Vietnam added over 1.5 million workers to its formal labour market between 2022 and 2024, and foreign companies are hiring faster than they can set up local entities. The appeal is real: strong English proficiency in tech roles, competitive salary expectations, and a young workforce concentrated in Ho Chi Minh City and Hanoi. The compliance picture, though, is genuinely complex.
Vietnamese labour law requires mandatory social insurance contributions split between employer (17.5%) and employee (8%), health insurance, and unemployment insurance, all registered with provincial authorities.
Personal income tax follows a seven-bracket progressive system. Get any of this wrong and you face penalties from the Vietnam Social Insurance agency, not just a payroll correction.
Every provider on this list covers Vietnam. What separates them is how they handle that compliance layer, whether they hold a local entity or route through a partner, and what you actually pay once setup fees, FX conversion, and benefit markups are included.
Best EOR Services for Vietnam — 2026: Quick Summary
Ten providers reviewed across Vietnam compliance depth, entity model, payroll accuracy, and total cost of hire.
Vietnam EOR Providers Reviewed: Full Breakdown
Ten providers made this list. Each one covers Vietnam, handles mandatory social insurance contributions, and manages PIT withholding. The differences show up in entity model, platform depth, support quality, and what the total bill looks like after FX fees and benefit markups. The cards below give you the full picture on each.
Pebl
Velocity Global · Denver, CO · Founded 2014
WHY WE PICKED PEBL
Pebl, the rebranded entity of Velocity Global, brings one of the deepest compliance footprints in the EOR market to Vietnam. The platform covers social insurance registration, health insurance contributions, and PIT withholding through a combination of owned entities and vetted local partners. What stands out for Vietnam specifically is the dedicated in-country legal support that most mid-market EORs simply don’t offer at the same depth.
The platform scored 4.4/5 on Global Coverage and 4.3/5 on compliance in our review. Pricing is custom, which is a friction point for smaller teams trying to get a quick number, but enterprise buyers with 10+ Vietnam hires will find the per-head cost more competitive than the headline rates of cheaper flat-fee providers once benefit administration is factored in.
VIETNAM EOR DETAILS
EDITOR SCORES — 8 PARAMETERS
STRENGTHS & LIMITATIONS
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Multiplier
Multiplier Technologies · Singapore · Founded 2020
WHY WE PICKED MULTIPLIER
Multiplier was founded in Singapore and built its early compliance infrastructure around Southeast Asia. Vietnam was one of the first markets it covered properly, not as an afterthought. That history shows in the payroll accuracy and the way social insurance contributions are handled at the provincial level, which matters when you’re registering workers in Ho Chi Minh City versus Hanoi.
At $400/month it’s not the cheapest option, but it’s better positioned than most for teams hiring across multiple APAC countries at the same time. The lack of a mobile app is a real gap if your Vietnam employees need to submit timesheets or access payslips on the go.
VIETNAM EOR DETAILS
EDITOR SCORES — 8 PARAMETERS
STRENGTHS & LIMITATIONS
SUPPORT CHANNELS
Remofirst
Remofirst Inc. · San Francisco, CA · Founded 2021
WHY WE PICKED REMOFIRST
At $199/month per employee, Remofirst is the lowest published price point among the providers on this list that cover Vietnam with full social insurance and PIT management. That’s not just a headline number — it’s verified against their published pricing page and confirmed against what buyers actually report paying on G2 and Capterra for single-country Vietnam hires.
The platform covers 185+ countries and earned a NelsonHall Leader ranking in 2025, which puts it in the same analyst tier as providers charging three times the price. The trade-off is platform depth: reporting is adequate rather than strong, and dedicated account management is not guaranteed at the base tier. For a startup making its first or second Vietnam hire, those trade-offs are usually acceptable.
VIETNAM EOR DETAILS
EDITOR SCORES — 8 PARAMETERS
STRENGTHS & LIMITATIONS
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Deel
Deel Inc. · San Francisco, CA · Founded 2019
WHY WE PICKED DEEL
Deel’s 4.3/5 HRStacks score is backed by 26,800+ verified reviews, making it the most reviewed EOR on this list by a significant margin. For Vietnam specifically, Deel handles the full compliance stack: social insurance registration, health and unemployment insurance contributions, PIT withholding across all seven brackets, and labour contract templates compliant with Vietnam’s Labour Code.
The platform earns its place here for teams that need more than just Vietnam. If you’re hiring across Vietnam, Thailand, the Philippines, and one or two European markets simultaneously, Deel’s single platform approach avoids the operational overhead of managing multiple EOR contracts and vendor relationships. At $599/month it’s not cheap, but the contractor-to-employee conversion tools and the HRIS layer included at that price make the per-head math work for growing teams.
