{"id":1919,"date":"2018-05-29T02:58:34","date_gmt":"2018-05-29T02:58:34","guid":{"rendered":"http:\/\/unilaw.vn\/?p=1919"},"modified":"2024-10-13T04:51:52","modified_gmt":"2024-10-13T04:51:52","slug":"vietnam-labour-law","status":"publish","type":"post","link":"https:\/\/unilaw.vn\/en\/judgment-analysis\/vietnam-labour-law.html","title":{"rendered":"VIETNAM LABOUR LAW"},"content":{"rendered":"<h2 style=\"text-align: justify;\"><span style=\"color: #0000ff; font-family: 'times new roman', times, serif; font-size: 18pt;\"><strong><u>Overview<\/u><\/strong><\/span><\/h2>\n<p style=\"text-align: justify;\"><span style=\"font-family: 'times new roman', times, serif; font-size: 14pt;\">Vietnam\u2019s labour legislation and its implementation in practice are well developed. It is a uniform set of rules that applies, with the exception of work permit requirements, the compulsory social security system and the right to join trade unions, to both Vietnamese and foreigners with a local employment contract. In comparison to some other countries in the region, the position of employees is rather well protected. Vietnam labour law is mandatory in a one-sided way: Employer and employee may not agree on terms that are less favourable to the employee than the conditions set out in labour legislation, in particular the Labour Code. They may, however, agree on terms that are more favourable.<\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"font-family: 'times new roman', times, serif; font-size: 14pt;\">Vietnam labour laws do not distinguish between blue colour and white colour employees. The general director of a company enjoys, if he or she has a local labour contract, the same level of protection as an assembly line worker.<\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"font-family: 'times new roman', times, serif; font-size: 14pt;\">The Vietnam Labour Code was recently revised (Law No. 10\/2012\/QH13). The new Vietnam Labour Code will take effect as from 1 May 2013. It provides that labour contracts concluded prior to 1 May 2013 must be amended to the extent that they contain clauses that are less favourable to the employee than what is provided for in the new Labour Code (e.g. the minimum salary during probationary period or temporary assignment to a different job must be at least 85% of the ordinary salary under the new law as opposed to 70% presently). For the first time, the concept of labour outsourcing (labour sub-lease) is recognized in Vietnamese law. Furthermore, the new Labour Code introduced procedures aimed at reducing incidences of wildcat strikes.<\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"font-family: 'times new roman', times, serif; font-size: 18pt; color: #0000ff;\"><strong><u>Applicable laws<\/u><\/strong><\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"font-family: 'times new roman', times, serif; font-size: 14pt;\">The following laws are relevant to labour relations:<\/span><\/p>\n<ul style=\"text-align: justify;\">\n<li><span style=\"font-family: 'times new roman', times, serif; font-size: 14pt;\">Labor Code 1994 (as amended in 2002, 2006 and 2007) and Labor Code 2013 (which will take effect as from 1 May 2013 and replace Labor Code 1994 and its amendments);<\/span><\/li>\n<li><span style=\"font-family: 'times new roman', times, serif; font-size: 14pt;\">Civil Procedure Code 2004;<\/span><\/li>\n<li><span style=\"font-family: 'times new roman', times, serif; font-size: 14pt;\">Law on Trade Union 1990 and Law on Trade Union 2012 (which will take effect as from 1 January 2013 and replace the Law on Trade Union 1990);<\/span><\/li>\n<li><span style=\"font-family: 'times new roman', times, serif; font-size: 14pt;\">Law on Social Insurance 2006;<\/span><\/li>\n<li><span style=\"font-family: 'times new roman', times, serif; font-size: 14pt;\">Law on Health Insurance 2008;<\/span><\/li>\n<li><span style=\"font-family: 'times new roman', times, serif; font-size: 14pt;\">other regulations such as decrees, decisions, circulars and rules implementing the Labour Code.<\/span><\/li>\n<\/ul>\n<h2 style=\"text-align: justify;\"><span style=\"color: #0000ff; font-family: 'times new roman', times, serif; font-size: 18pt;\"><strong><u>Relevant Government Authorities<\/u><\/strong><\/span><\/h2>\n<p style=\"text-align: justify;\"><span style=\"font-family: 'times new roman', times, serif; font-size: 14pt;\">Labour matters are dealt with by the Ministry of Labor, War Invalids and Social Affairs (\u201c<strong>MOLISA<\/strong>\u201d), its local departments (\u201c<strong>DOLISA<\/strong>\u201d) and, if the factory of the employer is located in an industrial zone, the respective Industrial Zone Authority. The MOLISA drafts policies on labour, issues circulars, decisions and rules that create, or interpret, labour legislation, and is the instance of appeal against decisions of the DOLISA. The DOLISA and\/or the Industrial Zone Authorities are in charge of implementing labour legislation, e.g. the issuance of work permits or the hearing of complaints against bad employment practices.<\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"font-family: 'times new roman', times, serif; font-size: 14pt;\">Employees feeling aggrieved by acts of an employer would usually turn to the DOLISA or the People\u2019s Committee or go to court.<\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"font-family: 'times new roman', times, serif; font-size: 14pt;\">The labour inspectorate within the DOLISA and the chairman of a People\u2019s Committee have the power to assess administrative penalties on an employer breaching labour legislation (Decree 47\/2010\/ND-CP).<\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"font-family: 'times new roman', times, serif; font-size: 14pt;\">The competent court for labour disputes is the People\u2019s Court at district level if both plaintiff and defendant are Vietnamese, and the People\u2019s Court in a province or centrally-run city if employer and\/or employee are foreigners (\u201cforeigner\u201d includes foreign-invested enterprises). It is possible for an employee to file a lawsuit without going through conciliation first if the dispute is about the unilateral termination of a labour contract and in some other cases.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Overview Vietnam\u2019s labour legislation and its implementation in practice are well developed. It is a uniform set of rules that applies, with the exception of work permit requirements, the compulsory social security system and the right to join trade unions, to both Vietnamese and foreigners with a local employment contract. In comparison to some other &hellip; <\/p>\n<p class=\"link-more\"><a href=\"https:\/\/unilaw.vn\/en\/judgment-analysis\/vietnam-labour-law.html\" class=\"more-link\">>>>>> <span class=\"screen-reader-text\"> &#8220;VIETNAM LABOUR LAW&#8221;<\/span><\/a><\/p>\n","protected":false},"author":1,"featured_media":3354,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-1919","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-judgment-analysis"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.6 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>VIETNAM LABOUR LAW - UniLaw - Investment and Maritime Law Firm in Vietnam<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/unilaw.vn\/en\/judgment-analysis\/vietnam-labour-law.html\" \/>\n<meta property=\"og:locale\" content=\"vi_VN\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"VIETNAM LABOUR LAW - UniLaw - Investment and Maritime Law Firm in Vietnam\" \/>\n<meta property=\"og:description\" content=\"Overview Vietnam\u2019s labour legislation and its implementation in practice are well developed. 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