for each country in your contract.

At $459 a month billed annually, the first year for one hire is $5,508 in service fees. Salary, employer costs and the refundable deposit come on top.

Visit Multiplier ↗

Read Review
Get my proposal
2
Editorial pick
RemotePeople logo

4.9/5

RemotePeople

Hiring in new markets with local HR support

Starting fee
$499

per employee / month

Countries
150+
where you can hire

EOR Select from $199 for eligible hires.

Deposit
1 month

of gross salary

Deposit refund
Within 5 days

of the final payment

Why consider it

Recruitment and EOR services through one provider.

Dedicated account manager in both EOR plans.

Check the fit

Recruitment is separately priced.

Before signing: Confirm quote currency, billing commitment, deposits, funding deadlines and refund terms. EOR Select eligibility depends on the hiring country and employee salary.

Both EOR plans list local contracts, payroll and tax administration, and statutory benefits administration. Salary, employer contributions and benefit costs are separate.

Visit RemotePeople ↗

Read Review
Get my proposal
3
Deel logo

4.7/5

Deel

Paying employees and contractors on one platform

Starting fee
$599

per employee / month

Countries
130+
where you can hire

Plus a mandatory Employer Liability Cost.

Deposit
1–1.5 months

of gross salary

Deposit refund
Within 60 days

of offboarding

Why consider it

EOR, contractor management and payroll for your own entities.

Month-to-month EOR service pricing available.

Check the fit

Ask for the country-specific Employer Liability Cost in your quote; it is mandatory.

Before signing: Confirm the Employer Liability Cost amount, benefit costs and any additional products. Monthly service terms do not remove employment notice, severance or other exit obligations.

The EOR pricing page lists 130+ countries. Broader platform coverage figures may include other services.

Visit Deel ↗

Read Review
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No provider pays for a position on this page; some outbound links pay a referral fee. See the funding model and methodology.

Entities and permits: what to check

All 10 EOR providers for Vietnam, side by side

Check which company remits the payroll contributions.

Every row remits to the same two agencies. The company making the remittance is what changes, so read the entity column first, then the permit column. Onboarding figures are indicative.

Each write-up names which. Their worldwide positions are listed in the overall ranking of employer of record providers.

Ask for the legal employer’s name and registration details. For a wider shortlist, browse EOR providers for Vietnam.

Provider

Best For

Starting feeDepositOnboarding
1 Multiplier logo Multiplier 4.1/5 Rating Managing payroll, leave and expenses in one place Starting fee: $459 USD / monthDeposit: 1+ monthsOnboarding: Ask for a start date

My take

I’d start with Multiplier Core’s scope: employment administration, payroll, leave and standard workforce reporting.

Core starts at $499 per employee per month on monthly billing or $459 per month billed annually. Growth adds integrations, custom reports and open APIs. The quote needs to identify the dollar currency and chosen plan.

Country variations and mandatory add-ons affect the total. Implementation fees may apply, although the FAQ says setup is free; the quote must resolve that charge. Salary, employer costs and benefit premiums are additional.

When this provider fits

I’d include Multiplier in an APAC comparison, while Deel may fit a team using several of its employment and payroll products. In Vietnam, either recommendation needs the same first step: a written explanation of the employing arrangement and why it fits the actual duties.

Deposit

1+ months

Entity model

Owned (provider claim)

First year, one hire

$5,508 in service fees

Read Review

Reviewed by Martynas PupkeviciusFact-checked by Michael Ennis

Starting fee

$459

Core plan billed annually, or $499 per month on monthly billing. Confirm the dollar currency.

Against the 10 starting fees

$199 lowest$699 highest
Get my proposal Visit Multiplier ↗
2 RemotePeople logo RemotePeople 4.9/5 Rating Hiring in new markets with local HR support Starting fee: $499 USD / monthDeposit: 1 monthOnboarding: 7–10 days

My take

I’d look at RemotePeople if you want a dedicated account manager alongside local employment contracts, payroll and tax administration, and statutory-benefits administration.

Recruitment is a separate service.

EOR Global starts at USD 499 per employee per month. EOR Select starts at USD 199 for eligible countries and employee salary ranges. Salary, employer contributions, benefit costs and agreed extras are additional. The country quote determines eligibility, the final fee, billing commitment and payroll funding.

When this provider fits

For a local hire, compare the applicable RemotePeople plan, Pebl and RemoFirst using the same salary, benefits and support requirements. A service-fee difference is easier to judge once those assumptions match.

Deposit

1 month

Entity model

Own entities in core markets

First year, one hire

$5,988 in service fees

Read Review

Reviewed by Martynas PupkeviciusFact-checked by Michael Ennis

Starting fee

$499

EOR Global. EOR Select starts at $199 where the country and employee salary qualify.

Against the 10 starting fees

$199 lowest$699 highest
Get my proposal Visit RemotePeople ↗
3 Deel logo Deel 4.7/5 Rating Paying employees and contractors on one platform Starting fee: $599 USD / monthDeposit: 1–1.5 monthsOnboarding: 3–5 days

My take

I’d consider Deel if you need EOR payroll and benefits administration alongside its separate contractor and HR products.

EOR starts at USD 599 per employee per month, with month-to-month billing available. Mandatory Employer Liability Cost is an additional charge based on gross salary, with rates varying by country. Salary, statutory employer costs and benefit premiums are also separate.

Contractor management starts at USD 49 per active contract per month. It is a separate service from EOR employment; currency conversion, payment-method charges and any required deposit also affect the amount funded.

Deposit

1–1.5 months

Entity model

Owned entity

First year, one hire

$7,188 in service fees

Read Review

Reviewed by Martynas PupkeviciusFact-checked by Michael Ennis

Starting fee

$599

Month-to-month billing. Mandatory Employer Liability Cost is charged separately.

Against the 10 starting fees

$199 lowest$699 highest
Get my proposal Visit Deel ↗
4 Rippling logo Rippling 4.5/5 Rating Setting up payroll, laptops and app access for new hires Starting fee: $499 USD / monthDeposit: Per quoteOnboarding: 3–5 days

My take

The reason I’d consider Rippling is the connection between EOR employment and its HR, IT and finance products, using shared employee data for workflows and reporting.