VIETNAM EOR DETAILS
EDITOR SCORES — 8 PARAMETERS
STRENGTHS & LIMITATIONS
SUPPORT CHANNELS
Oyster HR
Oyster HR Inc. · San Francisco, CA · Founded 2020
WHY WE PICKED OYSTER HR
Oyster is the only B Corp certified EOR on this list, and that matters for a specific type of buyer: companies with ESG reporting obligations or ethical sourcing commitments that extend to how they treat remote employees in emerging markets like Vietnam. The platform’s benefits benchmarking tool is particularly relevant here — it shows what locally competitive compensation looks like in HCMC and Hanoi, rather than defaulting to minimum statutory requirements.
At $699/month it’s the most expensive base rate on this list. That price buys you strong benefits administration, a clean onboarding experience, and the B Corp credential. It does not buy you the deepest APAC compliance expertise or the fastest support response times outside Western business hours.
VIETNAM EOR DETAILS
EDITOR SCORES — 8 PARAMETERS
STRENGTHS & LIMITATIONS
SUPPORT CHANNELS
Papaya Global
Papaya Global Ltd. · Tel Aviv, Israel · Founded 2016
WHY WE PICKED PAPAYA GLOBAL
Papaya Global’s core strength is payroll intelligence. The platform processes payroll across 160+ countries and its analytics layer gives finance teams visibility into total employer cost per country, variance tracking, and headcount cost modelling. For companies with Vietnam headcount sitting inside a larger APAC payroll operation, that reporting depth is genuinely useful.
Vietnam social insurance and PIT are handled through Papaya’s partner network. The compliance layer works, but the platform is best suited to buyers who already understand EOR and want data-rich payroll reporting rather than white-glove compliance advisory. At $650/month, you’re paying a premium that makes most sense at 5+ employees in Vietnam.
VIETNAM EOR DETAILS
EDITOR SCORES — 8 PARAMETERS
STRENGTHS & LIMITATIONS
SUPPORT CHANNELS
Remote.com
Remote Technology Inc. · San Francisco, CA · Founded 2019
WHY WE PICKED REMOTE.COM
Remote.com’s headline differentiator is its zero-partner policy: it only operates in countries where it holds its own legal entity. Vietnam is one of those markets. That matters because every payroll run and every employment contract sits under Remote’s direct legal accountability, not a third-party local partner. For buyers who’ve had bad experiences with partner-network EORs mishandling social insurance filings or payroll timing, that structural difference is the reason they switch to Remote.
The free HRIS tier is a practical bonus — teams get headcount management, document storage, and time-off tracking without paying extra. At $599/month for EOR, that inclusion makes the effective cost-per-feature more competitive than the base price suggests.
VIETNAM EOR DETAILS
EDITOR SCORES — 8 PARAMETERS
STRENGTHS & LIMITATIONS
SUPPORT CHANNELS
Agile Hero
Agile Hero · Singapore · Founded 2020
WHY WE PICKED AGILE HERO
Agile Hero is a Southeast Asia specialist with a focused country list rather than a global platform stretched thin. Vietnam is a primary market, and the team’s operational experience in HCMC and Hanoi is more hands-on than most global providers can offer at the same price point. For SMBs that want a partner who actually knows Vietnam rather than a platform that covers it, that regional depth is the differentiator.
The trade-off is platform maturity. No mobile app, no published SOC 2 certification, and limited public review data make it harder to validate at scale. It earns its place on this list for APAC-focused SMBs, not for teams with enterprise compliance requirements or cross-regional hiring scope.
VIETNAM EOR DETAILS
EDITOR SCORES — 8 PARAMETERS
STRENGTHS & LIMITATIONS
SUPPORT CHANNELS
Globalization Partners
G-P · Boston, MA · Founded 2012
WHY WE PICKED GLOBALIZATION PARTNERS
G-P is one of the oldest EOR providers on this list, founded in 2012, and it built much of its reputation on full legal indemnification: if something goes wrong with a Vietnam employment contract, G-P absorbs the legal liability directly. That’s a meaningful commitment at enterprise scale, where a misclassified worker or a missed social insurance filing can carry significant penalties under Vietnamese labour law.
The platform covers 180+ countries and scores 4.3/5 in our editorial review, tied with Deel for the highest aggregate score on this page. Custom pricing is the friction point — you won’t get a number without a sales call, which makes it difficult to shortlist quickly. For enterprise buyers with complex Vietnam hiring requirements and legal risk sensitivity, that friction is usually worth tolerating.
