Tiếng Việt| OFFICE OF THE NATIONAL ASSEMBLY | THE SOCIALIST REPUBLIC OF VIETNAM |
| No. 52/VBHN-VPQH | Hanoi, December 10, 2018 |
The Labor Code No. 10/2012/QH12 dated June 18, 2012 of the National Assembly, coming into force as of May 1, 2013, amended by:
1. The Civil Procedure Code No. 92/2015/QH13 dated November 25, 2015 of the National Assembly, coming into force as of July 1, 2016;
2. The Law No. 35/2018/QH14 dated November 20, 2018 of the National Assembly on amendments to a number of articles of 37 Laws concerning planning, coming into force from January 1, 2019.
Pursuant to the Constitution of the Socialist Republic of Vietnam 1992, amended by the Decree No. 51/2001/QH10;
The National Assembly promulgates the Labor Code [1].
The Labor Code sets forth labor standards; rights, obligations and responsibilities of employees, employers, employees’ representative organizations, employers’ representative organizations in labor relations and other relations directly related to labor relations; and state management of labor.
1. Vietnamese employees, apprentices, trainees, and other workers stipulated in this Code.
2. Employers.
3. Foreign employees who work in Vietnam.
4. Other agencies, organizations, and individuals directly related to labor relations.
Article 3. Interpretation of terms
For the purposes of this Code, these terms below shall be construed as follows:
1. Employee means a person who is at least 15 years of age, has the work capacity, works under an employment contract, is paid and is managed and controlled by an employer.
2. Employer means an enterprise, an agency, an organization, a cooperative, a household or an individual who hires or employs a worker or workers on the basis of an employment contract. In the case of an individual, he/she must have full civil act capacity.
3. Employees’ collective means an organized group of employees working for the same employer or in the same division within the organizational structure of an employer.
4. Representative organization of a grassroots-level employees’ collective means either executive committee of the grassroots-level trade union or the executive committee of the superior trade union in a non-unionized enterprise.
5. Employers’ representative organization means a lawfully established organization which represents and protects the employers’ legitimate rights and interests in labor relations.
6. Labor relation means a social relation which arises in respect of the hiring or employment and wage payment between an employee and an employer.
7. Labor dispute means a dispute over rights, obligations or interests which arise between the parties in labor relations.
Labor dispute comprises individual labor dispute between an employee and an employer, and collective labor dispute between an employees’ collective and an employer.
8. Right-based collective labor dispute means a dispute between an employees’ collective and an employer which arises from different interpretation and implementation of the labor law, collective bargaining agreements, internal working regulations, and other regulations and lawful agreements.
9. Interest-based collective labor dispute means a labor dispute arising out of the request of an employees’ collective for the establishment of new working conditions as compared to those stipulated by the labor law, collective bargaining agreement, internal working regulations, or other regulations and lawful agreements reached in the negotiation process between the employees’ collective and the employer.
10. Extract forced labor means to use force, or to threaten to use force or a similar practice to force a person to work against his/her will.
Article 4. State policies on labor
1. Guarantee the legitimate rights and interests of employees; to encourage agreements providing employees with conditions more favorable than those provided by the labor law; and to adopt policies which enable employees to purchase shares and make capital contributions for business development.
2. Guarantee the legitimate rights and interests of employers, to ensure lawful, democratic, fair and civilized labor management, and to promote corporate social responsibility.
3. Facilitate job creation, self-employment and vocational training and learning to improve employability, and for labor-intensive production and business activities.
4. Adopt policies on the development and distribution of human resources; provide vocational training, training, retraining and improvement of occupational knowledge and skills for employees, and offer incentives for highly-skilled employees in order to meet the requirements of national industrialization and modernization.
5. Adopt policies on labor market development and diversify types of linkage between labor supply and demand.
6. Guide employees and employers to hold dialogues and collective bargains to establish harmonious, stable and progressive labor relations.
7. Ensure gender equality principles; to stipulate the labor and social policies to protect female employees as well as disabled, elderly and minor employees.
Article 5. Rights and obligations of employees
1. An employee has the following rights:
a) to work, freely choose a job or occupation, to participate in vocational training and to improve occupational skills and suffer no discrimination;
b) to receive a wage commensurate with his/her occupational knowledge and skills on the basis of an agreement reached with the employer; to work in a safe and healthy environment; to take leaves according to the prescribed regime, paid annual leaves and receive collective welfare benefits;
c) to establish, join a trade union, to participate in trade union activities, occupational associations and other organizations in accordance with law; to request and participate in dialogues with the employer, implement democracy regulations and be consulted at the workplace to protect his/her legitimate rights and interests; and to participate in management activities according to the employer’s regulations;
d) to unilaterally terminate the employment contract in accordance with law;
dd) to go on strike.
2. An employee has the following obligations:
a) to perform the employment contract and collective bargaining agreement;
b) to obey labor discipline and internal working regulations and follow lawful administration of the employer.
c) to implement the laws on social insurance and health insurance.
Article 6. Rights and obligations of employers
1. An employer has the following rights:
a) to recruit, arrange and manage employees according to the requirements of production and business; to reward and deal with breaches of labor disciplines;
b) to establish, join and operate in occupational associations and other organizations in accordance with law;
c) to request the employees’ collective to have dialogue, negotiate and sign a collective bargaining agreement; to participate in the resolution of labor disputes and strikes; to exchange opinions with the trade union on issues related to labor relations and improvement of the material and spiritual lives of employees;
d) to temporarily close the workplace.
2. An employer has the following obligations:
a) to perform the employment contracts, collective bargaining agreement and other agreements with employees, to respect the honor and dignity of employees;
b) to establish a mechanism for and hold dialogue with the employee’ collective at the enterprise and strictly implement the regulations on grassroots-level democracy;
c) to keep a labor management book, a wage book and produce them to competent agencies upon request;
d) to register for the use of labor within 30 days from the date of commencement of operation, and report periodically on changes in the labor in the process of operation to the local labor authority;
dd) to implement other provisions of law on labor, social insurance and health insurance.
1. Labor relations between an individual employee or the employees' collective and an employer must be established through dialogue, negotiation, and agreement based on the principles of voluntariness, good faith, equality, cooperation and mutual respect for each other’s legitimate rights and interests.
2. Trade unions and the employers’ representative organizations shall, in collaboration with state agencies, facilitate the establishment of harmonious, stable and progressive labor relations; supervise the implementation of the labor law; and protect the legitimate rights and interests of employees and employers.
1. Discriminating on the grounds of gender, race, skin color, social strata, marital status, belief, religion, HIV infection, disabilities or on the grounds of establishing, joining trade unions and participating in trade union activities.
2. Maltreating employees or committing sexual harassment in the workplace.
3. Extracting forced labor.
4. Making use of apprenticeship or on-the-job training for the purpose of self-seeking and exploiting labor, or enticing or compelling apprentices or on-the-job trainees to engage in illegal activities.
5. Using employees who have no vocational training or national vocational skill certificates for the occupations or jobs which require employees who have received vocational training or national vocational skill certificates.
6. Enticing, promising and making false advertising to deceive employees or making use of employment services or the sending of labor to work abroad under contracts to commit illegal acts.
7. Using minor employees illegally.
Article 9. Employment and creation of employment
1. Employment is any income-generating laboring activity that is not prohibited by law.
2. The State, employers and the society have the responsibility to create employment and guarantee that every person, who has the work capacity, has access to employment opportunities.