Device management and app access are separate products within that wider system.

Rippling EOR starts at USD 499 per employee per month, and the required Rippling Platform adds from USD 8 per employee per month plus a monthly base fee. The quote needs to show any selected HR, IT or finance products and the billing commitment. Salary, employer costs, benefits, deposits and payroll funding are additional to the software and service fees.

When this provider fits

I’d consider Rippling when this employee belongs in HR and IT workflows you already operate. Papaya is more relevant when finance needs Vietnamese payroll reconciled with other employers and countries. If you already have the Vietnamese employing entity, request payroll processing separately from EOR. There is no fixed number of countries at which the platform becomes good value; compare the work it removes for your team.

Deposit

Per quote

Entity model

Own entities and local partners

First year, one hire

$5,988 in EOR fees

Read Review

Reviewed by Martynas PupkeviciusFact-checked by Michael Ennis

Starting fee

$499

Plus the required Rippling Platform, from $8 per employee per month and a monthly base fee. Confirm the billing terms and selected products.

Against the 10 starting fees

$199 lowest$699 highest
Get my proposal Visit Rippling ↗
5 Oyster logo Oyster 4.5/5 Rating Using one onboarding process for hires across countries Starting fee: $699 USD / monthDeposit: ~1 monthOnboarding: 10–15 days

My take

I’d weigh Oyster’s fee against the administration it includes: payroll, expenses, time off, reporting, and onboarding and offboarding support.

Benefits packages are optional add-ons. The EOR service fee is USD 699 per employee per month on monthly billing.

Annual seats are priced by headcount and location and are non-refundable, but can be reused for replacement hires. Annual prepayment gives the lowest fee; higher-priced quarterly or semiannual payment options are available. Salary, employer costs and benefit premiums are additional, and a refundable deposit is required. Optional People Partner project work costs USD 300 per hour.

Deposit

~1 month

Entity model

Own entities and vetted partners

First year, one hire

$8,388 in service fees

Read Review

Reviewed by Martynas PupkeviciusFact-checked by Michael Ennis

Starting fee

$699

Monthly billing. Annual seats are quoted separately, prepaid and non-refundable.

Against the 10 starting fees

$199 lowest$699 highest
Get my proposal Visit Oyster ↗
6 Pebl logo Pebl 4.2/5 Rating Hiring people who need visa or relocation support Starting fee: $399 USD / monthDeposit: Per quoteOnboarding: 10–14 days

My take

At onboarding, for an employee working in Vietnam, Pebl’s terms require that neither the client nor its affiliates is incorporated there, owns or controls a local entity, or plans to become, acquire or establish one.

Later changes to these circumstances must be reported promptly to Pebl in writing. I’d resolve this restriction before considering Pebl as a temporary step towards opening a company.

Pebl, formerly Velocity Global, combines hiring, payroll, employee changes, reporting and offboarding in one platform. EOR starts at $399 per employee per month; the country quote must identify the dollar currency and billing commitment. Salary, employer costs, benefits and additional services are separate.

A deposit is required before onboarding. Its amount can change with salary, seniority or payment history, and it is returned after the final invoice and outstanding balances are paid. Early exit can make the remaining committed-term service fees payable, subject to the agreement’s termination exceptions. Any discounted offer needs an end date and renewal price.

Deposit

Per quote

Entity model

Affiliates and local partners

First year, one hire

$4,788 in service fees

Read Review

Reviewed by Martynas PupkeviciusFact-checked by Michael Ennis

Starting fee

$399

Confirm the country price and billing commitment.

Against the 10 starting fees

$199 lowest$699 highest
Get my proposal Visit Pebl ↗
7 G-P logo G-P 4.2/5 Rating Hiring abroad while keeping your existing HR system Starting fee: $599 USD / monthDeposit: 1–2.5 monthsOnboarding: Not published

My take

G-P would be on my shortlist if I needed EOR employment administration, benefits and reporting with custom API integrations.

EOR starts at USD 599 per employee per month, with volume discounts by quote. Salary, employer costs, benefit premiums and additional services are separate.

There is no minimum contract length for EOR hires. The proposal still sets the commercial billing and cancellation terms, along with the cost of any integration or implementation work.

Deposit

1–2.5 months

Entity model

Owned (vendor claim)

First year, one hire

$7,188 in service fees

Read Review

Reviewed by Martynas PupkeviciusFact-checked by Michael Ennis

Starting fee

$599

Confirm the included services and billing terms in your country quote.

Against the 10 starting fees

$199 lowest$699 highest
Get my proposal Visit G-P ↗
8 Papaya Global logo Papaya Global 4.1/5 Rating Comparing payroll costs across countries in one report Starting fee: $499 USD / monthDeposit: 1–2 monthsOnboarding: 10–14 days

My take

Papaya brings EOR employees, payroll for a company’s own entities and workforce payments into one platform, with consolidated reporting and payroll approval tools.

That payroll and payments connection is what I’d follow through in a demonstration.

Papaya’s EOR service starts at USD 499 per employee per month. The country quote must identify the billing commitment and any additional services. Salary and employer costs are separate.

Deposit

1–2 months

Entity model

Partner model; confirm employer

First year, one hire

$5,988 in service fees

Read Review

Reviewed by Martynas PupkeviciusFact-checked by Michael Ennis

Starting fee

$499

The country quote sets the billing terms. Payroll-only processing is priced separately.

Against the 10 starting fees

$199 lowest$699 highest
Get my proposal Visit Papaya Global ↗
9 Borderless AI logo Borderless AI 4.0/5 Rating Getting 24/7 help with overseas payroll and HR Starting fee: $579 USD / monthDeposit: 1.5–3 monthsOnboarding: 10–14 days

My take

I’d budget for Borderless AI’s standard EOR fee of USD 579 per employee per month before considering the temporary offer.

Eligible companies headquartered outside Canada may qualify for USD 399 on fees billed through 31 December 2026. USD 579 applies from 1 January 2027, including promotional customers; country and employment-type exceptions apply. Salary, employer costs and benefits are additional.