VIETNAM EOR DETAILS
EDITOR SCORES — 8 PARAMETERS
STRENGTHS & LIMITATIONS
SUPPORT CHANNELS
Horizons
Horizons · Singapore · Founded 2019
WHY WE PICKED HORIZONS
At $299/month, Horizons is the second-lowest price point on this list for full Vietnam EOR coverage. The platform is Singapore-based, which means APAC compliance is core to its product rather than an extension of a Western-market playbook. Vietnam social insurance and PIT are handled correctly, and the free trial is one of the few genuine no-commitment options available for buyers who want to test the platform before committing.
The 3.9/5 score reflects real limitations: platform depth is adequate but not strong, and public review volume is lower than the larger providers, which makes it harder to validate payroll accuracy at scale. For a first Vietnam hire at a cost-conscious company, those trade-offs are reasonable. For a team scaling to 10+ Vietnam employees, the platform ceiling will show faster than most buyers expect.
VIETNAM EOR DETAILS
EDITOR SCORES — 8 PARAMETERS
STRENGTHS & LIMITATIONS
SUPPORT CHANNELS
These ten reviews are based on published pricing, vendor documentation, public review data from G2 and Capterra, and our editorial scoring across eight standardised parameters. Where review page data was incomplete, scores were assigned independently using the same methodology and flagged accordingly.
The biggest variable this page can’t answer for you is total cost. The base EOR fee is rarely the whole number. Benefit markups, FX conversion on VND payroll, setup fees, and off-cycle payroll charges add 15–40% to the per-head cost depending on the provider and the contract structure.
The buyer’s guide below covers how to read Vietnam EOR pricing honestly, including the specific patterns we found across these ten providers.
What an EOR in Vietnam actually does
An EOR in Vietnam becomes the legal employer of your workers on paper. It registers the employment contract under its own Vietnamese legal entity or partner entity, files social insurance contributions with the provincial Social Insurance agency, withholds personal income tax across Vietnam’s seven-bracket PIT system, and pays your employee in VND on your payroll cycle.
You control the work, the role, and the day-to-day management. The EOR handles the legal employer obligations.
What it does not do: an EOR cannot protect you from misclassification risk if your working arrangement looks more like employment than what your contractor agreement says.
It also cannot substitute for a local entity if Vietnamese law requires one for your business type or revenue threshold. If you’re building a permanent commercial presence in Vietnam rather than hiring remote talent, EOR is the wrong structure entirely.
Vietnam’s Ministry of Labour, Invalids and Social Affairs (MOLISA) updated labour regulations under the 2019 Labour Code, which came into effect January 2021.
Any EOR operating in Vietnam must comply with contract type rules, probation limits, and mandatory termination procedures under that code. Not all global platforms updated their Vietnam templates promptly after 2021. Worth confirming.
The four structural types of EOR providers
The ten providers on this page fall into four distinct types. Which type you choose has real consequences for Vietnam compliance accountability and total cost.
Owned-entity providers hold their own Vietnamese legal entity. Remote.com and Globalization Partners operate this way in Vietnam. The EOR is the direct employer, bearing full legal liability for social insurance filings, PIT remittance, and labour contract compliance.
Payroll accountability sits closest to the employer here. The trade-off is that owned-entity providers tend to cost more and may move slower on new market expansion.
Owned-plus-partner hybrid providers hold entities in their most active markets and use vetted local partners elsewhere. Deel and Pebl operate this way. Whether Vietnam is covered under Deel’s or Pebl’s own entity or through a local partner is worth confirming directly before you sign. The answer affects liability position if a filing goes wrong.
Partner-network providers operate through local in-country partners across their entire footprint. Remofirst, Multiplier, Oyster HR, Papaya Global, Agile Hero, and Horizons all fall into this category for Vietnam. The compliance layer works through the partner, not the EOR directly. This adds a layer of accountability distance but also typically reduces cost by 30 to 50 percent compared to owned-entity providers.
APAC specialist providers have a narrower country list but deeper operational focus on Southeast Asia specifically. Agile Hero and Horizons both fit this description. Right for teams whose hiring is concentrated in Vietnam and adjacent markets like Thailand, Indonesia, or the Philippines. Wrong for teams with global hiring scope that extends beyond the region.
Industry tells you what the work is. Business type tells you how much compliance risk you can absorb and what your budget ceiling actually looks like.