Article 10. Right to work of employees
1. An employee shall have the right to work for any employer in any location that is not prohibited by law.
2. An employee may directly contact an employer or through an employment service provider in order to find a job that meets his/her expectation, capacity, occupational qualifications and health.
Article 11. Right to recruitment of employers
An employer shall have the right to recruit employees directly or through employment service providers or labor dispatch enterprises, to increase or reduce the number of employees according to the production and business requirements.
Article 12. Supportive policies of the State for employment development
1. The State shall set a target number of newly-created jobs in five-year and annual socio-economic development plans.
Based on the socio-economic conditions of each period, the Government shall submit the national target program on employment and vocational training to the National Assembly for decision.
2. The State shall formulate the unemployment insurance policy, incentive policies to encourage self-employment and to assist employers who employ large numbers of employees who are female, disabled and ethnic minority persons.
3. The State shall encourage and enable domestic and foreign organizations and individuals to invest in production and business development for employment creation.
4. The State shall support employers and employees to seek and expand overseas labor markets.
5. The State shall establish a National Employment Fund to provide preferential loans for employment creation and other activities in accordance with law.
Article 13. Employment programs
1. The People’s Committees of provinces and central-affiliated cities (hereinafter referred to as the People’s Committee of province) shall develop and submit a local employment program to the People's Council of the same administrative level for decision.
2. State agencies, enterprises, socio-political organizations, social organizations and employers shall, within the scope of their respective tasks and powers, implement employment programs.
Article 14. Employment service providers
1. An employment service provider has the functions to provide job counseling and placement services and vocational training for employees; supply and recruit employees at the request of employers; gather and provide information about the labor market and performing other tasks in accordance with law.
2. Employment service providers include employment service centers and employment service enterprises.
Employment service centers are established and operate under the Government’s regulations.
Employment service enterprises are incorporated and operate under the Law on Enterprises and must obtain a license to provide employment services granted by the provincial-level labor authority.
3. Employment service providers are eligible for fee collection and tax remission in accordance with law on fees and taxes.
Section 1. ENTERING INTO AN EMPLOYMENT CONTRACT
Article 15. Employment contract
An employment contract is an agreement between an employee and an employer on a paid job, working conditions, and the rights and obligations of each party in the labor relations.
Article 16. Forms of employment contract
1. An employment contract shall be concluded in writing and made in two copies, of which the employee keeps one copy, the employer keeps one copy, except for the case regulated in Clause 2 of this Article.
2. The two parties may conclude a verbal employment contract in respect of temporary work for the duration of less than 3 months.
Article 17. Principles for entering into an employment contract
1. Voluntariness, equality, good faith, cooperation and honesty.
2. Freedom to enter into an employment contract which is not contrary to the law, the collective bargaining agreement and social ethics.
Article 18. Obligations to enter into an employment contract
1. Before hiring an employee, the employer and the employee shall enter into an employment contract in person.
Where an employee aged between 15 and under 18 years of age, the employment contract shall be concluded with the consent of his/her legal representative.
2. In respect of seasonal work or certain job which has the duration of less than 12 months, a group of employees may authorized the representative of the group to enter into a written employment contract; in this case, such employment contract shall be effective in the same manner as if it was entered into each of the employees.
An employment contract which is concluded by the authorized person must be enclosed with a list clearly stating the full names, ages, gender, permanent residence, occupations and signatures of all employee concerned.
Article 19. Obligations to provide information before entering into an employment contract
1. An employer shall provide an employee with information about the job, workplace, working conditions, working hours, rest periods, occupational safety and health, wage, forms of wage payment, social insurance, health insurance, regulations on business secret, technological know-how, and other issues directly related to the conclusion of the employment contract if requested by the employee.
2. The employee shall provide the employer with information about his/her full name, age, gender, place of residence, educational level, occupational skills and qualifications, health conditions and other issues directly related to the employment contract which are requested by the employer.
Article 20. Prohibited acts of employers when entering into and performing employment contracts
1. Keeping the employee’s original identity documents, diplomas and certificates.
2. Requesting the employee to make a deposit in cash or property as security for his/her performance of the employment contract.
Article 21. Entering into employment contracts with multiple employers
An employee may enter into employment contracts with more than one employer, provided that he/she fully performs all terms and conditions contained in the concluded contract.
Where an employee enters into employment contracts with more than one employer, his/her participation in social insurance and health insurance schemes shall comply with the Government’s regulations.
Article 22. Types of employment contracts
1. An employment contract shall be concluded in one of the following types:
a) Indefinite term employment contract;
An indefinite term employment contract is a contract in which the two parties neither fix the term nor the time of termination of the contract.
b) Definite term employment contract;
A definite term employment contract is a contract in which the two parties fix the term of the contract for a duration of between 12 months and 36 months.
a) A seasonal contract or contract for a specific job is a labor contract with the duration of less than 12 months.
2. Where an employment contract stipulated in Points b and c of Clause 1 of this Article expires and the employee continues to work, during a period of thirty (30) days from the date of expiry of the contract, the two parties have to sign a new employment contract; if no new employment contract is entered into, the contract signed in accordance with Point b, Clause 1 of this Article shall become an indefinite term employment contract and the contract signed in accordance with Point c, Clause 1 of this Article shall become a definite term employment contract with the duration of 24 months.
Where the two parties conclude a new contract with a definite term, it shall be the one and only additional definite term employment contract to be signed; after that, if the employee continues to work, an indefinite term contract shall be signed.
3. It is prohibited to enter into a seasonal or work-specific employment contract of less than twelve (12) months to carry out regular work which has the duration of more than twelve (12) months, except the case of temporary replacement of an employee who has taken leave to do military service, pregnancy and maternity, sickness, occupational accident or other temporary leaves.
Article 23. Contents of employment contracts
1. An employment contract shall contain the following major particulars:
a) Name and address of the employer or of the legal representative of the employer;
b) Full name, date of birth, gender, place of residence, identity card number or other legal documents of the employee;
c) Job and workplace;
d) Duration of the employment contract;
dd) Wage, form of wage payment, due date for payment, allowances and other additional payments;
e) Regimes for promotion and wage rise;
g) Working hours, rest periods;
h) Personal protective equipment for the employee;
i) Social insurance and health insurance;
k) Training, occupational skill improvement.
2. When the employee performs a work which is directly related to the business secret, technological know-how as prescribed by law, the employer has the rights to sign a written agreement with the employee on the content and duration of the protection of the business secret, technology know-how, and on the benefit and the compensation obligation in case of violation by the employee.
3. Where an employee works in the sectors of agriculture, forestry, fishery, or salt production both parties may exclude some particulars of the employment contract and negotiate and include additional agreements on settlement measures in the case when the contract execution is affected by natural disaster, fire or weather.
4. The contents of the employment contract with an employee who is recruited to work as the director of a state-owned enterprise is stipulated by the Government.
Article 24. Annexes to employment contract
1. An annex to an employment contract is an integral part of the employment contract and is as binding as the employment contract.
2. An annex to an employment contract is to stipulate in detail particular provisions or to amend or supplement the contract.
Where an annex to an employment contract stipulates in detail particular provisions of the contract, which may lead to a different interpretation of the employment contract, the contents of the employment contract shall apply.
Where an annex amends and supplements the employment contract, it should clearly states the provisions which are amended or supplemented, and the date on which it takes effect.
