Vietnam
Electronic employment contract platform
Impact date: 27 May 30 June and 1 July 2026 Vietnam has introduced a new regulatory framework governing the Electronic Employment Contract Platform, a government-managed platform designed to support the creation, execution and administration of electronic employment contracts (e-employment contracts).
Regulations that took effect on 30 June 2026 establish the operating principles of the Platform and set out the rights, responsibilities and powers of the organizations and individuals involved in its management, operation and use.
Further guidance, effective from 1 July 2026, provides additional detail on the operation of the Platform and the administration of electronic employment contract identification codes (IDs). The guidance covers the issuance of IDs, the creation and management of user accounts, procedures for locking and unlocking accounts, and the management, storage, sharing and use of data held on the Platform. It also specifies the circumstances in which the Platform may refuse to issue an identification code for an electronic employment contract and requires the Platform to provide reasons for any refusal.
Together, these measures establish the operational and administrative framework for the use of electronic employment contracts in Vietnam and support the digitalization of employment-related processes.
Employer implications/action needed Employers using electronic employment contracts should ensure they are registered to access the Platform and that appropriate procedures are in place for the submission and management of contract information. Employers may use the Platform to access and manage information relating to electronic employment contracts and to submit certain employment-related reports required under applicable labour legislation. Employers are responsible for all activities conducted through their Platform accounts and may be required to cooperate with government authorities in verifying, updating or supplementing information held on the system. Employers should therefore ensure that electronic employment contracts, employee identification information and other data submitted to the Platform are accurate, complete and compliant with applicable legal requirements before submission.
Employer risk The regulations provide that an electronic employment contract is not considered valid unless it has been submitted to the Platform and assigned an identification code. Employers are also legally responsible for the accuracy and legality of information submitted through the Platform. Incorrect, incomplete or misleading information may expose employers to regulatory action or liability under applicable employment, data protection or administrative laws.
Vietnamese laborers working abroad
Impact date: 30 June 2026 Amendments have been introduced to the regulatory framework governing Vietnamese laborers working overseas under labour supply contracts.
The changes include revisions to the required content of labour supply agreements, with greater emphasis on compliance with the specific market, industry, occupation, and job concerned. The amendments also require enterprises to provide documentation demonstrating that the deployment of Vietnamese workers abroad complies with the laws of the receiving jurisdiction. In addition, rules on maximum service fee levels payable under brokerage contracts are introduced.
Employer implications/action needed Enterprises involved in sending Vietnamese laborers abroad should review and update their labour supply contracts, recruitment procedures, and compliance documentation to ensure alignment with both Vietnamese requirements and the laws of the receiving country. Employers must also continue to comply with reporting obligations, including regular labour data updates.
Employer risk Non-compliance may result in administrative sanctions, including monetary penalties and possible suspension of activities relating to the placement of Vietnamese laborers overseas. Regulatory scrutiny may also increase where employers fail to maintain adequate documentation or breach recruitment and fee requirements.
New administrative procedures regarding labor registration and the labor market information system
Impact date: 1 July 2026 (applies to the registration and updating of labour information relating to employees who are subject to compulsory social insurance contributions) ; 1 January 2027 (applies to the registration and updating of labour information relating to employed individuals who are not subject to compulsory social insurance contributions, as well as unemployed persons). Vietnam has introduced new administrative procedures governing labour registration and the operation of the labour market information system, with the aim of improving the collection, management and updating of workforce information.
The new procedures establish requirements for the registration and updating of employment information relating to employees, unemployed individuals and other persons participating in Vietnam's labour market information system. The changes are linked to the implementation of Decree No. 318/2025/ND-CP and create a more structured framework for maintaining accurate labour market records.
Employer implications/action needed Employers must comply with the new registration and reporting requirements, including procedures relating to:
- the registration of employees who are subject to compulsory social insurance contributions
- updates to labour registration information for employees who are subject to compulsory social insurance contributions
- the registration of workers who are not subject to compulsory social insurance contributions
- updates to employment information where an individual's employment status changes, including changes from employed to unemployed status or to economically inactive status
- updates to labour registration information where an individual works for multiple employers and changes to their registration records are required
Employers should review their workforce reporting processes and ensure that employment records are accurate, complete and kept up to date. Particular attention should be given to procedures for onboarding new employees, reporting workforce changes and maintaining labour management records. Employers should also ensure that information submitted for labour registration and social insurance purposes is consistent and accurate.
Employer risk Failure to comply with labour registration and workforce reporting requirements may result in financial penalties. For example:
- employers that fail to declare workforce information, maintain required labour management records or report workforce changes as required may be subject to fines ranging from VND 2 million (approximately USD $77) to VND 6 million (approximately USD $231)
- employees who fail to provide, or provide inaccurate, information required for labour registration may be subject to fines ranging from VND 2 million (approximately USD $77) to VND 4 million (approximately USD $154)
- employers that fail to register or update labour registration information when submitting social insurance registration or amendment documents may be subject to fines ranging from VND 10 million (approximately USD $385) to VND 40 million (approximately USD $1,538). They may also be required to complete the relevant registration or update as a corrective measure
New penalties for labour, social insurance and overseas worker compliance breaches
Impact date: 10 September 2026. For violations occurring prior to 10 September 2026, that are currently under review or resolution, the regulations more favorable to the violator shall apply. New regulations have been issued setting out administrative penalties for violations relating to employment law, social insurance and the placement of Vietnamese workers overseas under employment contracts. The regulations establish the types of conduct that may constitute a violation, the applicable sanctions and corrective measures, and the powers of government authorities to investigate breaches and impose penalties. The regulations cover a broad range of employment-related matters, including:
- recruitment and employment practices
- labour management and workforce reporting
- working conditions, wages, working time and rest periods
- labour relations and employee representative organizations
- occupational safety and health
- social insurance and unemployment insurance obligations
- the recruitment and deployment of Vietnamese workers working abroad under employment contracts
The regulations also clarify which government authorities are responsible for recording violations and imposing administrative penalties:
Employer implications/action needed Employers should review their employment, payroll, workforce management and social insurance compliance processes to ensure they meet the new requirements. Human resources teams should pay particular attention to recruitment procedures, employment contracts, wage and working-time arrangements, social insurance contributions, occupational health and safety compliance, and workforce reporting obligations. Employers should also review internal policies and records to identify and address any potential compliance gaps before the regulations take effect.
Employer risk Employers that breach the regulations may face administrative penalties, including monetary fines. The regulations apply to a wide range of employment-related matters, including:
- recruitment and labour management
- labour registration and workforce reporting
- the employment of foreign workers in Vietnam
- employment contracts and probationary arrangements
- wages, working hours and rest periods
- disciplinary procedures and termination of employment
- occupational health and safety
- social insurance and unemployment insurance obligations
Depending on the nature and seriousness of the violation, additional sanctions may also apply, including warnings, confiscation of items connected to the violation, suspension of business activities, or the suspension or revocation of licenses, permits or professional certificates. Employers may also be required to take corrective action to remedy non-compliance.
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