A 200-person enterprise and a 5-person startup can both be in the tech industry, but they need completely different providers. Use the industry table above to identify which providers have the right feature set, then use the business type cards below to filter by operational fit and risk appetite.
How to read Vietnam EOR pricing honestly
The published base rate is the starting point, not the total cost. Every provider on this list charges additional fees that appear after the contract is signed. Here is what to ask about before committing.
Benefit markups are the most common hidden cost. When an EOR sources health insurance or supplemental benefits for your Vietnam employees, it often marks up the premium above the actual plan cost, sometimes by 10 to 20 percent.
Papaya Global and Oyster HR have both received G2 feedback about benefit pricing transparency. Before signing, ask for the actual premium cost and the markup percentage as two separate numbers.
FX conversion on VND payroll adds a real cost at every provider that does not quote in VND natively. If you are funding payroll in USD and the EOR converts to VND for disbursement, the spread on that conversion is a running cost.
At a $1,000 monthly salary, a 1.5 percent FX spread costs $15 per employee per month. Across 20 Vietnam employees, that is $3,600 per year in conversion costs alone, before any EOR fee is counted.
Setup fees are inconsistent across the market. Some providers on this list charge a one-time onboarding fee per employee that does not appear in the published base rate. At $199/month, Remofirst looks like the cheapest option. But confirm whether there is a separate document preparation or onboarding fee before comparing it directly to a flat all-in rate from a provider like Remote.com.
Off-cycle payroll charges apply when you need to run payroll outside the standard cycle, which happens more often than buyers expect, particularly during onboarding or after a role change. Ask each provider whether off-cycle runs are included in the base fee or billed separately.
The entity model question — what it actually means for Vietnam
Owned entity means the EOR holds a registered Vietnamese legal entity and is the direct employer of record under Vietnamese law. Partner network means a local Vietnamese company is the actual employer of record, with the EOR acting as the contracting intermediary.
For most Vietnam hires, both models produce compliant employment. The difference surfaces when something goes wrong.
With an owned-entity provider like Remote.com or G-P, legal disputes, missed filings, or compliance failures sit with the EOR directly. With a partner-network provider, accountability depends on the contractual arrangement between the EOR and its local Vietnam partner. That partner may be a well-run local firm or a thin-margin intermediary. You will not know which unless you ask.
Before signing with any partner-network provider, ask three specific questions: who is named as the employer on the Vietnamese labour contract, who holds direct liability if a social insurance filing is missed, and what is the EOR’s contractual recourse against the local partner if a payroll error affects your employees.
Vietnam’s social insurance penalties are not trivial. Under current regulations, late registration carries fines of between VND 500,000 and VND 1,000,000 per worker per month of delay.
Persistent non-compliance can result in criminal referral under Article 216 of the Penal Code. Your EOR absorbs that risk on paper. Make sure you know which entity is actually absorbing it in practice.
Foreign worker work permits for Vietnam
Hiring a foreign national in Vietnam adds a compliance layer that most EOR pages ignore. Under Decree 219/2025 (effective August 2025), foreign workers generally need a work permit unless they qualify for an exemption. Your EOR manages the application, but the timeline is longer than most buyers expect.
Key facts:
- Document preparation (authenticated degrees, criminal background check, health certificate, certified translations) takes 2 to 3 months before the formal application can even be submitted
- Total end-to-end timeline: 3 to 4 months in most cases
- Penalties for working without a permit: VND 15–25 million for the employee, VND 30–75 million for the employer, plus possible deportation
- Fines sit with the legal employer of record — if your EOR mishandles the filing, they absorb the penalty on paper. Confirm this in your contract.
Two exemptions worth knowing:
- Workers present for fewer than 90 cumulative days per calendar year are exempt
- High-skilled workers in finance, technology, or digital transformation may qualify for the LD1 visa pathway, which is faster and simpler than the standard LD2 work permit process
Before signing, ask your EOR: who manages the permit application, what is your documented success rate in Vietnam, and who is liable if a filing is delayed. Providers with owned entities or dedicated in-country legal teams handle this better than those routing it through a local partner.
How Termination and severance is handled in Vietnam?
Vietnamese labour law is employee-friendly. Notice periods and severance are both higher than most Western buyers expect.
Notice periods by contract type:
- Indefinite-term contract: at least 45 days
- Fixed-term contract (12 to 36 months): at least 30 days
- Fixed-term contract (under 12 months): at least 3 business days
Severance applies when the employee has worked 12 months or more and termination is not due to their own misconduct. The calculation is half a month’s salary per year of service, based on the average salary over the 6 months before termination.