Article 25. Effectiveness of employment contract
An employment contract takes effect as of the date on which the contract is concluded by the parties, unless otherwise agreed by both parties or prescribed by law.
1. An employer and an employee may negotiate on the probation, the rights and obligations of the two parties during the probation period. If reaching agreement on the probation, the two parties may enter into a probation contract.
The probation contract must include the particulars as stipulated in Points a, b, c, d, dd, g and h Clause 1 Article 23 of this Code.
2. Employees working under seasonal employment contracts shall not be subject to probation.
Article 27. Probationary period
The probationary period shall be determined on the basis of the nature and complexity of the work and shall be applied only one time for each employment and must satisfy the following conditions:
1. The probationary period shall not exceed 60 days in respect of work which requires at least technical qualifications of junior colleges;
2. The probationary period shall not exceed 30 days in respect of work which requires technical qualifications of secondary vocational certificate, professional secondary school; or for technical workers and skilled employees.
3. The probationary period shall not exceed 6 working days in respect of other work.
Article 28. Remuneration during probationary period
Remuneration for the employee during the probationary period shall be negotiated by the two parties but shall not be lower than 85% of the wage for the work.
Article 29. Termination of probationary period
1. If the probation work meets the requirements, the employer shall conclude an employment contract with the employee.
2. During the probationary period, each party shall have the right to terminate the probation agreement without prior notice and compensation if the probation work fails to meet the requirements as agreed by both parties.
Section 2. PERFORMANCE OF EMPLOYMENT CONTRACT
Article 30. Performance of the work under an employment contract
The work under an employment contract shall be performed by the employee who directly enters into the contract. The workplace may be as indicated in the employment contract or otherwise agreed upon by both parties.
Article 31. Assignment of employees to perform work which is not stated in employment contracts
1. In the event of sudden difficulties such as natural disasters, fire, epidemics, the implementation of preventive and remedial measures for occupational accidents or diseases, electricity and water supply failures, or for reasons of business and production demands, the employer may temporarily assign an employee to perform a work which is not prescribed in the employment contract provided that the assignment does not exceed 60 accumulated working days within one year, unless otherwise agreed by the employee.
2. Where an employer temporarily assigns an employee to perform a work which is not prescribed in the employment contract, the employer shall give notice to the employee at least 3 workings days in advance, which clearly indicates the duration of the temporary work, and the assigned work must be suitable for the health and gender of the employee.
3. The employee who performs the work as stipulated in Clause 1 of this Article shall be entitled to remuneration for the new work; if the wage for the new work is lower than the previous wage, the employee is entitled to receive the previous wage for a period of 30 working days. The wage for the new work shall be at least 85% of the previous wage but not less than the minimum regional wage regulated by the Government.
Article 32. Cases of suspension of an employment contract
1. The employee is called up for military service.
2. The employee is held in custody or detention in accordance with the criminal procedure law.
3. The employee is sent to a reformatory school, compulsory drug rehabilitation center, or correctional facility.
4. The female employee is pregnant in accordance with Article 156 of this Code.
5. In other circumstances as agreed by both parties.
Within 15 days from the expiry of the suspension period of the employment contract as stipulated in Article 32 of this Code, the employee shall present him/herself at the workplace and the employer shall reinstate the employee, unless otherwise agreed by both parties.
Article 34. Part-time employees
1. A part-time employee is an employee who works for less than the usual daily or weekly working hours as prescribed by law, the collective bargaining agreement of the enterprise or sector, or the employer’s regulations.
2. An employee may negotiate with the employer on work on a part-time basis when enter into an employment contract.
3. The part-time employee shall be entitled to the same remuneration, and rights and obligations as a full-time employee. He/she shall be entitled to equality in opportunities and treatment, and to a safe and hygienic working environment.
Section 3. MODIFICATION, SUPPLEMENTATION AND TERMINATION OF EMPLOYMENT CONTRACTS
Article 35. Modification and supplementation of employment contracts
1. During the performance of an employment contract, any party who wishes to modify or supplement the contents of the employment contract shall notify the other party at least 3 working days in advance about the contents to be modified or supplemented.
2. In case where an agreement is reached between the parties, the modification of or supplementation to the employment contract shall be carried out by signing an annex to the employment contract or signing a new employment contract.
3. In case the two parties fail to reach an agreement on the modification of or supplementation to the employment contract, they shall continue to perform the concluded employment contract.
Article 36. Cases of termination of an employment contract
1. The employment contract expires, except for the case specified in Clause 6 Article 192 of this Code.
2. The tasks stated in the employment contract have been completed.
3. Both parties agree to terminate the employment contract.
4. The employee fully meets the requirements for qualified contribution period of social insurance and reaches the age of retirement stipulated in Article 187 of this Code.
5. The employee is sentenced to imprisonment, capital punishment or is prohibited from performing the work stated in the employment contract by an effective verdict or judgment of the court.
6. The employee dies or is declared by the court as a legally incapacitated person, missing or dead.
7. The employer, who is an individual, dies or is declared by the court as a legally incapacitated person, missing or dead; the employer, who is not an individual, ceases operation.
8. The employee is dismissed in accordance with Clause 3 Article 125 of this Code.
9. The employee unilaterally terminates the employment contract in accordance with Article 37 of this Code.
10. The employer unilaterally terminates the employment contract as prescribed in Article 38 of this Code; the employer lays off the employee due to structural and technological changes or because of economic reasons, acquisition, consolidation or division of the enterprise or cooperative.
Article 37. The right of an employee to unilaterally terminates the employment contract
1. An employee with a definite term employment contract or an employment contract of seasonal work or specific work of less than 12 months shall have the right to unilaterally terminate the employment contract ahead of its scheduled expiry in one of the following circumstances:
a) The employee is not assigned to the work or workplace or not provided with the working conditions as agreed in the employment contract;
b) The employee is not paid in full or on time as agreed in the employment contract;
c) The employee is maltreated, sexually harassed, or is subject to forced labor;
d) The employee is unable to continue performing the employment contract due to personal or family difficulties;
dd) The employee is elected to carry out full-time duties in a people’s elected body or is appointed to hold a position in a state agency;
e) A female employee who is pregnant and must take leave as prescribed by a competent health care institution;
g) The employee is sick or has an accident and remains unable to work after having received treatment for 90 consecutive days in the case of a definite term employment contract, or for a quarter of the duration of the contract in the case of an employment contract for seasonal work or specific task of less than 12 months.
2. When unilaterally terminating the employment contract as stipulated in Clause 1 of this Article, the employee shall inform the employer:
a) at least 3 working days in advance, in the cases stipulated in Points a, b, c and g, Clause 1 of this Article;
a) at least 30 days in advance, in the case of a definite term employment contract; at least 3 working days in the case of an employment contract for seasonal work or specific task of less than 12 months in the cases stipulated in Points d and e, Clause 1 of this Article;
c) In the case stipulated in Point e Clause 1 of this Article, the advance notice shall be given to the employer in accordance with Article 156 of this Code.
3. An employee with an indefinite term employment contract shall have the right to unilaterally terminate the employment contract, provided that he/she notifies the employer at least 45 days in advance, except for the cases prescribed in Article 156 of this Code.