A refundable deposit is required before the employee starts. The schedule is 1.5 months of gross salary plus employer costs, benefits and platform fees with ACH or three months by wire and other methods, with country variations. The base includes salary, employer contributions, benefits and platform fees. Late-payment issues can raise it to six months. Deposits are released after the relevant obligations are settled.

When this provider fits

I’d compare Borderless AI on the funding terms actually offered for this employee. A refundable deposit affects cash tied up at the start, while the service fee affects recurring cost. Request the amount, funding deadline and refund conditions before calculating a saving.

Deposit

1.5–3 months

Entity model

Own entities

First year, one hire

$6,948 in service fees

Read Review

Reviewed by Martynas PupkeviciusFact-checked by Michael Ennis

Starting fee

$579

Eligible companies headquartered outside Canada can pay $399 on fees billed through 31 December 2026.

Against the 10 starting fees

$199 lowest$699 highest
Get my proposal Visit Borderless AI ↗
10 RemoFirst logo RemoFirst ⚠ Trustpilot warning 0.5/5 Rating Making a first overseas hire on a tight budget Starting fee: $199 USD / monthDeposit: About 1 monthOnboarding: 7–12 days

My take

We moved RemoFirst to last place on 8 November 2026: Trustpilot has suspended its rating for a breach of its guidelines and removed fake reviews.

RemoFirst says it works exclusively with vetted in-country partners. Here, that means a local partner company, not RemoFirst, would normally employ your hire, and payroll changes, questions and exits pass through both companies, which can slow answers. US$199 is RemoFirst’s starting fee and varies by country, so get this country’s quote before you compare. I’d include RemoFirst in a price comparison: it provides a dedicated customer success manager and EOR employment from USD 199 per employee per month, with no minimum contract term or headcount. The fee can vary with country requirements. Salary, employer costs, benefits, deposits and optional services are separate.

Contractor management is free for onboarding, identity checks, contract storage and expenses. Contractor payments cost USD 25 per contractor in months when a payment is processed; payment-provider and transfer fees may also apply. These contractor services are separate from EOR employment.

Deposit

About 1 month

Entity model

Partners, not own entities

First year, one hire

$2,388 in service fees

Read Review

Reviewed by Martynas PupkeviciusFact-checked by Michael Ennis

Starting fee

$199

RemoFirst advertises no minimum contract term or employee count. Confirm any country-specific charges.

Against the 10 starting fees

$199 lowest$699 highest
Get my proposal Visit RemoFirst ↗

Entity ownership is as each provider states it.

Comparison as of 6 October 2026.

Which top pick · Vietnam

A Vietnam shortlist depends on three questions: does your hire need a work permit, is your hire a Vietnamese citizen, and how fast must the first payroll run. If your hire needs a work permit, ask each provider to name the legal employer and confirm permit support. Multiplier Core, the top pick here, costs $459 annually or $499 monthly and says it employs on its own Vietnamese entity. Ask for a written quote covering the salary, benefits and services you need. Enter its recurring costs in USD in the EOR cost calculator to compare proposals.

Local Vietnamese alternatives (researched, unranked): a few Vietnam-focused firms also provide EOR or local payroll outsourcing, including Acclime Vietnam and Talentnet on the corporate-services side and HR2B for recruitment-plus-payroll. None of them enters the ranking: Acclime and Talentnet are corporate-services houses, and HR2B is a recruiter first. A company that will only ever employ in Vietnam may find one of them sufficient.

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Before you sign

Two questions for any Vietnam quote

Price insurance and union charges alongside EOR fees.

Compare the service fee with the full employment budget, including applicable social-insurance and trade-union charges. The proposal should name the legal employer and identify who is responsible for payroll registration and any immigration application.

Compare EOR quotes
Employment framework

Employment and payroll in Vietnam

Who files the work and residence permits?

Vietnamese employment uses a local labour contract with applicable insurance, tax and union obligations. A foreign hire also needs an individual assessment of work-permit and residence responsibilities.

Vietnamese labour contract

Check the current labour-supply arrangement, even for a local hire

Vietnam distinguishes ordinary employment administration from labour dispatch, where an employee remains employed by one enterprise while working under another’s direction. Before signing, map the employee’s actual duties, who directs the work and which company carries the employment responsibilities to the arrangement proposed.

The administrative evidence also needs to be current. Resolution 66.18/2026/NQ-CP took effect on 1 July 2026; subsequent provincial guidance and published activity notices describe a changed notification and deposit process. Request the current evidence applicable to the enterprise and arrangement rather than relying only on an old licence. The proposal should explain the legal basis for the role, duration and operating model. Vietnamese employment counsel should resolve that classification and the operative transition rules for the actual hire.

The EOR’s Vietnamese entity becomes the legal employer under a labour contract governed by the Labour Code 2019 (Law No. 45/2019/QH14), in force since 1 January 2021.

You direct the work. The employing entity administers the labour contract, applicable insurance and union contributions, and filings with Vietnam Social Security and the tax authority.

Insurance, tax and union contributions

Registrations and payroll calculation

The EOR registers the employee for applicable compulsory insurance and tax records, then calculates salary, employee deductions and employer contributions.

Contribution categories and exceptions

Ask the provider to identify the employee’s applicable insurance category, contribution base and any exceptions in its proposal. It should separate employee deductions, employer contributions, personal income tax and the trade-union fee.

Wage-payment date

Wages must be paid at least monthly on the date agreed in the contract.

Confirm foreign-worker permission and timing

For a foreign hire, establish whether a work permit is required and whether the proposed employing entity can sponsor the application. Confirm the work-permit and temporary-residence-card responsibilities for that individual.

Confirm the applicable procedure and processing period under Decree 219/2025/ND-CP. Separate the authority’s processing time from document preparation and residence formalities.

Complete approvals before the agreed start date

1

Prepare the contract and employee records

Agree the salary in dong and proposed start date. The EOR prepares the local labour contract, collects identity and bank details, and arranges social-insurance and tax records.

2

Complete immigration and begin payroll

Complete required immigration steps before the agreed start date, then begin payroll. You approve applicable timesheets or expenses and manage the work.

