在越南，名義名主產品和服務對於確保遵守該國複雜的勞動法規至關重要。 他們確保從招聘到終止僱傭關係的整個過程符合當地法律要求。 人工智能驅動的雇主雇主服務，如G-P雇主雇主服務，包括從合法僱傭合約和管理工資稅到確保商業運作合規的一切。​​ 

透過利用越南知名律師事務所的專業知識，企業可以自信地應對各種監管要求，最大限度地降低法律風險。名義僱主 Vietnam 的支援可最大限度地減少合規問題，使公司能夠專注於核心業務，並使其擺脫當地法律和稅務要求的複雜性。​​ 

在越南僱用雇主​​ 

越南位於東南亞，是一個充滿活力且快速成長的經濟體，人口超過100 百萬。 成功駕馭越南工廠需要深入了解當地關稅和勞動法。越南的名義雇主提供了一條簡化的、遵守法規、合規的途徑來僱用當地人才，從而避免了在該國建立法人實體的需要。​​ 

在與越南的雇主協商聘用合約和錄用函的條款時，了解以下概述的法定要求和常見的市場慣例至關重要。越南雇主專家透過確保遵守勞動法和當地市場慣例來協助企業，指導雇主制定遵守法規；合規的僱傭合約。​​ 

越南就業合約​​ 

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:​​ 

  • 僱主及僱員身份證明細​​ 

  • 工作描述、職責和工作地點​​ 

  • 僱傭合約的期限（定期、不定期或季節性）​​ 

  • 薪資、付款時間表、津貼及其他額外付款​​ 

  • 工作時間和休息時間​​ 

  • 社群、醫療和失業保險繳款​​ 

  • 培訓與專業發展安排​​ 

  • 任何所需的個人防護裝備​​ 

錄取通知書和僱傭合約必須以越南盾 (VND) 註明工資和所有福利、補償金金額。 越南的雇主記錄確保所有福利和津貼得到妥善處理，包括薪資處理和稅務合規。​​ 

越南的工作時間​​ 

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.​​ 

越南公眾假期​​ 

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.​​ 

公眾假期為​​ 

  • 元旦一月1 (1 日)​​ 

  • Tết（農曆新年）：通常為一月底或二月 (5 天)​​ 

  • 洪聖紀念日： 10th day of the3rd lunar month (1 day)​​ 

  • 統一日：4 月30 (1 日)​​ 

  • 國際勞動節：5 月1 (1 日)​​ 

  • 國慶日：9 月2 ，加上首相決定的一個鄰近日(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.​​ 

越南的休假權利​​ 

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.​​ 

越南個人假期​​ 

員工有權因重大個人事件而享有帶薪休假：​​ 

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

  • 孩子的婚禮： 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 年的貢獻： 40 天​​ 

  • 貢獻超過30 年： 60 天​​ 

越南的產假和陪產假​​ 

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.​​ 

越南的報酬與福利​​ 

越南的補充保險​​ 

雖然國家提供強制性健康保險，但許多雇主提供補充性私人健康和人壽保險作為吸引和留住人才的競爭性福利。​​ 

越南的獎金​​ 

雖然沒有法律強制規定，但在越南， 13個月的薪水獎金是福利；補償金計劃中非常常見和預期的一部分。 通常在 Tết 假日之前支付，服務年資未滿一年的員工可能會按比例支付。以績效為基礎的獎金也很常見。​​ 

越南的終止和遣散費​​ 

越南的試用期​​ 

試用期必須在《合約合約》中約定，且不得超過以下限制：​​ 

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

  • 60 天：適用於需要大學學位或更高學歷的職位。​​ 

  • 30天：針對需要中階職業訓練的職位。​​ 

  • 6 工作日：所有其他職位。​​ 

越南的終止與通知期​​ 

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.​​ 

越南的遣散費​​ 

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.​​ 

越南的稅務和社會保險​​ 

越南有強制性的社會保險制度，涵蓋疾病、產假、工傷、退休及死亡。社會保險、健康保險及失業保險的繳費均需由雇主與員工共同繳納。​​ 

  • 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.​​ 

為什麼選擇 G-P？​​ 

G-P EOR 是屢獲殊榮的 AI 驅動的 SaaS 平台，使雄心勃勃的公司能夠建立全球團隊。在幾分鐘內加入、管理和付款超過 180 國家的頂尖人才，繞過本地實體設置的典型時間、成本和複雜性。G-P 名義僱主 是領先的 HUMAN CAPITAL MANAGEMENT；人力資本管理、專業就業組織 和薪資平台的首選合作夥伴。將您的人手資料整合在一個地方，以維護現有的工作流程，同時確保整合式系統中的資料一致且準確。​​ 

立即申請提案以了解更多信息。​​ 

常見問題​​ 

越南雇主負責哪些人力資源、人力資源和合規任務？​​ 

越南雇主（EOR））管理合規僱用和僱傭合約。 名義僱主負責處理薪資、管理法定福利、以及處理強制稅務和社會保險申報。 G-P名義雇主與當地勞工法保持一致，管理休假和終止流程，並為團隊提供監管報告。​​ 

USD $ 599 G-P名義雇主平台費用包含哪些內容？​​ 

G-P名義雇主起價為每月599美元，讓您可以完全訪問G-P全球就業平台™ （全球招聘平台）。 我們採用固定的平台費用，而不是以工資百分比收費。該費用包括跨180以上國家的合規招聘、自動化入職、當地薪資處理、稅務申報、福利管理以及持續的法律和人力資源；人力資源支援。​​ 

除了名義僱主平台費用之外，僱用的總成本是多少？​​ 

雇主的總就業成本包括每月平台費、支持的員工福利、補償金、特定國家的法定稅和合規成本。​​ 

越南工資稅、社會保險和預扣如何透過外資雇主運作？​​ 

越南雇主從人才薪資中計算並扣繳個人所得稅、社會保險和健康保險。 對越南團隊成員來說，雇主還可以扣除失業保險。 雇主準確、及時地向地方當局繳納雇主和人才的捐款。​​ 

越南的緩刑、休假和終止規定是如何運作的？​​ 

越南地方勞動法對不同類型工作的試用期有限制。雇主必須將最低試用期工資設定為正式工資的85 %。 團隊成員享有帶薪年假、公共假期以及法定病假和育嬰假。為確保合規，終止僱傭關係必須遵循嚴格的法律依據、通知期限和遣散費規定。​​ 

越南雇主可以為國際團隊成員提供工作許可和簽證嗎？​​ 

是的，越南雇主為符合條件的國際人才提供工作許可證、簽證和臨時居留卡的擔保和管理。 雇主負責處理完整的申請、求職申請和合規流程。 所有贊助必須遵守當地法律法規、文件標準和工廠巿場測試。​​