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Hiring & Recruiting in VnVietnam.






Country Capital



Vietnamese đồng (₫) (VND)

Once you’ve expanded your business to Vietnam, you’ll need employees who are well equipped to build up your new location and run your day-to-day operations. As you begin the recruiting and hiring processes, it’s important that you have the expertise and guidance to ensure you understand the culture and local employment laws.

Recruiting in Vietnam

Planning for the practical aspects of hiring and recruiting in Vietnam is just as important as understanding the cultural nuances. No level of preparation for the interview process will ensure a successful recruitment process unless you start by sourcing the right candidates.

In Vietnam, social media is one of the best ways for employers to connect with potential hires. As in many other countries, LinkedIn is a popular platform. You might also focus on establishing a presence on other social media platforms to build a pool of candidates.

Recruiting firms and executive search services are also popular in Vietnam, but many of these options tend to come with steep fees. If you’re interested in pursuing this option, you might be better off partnering with a global EOR that includes recruitment tools and services as a part of their platform.

Laws against discrimination in Vietnam

It’s essential to make sure your company is compliant with laws in Vietnam throughout the process of building your international team. In Vietnam, employees are protected against discrimination based on the following characteristics:

  • Race
  • National and social origin
  • Skin color
  • Ethnicity
  • Age
  • Religion
  • Beliefs
  • Gender
  • Family responsibilities
  • Pregnancy or maternity
  • Marital status
  • Political views
  • Disability
  • HIV status
  • Participation in a trade union or internal employee organization

As you meet with prospective candidates during the recruitment process, you should be sure to avoid any direct inquiries about these characteristics. You should also be mindful of the language you use in your job postings. Don’t mention any specific traits that aren’t true requirements for the position.

Vietnam employment laws

Vietnam employment law requires that an employer writes an employment contract for every employee which spells out the following:

  • The employer’s name, address, and full name and position of the person who concludes the contract on the employer’s side
  • Full name, date of birth, gender, residence, and identity card number or passport number of the person who concludes the contract on the employee’s side
  • The job and workplace
  • Duration of the employment contract
  • Job or position-based salary, a form of salary payment, due date for payment of salary, and allowances and other additional payments
  • Regimes for promotion and pay rise
  • Working hours and rest periods
  • Personal protective equipment for the employee
  • Social insurance, health insurance, and unemployment insurance
  • Basic training, advanced training, and occupational skill development

You should also include the salary and any other compensation amounts in Vietnam dong instead of another currency.

Employees are permitted to work a maximum of 8 hours per day and 6 days per week. Companies are legally required to give employees 1 full day off per week, typically Sundays. Overtime is permitted, but total working time should not exceed 12 hours a day or 200 hours a year, with some exceptions for specific industries and sectors.

Onboarding in Vietnam

Once you hire employees in Vietnam, you need to onboard them to make them familiar with your company, their position, and their coworkers. While Vietnam employment compliance laws do not dictate how to onboard employees, you can take steps to make new hires more comfortable.

If possible, have someone on the ground in Vietnam for an employee’s first day or week with your company. They can go over the employment contract together, your company’s code of conduct, and other resources. Onboarding multiple employees at once can also help establish a sense of camaraderie and simplify the process for your company.

Grow globally with G-P.

G-P never forgets that behind every hire is a human being. That’s why we’ve backed our fully customizable suite of global employment products with our robust team of HR and legal experts, so we can remain at your side, ready to support you as you build your global teams. With the #1 Global Growth Platform™, you have the recruitment tools and services you need to find your perfect full-time or contract match.

Contact us today to learn more about how we can help you recruit, hire, and onboard anyone, anywhere.


THIS CONTENT IS FOR INFORMATIONAL PURPOSES ONLY AND DOES NOT CONSTITUTE LEGAL OR TAX ADVICE. You should always consult with and rely on your own legal and/or tax advisor(s). G-P does not provide legal or tax advice. The information is general and not tailored to a specific company or workforce and does not reflect G-P’s product delivery in any given jurisdiction. G-P makes no representations or warranties concerning the accuracy, completeness, or timeliness of this information and shall have no liability arising out of or in connection with it, including any loss caused by use of, or reliance on, the information.

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