How do you hire a Vietnamese employee in 2026?
Vietnam requires a signed labour contract before the employee starts work. There is no grace period. Probation can last up to 2 months for degree-level roles, and either side can end it without any advance notice. Teamed handles the contract, the work-permit check, and social insurance registration from day one.
· Vietnam guide
Illustration · Hanoi, Vietnam
The Vietnam hire process has five steps. Offer letter, work-permit check, signed labour contract, social insurance registration, first payday.
The labour contract must be signed before the employee starts work. There is no grace window. The contract type matters: indefinite-term contracts carry 45 days notice on either side after probation ends.
Probation runs up to 2 months for degree-level positions. Either side can end probation without advance notice. Annual leave starts at 12 days per year.
What does the end-to-end Vietnam hire process look like?
Five steps take you from accepted offer to first payslip. Offer letter, work-permit check, signed labour contract, social insurance registration, first payday.
The contract must be signed before work starts. Social insurance registration follows within the first month.
| Step | What happens | Owner | Timing |
|---|---|---|---|
| 1. Offer letter | Written offer with role, salary, start date, contract type, and probation terms | Client / Teamed drafts | Same day after verbal accept |
| 2. Work-permit check | For Vietnamese nationals: verify identity document. For foreign nationals: confirm work permit (giay phep lao dong) is in place before start date | Teamed | Before the employee starts |
| 3. Labour contract signed | Written labour contract signed by both parties, specifying contract type, salary, working hours, probation period, and leave entitlement | Teamed (legal employer) and employee | Before day one |
| 4. Social insurance registration | Register the employee with Vietnam Social Security (VSS) for social insurance, health insurance, and unemployment insurance | Teamed | Days 1 to 30 |
| 5. First payday | First payslip issued; personal income tax withheld and declared to the tax authority by the 20th of the following month | Teamed | End of first pay period |
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Issue the offer letter
Send a written offer the same day as verbal acceptance. Include role, salary, contract type, start date, probation period of up to 2 months for degree-level roles, and any conditions such as work-permit verification or background checks.
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Complete the work-permit check
For Vietnamese nationals, verify the national ID card before the start date. For foreign nationals, confirm the work permit (giay phep lao dong) is in place. The permit must exist before the employee starts, not after.
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Sign the labour contract
The written labour contract must be signed by both parties before work begins. Teamed's standard Vietnam contract meets all Labour Code 2019 requirements. Clients agree commercial terms; Teamed signs as the legal employer.
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Complete social insurance registration
Register the employee with Vietnam Social Security for social insurance, health insurance, and unemployment insurance. Collect the employee's tax code and bank details. Registration must be completed within 30 days of the start date.
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Issue the first payslip and file tax
Run the first payroll at the end of the first pay period. File the personal income tax withholding declaration with the tax authority by the 20th of the following month. The employee receives their payslip and their health insurance card.
What must a Vietnam offer letter include?
The offer letter is not the labour contract. It is the document the candidate decides against.
Include role title, reporting line, start date, gross monthly salary, contract type (indefinite or fixed-term), probation period, and any conditions such as work-permit or background checks.
Three traps to avoid in Vietnamese offer letters:
- Committing to net salary. Vietnam employees care about take-home pay, but quoting a net figure in writing creates problems when tax rates or social contribution rules change. Quote gross only and explain the deduction structure separately.
- Unclear contract type. Vietnam law recognises indefinite-term contracts and fixed-term contracts of up to 36 months. The offer letter should state which type applies. Defaulting to fixed-term when you intend a long-term hire creates renewal complications and limits your ability to renew only once before converting to indefinite-term.
- Probation terms that exceed the legal cap. For degree-level roles the probation cap is 2 months. For executive positions it is 6 months. An offer letter that sets a longer probation period is not valid under the Labour Code. Teamed checks the role level before drafting.
Teamed's standard Vietnam offer letter template covers all required ground. Clients choose commercial elements; Teamed holds the legal-employer position and issues documents in both Vietnamese and English where requested.
Vietnam work-permit checks and foreign-worker authorisation
Vietnamese nationals do not need a separate work permit to work in Vietnam. The employer verifies identity with a national ID card or passport.
Foreign nationals must hold a valid work permit (giay phep lao dong) before they start work. No work permit means no legal employment.
Vietnamese nationals
For Vietnamese citizens, the employer checks the national identity card (CCCD) or passport and retains a copy of the document. No government portal or online check is required for local citizens. The labour contract itself creates the employment relationship.
Foreign nationals
Foreign nationals must obtain a work permit from the Department of Labour, Invalids and Social Affairs (DOLISA) before starting work. The employer applies on behalf of the employee, submitting documents including educational qualifications, a criminal record certificate, and a health certificate. The standard work permit has a term of up to two years and is renewable.
Certain categories of foreign worker are exempt from the work-permit requirement, including representatives of foreign-invested enterprises and certain intra-company transferees, but the exemption must be confirmed by DOLISA before the employee starts.
Foreign workers employed in Vietnam must hold a valid work permit issued by the competent provincial authority before commencing employment. Employment of a foreign national without a valid work permit is an administrative offence under the Labour Code.
Source: Labour Code 2019 (Law No. 45/2019/QH14) via nhankiet.vn
Follow-up checks for time-limited work permits
Work permits have a fixed expiry date. The employer must track that date and begin the renewal process well in advance. Working on an expired permit is a compliance breach. Teamed calendars each renewal and notifies both the employee and the client ahead of the deadline.
The Vietnam labour contract: what must it contain?
The Labour Code 2019 requires a written contract for every employment relationship. It must be signed before work starts.