Employer cost

Statutory employer contributions in Vietnam

Allow for trade union fees as well as insurance.

All figures as of June 2026. The combined insurance load is 21.5 percent of gross, and the 2 percent trade union fee brings it to about 23.5 percent before the EOR fee.

  • Social insurance 17.5%
  • Health insurance 3%
  • Trade union fee 2%
  • Unemployment insurance 1%

Fig. 2 · Where the ~23.5% goes: employer contributions as a share of gross, within the 2026 ceilings

Contribution Employer rate Cap / basis Agency
Contribution
Social insurance (SI)
Pension, sickness & maternity, work injury; employee pays 8%
Employer rate
17.5%
Cap / basis
Capped at 20× reference level: VND 50.6m from 1 July 2026 (20× VND 2.53m)
Agency
Vietnam Social Security
Contribution
Health insurance (HI)
Employee also pays 1.5%
Employer rate
3%
Cap / basis
Capped at 20× base salary
Agency
Vietnam Social Security
Contribution
Unemployment insurance (UI)
Employee also pays 1%; not for foreign workers
Employer rate
1%
Cap / basis
Capped at 20× the applicable regional minimum wage; Region I: VND 106.2m
Agency
Vietnam Social Security
Contribution
Trade union fee
Paid even where no enterprise union exists
Employer rate
2%
Cap / basis
Capped at 20× base salary
Agency
Vietnam General Confederation of Labour

Fig. 3 · Mandatory employer contributions in Vietnam, 2026 rates and monthly ceilings

For a VND 30 million salary below the insurance ceiling, SI 17.5% = VND 5,250,000, HI 3% = VND 900,000, UI 1% = VND 300,000, union fee 2% = VND 600,000, a total of about VND 7,050,000, or 23.5 percent on top of gross. A foreign hire on a work permit and a contract of at least 12 months pays into SI and HI but not UI, so the employer load is about 20.5 percent plus the 2 percent union fee. The statutory base salary rose from VND 2.34 million to VND 2.53 million on 1 July 2026 under Decree 161/2026/ND-CP, lifting the SI and HI ceiling to about VND 50.6 million, and the Region I minimum wage rose to VND 5,310,000 on 1 January 2026 under Decree 293/2025/ND-CP. The EOR fee sits on top of all of this.

Working time & leave

Working hours, overtime and statutory leave

Paid leave increases with years of service.

The Labour Code 2019 caps the normal week at 48 hours, limits overtime to 40 hours a month and 200 hours a year, and sets paid annual leave that grows one day for every five years of service.

Hours and overtime

Standard week 48 hours
Normal overtime (weekday) 1.5× hourly
Weekly rest day 2.0×
Public holiday / paid leave 3.0×
Overtime cap 40/mo, 200/yr
Public holidays/yr 11 days

Fig. 4 · Hours and overtime in Vietnam · The standard schedule is up to 8 hours a day and 48 a week; the 200-hour annual overtime cap rises to 300 only for specific sectors with notification.

The standard schedule is up to 8 hours a day and 48 a week, with one paid weekly rest day. The 200-hour annual overtime cap rises to 300 only for specific sectors with notification. The 11 paid public holidays include a five-day Lunar New Year (Tet) block, the longest single closure of the year.

Statutory leave

Annual leave
+1 day per 5 years of service
 12 days
Hazardous / arduous work 14–16 days
Sick leave
SI-funded, by years contributed
 30–70 days
Maternity Normally 6 months; qualifying second-child births 7 months
Paternity Varies by birth; second-child rule 10 working days

Fig. 5 · Statutory leave in Vietnam · Annual leave normally starts at 12 working days and rises by one day per five years with the same employer. Maternity leave is normally six months, or seven for qualifying second-child births from 1 July 2026; insured benefits use the statutory contribution-salary calculation.

Annual leave is 12 working days for normal conditions and rises by one day for every five years with the same employer, so a ten-year employee has 14 days. Maternity leave is normally six months; qualifying second-child births receive seven months from 1 July 2026. Social-insurance maternity benefit is based on 100% of the relevant six-month average insured-contribution salary, subject to eligibility. Paternity leave varies with birth circumstances, including a ten-working-day rule for qualifying second-child births; multiple births and other statutory cases can extend leave.

Ending employment

Probation, notice and severance in Vietnam

The contract type affects how much notice is due.

Notice runs 3, 30 or 45 days by contract type, and eligible employees receive severance or, in a restructuring, the larger job-loss allowance. Unilateral dismissal requires legal grounds under the Labour Code.

Contract type Minimum notice End-of-service payment
Contract type
Indefinite-term contract
Minimum notice
45 days
End-of-service payment
Severance: 0.5 month/yr of service
Contract type
Definite-term (12–36 months)
Minimum notice
30 days
End-of-service payment
Severance: 0.5 month/yr of service
Contract type
Contract under 12 months / seasonal
Minimum notice
3 working days
End-of-service payment
Severance if ≥12 months total service
Contract type
Redundancy / restructuring
Minimum notice
30 days + authority notice
End-of-service payment
Job-loss allowance: 1 month/yr, min 2 months

Fig. 6 · Notice and end-of-service payments by contract type · Severance is owed after 12 months of regular service, computed on the average salary of the last six months, with years covered by unemployment insurance excluded.

Severance is owed after 12 months of regular service and computed on the average salary of the last six months, with the years already covered by unemployment insurance excluded, so in practice the employer pays mainly for service before unemployment insurance applied. Vietnam has no at-will employment: an employee can challenge a unilateral dismissal that has no legal basis, and a court can order reinstatement and back pay, so the EOR documents the basis before any exit.

Example termination on legal grounds after 3 years on VND 30,000,000/month Average last-6-months salary = VND 30,000,000

Notice (indefinite contract)

Wages over an applicable 45-day notice period ≈ VND30,000,000 × 1.5 months; an earlier agreed end date requires separate agreed terms
 VND 45,000,000

Severance allowance

0.5 month/yr × 3 yrs = 1.5 months (years not covered by UI; shown in full as a benchmark)
 VND 45,000,000

Accrued unused leave

Assume 6 days outstanding × (VND 30,000,000 / 26)
 VND 6,923,000

Indicative exit cost

Before any negotiated settlement
 VND 96,923,000

Fig. 7 · Exit of a 3-year employee on VND 30,000,000/month · The severance line shows the full 0.5-month-per-year figure as the upper-bound benchmark; years covered by unemployment insurance are deducted in practice.

