在越南，专业雇主产品和服务对于确保遵守国家/地区复杂的就业法规至关重要。 他们确保从招聘到离职的整个雇佣流程符合当地法律要求。 人工智能驱动的专业雇主服务，如G-P专业雇主，包括从合法的雇佣合同和管理工资税到确保经营活动合规的一切。​​ 

通过利用越南专业雇主的专业知识，企业可以自信地应对各种监管要求，最大限度地降低法律风险。专业雇主越南提供的支持可最大限度地减少合规问题，使公司能够专注于核心业务，并使其摆脱当地法律和税务要求的复杂性。​​ 

在越南雇用专业雇主​​ 

越南位于东南亚，是一个充满活力、发展迅速的经济体，人口超过100 万。 成功驾驭越南劳动力市场需要深入了解当地海关和劳动法。越南的专业雇主提供了一条简化、合规的雇佣当地人才的途径，避免了在国家/地区建立法人实体的需要。​​ 

在与越南员工协商合同条款和录用通知书时，必须了解以下概述的法定要求和常见市场惯例。越南专业雇主专家通过确保遵守劳动法和当地市场惯例、指导雇主制定合规的雇佣合同来协助企业。​​ 

越南雇佣合同​​ 

Employment contracts are generally required in writing, with each party keeping one copy. Valid electronic contracts have the same legal value. Verbal contracts are allowed only for terms of less than one month, except where a written contract is still required. Employment contracts should be prepared in Vietnamese. International companies often use bilingual contracts, such as Vietnamese and English, but the Vietnamese version should be included and is usually safest as the controlling version. The contract must include key details such as:​​ 

  • 雇主和员工的身份信息​​ 

  • 职位描述、职责和工作地点​​ 

  • 雇佣合约的持续时间（定期、不定期或季节性）​​ 

  • 工资、付款时间表、津贴和任何其他额外付款​​ 

  • 工作时间和休息时间​​ 

  • 社交网络、健康和失业保险缴款​​ 

  • 培训和专业发展安排​​ 

  • 所需的个人防护设备​​ 

录取通知书和雇佣合同必须注明工资和所有工资金额以越南盾 (VND) 为单位。 越南的雇主记录可确保所有薪酬和福利得到妥善处理，包括工资处理和税务合规。​​ 

越南的工作时间​​ 

The standard workweek is generally 8 hours per day and must not exceed 48 hours per week. Employers using a weekly schedule may set up to 10 hours in one day, while staying within the weekly limit. While a 6-day workweek is legally permitted, most office-based roles follow a 40-hour week from Monday to Friday. Employees are entitled to at least 24 consecutive hours of rest each week, effectively one full day off. Sunday is common, but the employer usually sets the weekly rest day.​​ 

越南公共假期​​ 

Vietnam observes 6 public holiday occasions totaling 11 paid days off for employees. These are separate from an employee's annual leave entitlement. The largest holiday is the Lunar New Year, or Tết, which typically involves a 5-day celebration.​​ 

公共假期是​​ 

  • 元旦： 1月1 （ 1天）​​ 

  • Tết（农历新年）：通常在一月底或二月 (5 天)​​ 

  • 洪王纪念日：农历3rd 月10日 (1 日)​​ 

  • 统一日： 4月30 （ 1天）​​ 

  • 国际劳动节：5 月1 (1 日)​​ 

  • 国庆日：9 月2 ，加上总理确定的一个相邻日（2 日）。​​ 

Per the labor code, foreign employees are also entitled to 1 paid day off for their home country’s traditional New Year and 1 paid day off for their National Day. These days are in addition to Vietnam’s statutory public holidays.​​ 

越南的休假权利​​ 

越南的年假​​ 

Employees who have worked for an employer for 12 full months are generally entitled to at least 12 working days of paid annual leave. Higher entitlements apply for certain employees, and annual leave increases by one day for every five years of service with the same employer. For every full 5 years of continuous service with the same employer, an employee gains 1 additional day of annual leave. Employees working in hazardous or strenuous conditions are entitled to additional leave. By law, untaken leave should be paid out at the end of the year, but it is common practice for employers and employees to agree to carry over unused days to be taken by March 31 of the following year.​​ 

越南个人休假​​ 

员工有权享受带薪休假，以处理重大个人事务：​​ 

  • Marriage: 3 working days of paid leave for the employee’s own marriage​​ 

  • 子女结婚： 1天​​ 

  • 配偶、父母或子女去世： 3天​​ 

越南的病假​​ 

Employees with a valid medical certificate are entitled to paid sick leave funded by the Social Insurance Fund. The allowance is 75% of the employee's salary used for social insurance contributions for the month immediately before sick leave. This may differ from the employee’s full contractual salary. The maximum number of days per year depends on the employee's length of contribution to the social insurance scheme:​​ 

  • Fewer than 15 years of contribution: 30 working days per year in normal conditions​​ 

  • 15 至30 年会费： 40 天​​ 

  • 超过30 年的贡献： 60 天​​ 

越南的产假和陪产假​​ 

For mothers, this leave is paid by the Social Insurance Fund at 100% of the employee’s average monthly salary used for social insurance contributions over the 6 months preceding the leave. If contributions were made for less than 6 months, the average is based on the actual contribution period before leave. Vietnamese employers must ensure compliance with maternity rights under local labor laws. An employee on maternity leave or with a child under 12 months old is protected from termination, except in cases where the company ceases operations.​​ 