Article 38. The right of an employer to unilaterally terminates the employment contract
1. An employer shall have the right to unilaterally terminate the employment contract in one of the following circumstances:
a) The employee repeatedly fails to perform his/her work in accordance with the terms of the employment contract;
An employee is sick or has an accident and remains unable to work after having received treatment for a period of 12 consecutive months in the case of an indefinite term employment contract, for 6 consecutive months in the case of an definite employment contract, or more than half the duration of the contract in the case of an employment contract for seasonal work or a specific task of less than 12 months.
Upon recovery, the employee shall be considered for reinstatement or continue to work for the employer;
c) In the event of a natural disaster, fire or force majeure as prescribed by law and the employer has exhausted all possibilities, and is forced to scale down production and reduce the workforce;
d) The employee does not present him/herself at the workplace after the time limit specified in Article 33 of this Code.
2. When unilaterally terminating an employment contract, the employer shall notify the employee in advance:
a) at least 45 days in case of an indefinite term employment contract;
b) at least 30 days in case of a definite term employment contract;
c) at least 3 working days, in the case of an employment contract for seasonal work or specific task of less than 12 months in the cases stipulated in Point b, Clause 1 of this Article.
1. The employee is suffering from an illness or work accident, occupational disease and is being treated or nursed under the decision of a competent health institution, except for the cases stipulated in Point b, Clause 1 Article 38 of this Code.
2. The employee is on annual leave, personal leave, or any other type of leave permitted by the employer.
3. The female employee falls under any of cases stipulated in Clause 3 Article 155 of this Code.
4. The employee is on maternity leave in accordance with the law on social insurance.
Article 40. Withdrawal of unilateral termination of employment contracts
Each party may withdraw their unilateral termination of an employment contract at any time prior to the expiry of the notice period by a written notification, provided that the withdrawal is agreed by the other party.
Article 41. Illegal unilateral termination of employment contracts
The unilateral termination of an employment contract is illegal in cases which are inconsistent with Article 37, Article 38, and Article 39 of this Code.
1. The employer shall reinstate the employee in accordance with the original employment contract, and shall pay the wage, social insurance and health insurance premiums for the period during which the employee was not allowed to work, plus at least 2 months’ wage in accordance with the employment contract.
2. Where the employee does not wish to return to work, in addition to the compensation prescribed in Clause 1 of this Article, the employer shall pay a severance allowance in accordance with Article 48 of this Code.
3. Where the employer does not wish to reinstate the employee and the employee agrees, in addition to the compensation as prescribed in Clause 1 of this Article and the severance allowance as stipulated in Article 48 of this Code, the two parties shall negotiate an additional compensation which shall be at least 2 months’ wage as stipulated in the employment contract, in order to terminate the employment contract.
4. Where there is no longer a vacancy for the position or work as agreed in the employment contract and the employee still wishes to work, the employer shall pay the compensation as stipulated in Clause 1 of this Article and both parties shall negotiate to modify and supplement the employment contract.
5. Where the employer fails to comply with the provisions on advance notice, the employee shall be paid a compensation equivalent to his/her wage for the number of days during which the notice is not given.
1. The employee is not entitled to a severance allowance and must compensate the employer a half of his/her monthly wage as stipulated in the employment contract.
2. Where the employee fails to comply with the provisions on advance notice, the employer shall be paid a compensation equivalent to the employee’s wage corresponding to the number of days during which the notice is not given.
3. The employee shall reimburse training costs to the employer in accordance with Article 62 of this Code.
1. In cases there is a change in the structure or technology which affects the employment of multiple employees, the employer has the responsibility to establish and implement a labor utilization plan in accordance with Article 46 of this Code. In case there is a new vacancy, the priority shall be given to retraining the unemployed worker for the purpose of re-employment.
In case the employer is unable to create new employment and has to resort to dismissing employees, the employer shall pay job-loss allowances to the employees in accordance with Article 49 of this Code.
2. If more than one employee faces risk of unemployment or dismissal due to economic reasons, the employer shall develop and implement a labor utilization plan as stipulated in Article 46 of this Code.
In case the employer is unable to create new employment and has to resort to dismissing employees, the employer shall pay job-loss allowances to the employees in accordance with Article 49 of this Code.
3. The dismissal of multiple employees in line with this Article shall only be implemented after discussion with the representative organization of the employees' collective at grassroot level and after giving prior notice of 30 days to the provincial labor authority.
1. In the event of acquisition, consolidation, division of an enterprise or a cooperative, the succeeding employer is responsible for continuing the employment of the existing workforce and making modifications and supplementations to the employment contracts.
In case there is not enough work for the existing workforce, the succeeding employer has the responsibility to develop and implement a labor utilization plan in accordance with Article 46 of this Code.
2. In case of property use right transfer or property ownership transfer, the preceding employer shall establish a labor utilization plan in accordance with Article 46 of this Code.
3. Where the employer dismisses employees as prescribed in this Article, the employer shall pay job-loss allowances to the employees in accordance with Article 49 of this Code.
Article 46. Labor utilization plan
1. A labor utilization plan shall contain the following major particulars:
a) The names and number of employees to be maintained in employment and those to be re-trained for continued employment;
b) The names and number of employees to retire;
c) The names and number of employees to be maintained in employment on part-time basis and those to be dismissed;
d) The measure and financial sources to implement the plan.
2. The labor utilization plan shall be developed with the participation of the representative organization of the worker’s collective at grassroots level.
Article 47. Responsibilities of an employer in case of termination of employment contract
1. At least 15 days prior to the date of expiry of a definite term employment contract, the employer must give a written notice to the employee regarding the time for such termination.
2. Within 7 working days following the termination of an employment contract, the two parties shall settle all payments in respect of the rights and interests of each party; in special cases, such period may be extended, but shall not exceed 30 days.
3. The employer shall be responsible for completing the verification procedures and return the social insurance book and other documents of the employee which are kept by the employer.
4. Where an enterprise or cooperative ceases its operation, dissolves, goes bankrupt, the wage, severance allowance, contributions of social insurance, health insurance, unemployment insurance and other benefits of employees as stipulated in the collective bargaining agreement and the concluded employment contract shall be the priority payments.
Article 48. Severance allowance
1. In case an employment contract is terminated in compliance with Clauses 1, 2, 3, 5, 6, 7, 9 and 10, Article 36 of this Code, the employer is responsible for paying severance allowance to the employee who has worked regularly for a period of at least full 12 months. A half of the monthly wage is payable for each year of work.
2. The qualified period of work for the calculation of severance allowance shall be the total period during which the employee actually worked for the employer minus the period in which the employee participated in the unemployment insurance in accordance with the Law on Social Insurance, and the period for which the employee has been already paid severance allowance by the employer.
3. The reference wage for the calculation of severance allowance shall be the average of the wages, which are stipulated in the employment contract valid for 06 months preceding the termination of the employment contract.
Article 49. Job-loss allowance
1. Where an employment contract is terminated according to Article 44 and 45 of this Code and the employee has worked on a regular basis for the employer for at least 12 months, the employer shall pay a job-loss allowance to the employee. The job-loss allowance shall be one month wage for each year of employment, and shall not be lower than 2 months’ wage in total.
2. The qualified period of work for the calculation of job-loss allowance shall be the total period during which the employee actually worked for the employer minus the period in which the employee participated in the unemployment insurance in accordance with the Law on Social Insurance, and the period for which the employee has been already paid severance allowance by the employer.
3. The reference wage for the calculation of job-loss allowance shall be the average of the wages, which are stipulated in the employment contract valid for 06 months preceding the termination of the employment contract.