In practice the severance line is smaller than shown, because years covered by unemployment insurance are deducted from the count. I show the full 0.5-month-per-year figure as the upper-bound benchmark. A qualifying job-loss allowance uses the relevant service period after deducting unemployment-insurance and previously paid periods, with a two-month salary minimum. VND90,000,000 is the full three-year benchmark only if all three years remain in the calculation. Most markets in the termination guide charge the employer severance for every year of service; Vietnam charges only the years unemployment insurance has not covered.

Turn the severance rule into an employee-specific calculation

Take a hypothetical employee with two years and two months of actual service, including two months of probation that were not covered by unemployment insurance or a legally equivalent payment. If the termination qualifies for severance and the remaining two years were insured, the uncovered two months count as half a year under the rounding rule. At a qualifying six-month average salary of VND 30 million, that gives VND 7.5 million: half a year multiplied by half a month’s salary.

A qualifying job-loss exit uses a different minimum. For an employee with at least 12 months of regular service, the allowance cannot be below two months’ salary even where the service calculation after relevant deductions produces less. At VND 30 million, that floor is VND 60 million. Keep the termination ground, insured periods and six-month wage history visible in the exit estimate.

Payroll & tax

Payroll cycle and income tax in Vietnam

The EOR remits tax, insurance and union fees in dong.

Payroll and tax withholding run monthly, in dong. The EOR remits PIT, the three insurances and the union fee on the monthly schedule.

Personal income tax is withheld monthly under a pay-as-you-earn system run by the General Department of Taxation. Resident employees, those in Vietnam 183 days or more in a 12-month period, are taxed on progressive rates; non-residents are taxed at a flat 20 percent on Vietnam-sourced employment income. Law 109/2025/QH15 applies five progressive bands to resident employment income for the 2026 tax year: 5%, 10%, 20%, 30% and 35%, with the top rate above VND 100 million of monthly taxable income after deductions. Although the law generally takes effect on 1 July 2026, its resident employment provisions apply from tax year 2026. The EOR computes the tax each month against the employee’s reliefs and finalises the annual return.

Payroll runs monthly. Most Vietnamese employers pay near month-end or in the first days of the following month. The currency is the Vietnamese dong (VND), roughly VND 26,000 to one US dollar in 2026. There is no statutory 13th-month salary or extra pay period; the common Tet bonus is contractual. The EOR issues the annual tax-finalisation documents each employee needs.

Two payroll nuances catch foreign employers.

First, the social-insurance base is the contractual salary plus fixed allowances rather than basic pay alone, so a contract that loads pay into allowances to shrink the contribution base is a known compliance risk that a competent EOR will not build.

Second, the insurance ceiling means contributions stop growing above 20 times the base salary, a VND 50.6 million SI/HI contribution-salary cap from 1 July 2026, so for a high earner the percentage load on total pay is lower than the headline 21.5 percent. The EOR applies the cap automatically and reports the capped base to Vietnam Social Security.

The employment contract

Contract requirements and 13th-month norms

Spell out how any Tet bonus is calculated.

The labour contract is normally written in Vietnamese, which is the language Vietnamese authorities and courts work in, and a bilingual Vietnamese-English contract is common for foreign-invested employers; the EOR supplies one. Under the Labour Code 2019 the contract must state the job, the workplace, the term, the wage and pay date, working hours, rest, social-insurance participation, and the conditions for any annual raise. A contract for one month or more must be in writing.

Fixed-term rules are strict. A definite-term contract can run up to 36 months and can be renewed once; work past a second definite term and the relationship converts to an indefinite-term contract by operation of law, with the stronger dismissal protection that brings.

There is no statutory 13th-month salary in Vietnam. A Tet bonus around the Lunar New Year, often one month of pay, is customary across much of the private sector and most candidates expect it. The two are distinct: a 13th-month figure is usually pro-rated on time worked, while a Tet bonus often flexes with company performance. Offer either and the EOR writes it into the contract as guaranteed or performance-linked, pays it through payroll, and taxes it like any other wage.

Division of responsibility

What the EOR handles, and what stays with you

The legal employer owes the insurance and union fees.

Employer of record in Vietnam diagram showing the service agreement, employment contract, and day-to-day collaboration between your company and the employee.
Employer of record in Vietnam: how your company, the local employer and the employee work together. Select the image to enlarge.

The EOR handles

1
The legal employer’s seat, and the statutory liability that comes with it, on its Vietnamese entity
2
Social, health and unemployment insurance registration and monthly remittance
3
Personal income tax withholding and the annual finalisation
4
The 2% trade union fee to the labour confederation
5
The local labour contract, in Vietnamese or bilingual
6
Statutory leave administration and the payslip
7
Compliant offboarding, notice and the documented termination case

You keep

1
What the person works on, and how you judge the output
2
The salary, the Tet bonus and any allowances (fixed allowances count toward the insurance base)
3
The decision to hire and the decision to end the employment
4
Performance management and the legal grounds for any dismissal you initiate
5
Laptops and tooling, unless you buy the EOR’s device add-on
6
Your services agreement with the provider, and the IP terms it must push into the labour contract

Misclassification in Vietnam is priced in back contributions. Engage someone on a services contract while directing fixed hours and the authorities can treat them as an employee, with unpaid social and health insurance, back personal income tax and penalties following. On an EOR labour contract the three insurances and the union fee run from the first payslip, so there is no gap for an inspector to find. The misclassification guide covers the tests applied in Vietnam.

Work permits

Work permits and the temporary residence card

Check the permit process under Decree 219.