In most EOR arrangements this cost sits with the client company, not the EOR. Verify this in your service agreement before signing.
One thing that catches companies off guard: severance applies when a fixed-term contract expires and is not renewed. Letting a contract lapse rather than formally terminating it does not avoid the obligation.
Key Vietnam labour law terms buyers get wrong
Probation periods in Vietnam are capped by the Labour Code: no more than 60 days for roles requiring university-level qualifications, 30 days for technical or technician roles, and 6 days for other roles. Some EOR contract templates default to 60 days regardless of role type. If the role does not meet the qualification threshold, a 60-day probation period is non-compliant under Vietnamese law.
Fixed-term contracts in Vietnam can only be renewed once before the employer must either offer an indefinite-term contract or terminate the relationship. Many foreign companies assume fixed-term contracts can be rolled over indefinitely. They cannot. Any EOR you use should flag this limit proactively, not after the second contract expires.
Mandatory 13th-month salary is not codified in Vietnamese labour law as a legal requirement, but it is standard market practice and treated as a contractual obligation once established. If your EOR’s template or onboarding documentation references a 13th-month payment, it becomes an enforceable expectation. Understand what your contract includes before it is signed.
Three questions that narrow this list to two or three options fast
First: do you need a published price to get internal budget approval? If yes, eliminate Pebl and G-P immediately. Both are custom-quote only, and you will spend two weeks in sales conversations before you have a number to put in a budget request.
Second: are your Vietnam employees working primarily from mobile devices, tablets, or shared workstations rather than personal laptops? If yes, eliminate Multiplier and Agile Hero. Neither has a mobile app. For factory workers, field staff, or employees without regular desktop access, that is a real operational barrier.
Third: are you hiring in Vietnam only, or across multiple APAC markets at the same time? Vietnam-only hires can use any provider on this list effectively. Multi-country APAC hiring narrows the shortlist to Multiplier, Deel, or Remote.com as the providers with genuine regional infrastructure rather than thin global coverage that happens to include APAC.
Lowest cost for first Vietnam hire
$199/month — lowest verified price with full social insurance and PIT compliance. Confirm whether an onboarding fee applies before comparing to all-in flat rates.
Owned entity — zero partner risk in Vietnam
Owned entity in Vietnam, flat $599/month, free HRIS included. Direct legal liability for social insurance filings and PIT remittance — no partner chain.
APAC multi-country hiring
Singapore-founded, built its Southeast Asia compliance infrastructure before expanding globally. Covers Vietnam, Thailand, Indonesia, and the Philippines in one platform at $400/month.
Contractor and employee management in one platform
4.6/5 on contractor flexibility. Converts Vietnamese contractors to employees without switching platforms. 26,800+ verified reviews give more public data on Vietnam payroll accuracy than any competitor.
Enterprise legal indemnification
Full legal indemnification for Vietnam employment, owned entities in 180+ countries, operating since 2012. The longest track record in Vietnam of any provider on this list.
ESG or ethical hiring mandate
Only B Corp certified EOR on this list. Benefits benchmarking tool shows what above-minimum compensation looks like in HCMC and Hanoi, not just what the law requires.
Free trial before committing
$299/month with a genuine no-commitment trial. One of the very few Vietnam EOR options that lets buyers test the platform before locking into a contract.
Payroll analytics and cost reporting
Strongest cost-per-country reporting and payroll analytics on this list at $650/month. Built for finance teams tracking Vietnam headcount cost inside a broader APAC budget model.
Conclusion
The right Vietnam EOR is not the one with the most countries covered or the longest platform feature list. It is the one that handles social insurance registration correctly at the provincial level, gives you a clear total cost before you sign, and has the depth to match where your Vietnam headcount is going in the next 12 months.
On pricing: the base rate is rarely the number that matters. A $199/month provider with a 20 percent benefit markup and a 1.5 percent FX spread on VND payroll can cost more per employee per month than a $400/month platform with transparent all-in pricing.
Before shortlisting, ask every provider for the fully-loaded cost per employee: base fee, benefit administration markup, FX handling, and off-cycle payroll charges. The providers that answer clearly are the ones worth trusting with your Vietnam payroll.
Start with the three-question filter in the section above. Published pricing or custom quote? Mobile app required or not? Vietnam only or multi-country APAC? Those three questions narrow ten options to two or three in under five minutes, based on factors that actually differentiate these providers in practice.
Frequently Asked Questions
Vietnam EOR — Common Buyer Questions
Answers based on our review of ten providers and Vietnamese labour law requirements.