Section 4. INVALID EMPLOYMENT CONTRACT
Article 50. Invalid employment contracts
1. An employment contract shall be completely invalid in one of the following cases:
a) The entire contents of the employment contract are illegal;
b) The employment contract is signed by an incompetent person;
c) The work described in the employment contract is prohibited by law;
d) The contents of the employment contract restrict or prevent the employee from exercising his/her right to establish, join trade unions and participate in trade union activities.
2. An employment contract shall be partially invalid when a part of its contents is illegal but does not affect the remaining contents of the employment contract.
3. Where the rights of the employee provided by a part or entire employment contract are less favorable than those regulated in the labor law, internal working regulations, collective bargaining agreement that are currently effective, or where the contents of the employment contract restrict other rights of the employee, the part or entire employment contract shall be invalid.
Article 51. Competence to declare employment contract as invalid [2]
People’s Courts shall be entitled to declare labor contracts as invalid.
Article 52. Dealing with invalid employment contracts
1. Where an employment contract is declared as partially invalid, it shall be dealt with as follows:
a) The rights, obligations and benefits of the parties shall be settled in accordance with the collective bargaining agreement or provisions of the law;
b) The invalid employment contract shall be modified and supplemented in accordance with the collective bargaining agreement or legislation on labor.
2. Where an employment contract is declared as entirely invalid, it shall be dealt with as follows:
a) In case the employment contract is signed by a person without due competence as stipulated in Point b Clause 1 Article 50 of this Code, the labor authority shall guide the parties to concluded the employment contract again;
b) The rights, obligations and interests of the employee shall be settled in accordance with law.
3. The Government shall provide detailed regulations on this Article.
1. Labor dispatch is defined as an act in which an enterprise licensed to operate as a labor dispatch enterprise recruits an employee to work for another employer, and the employee works under the control of the latter employer, while maintaining labor relations with the dispatch enterprise.
2. Labor dispatch is a conditional business, and applies only to certain types of work.
Article 54. Labor dispatch enterprises
1. A labor dispatch enterprise shall pay a deposit and obtain a license to operate labor dispatch business.
2. The maximum duration of labor dispatch is 12 months.
3. The Government shall regulate the issuance of labor dispatch licenses, making deposit, the types of work in which the use of dispatched labor is allowed.
Article 55. Labor dispatch contracts
1. The labor dispatch enterprise and the hiring company shall conclude a written labor dispatch contract, which is made in 2 copies; each party shall keep one copy.
2. A labor dispatch contract shall contain the following major particulars:
a) The work location, the vacancy which will be filled by the dispatched employee, detailed description of the work, and detailed requirements for the dispatched employee.
b) The labor dispatch duration; the starting date of the dispatch period;
c) Working hours, rest periods, specifications on occupational safety and health at the workplace;
d) Obligations of each party to the dispatched employee.
3. The labor dispatch contract shall not include any agreement on the rights and benefits of employee which are less favorable than those stipulated in the concluded employment contract between the employee and the labor dispatch enterprise.
Article 56. Rights and obligations of labor dispatch enterprise
1. To provide a dispatched employee who meets requirements of the hiring party and such provision complies with the terms and conditions of employment contract signed with the employee.
2. To notify the dispatched employee of the contents of the labor dispatch contract.
3. To sign an employment contract with the employee in accordance with this Code.
4. To provide the hiring part with the curriculum vitae of the dispatched employee, and his/her requirements.
5. To fulfill obligations of an employer in accordance with this Code; to pay wage, wage for public holidays, annual leave, wage for work suspension, severance allowance, job-loss allowance; premiums for compulsory social insurance, health insurance, and unemployment insurance for the dispatched employee as per the law.
To ensure that the wage of the dispatched employee is not lower than the wage of a regular employee of the hiring party who has equal qualifications and performs the same work or the work of equal value.
6. To keep records of the number of dispatched employees, the hiring party, and dispatch fees and to report to the provincial labor authority.
7. To discipline the dispatched employee for violating internal work regulations in cases where the hiring party returns the employee for the reason of having violated internal work regulations.
Article 57. Rights and obligations of the hiring party
1. To inform and guide the dispatched employee to understand its internal work regulations and other regulations.
2. Not to discriminate against the dispatched employee, in comparison with its regular employees in respect of the working conditions.
3. To negotiate with the dispatched employee on working at night or overtime when an agreement on such is not included in the contents of labor dispatch contract.
4. Not to send the dispatched employee to another employer.
5. To negotiate with the dispatched employee and the dispatch enterprise to officially employ the employee while the employment contract between the dispatch employee and the dispatch enterprise has not yet expired.
6. To return the dispatched employee who does not meet the conditions set out in the labor dispatch contract or who violates the labor discipline to the dispatch enterprise.
7. To provide the evidence of violation of work regulations by the dispatched employee to the labor dispatch enterprise for disciplinary action.
Article 58. Rights and obligations of the dispatched employee
1. To perform the work in accordance with the employment contract concluded with the labor dispatch enterprise.
2. To comply with the internal work regulations, labor disciplinary regulations, the lawful management and collective bargaining agreement of the hiring party.
3. To be paid a wage, which is not lower than the wage of a regular employee of the hiring party who has equal qualifications and performs the same work or the work of equal value.
4. To file a complaint with the dispatch enterprise in case the hiring party violates agreements in the labor dispatch contract.
5. To exercise the right to unilaterally terminate the employment contract with the dispatch enterprise in accordance with Article 37 of this Code.
6. To negotiate to conclude an employment contract with the hiring party after terminating the employment contract with the dispatch enterprise.
APPRENTICESHIP, TRAINING, OCCUPATIONAL QUALIFICATION AND SKILL IMPROVEMENT
Article 59. Apprenticeship and vocational training
1. An employee has the rights to choose a vocation, apprenticeship at a workplace which is appropriate to his/her employment demands.
2. The State encourages eligible employers to open vocational training centers, or vocational classes at the workplace in order to train, retrain, and to improve occupational qualifications and skills of its current employees and to provide vocational training for other trainees in accordance with the laws on vocational training.
1. An employer shall develop annual training plans, allocate budget for, and organize training to improve occupational qualifications and skills for their current employees; to re-train employees before assigning them to another work.
2. The employer must report on results of the occupational qualification and skills improvement training at the enterprise to the provincial labor authority in its annual labor report.
Article 61. Apprenticeship and on-the-job training to work for the employer
1. An employer who recruits trainees or apprentices in order to employ them for work is not required to register such vocational training activity and shall not charge fees for such training.
In this case, the trainees or apprentices must be at least 14 years of age and attain fitness to work, except for certain occupations as stipulated by the Ministry of Labor, War Invalids and Social Affairs.
The two parties must enter into a vocational training contract, which shall be made in 2 copies and each party shall keep 1 copy.
2. During the period of apprenticeship or on-the-job training, if the apprentice or the on-the-job trainee directly makes, or participates in the making of qualified products, he/she shall be paid a wage at a rate agreed by the two parties.
3. Upon the expiry of the apprenticeship or on-the-job training period, both parties must enter into an employment contract when the conditions stipulated in this Code are satisfied.
4. The employer shall enable the employee to participate in an occupational skills exam in order to receive a national vocational certificate.
1. The two parties must enter into a vocational training contract in case the employee is trained or re-trained for the improvement of occupational qualifications and skills at home or abroad under the employer’s budget, which includes the sponsorship from the employer’s partner.
