Vietnam gives international employers access to one of Southeast Asia's fastest-growing tech and engineering talent pools, with over 53 million people in the labour force and wages that remain well below regional peers in Singapore or Thailand for equivalent skill levels.
An EOR can get a new hire onboarded in as little as 3 to 5 days, handling the Labor Code 2019 contract requirements, SHUI registration, and regional minimum wage compliance from day one. The total statutory employer burden runs to 23.5% above gross salary, covering social, health, and unemployment insurance, all of which the EOR absorbs into a predictable monthly cost.
Enter a gross monthly salary to see the full SHUI breakdown — social insurance at 17.5%, health insurance at 3%, and unemployment insurance at 1%, all capped at VND 46.8 million and applied differently for foreign nationals on contracts under 12 months. Add an EOR fee to see the true monthly cost to company in VND.
On top of gross salary, employers pay a statutory add-on of 23.5% covering social, health, and unemployment insurance under the 2024 Social Insurance Law. Budget this figure against the employee's total gross, not just the base, to avoid cost surprises at payroll.
Vietnam's economy grew 8% in 2025, the fastest rate in over a decade, driven by electronics manufacturing exports and $27.6 billion in disbursed FDI.
For international employers, that pace means salary benchmarks are rising 8–10% annually, which makes locking in hires sooner rather than later a material cost decision.
Reference pages covering pay floors, salary benchmarks, and EOR provider rankings for employers hiring in Vietnam.
Most first-time hirers in Vietnam underestimate how strictly the Labor Code 2019 governs contract renewals and termination procedure. The Social Insurance Law 2024, effective July 2025, has also expanded mandatory coverage in ways that catch employers who assumed their existing setup was still compliant.
A fixed-term contract runs up to 36 months and can be renewed once. After that, continued employment automatically becomes indefinite-term, whether you sign another contract or not.
Most employers miss this on their second renewal cycle. Your EOR should be tracking expiry dates and flagging conversions before they happen.
The split: 17.5% social insurance, 3% health insurance, 1% unemployment insurance, all under the 2024 Social Insurance Law effective July 2025.
Foreign employees on contracts of 12 months or longer are subject to compulsory SHUI unless a bilateral treaty exemption applies. That exemption covers very few countries.
You must convene a documented disciplinary hearing, notify the trade union if one exists, and complete the process within statutory timeframes. Miss any step and a labour court can order reinstatement with full back-pay.
Employees who are pregnant, on maternity leave, or nursing a child under 12 months cannot be terminated under any circumstances short of full business closure.
Vietnam's four-zone system was updated by Decree 293/2025/ND-CP, effective January 1, 2026, at an average 7.2% increase. The rate applies to where the employee works, not where your head office sits.
Employees with certified vocational training must be paid at least 7% above the applicable regional minimum, a requirement labour inspectors actively check.
The four tiers: 6 working days for unskilled roles, 30 days for intermediate technical positions, 60 days for college-qualified roles, and up to 180 days for enterprise management.
During probation, salary cannot fall below 85% of the agreed contract rate. Either party can terminate without notice or severance, but only one probation period is permitted per employment relationship, and it cannot be included in contracts shorter than one month.
Vietnam's evolving SHUI legislation and regional wage structure separate providers that handle compliance proactively from those that leave it to the client. Pricing ranges from $199 to $699 per employee per month depending on platform depth and support model.
Vietnam's labour market is simultaneously candidate-rich and talent-scarce: over 70% of the workforce is open to switching roles, but finding candidates with the specific technical skills international employers need remains the central challenge. Wages in technology, finance, and energy are rising 8–10% annually, and competition for senior talent from FDI companies has intensified sharply since 2024.
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