Fathers who participate in compulsory social insurance are generally entitled to 5 to 14 working days of paid paternity leave. The duration depends on factors such as single or multiple births, C-section or other surgical birth, and birth before 32 weeks of pregnancy.​​ 

越南的薪酬和福利​​ 

越南的补充保险​​ 

虽然国家提供强制性健康保险，但许多雇主提供补充性私人健康和人寿保险作为吸引和留住人才的竞争性福利。​​ 

越南的奖金​​ 

虽然法律没有强制规定，但在越南， 13四个月的薪酬奖金是非常普遍且令人期待的薪酬方案的一部分。 通常在缔特节假期之前支付，工龄不满一年的员工可按比例领取。基于业绩的奖金也很常见。​​ 

越南的终止和遣散​​ 

越南的试用期​​ 

试用期必须在合同中约定，且不得超过以下限制：​​ 

  • 180 days: For enterprise managers covered by the enterprise manager concept under Vietnamese enterprise law.​​ 

  • 60 天：对于需要大学或以上学历的职位。​​ 

  • 30天：适用于需要中级职业培训的职位。​​ 

  • 6 工作日：所有其他职位。​​ 

越南的终止和通知期限​​ 

Terminating an employee in Vietnam requires a legally recognized reason and adherence to strict procedures. Employers must comply with statutory advance notice where required: 45 days for an indefinite-term contract, 30 days for a definite-term contract of 12 to 36 months, and 3 working days for a definite-term contract under 12 months. Wrongful termination can result in penalties, including mandatory reinstatement, payment of back wages, and a fine equivalent to 2 months' salary.​​ 

越南遣散费​​ 

For employees who have worked for 12 months or more, the payment depends on the termination basis. For redundancy due to organizational or technological changes, a job-loss allowance generally applies at one month’s salary for each year of eligible service, with a minimum of two months’ salary. For other eligible terminations, severance allowance may be payable at a half-month’s salary for each year of eligible service.​​ 

越南的税收和社会保险​​ 

越南实行强制性社会保险制度，涵盖疾病、生育、工伤事故、退休和死亡。雇主和雇员都需要缴纳社会保险、医疗保险和失业保险。​​ 

  • Employer contributions: 21.5% of the applicable salary base (17.5% for social insurance, 3% for health insurance, 1% for unemployment insurance). For some foreign employees, unemployment insurance may not apply, reducing the total to 20.5%.​​ 

  • Employee contributions: 10.5% of the statutory contribution salary base (8% for social insurance, 1.5% for health insurance, 1% for unemployment insurance). The base may be capped and may differ from gross salary.​​ 

These contributions are based on the employee's gross monthly salary, subject to a cap. Additionally, employers must contribute 2% of the payroll fund used as the basis for compulsory social insurance contributions to the trade union fund. This applies even if employees are not trade union members. Employee trade union fees (1%) are voluntary.​​ 

为什么 G-P？​​ 

G-P EOR 是屡获殊荣的、由人工智能驱动的 软件即服务 (SaaS) 平台，它使雄心勃勃的 公司 能够建立 国际团队。在几分钟内即可在超过180国家/地区入职、管理和支付顶尖人才，绕过本地实体设立通常所需的时间、成本和复杂性。G-P EOR 是领先的 HCM、PEO 和薪资平台的首选合作伙伴。将您的劳动力数据集中到一个地方，以维护现有的工作流程，同时确保集成系统中数据的一致性和准确性。​​ 

立即申请提案以了解更多信息。​​ 

常见问题解答​​ 

越南专业雇主负责哪些人力资源和合规任务？​​ 

越南专业雇主）管理合规招聘和雇佣合同。 专业雇主负责处理工资发放、管理法定福利以及处理强制性税务和社会保险申报。 G-P专业雇主与当地劳动法保持一致，管理休假和离职流程，并为团队提供监管报告。​​ 

G-P专业雇主每月599美元的平台费包含哪些内容？​​ 

G-P专业雇主起价为每月599美元，让您可以完全访问G-P全球就业平台™ （全球雇佣平台）。 我们采用固定的平台费用，而不是按工资百分比收费。该费用包括跨180以上国家/地区的合规招聘、自动入职、当地工资发放处理、税务申报、福利管理以及持续的法律和人力资源支持。​​ 

除了专业雇主平台费用之外，雇佣的总成本是多少？​​ 

专业雇主的总雇佣成本包括每月的平台费用、支持的员工薪酬、国家/地区特定的法定税费以及合规成本。​​ 

越南工资税、社会保险和预扣如何通过专业雇主运作？​​ 

越南专业雇主从人才工资中计算并预扣个人所得税、社会保险和健康保险。 对于越南团队成员，专业雇主还扣除失业保险。 专业雇主准确及时地将雇主和人才捐款汇给地方当局。​​ 

越南的试用期、休假和结束雇佣规则如何运作？​​ 

越南地方劳动法对不同类型工作的试用期有限制。雇主必须将最低试用期工资设定为正式工资的85 %。 团队成员享有带薪年假、公共假期以及法定病假和育儿假。为确保合规，终止雇佣关系必须遵循严格的法律依据、通知期限和遣散费规定。​​ 

越南专业雇主可以为国际化团队成员提供工作许可和签证吗？​​ 

是的，越南专业雇主为符合条件的国际化人才赞助和管理工作许可证、签证和临时居留卡。 专业雇主处理完整的求职申请和合规流程。 所有项目都必须遵守当地法律法规、文件标准和劳动力市场测试。​​