The vocational training contract shall be made in 2 copies and each party shall keep 1 copy.
2. A vocational training contract must contain the following major particulars:
a) The training occupation;
b) The training location, training period;
c) The costs of the training;
d) The period during which the employee commits to continue to work for the employer after having been trained;
dd) Responsibilities for reimbursement of training costs;
e) Responsibilities of the employer.
3. The costs of training shall include those specified in valid documents on expenses covering the costs of trainers, training materials, training locations, machinery and equipment, practice materials, other supportive expenses for the learner as well as the wage, premiums of social insurance, and medical insurance paid for the learner for the duration of the training. In case the employee is sent to a foreign country for training, the costs of training also include the travelling and living expenses during the period of overseas stay.
DIALOGUE AT WORKPLACE, COLLECTIVE BARGAINING, COLLECTIVE BARGAINING AGREEMENTS
Section 1. DIALOGUE AT WORKPLACE
Article 63. Purposes and forms of dialogue at the workplace
1. Dialogue at the workplace aims at sharing information and strengthening understanding between employers and employees for the development of labor relations at the workplace.
2. Dialogue at the workplace is conducted through direct communication between employees and employers or between employees’ collective representatives and employers, ensuring the implementation of the regulations on democracy at the workplace.
3. Employers and the employees are responsible for implementing regulations on grassroots democracy at the workplace in accordance with the Government regulations.
Article 64. Issues for dialogue at the workplace
1. Business and production situation of the employer.
2. Performance of the employment contract, collective bargaining agreement, other commitments and agreements, as well as other regulations at the workplace.
3. Working conditions.
4. Request of employees and employees’ collective to the employer.
5. Request of employer to the employees and employees’ collective.
6. Other issues of concern to the two parties.
Article 65. Issues for dialogue at the workplace
1. Dialogue at the workplace is held periodically once every 3 months or at the request of either party.
2. The employer is responsible for arranging the venue and other material conditions for dialogue at the workplace.
Section 2. COLLECTIVE BARGAINING
Article 66. Purposes of collective bargaining
Collective bargaining is the discussion and negotiation between the employees’ collective and the employer in order to:
1. Build harmonious, stable and progressive labor relations;
2. Establish new working conditions as the basis for the signing of a collective bargaining agreement;
3. Resolve obstacles and difficulties in the exercise of the rights and fulfillment of obligations of each party in labor relations.
Article 67. Principles of collective bargaining
1. Collective bargaining shall be carried out on the basis of the principles of good faith, equality, cooperativeness, openness to the public and transparency.
2. Collective bargaining shall be carried out on a periodical or ad-hoc basis.
3. Collective bargaining shall be carried out at a place agreed to by the two parties.
Article 68. Right to request collective bargaining
1. Each party has the right to request collective bargaining and the requested party must not refuse the request. Within 07 working days from the day on which the request is received the parties shall agree upon the starting time for the negotiation meeting.
2. In case a party is unable to participate in the negotiation meeting at the time specified in accordance with above agreement, that party has the rights to request to postpone the bargaining for a period of no more than 30 days from the date of receiving the request for collective bargaining.
3. In case one party refuses the bargaining or does conduct the bargaining within the time limit prescribed in this Article, the other party has the right to initiate the procedures to request labor dispute settlement as regulated by law.
Article 69. Representatives of the parties to the collective bargaining
1. Representatives of the parties to the collective bargaining are regulated as follows:
a) The representative for the employees’ collective in collective bargaining at the enterprise level shall be the representative organization of the employees’ collective at grassroots level; at sectoral level, this shall be the representative of the executive committee of the sectoral trade union.
b) The representative on the employer’s side in collective bargaining at the enterprise level shall be the employer or the representative of the employer; at the sectoral level, this shall be the representative of sectoral employers’ organization.
2. The number of representatives of each party participating in the negotiation meeting shall be agreed by the two parties.
Article 70. Issues for collective bargaining
1. Wage, bonus, allowance and wage increase.
2. Working hours, rest periods, overtime work, breaks between shifts.
3. Employment security for the workers.
4. Occupational safety and health; the implementation of the internal work regulations.
5. Other issues of concern to the two parties.
Article 71. Process for collective bargaining
1. The preparatory process for collective bargaining is stipulated as follows:
a) At least 10 days before the bargaining meeting, at the request of the employees’ collective, the employer shall provide information on the operation and business situation, with the exception of business secrets, technological know-how of the employer;
b) Collecting comments of the employees' collective.
The representative of the employees’ collective shall solicit comments directly from the employees’ collective or indirectly through a congress of the workers’ delegates on the workers’ proposals to the employer and employer’s proposals to the employees’ collective;
c) Notification of issues for collective bargaining.
No later than 5 working days prior to the start of the bargaining meeting, the party which has requested collective bargaining must notify the other party of the proposed issues for negotiation, in writing.
2. The process for collective bargaining is stipulated as follows:
a) Organization of bargaining meeting.
The employer shall hold a collective bargaining meeting at the time and venue agreed on by both parties.
Minutes of the bargaining meeting must be taken and it must specify the issues which have been agreed upon by the two parties, as well as the expected time for signing an agreement on these agreed issues; and issues that remain controversial;
b) Minutes of the bargaining meeting must be signed by the representative of the employees’ collective, the employer and the preparer of the minutes.
3. Within 15 days from the conclusion of the collective bargaining meetings, the representative of the employees’ collective must widely and publicly disseminate the minutes of the negotiation meeting to the employees’ collective for their information and organize a vote for workers to approve on the agreed issues.
4. In case the bargaining does not succeed, either party may request to continue the bargaining or may initiate labor dispute settlement procedures as prescribed in this Code.
1. To organize training courses on collective bargaining skills for those who participate in collective bargaining.
2. To participate in the bargaining meetings when requested by either of the parties to the collective bargaining.
3. To provide and facilitate the exchange of information related to collective bargaining.
Section 3. COLLECTIVE BARGAINING AGREEMENTS
Article 73. Collective bargaining agreements
1. A collective bargaining agreement is an agreement in writing between the employees’ collective and the employer on the working conditions which are established by the two parties through collective bargaining.
Collective bargaining agreements include collective bargaining agreements at enterprise level, collective bargaining agreements at sectoral level and other types of collective bargaining agreements as regulated by the Government.
2. The contents of the collective bargaining agreements must not be against the law and must provide for the terms and conditions for workers which are more favorable than those provided by law.
Article 74. Signing of collective bargaining agreements
1. A collective bargaining agreement is signed between the representative of the employees’ collective and the employer or the representative of the employer.
2. The collective bargaining agreement shall be signed only when the parties have reached an agreement at the bargaining meetings and:
a) Over 50% of the employees’ collective have voted in favor of the issues which have been agreed, in regard to collective bargaining agreements at enterprise level;
b) Over 50% of the representatives of the executive committee of the grassroots trade union or upper level trade union have voted in favor of the issues which have been agreed, in regard to sectoral collective bargaining agreements;
c) The signing of other types of collective bargaining agreements shall follow Government regulations.
3. The employer must make publicly available the concluded collective bargaining agreement to all employees.
Article 75. Submission of collective bargaining agreements to the state management authority
Within 10 days from the date of signing, the employer or the employer’s representative must submit a copy of the collective bargaining agreement to:
1. The provincial labor authority, in regard to collective bargaining agreements at the enterprise level.
2. The Ministry of Labor, Invalids and Social Affairs, in regard to sectoral collective bargaining agreements and other types of collective bargaining agreements.