Item Requirement Duration / processing Who sponsors
Item
Work permit
Requirement
Expert standard: bachelor's degree + 2 yrs relevant experience (1 yr in priority sectors) under Decree 219/2025; clean criminal record; health check
Duration / processing
Up to 2 years; ~10 working days under Decree 219/2025
Who sponsors
Employer of record (its Vietnam entity)
Item
Temporary residence card (TRC)
Requirement
Issued on an approved work permit; replaces visa stamping
Duration / processing
Up to 2 years, tied to the permit
Who sponsors
Sponsoring employer
Item
Work-permit exemption
Requirement
Stay under 90 days/yr, intra-company manager on assignment, or capital contributor of VND 3bn+
Duration / processing
Exemption certificate, similar lead time
Who sponsors
Sponsoring employer files the exemption
Item
Position justification
Requirement
Employer must show the role cannot readily be filled by a local worker
Duration / processing
Filed before the permit application
Who sponsors
Sponsoring employer

Fig. 8 · Work permit and TRC requirements under Decree 219/2025 · Both documents issue against the sponsoring entity’s registration, with work-permit processing at about ten working days; confirm which company would sponsor before relying on any provider’s entity claim.

Identify the company that would legally employ the worker and the organization that would handle the proposed immigration application. Ask for the permitted arrangement, responsibilities and expected milestones for the specific role and worker.

Vietnam’s Decree 219/2025/ND-CP governs foreign workers and took effect on 7 August 2025. Confirm the current dossier, permit or exemption route and insurance treatment with the provider’s local adviser before setting a start date.

Salary benchmarks

Indicative salary ranges

Compare monthly gross pay in Vietnamese dong.

Monthly gross in dong with a USD equivalent at roughly VND 26,000 to the dollar. Ranges are 2026 market data from NodeFlair, VietnamWorks and Glassdoor.

Check current pay data for the role and location before you make an offer.

Role Gross VND/month USD/month (approx)
Role
Software engineer
Gross VND/month
15,000,000–40,000,000
USD/month (approx)
$577–1,538
Role
Senior software engineer
Gross VND/month
35,000,000–70,000,000
USD/month (approx)
$1,346–2,692
Role
Product manager
Gross VND/month
30,000,000–75,000,000
USD/month (approx)
$1,154–2,885
Role
Accountant
Gross VND/month
10,000,000–20,000,000
USD/month (approx)
$385–769
Role
Customer support
Gross VND/month
8,000,000–15,000,000
USD/month (approx)
$308–577
Role
Sales manager
Gross VND/month
25,000,000–55,000,000
USD/month (approx)
$962–2,115
Role
HR manager
Gross VND/month
25,000,000–50,000,000
USD/month (approx)
$962–1,923
Role
Designer
Gross VND/month
12,000,000–28,000,000
USD/month (approx)
$462–1,077

Fig. 9 · Vietnam salary benchmarks by role, 2026 · Ranges are 2026 market data from NodeFlair, VietnamWorks and Glassdoor; Da Nang and the smaller provinces run roughly 15 to 25 percent below the two main hubs.

Salaries cluster in Ho Chi Minh City and Hanoi. Da Nang and the smaller provinces run roughly 15 to 25 percent below the two main hubs for the same role. In this illustration, a product manager on VND 50 million is below the VND 50.6 million SI/HI contribution-salary ceiling effective from 1 July 2026, so that ceiling does not reduce the SI/HI base below the full VND 50 million salary.

Fully-loaded cost

What a Vietnamese engineer costs per month

The example starts at VND 22.5 million a month.

For a different salary, estimate employer payroll costs in Vietnam.

Software engineer, Ho Chi Minh City Gross base: VND 22,500,000/month
Gross salary VND 22,500,000

Social insurance (17.5%)

Below the VND 50.6m SI/HI ceiling from 1 July 2026
 VND 3,937,500

Health insurance (3%)

Below the ceiling
 VND 675,000

Unemployment insurance (1%)

Citizen hire; not charged for foreigners
 VND 225,000

Trade union fee (2%)

To the labour confederation
 VND 450,000

EOR fee illustration

RemoFirst $199 ≈ VND 5,174,000
⚠ Trustpilot warning: rating suspended for a breach of its guidelines; fake reviews removed
 VND 5,174,000

Monthly total, cheapest fee

Annual ≈ VND 395,538,000 (about $15,210)
 VND 32,961,500

Fig. 10 · Budgeting illustration for a VND 22,500,000 salary, using monthly fees of $199, $499 and $699.

Statutory employer cost is VND 5,287,500, about 23.5 percent on top of gross. Swap in a premium fee and the monthly total moves: an illustrative $499 fee (≈ VND 12,974,000) lands at VND 40,761,500/month (≈ VND 489,138,000/year), and Oyster at $699 (≈ VND 18,174,000) lands at VND 45,961,500/month (≈ VND 551,538,000/year). The lowest and highest fee scenarios shown differ by VND 13,000,000 a month on the same engineer, while no statutory line varies.

EOR vs your own entity

EOR or your own Vietnam entity: compare costs

Factor EOR Your own Vietnam entity
Factor
Setup cost
EOR
None
Your own Vietnam entity
~$2,000–15,000 incorporation + licensing
Factor
Time to first hire
EOR
3–15 days
Your own Vietnam entity
2–4 months (IRC/ERC, capital, insurance & tax registration)
Factor
Per-employee cost
EOR
$199–699/employee/mo fee + statutory
Your own Vietnam entity
Statutory only, plus shared overhead
Factor
Ongoing admin
EOR
Provider runs payroll & filings
Your own Vietnam entity
Chief accountant, monthly filings, audited accounts
Factor
Compliance liability
EOR
On the EOR
Your own Vietnam entity
On you and the legal representative

Fig. 11 · Illustrative EOR-versus-entity comparison; the crossover depends on the fee plan, local operating costs and hiring duration.

Run the $199 floor fee out over a year and the EOR premium is about $2,400 per employee against paying statutory contributions yourself. A Vietnamese subsidiary takes two to four months to license through the investment and enterprise registration certificates, and incorporation consultancies quote $2,000 to $15,000 for the process. It then carries a chief accountant, mandatory under the Law on Accounting (88/2015/QH13), monthly tax and insurance filings, and audited annual accounts: roughly $10,000 to $25,000 a year in fixed overhead regardless of headcount, plus legal-representative liability.