The contract sets out the contract type, salary, working hours, probation terms, leave entitlement, and social insurance obligations. It is the binding employment document.
What the Vietnam labour contract must include under the Labour Code 2019:
- Full names and addresses of both the employer and the employee
- Contract type: indefinite-term or fixed-term (fixed-term contracts may not exceed 36 months and can only be renewed once before converting to indefinite-term)
- Job title and place of work
- Contract duration (for fixed-term contracts)
- Agreed working hours per day and per week (the law sets a maximum of 48 hours per week)
- Gross salary and payment method
- Salary payment interval (monthly is standard)
- Probation period, if agreed (up to 2 months for degree-level roles; up to 6 months for executives)
- Annual paid leave entitlement (at least 12 days per year for standard working conditions)
- Social insurance, health insurance, and unemployment insurance obligations
- Occupational safety and health conditions applicable to the role
Contracts must be issued in Vietnamese. Where the employee is a foreign national, a bilingual contract is standard practice. The Vietnamese version governs in any dispute.
Key source: Labour Code 2019, Article 21 (Law No. 45/2019/QH14).
Onboarding admin in the first week
Days 1 to 30 cover social insurance registration, tax code collection, bank details, and benefits setup.
Teamed handles the compliance side. The client handles the cultural and operational side.
| Onboarding task | Who does it | Day |
|---|---|---|
| Labour contract signed | Employee and Teamed | Before day one |
| Work-permit check completed | Teamed | Before day one |
| National ID or passport copy collected | Employee submits to Teamed | Day 1 |
| Tax code (MST) collected or applied for | Employee submits to Teamed; Teamed applies if needed | Days 1 to 7 |
| Social insurance registration (VSS) - social, health, unemployment | Teamed | Days 1 to 30 |
| Bank account details collected for payroll | Teamed | Days 1 to 7 |
| Health insurance card issued | Teamed (on behalf of VSS) | Within 30 days |
| Private benefits or supplementary health enrolment | Teamed (admin) and Client (decision) | Days 1 to 14 |
| Equipment and system access | Client | Days 0 to 1 |
| Manager introduction and first-week plan | Client | Days 0 to 7 |
| 30-60-90 day plan documented | Client (manager) | Days 1 to 14 |
How does Teamed handle Vietnam employment for you?
Teamed becomes your legal employer of record in Vietnam for from $599 per employee per month, with zero FX mark-up in any currency.
Labour contracts, social insurance registration, work-permit tracking, and the full Vietnam employment law stack run on one platform.
real HR and legal experts handle your Vietnam hires, from the first offer letter through every monthly personal income tax declaration. an actual person, not a chatbot or a pooled queue. There is no setup fee and no exit fee. Employer cost passes through at cost, itemised on every invoice.
EOR payroll, contractor onboarding, and entity setup all live on one platform. A Vietnam contractor who converts to full employment keeps their record. Run the Crossover Calculator to see the month your Vietnam hire is ready to graduate to your own entity. Start from the Vietnam hiring overview; each guide here takes one layer of Vietnam employment law.
Key sources: Labour Code 2019 (Law No. 45/2019/QH14), PwC Vietnam social insurance summary, and Acclime Vietnam HR and Payroll Guide.
Frequently asked questions
How long does it take to hire someone in Vietnam through Teamed?
Teamed can onboard a Vietnamese national within a few business days once the offer is accepted. The critical path is the signed labour contract, which must be in place before the employee starts work. Social insurance registration follows within 30 days of the start date. Foreign nationals who need a work permit will take longer, as the permit application must be submitted to DOLISA and approved before the start date.
What type of labour contract should I use in Vietnam?
Vietnam recognises two main contract types: indefinite-term and fixed-term. Fixed-term contracts run for up to 36 months and can only be renewed once. After that, the relationship must convert to an indefinite-term contract. Most long-term hires should use an indefinite-term contract from the outset. Fixed-term is appropriate for genuinely project-based or time-limited roles. The contract type also affects notice: indefinite-term contracts carry 45 days notice from the employer after probation ends.
What is the probation period and notice during probation in Vietnam?
The probationary period in Vietnam can last up to 2 months for degree-level and professional roles, and up to 6 months for executive or senior management positions. During probation, either side can end the employment relationship without giving advance notice. After probation ends and on an indefinite-term contract, the employer must give 45 days notice to terminate.
What is the minimum annual leave entitlement for a Vietnamese employee?
The minimum paid annual leave under the Labour Code 2019 is 12 days per year for employees in standard working conditions. Vietnam has 11 statutory public holidays per year, including Tet (Lunar New Year), National Day, and Labour Day. Leave accrues from the first day of employment. Employees in hazardous or demanding work conditions may be entitled to additional leave days.
Do foreign employees need a work permit to work in Vietnam?
Yes. Foreign nationals must hold a valid work permit (giay phep lao dong) issued by the provincial Department of Labour, Invalids and Social Affairs (DOLISA) before they start work. The employer applies for the permit on behalf of the employee. Standard work permits run for up to two years and are renewable. Certain categories of worker, such as some intra-company transferees, may qualify for an exemption, but the exemption must be confirmed by DOLISA in advance.
The contract-before-day-one rule catches companies out more than anything else in Vietnam onboarding. They treat the labour contract like a UK Section 1 statement, something to issue by the end of the first week, and then discover the employee has been working without a valid contract. We issue the contract as part of the offer process, before the start date is even confirmed.
Vietnam's labour contract must exist before the employee's first day of work.
Social insurance covers three funds. All must be registered within 30 days of the start date.
Get the contract signed and the permits confirmed before day one. The compliance clock starts there.
