Female employees are entitled to 6 months (180 days) of maternity leave with full pay, funded through the social insurance system. The benefit is paid at 100% of the average salary of the 6 months preceding the leave.

Employees who have contributed to social insurance for at least 6 months within the 12 months before giving birth are eligible. For twins or more, an additional 30 days per child is granted.

Fathers are entitled to paid paternity leave through social insurance, with the duration depending on the birth circumstances:

• 5 working days for normal delivery
• 7 working days for cesarean section
• 10 working days for twins
• 14 working days for twins with cesarean section

Employees are entitled to paid sick leave funded through the social insurance system. The duration depends on years of contribution and working conditions:

• Normal conditions: 30 days/year (under 15 years of contributions) or 40 days/year (15+ years)
• Hazardous conditions: 40 days/year (under 15 years) or 50 days/year (15+ years)
• Long-term illness: up to 180 days regardless of contribution period

Sick leave is paid at 75% of the employee's salary on which social insurance contributions are based.

Employees are entitled to bereavement leave as follows:

• 3 days for the death of a parent (including in-laws), spouse, or child

Vietnamese labor law requires employers to have valid grounds for termination. Arbitrary dismissal is not permitted. Employers must follow the procedures set out in the Labor Code.

Valid grounds for termination include:

• Repeated failure to perform duties as assigned
• Prolonged illness (12 consecutive months for indefinite contracts, 6 months for definite contracts)
• Force majeure events (natural disasters, fire, epidemics)
• Organizational restructuring or economic reasons
• Disciplinary dismissal for serious violations

The required notice period depends on the type of employment contract:

• Indefinite-term contracts: at least 45 days' notice
• Definite-term contracts (12-36 months): at least 30 days' notice
• Contracts under 12 months: at least 3 working days' notice

If proper notice is not provided, the terminating party must compensate the other with an amount equivalent to the wages for the unserved notice period.

Severance pay is calculated at half a month's salary for each year of service. The salary used for calculation is the average of the 6 consecutive months' salary prior to termination.

Severance pay applies when the employer terminates the contract for reasons other than disciplinary dismissal, or when a definite-term contract expires and is not renewed. Employees who have contributed to unemployment insurance have their insured period deducted from the severance calculation.

Employees are entitled to a minimum of 12 working days of paid annual leave per year under normal working conditions. Employees working in hazardous or dangerous conditions receive 14 or 16 days.

For every 5 years of service with the same employer, an employee is entitled to an additional day of annual leave. Unused leave may be carried over or compensated upon termination.

Vietnam observes 11 official public holidays annually.

National public holidays include:

• New Year's Day (January 1)
• Tet Holiday - Lunar New Year (5 days, typically late January/February)
• Hung Kings Commemoration Day (10th day of 3rd lunar month)
• Reunification Day (April 30)
• International Labor Day (May 1)
• National Day (September 2 and the day before or after)

The onboarding process is typically completed within 2-5 business days following client execution of the Statement of Work.

Salaries in Vietnam are typically paid on a monthly basis. Employers are required to pay employees regularly on the agreed-upon date as specified in the employment contract.

The 13th month salary (Tet bonus) is customary and widely practiced in Vietnam, typically paid before the Lunar New Year. While not strictly mandated by law, it is a deeply rooted cultural expectation and is included in most employment agreements.

Employment contracts in Vietnam must be in writing and are required to be in Vietnamese. For foreign employees, a bilingual version may be used, but the Vietnamese version prevails in case of discrepancy.

Essential contract elements include:

• Employee and employer identification
• Job title and description of duties
• Workplace location
• Contract duration (indefinite or definite-term)
• Salary, allowances, and payment schedule
• Working hours and rest periods
• Social insurance, health insurance, and unemployment insurance
• Training and development provisions

Vietnam recognizes two types of contracts: indefinite-term and definite-term (up to 36 months). A definite-term contract may only be renewed once; after that, it must become indefinite-term.

Probation periods in Vietnam vary based on the nature of the work:

• Up to 60 days for positions requiring specialized or technical skills at college level or above
• Up to 30 days for positions requiring vocational training or intermediate professional qualifications
• Up to 6 working days for simple or unskilled work

During the probation period, the employee's salary must be at least 85% of the official salary for the position. Either party may terminate the probation arrangement without notice or compensation.