Article 76. Effective date of collective bargaining agreements
The date on which a collective bargaining agreement comes into effect shall be indicated in the agreement. In case the effective date is not indicated in the collective bargaining agreement, the agreement shall take effect from the date of signing.
Article 77. Amendments and supplementation of collective bargaining agreement
1. The parties have the rights to amend and supplement a collective bargaining agreement within the following time limit:
a) After 03 months of implementation, with regard to collective bargaining agreements which have effective duration of less than 01 year;
b) After 06 months of implementation, with regard to collective bargaining agreements which have effective duration of from 01 year to 03 years;
2. In case a change in legal provisions results in the collective bargaining agreement being unsuitable with the new law, the two parties must make amendments and supplements to the collective bargaining agreement within 15 days from the date on which the legal provisions come into effect.
During the process of amending and supplementing the collective bargaining agreement, the rights and interests of the employees will be ensured in accordance with the law.
3. The amendment or supplementation to the collective bargaining agreement shall be made in accordance with the same provisions and procedures for the signing of the collective bargaining agreement.
Article 78. Invalid collective bargaining agreements
1. A collective bargaining agreement shall be partially invalid if one or a number of its contents are contrary to the law.
2. A collective bargaining agreement shall be entirely invalid in any of the following circumstances:
a) The whole contents of the agreement are contrary to the law;
b) The collective bargaining agreement was concluded by a person without due competence;
c) The signing of the collective bargaining agreement does not follow the prescribed collective bargaining procedure.
Article 79. Power to declare a collective bargaining agreement invalid
People’s Courts shall be entitled to declare a collective bargaining agreement as invalid.
Article 80. Handling of invalid collective bargaining agreements
When a collective bargaining agreement is declared invalid, the rights, obligations and interests of parties specified in the invalid parts shall be handled in accordance with the provisions of the law and other lawful agreements as provided in the employment contract.
Article 81. Expiry of collective bargaining agreements
Within 3 months prior to the expiry date of a collective bargaining agreement, the two parties may negotiate to extend the duration of the collective bargaining agreement or to enter into a new collective bargaining agreement.
Where the collective bargaining agreement expires while the negotiation process is still on-going, it shall continue to be implemented for a maximum duration of 60 days.
All expenses for organizing bargaining meeting and the signing, amendment, supplementation, submission and announcement of a collective bargaining agreement shall be covered by the employer.
Section 4. COLLECTIVE BARGAINING AGREEMENTS AT ENTERPRISE LEVEL
Article 83. The signing of collective bargaining agreements at enterprise level
1. The signatories to a collective bargaining agreement at enterprise level are regulated as follows:
a) The signatory on the employees’ collective side shall be the representative of the employees’ collective at grassroots level;
b) The signatory on the employer’s side shall be the employer or the representative of the employer.
2. The collective bargaining agreement at enterprise level shall be made into 05 copies, of which:
a) Each party keeps 01 copy;
b) 01 copy shall be sent to the regulatory body in accordance with Article 75 of this Code;
c) 01 copy shall be sent to the superior trade union, and 01 copy to the representative organization of which the employer is a member.
Article 84. Implementation of enterprise-level collective bargaining agreements
1. The employer and the employees, including new employees who are employed after the collective bargaining agreement has come into effect, shall be responsible for the full implementation of the collective bargaining agreement.
2. Where the rights, responsibilities and interests of the parties stipulated in the employment contract which were concluded before the effective date of the collective bargaining agreement are less favorable than those of respective provisions provided in the collective bargaining agreement, the provisions of the collective bargaining agreement shall prevail. Internal work regulations of the employer which are not in compliance with the collective bargaining agreement shall be amended so as to be consistent with the provisions of the collective bargaining agreement within 15 days from the date on which the collective bargaining agreement comes into effect.
3. Where a party considers that the other party does not perform fully or violates the provisions of the collective bargaining agreement, the former has the right to request the latter to fully comply with the agreement, and both parties must jointly resolve the issue. In case of failure of the parties to resolve the issue, either party has the right to request a resolution of the collective labor dispute in accordance with the law.
Article 85. Duration of enterprise-level collective bargaining agreements
An enterprise-level collective bargaining agreement can have a duration of from 01 year to 03 years. In an enterprise where a collective bargaining agreement is established for the first time, the duration of this agreement may be less than 01 year.
1. In cases of acquisition, consolidation, division of enterprises, or transfer of ownership, right to manage, or right to use of an enterprise, the succeeding employer and the representative of the employees’ collective shall, on the basis of the labor utilization plan, consider to agree to the continuous implementation or amendment of the old collective bargaining agreement or to enter into a new collective bargaining agreement.
2. In case the validity of a collective bargaining agreement is terminated because the employer ceases its operation, the rights and interests of the employees shall be dealt with in accordance with the labor law.
Section 5. COLLECTIVE BARGAINING AGREEMENTS AT SECTORAL LEVEL
Article 87. Signing of sectoral collective bargaining agreements
1. The signatories to a collective bargaining agreement at sectoral level are regulated as follows:
a) The representative of the employees’ collective shall be the Chairperson of the Sectoral Trade Union;
b) The representatives on the employer’s side shall be the representative of the employers’ representative organization participating in the sectoral collective bargaining.
2. The sectoral collective bargaining agreement shall be made into 04 copies, of which:
a) Each party keeps 01 copy;
b) 01 copy shall be sent to the regulatory body in accordance with Article 75 of this Code;
c) 01 copy shall be sent to the superior level trade union.
1. Where the contents of an enterprise-level collective bargaining agreement or other regulations of the employer on the lawful rights, responsibilities and interests of the enterprise’s employees are less favorable than those stipulated in the sectoral collective bargaining agreement, the enterprise-level collective bargaining agreement shall be revised accordingly within 03 months from the date on which the sectoral collective bargaining agreement comes into effect.
2. Enterprises which are subject to the governance of a sectoral collective bargaining agreement but have not established enterprise-level collective bargaining agreements may establish the enterprise-level collective bargaining agreements with more favorable terms and conditions for employees than those stipulated in the sectoral collective bargaining agreement.
3. Enterprises within the sector which have not participated in the sectoral collective bargaining agreement are encouraged to implement the sectoral collective bargaining agreement.
Article 89. Duration of sectoral collective bargaining agreements
A sectoral collective bargaining agreement can have a duration of from 1 to 3 years.
1. Wage is a monetary amount which is paid to the employee by the employer to perform the work as agreed by the two parties.
Wage includes remuneration which is based on the work or position, as well as wage allowances and other additional payments.
An employee’s wage must not be lower than the minimum wage provided by the Government.
2. The wage shall be paid to the employee based on labor productivity and quality of the work performed.
3. Employers shall ensure that wage is paid equally without gender-based discrimination against employees performing work of equal value.
1. Minimum wage is the lowest payment for an employee who performs the simplest work in normal working conditions and must ensure the minimum living needs of the employee and his/her family.
The minimum wage shall be determined on monthly, daily and hourly basis, and by regions and sectors.
2. Based on the minimal living needs of the employee and his/her family, social and economic conditions, and wage levels in the labor market, the Government shall announce the regional minimum wage on the basis of the recommendation of the National Wage Council.
