名義雇主 (EOR) 在​​  越南​​ 

在越南，雇主登記（名義雇主）產品和服務對於確保遵守該國複雜的僱用法規至關重要。 他們確保從招聘到最終聘用，整個僱用流程符合當地法律要求。 人工智慧驅動的職務雇主服務，如G-P雇主職務，包括從合法僱傭合約和管理工資稅到確保營運活動合規的一切。​​ 

透過利用越南名義雇主的專業知識，企業可以自信地應對各種不同的法規要求，將法律風險降到最低。 越南名義雇主提供的支援可將合規問題降至最低，使企業能夠專注於核心業務，從複雜的當地法律和稅務要求中解放出來。​​ 

在越南僱用名義雇主​​ 

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。 要成功打入越南勞工市場，必須深入瞭解當地的海關和勞動法。 越南的雇主記錄 (名義雇主) 提供了一個簡化的合規途徑來僱用當地人才，避免了在當地建立法人實體的需要。​​ 

在越南與員工商討勞動契約和要約書的條款時，必須了解以下的法定要求和市場常見做法。 越南名義雇主專家協助企業確保符合勞工法和當地市場慣例，並指導雇主制定合規僱傭合約。​​ 

越南僱傭合約​​ 

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:​​ 

• 雇主及員工身份證明細​​ 

• 職位說明、職責和工作地點​​ 

• 勞動契約的期限 (確定、不確定或季節性)​​ 

• 薪資、支付時間表、津貼及其他任何額外款項​​ 

• 工作時間和休息時間​​ 

• 社交網路、健康和失業保險貢獻​​ 

• 培訓和專業發展安排​​ 

• 任何必需的個人防護裝備​​ 

要約信和勞動契約必須以越南盾 (VND) 列明薪水和所有報酬金額。 越南的雇主記錄可確保所有報酬和福利都得到妥善處理，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.​​ 

公眾假期為​​ 

• 元旦： 1月1 （ 1天）​​ 

• Tết（農曆新年）：通常為一月底或二月 (5 天)​​ 

• 雄王紀念日： 3二月10 （ 1日）​​ 

• 統一日： 4月30 （ 1日）​​ 

• 國際勞動節： 5月1 （ 1天）​​ 

• 國慶日： 9月2 ，加上總理確定的相鄰一天（ 2天）​​ 

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.​​ 

越南個人休假​​ 

員工遇有重大個人事件時，可享有帶薪休假：​​ 

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

• 子女結婚： 1天​​ 

• 配偶、父母或子女死亡： 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年貢獻： 40天​​ 

• 貢獻年資超過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.​​ 

越南的薪資和福利​​ 

越南的補充保險​​ 

儘管州政府提供強制性健康保險，但許多雇主仍提供輔助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​​ 

13th-month 薪水獎金雖然不是法律規定，但在越南卻是報酬方案中非常普遍且令人期待的一部分。 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。​​ 

越南的終止合約和遣散費​​ 

越南的試用期​​ 

試用期必須在勞動契約中約定，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：適用於需要中級職業訓練的職位。​​ 

• 6工作天：適用於所有其他職位。​​ 

越南的終止和通知期限​​ 

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.​​ 

越南的稅收和社會保險​​ 

越南實行強制性社會保險制度，涵蓋疾病、生育、工傷事故、退休和死亡。雇主和員工都需要繳納社會保險、醫療保險和失業保險。​​ 

• 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 名義雇主是屢獲殊榮的 人工智慧 驅動的 軟體即服務 (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 名義雇主 是領先的 HCM、PEO 和薪資平台的首選合作夥伴。將您的勞動力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。​​ 

立即要求提案，以了解更多資訊。​​ 

常見問題​​