Annualise the selected service fee for the hires you expect to keep, then compare it with the Vietnamese company setup, accounting, payroll, insurance and any foreign-hire requirements. Count setup costs over the same hiring horizon and include payroll, benefits, transition and exit charges on both sides. A higher service-fee plan moves the financial crossover earlier; lower recurring entity overhead or a longer hiring horizon can do the same. Short hiring duration, setup costs and the need for local administration can move it later. The legal suitability of each arrangement remains a separate question.

FAQ

EOR in Vietnam: common questions

What is the best EOR in Vietnam?

RemotePeople is our top pick for Vietnam in 2026 (4.9/5), followed by Multiplier (4.1/5) and Deel (4.7/5). We opened paid accounts with all 10 providers on this page, priced real hires and ran payroll.

RemotePeople offers recruitment and EOR through one provider, with a dedicated account manager on both EOR plans. Its EOR Global plan starts at USD 499 per employee per month, and EOR Select at USD 199 where the hire qualifies. Multiplier Core starts at $499 per employee per month on monthly billing, or $459 billed annually; Deel starts at USD 599 plus a mandatory Employer Liability Cost.

How does an employer of record work in Vietnam?

An employer of record in Vietnam becomes the worker’s legal employer through a local employing entity, while your company directs the day-to-day work. The EOR registers the employee for social, health and unemployment insurance and remits monthly, withholds personal income tax and runs the annual finalisation, pays the 2% trade union fee and issues the labour contract in Vietnamese or bilingual.

How fast can an EOR onboard an employee in Vietnam?

Estimated onboarding times for Vietnam range from 3 to 15 days across the providers we tested that give an estimate. By provider: Deel 3–5 days, Rippling 3–5 days, RemotePeople 7–10 days, Pebl 10–14 days and Oyster 10–15 days.

Agree contract signing, the employee’s start date and first payroll separately. Partner checks and any work-permit application can affect the schedule; ask the legal employer for a written plan for your hire.

How much does an EOR cost in Vietnam per month?

Published service fees for Vietnam run from USD 199 to USD 699 per employee per month across the 10 providers we tested: RemoFirst from USD 199; RemotePeople Global from USD 499, or Select from USD 199 only where country and salary qualify; Deel from USD 599 plus mandatory Employer Liability Cost; G-P from USD 599; Oyster USD 699 on monthly billing, with annual seats quoted separately. Multiplier Core advertises $499 monthly or $459 per month billed annually; Pebl advertises $399, with currency and commitment to confirm. Rippling starts at USD 499 plus its required platform from USD 8 per employee, and Papaya Global at USD 499. Borderless AI is USD 579 standard, with an eligible USD 399 promotion on fees billed through 31 December 2026. All amounts are per employee/month; salary and employment costs are separate. 

On top of the fee you pay the employee’s gross salary plus employer social insurance, health insurance and unemployment insurance of 21.5 percent, plus a 2 percent trade union fee, so roughly 23.5 percent above gross before the fee.

What employer contributions are mandatory in Vietnam?

Social insurance at 17.5 percent, health insurance at 3 percent and unemployment insurance at 1 percent of gross salary, a combined 21.5 percent employer load, plus a 2 percent trade union fee paid to the Vietnam General Confederation of Labour. Social and health insurance are capped at 20 times the statutory base salary (a salary ceiling of VND 50.6 million from 1 July 2026, at a VND 2.53 million reference level); unemployment insurance is capped at 20 times the applicable regional minimum wage.

Can an EOR sponsor a work permit in Vietnam?

Ask the provider to confirm the employment and immigration arrangement it can offer for your specific hire. Confirm the worker’s eligibility, named filing organization, required documents, permitted start date and expected processing milestones under the applicable rules.

What is the minimum wage in Vietnam in 2026?

It is regional. From 1 January 2026 the monthly minimum is VND 5,310,000 in Region I (Hanoi, Ho Chi Minh City, Hai Phong, Da Nang), with lower floors in Regions II to IV, under Decree 293/2025/ND-CP. That is an average 7.2 percent rise on the prior rates. The Region I figure is the one most foreign employers hit because their hires sit in the major cities.

How much severance applies when terminating in Vietnam?

When employment ends on qualifying grounds, severance allowance is half a month of salary for each year of service, based on the average salary of the last six months, payable to employees with at least 12 months of regular service. Where the job is cut for restructuring or economic reasons it becomes job-loss allowance of one month per year of service, with a floor of two months. Time covered by unemployment insurance is excluded from the severance count, so the EOR computes only the uncovered years.

What currency and payroll cycle does Vietnam use?

The Vietnamese dong (VND). Payroll runs monthly and salaries are paid at least once a month on the agreed date under the Labour Code 2019. Employer social, health and unemployment insurance and the trade union fee are remitted monthly to Vietnam Social Security and the labour confederation, and personal income tax is withheld monthly and finalised annually. About VND 26,000 equals one US dollar in 2026.

Can I convert a Vietnamese contractor to an EOR employee?

I’d review the earlier contractor arrangement before conversion: a contractor on a services contract who works fixed hours under your direction can be treated as an employee, exposing you to back social insurance, health insurance and personal income tax plus penalties. An EOR issues a compliant labour contract, enrols the worker in the three insurances, registers the trade union contribution, and runs monthly tax withholding, usually within one to two weeks. See the contractor misclassification guide.

Is the 13th-month salary mandatory in Vietnam?

No. The Labour Code 2019 does not require a 13th-month payment, but a Tet bonus around the Lunar New Year, often equal to one month of pay, is customary across the private sector and most candidates expect it. If you offer one, the EOR writes it into the labour contract as guaranteed or performance-linked and pays it through payroll, applying personal income tax to it like any other wage.

Do foreign employees pay social insurance in Vietnam?

Coverage has several exceptions. Foreign employees on qualifying fixed-term contracts of at least 12 months generally enter compulsory social insurance, subject to the statutory intra-company-transfer, retirement-age and treaty exceptions. Assess health and unemployment insurance separately. The employer estimate of about 20.5% applies to the illustrated case covered by social and health insurance but excluded from unemployment insurance.

