From the first contract to the final settlement, we carry the legal, administrative and payroll weight of employing people in Vietnam, with work-permit support for expats and EOR coverage across Asia-Pacific too, so your team can focus on the work itself.
Bilingual employment contracts built to the Labour Code 2019, with the correct contract type, probation, notice and benefit clauses, signed before the start date.
Monthly salary paid in Vietnamese dong, with progressive personal income tax calculated, withheld and filed, plus payslips and full record-keeping.
Registration and contributions for social insurance, health insurance and unemployment insurance, plus the 2% trade-union fee, all administered and kept current.
We track annual leave, sick leave paid through social insurance, maternity and paternity entitlements, public holidays and any contractual allowances or supplemental health cover.
We calculate severance allowance and job-loss allowance correctly, applying the unemployment-insurance exclusion, and pay the final settlement within the statutory window.
When someone leaves, we manage notice, close out social insurance, return the social-insurance book and complete a compliant exit within 14 working days.
End-to-end mobilisation for foreign hires: work-permit application, visa, temporary residence card and renewals. See the full process below.
Hiring beyond Vietnam? We provide Employer of Record coverage across the region, so you can build a multi-country team through a single partner.
You want one or two people on the ground in Ho Chi Minh City or Hanoi before committing to a licensed entity. We let you start now and decide later.
You have already found the person, a Vietnamese national or a relocating expat, and simply need a compliant way to employ and, where needed, sponsor them.
You employ people globally and want Vietnam handled to the same compliance bar as everywhere else, without standing up local infrastructure.
Vietnam has no dedicated Employer of Record statute, so structure matters. We employ your chosen hire directly, under our own licensed Vietnamese entity, on a standard Labour Code contract, and provide services to you under a separate business agreement. You direct the day-to-day work; we are the legal employer.
This is deliberately different from labour leasing, also called labour sub-leasing or dispatch, which the Labour Code regulates separately under Articles 52 to 57. Labour leasing is a licensed, conditional activity limited to around 20 job categories and capped at twelve months. A genuine EOR relationship sits outside that regime because the worker is our own direct employee, not leased headcount. We structure every engagement to respect that distinction.
Only a properly licensed Vietnamese entity can compliantly employ staff and run statutory payroll. We hold ours directly, so your team is employed by a real, licensed employer in Vietnam, not routed through an unverified third party.
We run your team's payroll in Vietnamese dong each month, calculate and withhold progressive personal income tax, and register and pay the full stack of statutory contributions: social insurance, health insurance, unemployment insurance and the trade-union fee. Employer contributions come to roughly 21.5% of gross salary, plus the 2% union fee. A 13th-month salary around Tet is customary but not legally mandatory, and we will structure it however you prefer.
As the legal employer, we hold the obligations that come with Vietnamese labour law: correct contract types, probation handled within the rules, accurate severance accrual, lawful notice periods and the strict protections around dismissing employees. When a rule changes, and 2026 brings new minimum wages, a new social-insurance law and reformed income-tax brackets, it is our job to keep your contracts and payroll current.
Foreign employees generally need a work permit before they can legally work in Vietnam, unless they qualify for an exemption. As the sponsoring employer, we manage the full process so your expat hire can work compliantly, then link the permit to a visa and a temporary residence card. Below is the typical sequence once you have selected a candidate.
Indicative total: several weeks, depending on document legalisation and provincial processing.
| # | Step | Indicative time | What happens |
|---|---|---|---|
| 1 | Document gathering & legalisation | 2–4 weeks | Degree, proof of relevant experience, a criminal-record check and a health check, each notarised, consularised or legalised and translated into Vietnamese as required. This is usually the longest stage and depends on the employee's home country. |
| 2 | Work-permit application | ~2–3 weeks | We submit the work-permit application to the competent provincial labour authority. Under Decree 219/2025 the foreign-labour-demand approval is merged into a single application, simplifying the previous two-step process. |
| 3 | Work permit issued | Valid up to 2 years | The permit is granted for a defined role and employer, for a term of up to two years, and is renewable. The employee's labour contract is aligned to the permit's validity. |
| 4 | Work visa (DN/LD) | ~1 week | With the permit in hand, the appropriate work visa is arranged so the employee can enter and remain in Vietnam to work. |
| 5 | Temporary residence card | ~1–2 weeks | A temporary residence card is issued for the permit period, which removes the need for repeated visa renewals during the assignment. |
Indicative total: a few weeks; start well before expiry.
| # | Step | Indicative time | What happens |
|---|---|---|---|
| 1 | Renewal application | ~2 weeks | A work permit can be renewed once for up to a further two years. We prepare and submit the renewal before the current permit expires, with refreshed supporting documents where required. |
| 2 | Visa & residence card update | ~1–2 weeks | Once the renewed permit is issued, the visa and temporary residence card are updated to match the new validity period. |
The documents, steps and final timeline depend on the individual worker's nationality and details, on document legalisation in their home country, and on provincial authority processing. They can change during the application and are at the discretion of the relevant authorities.
After your hire is employed by us on a Vietnamese labour contract, we process monthly payroll in dong, withhold and file personal income tax, and pay all statutory contributions. All payroll inputs are confirmed by you before salaries are released. Employees can raise HR requests directly or through your own HR team, whichever you prefer. When someone resigns or is terminated, we manage notice, severance where due, and the full and final settlement in line with the Labour Code.
Building a team across more than one Asian market? We provide Employer of Record services across Asia-Pacific so you can employ talent regionally and compliantly, without setting up an entity in each country.
Whether you are hiring engineers in Vietnam, sales staff elsewhere in Southeast Asia, or a mix across the region, you work with a single team for contracts, payroll, statutory contributions and compliance. Each country has its own labour code, tax rules and social-insurance regime, and we hold that complexity so you do not have to.
Every hire is employed on a contract that meets the local statutory standard, paid in local currency with the correct withholdings, and enrolled in the mandatory benefits of that jurisdiction. You get one relationship and one standard of compliance across your regional team.
For employees relocating between markets, we support work-permit and visa processes in each country, so moving talent across your Asia-Pacific footprint stays compliant from start to finish.
Whether your next hire is in Ho Chi Minh City or another Asia-Pacific capital, you work with a single team for contracts, payroll, insurance and compliance. Tell us where you are hiring and we will map the right route.
Fill out the form and we will map the exact services, cost and timeline for your Vietnam hire.