Sources and as-of dates

Article references

Decree 161/2026 lifts the base salary (and with it the insurance ceiling) on 1 July 2026, and Law 109/2025 swaps the PIT table the same day. Rates below are as of June 2026, cited to the law or decree that sets each one; provider facts come from the 2026 review program.

Hiring facts Checked 2 Oct 2026

Hiring facts

Checked 2 October 2026
Eligibility, local and collective rules apply. EOR fees extra.

Labour Code 2019 5 sources

Law No. 45/2019/QH14, effective 1 January 2021: normal hours are capped at 48 per week; overtime normally at 40 hours per month and 200 per year, with specified cases permitting 300. Annual leave is normally 12 working days, plus one day per five years with the same employer; higher entitlements apply to some workers. Articles 20, 35–36 and 46–47 govern fixed-term conversion, notice and termination allowances, subject to their conditions and exceptions.

Social, health and unemployment insurance 6 sources

Standard contributions for covered Vietnamese employees: employer SI (including occupational accident insurance) 17.5%, HI 3% and UI 1% (21.5% combined); employee SI 8%, HI 1.5% and UI 1%. Eligibility and reduced-rate exceptions apply. SI and HI use a ceiling of 20 times the statutory reference level; UI uses 20 times the applicable regional minimum wage, not Region I for every workplace. Checked against the 2025–2026 rules.

Statutory base salary 2 sources

The statutory reference level is VND 2,530,000 per month from 1 July 2026 under Decree 161/2026/ND-CP, up from VND 2,340,000. The maximum monthly SI/HI contribution salary is therefore VND 50.6 million, previously VND 46.8 million. This reference level is distinct from the regional minimum wage.

Trade union fee 3 sources

The standard employer trade-union fee is 2% of the compulsory-SI payroll base, subject to statutory exemptions or relief. For union members in private enterprises, Decision 61/QĐ-TLĐ sets ordinary dues at 0.5% of the SI contribution salary from 1 July 2025, normally capped at 10% of the statutory base salary; a union may adopt an agreed alternative basis or higher amount under that decision.

Regional minimum wage 1 source

From 1 January 2026, Decree 293/2025/ND-CP sets monthly minimum wages at VND 5,310,000 in Region I, VND 4,730,000 in Region II, VND 4,140,000 in Region III and VND 3,700,000 in Region IV. Apply the region assigned to the workplace in the decree’s locality schedule.

Work permits 3 sources

Decree 219/2025/ND-CP provides a 10-working-day decision period after a complete work-permit application is received. Expert qualification documents and exemptions depend on the worker’s category and required confirmation. Provincial authorities handle permits; employment-category LĐ1/LĐ2 temporary residence cards can last up to two years, subject to passport validity and eligibility.

Personal income tax 3 sources

Law 109/2025/QH15 introduces five progressive bands for resident employment income from the 2026 tax year: 5%, 10%, 20%, 30% and 35%. The top rate applies to monthly taxable income above VND 100 million (annual equivalent VND 1.2 billion), after applicable deductions. Although the law generally takes effect on 1 July 2026, its resident employment provisions apply to tax year 2026. Non-resident employment income for work performed in Vietnam is generally taxed at 20%, regardless of where it is paid.

Maternity / paternity 4 sources

Maternity leave is normally six months; qualifying second-child births receive seven months from 1 July 2026 under the Population Law and Decree 168/2026/ND-CP. The monthly SI benefit is 100% of the relevant six-month average insured-contribution salary, rather than uncapped actual salary. Paternity leave generally varies with the birth circumstances; the new second-child rule provides ten working days. Multiple births and other statutory circumstances can extend leave.

Salary benchmarks 1 source

ITviec’s 2025–2026 report provides Vietnam IT salary medians by role and experience from 2025 survey periods. USD figures at VND26,000 per dollar are illustrative.

Provider pricing, entity model and onboarding 10 sources

Obtain a Vietnam-specific proposal and the legal employer’s registration details. See the linked provider reviews for the comparison.

October 2026 sources 9 sources

Labour Code 2019 — ILO-hosted English translation — Articles 39–41, 46–47 and 52–54: unlawful unilateral termination, allowance bases and labour-dispatch framework. Accessed 19 October 2026.

Government Gazette — Decree 145/2020, Annex II — Historical Decree 145 Annex II occupational categories. The 2020 annex alone does not show the 2026 administrative or role-specific position. Accessed 19 October 2026.

Government — Social Insurance Law 41/2024/QH15 — Article 2(2): foreign employees on qualifying fixed-term contracts of at least 12 months; intra-company transfer, retirement-age and treaty exceptions. Law effective 1 July 2025. Accessed 19 October 2026.

Labour Ministry answer — uncovered probation and severance rounding — Two months of uncovered probation counted as one half year for severance in the stated qualifying termination. Accessed 19 October 2026.

Labour Ministry answer — job-loss allowance calculation — Article 47 qualifying job loss: unemployment-insurance and previously paid periods deducted, six-month average salary and minimum two-month allowance. Accessed 19 October 2026.

Ministry of Home Affairs answer — severance and insured periods, June 2026 — Qualifying resignation, actual work including probation, UI periods and legally equivalent payments excluded from calculation. Accessed 19 October 2026.

Government register — Resolution 66.18/2026/NQ-CP — Official register records issue on 18 May 2026 and effect from 1 July 2026. Accessed 19 October 2026.

Dong Nai Department of Home Affairs — labour-supply notifications — Published August 2026 notification under Resolution 66.18 showing enterprise identity, deposit bank and contract, and activity start date. Accessed 19 October 2026.

Hai Phong government — August 2026 implementation guidance — Official implementation summary describes suspension of labour-supply licence issue/renewal and continuing deposit and reporting administration. Accessed 19 October 2026.

This guide is for general information only and does not provide legal, tax, accounting, or financial advice. For advice about your business, consult a qualified professional familiar with the rules where you hire. The research methodology explains how TheBestEOR assesses sources.