3. Sectoral minimum wages shall be determined through sectoral collective bargaining and stated in the sectoral collective bargaining agreements, but shall not be lower than the regional minimum wage announced by the Government.
Article 92. The National Wage Council
1. The National Wage Council is an advisory body of the Government, and is composed of representatives of the Ministry of Labor, Invalids and Social Affairs, Vietnam General Confederation of Labor, and employers’ organizations at central level.
2. The Government shall provide detailed regulations on the functions, responsibilities and organizational structure of the National Wage Council.
Article 93. Development of wage scale, payroll and labor productivity norm
1. Based on the principles for the development of wage scale, payroll, and labor productivity norm that are stipulated by the Government, an employer shall develop the wage scale, v, and labor productivity norm which are to be used as the basis for the recruitment and employment of workers, and to negotiate the wage in the employment contract, and to pay wages to employees.
2. In developing the wage scale, payroll and labor productivity norm, the employer must consult with the representative organization of the employees’ collective at grassroots level and make this information publicly available at the workplace before implementation, and send the wage scale, payroll and labor productivity norm to the labor authority at the district level where the employer’s office is located.
Article 94. Forms of wage payment
1. Employer has the right to select the form of wage payment by time, by piece rate or by piece work. The selected form of payment must be maintained for a certain period of time. The employer shall give an advance notice to the employees of at least 10 days for any change in the form of wage payment.
2. Wage is paid in cash or into the employee’s personal bank account. In case the wage payment is made to a bank account, the employer must negotiate with the employee on any costs related to opening and maintaining the account.
Article 95. Wage payment due time1. An employee who receives an hourly, daily or weekly wage shall be paid upon the completion of the hour, day or week of work, or paid in a lump sum as agreed by the two parties, but at least once every 15 days.
2. An employee who receives a monthly wage shall be paid once a month or once every fortnight.
3. The employee who receives wage for piece work or at piece rate shall be paid in accordance with the agreement of the two parties; if the work is done over a number of months, the employee is entitled to an advance wage payment every month for the work completed during the month.
Article 96. Principles for wage payment
An employee shall be fully paid on time as agreed and direct manner.
In exceptional cases where a timely payment is not possible, the delay in wage payment must not exceed 01 month and the employer must pay the employee an additional amount of at least equal to the deposit interest rate announced by the State Bank of Vietnam at the time of wage payment.
Article 97. Wages for overtime work and night work
1. An employee who performs overtime work shall be paid a wage calculated based on the wage unit for piece rate, or the wage of his/her current work as follows:
a) On weekdays, at least equal to 150%;
b) On the weekly days off, at least equal to 200%;
c) On public holidays and paid leave days, at least 300%, excluding the wage for public holidays and paid leave days if the employee receives a daily wage.
2. An employee who performs night work shall be paid an additional amount of at least 30% of the wage calculated according to the wage unit for piece work or piece rate or the wage for the work on a regular working day.
3. An employee who performs overtime work at night shall be paid according to both Clause 1 and Clause 2 of this Article. Furthermore, he/she shall be paid an additional amount of 20% of the wage calculated according to the wage unit for piece work or piece rate or the wage for the work on a regular working day.
Article 98. Wage during work suspension
Where the work has to be suspended, the employee is paid as follows:
1. If due to the fault of the employer, the employee shall be paid the full wage;
2. If due to the fault of the employee, the employee shall not be paid; other employees in the same unit who had to suspend their work shall be paid a wage as agreed on by the two parties, which shall not be lower than the regional minimum wage as provided by the Government;
3. If due to the electricity or water supply failure which is not due to the fault of the employer or the employee, or in the event of force majeure such as natural disasters, fires, dangerous epidemics, hostility, relocation of the workplace as requested by the competent authority, or due to economic reasons, the wage paid during work suspension shall be agreed by the two parties, but shall not be lower than the regional minimum wage as provided by the Government.
Article 99. Wage payment through the contractor’s foreman
1. Where a contractor’s foreman or equivalent intermediary is employed, the employer who is the principal owner must maintain a list of the names and addresses of such persons accompanied by a list of their employees, and must ensure that their activities comply with the law on wage payment and occupational safety and health.
2. In case the contractor’s foreman or equivalent intermediary fails to pay or pays insufficient wages to the employees and does not ensure other rights and interests of the employees, the employer who is the principal owner shall be responsible for wage payment and for ensuring the rights and interests of the employees.
In this case, the employer who is the principal owner has the rights to request compensation from the contractor’s foreman or equivalent intermediary, or to request the competent authority to resolve the dispute in accordance with the provisions of the law.
1. An employee may receive a wage advance in accordance with conditions agreed on by the two parties.
2. An employer must make the advance payment to the employee for the number of days the employee temporarily leaves his/her work in order to perform duties of citizens for a period of 01 week or longer, but the advance shall not exceed 01 month wage. The employee must reimburse the wage advance, except for the case where the employee performs military service.
1. An employer shall have the right to deduct from an employee’s wage only for the compensation for the damage to the tools and equipment of the employer, in accordance with Article 130 of this Code.
2. The employee has the right to be aware of the reasons for his/her wage deduction.
3. Any monthly deduction shall not exceed 30% of the net monthly wage of the employee, after the payment of compulsory social insurance, health insurance, unemployment insurance premiums and income tax.
Article 102. Allowances, benefits, advancement in wage grades and wage increases
Allowances, benefits, advancement in wage grades, wage increases, and other types of incentives for an employee shall be agreed on in the employment contract or the collective bargaining agreement, or stipulated in the regulations of the employer.
1. A bonus is an amount paid by an employer to reward his/her employees on the basis of the annual business results of the enterprise and the level of work performance of the employees.
2. A bonus regulation shall be decided and publicly announced at the workplace by the employer after consultation with the representative organization of the employees’ collective at grassroots level.
Article 104. Normal working hours
1. Normal working hours shall not exceed 08 hours per day or 48 hours per week.
2. An employer has the right to determine the working hours on an hourly, daily or weekly basis, provided that the daily working hours shall not exceed 10 hours per day and not exceed 48 hours per week where a weekly basis is applied.
The State encourages employers to implement a 40-hour working week.
3. The working hours shall not exceed 06 hours per day with regard to employees who carry out especially heavy or hazardous work, or who work under exposure to toxic substances as stipulated in the list issued by the Ministry of Labor, Invalids and Social Affairs in coordination with the Ministry of Health.
Article 105. Working hours at night
Working hours at night are counted from between 22 p.m. on the previous day to 6 a.m. on the following day.
1. Overtime work is the duration of work performed at any other time than during normal working hours, as indicated in the law, collective bargaining agreement or internal work regulations of an employer.
2. The employer has the right to request an employee to work overtime when all of the following conditions are met:
a) Obtaining the employee’s consent;
b) Ensuring that the number of overtime working hours of the employee does not exceed 50% of the normal working hours in 01 day; in case of applying regulation on weekly work, the total normal working hours plus overtime working hours shall not exceed 12 hours in 01 day; overtime working hour shall not exceed 30 hours per month and 200 hours in 01 year, except for some special cases as regulated by the Government, the total number of overtime working hours shall not exceed 300 hours in 01 year;
c) After each time of a number of consecutive days of overtime work during one month the employer must arrange for compensatory leave for the time without days-off.
Article 107. Overtime working in special cases
An employer has the right to request any employee to work overtime on any day and the employee shall not be entitled to decline in the following circumstances:
1. To execute the conscription order for the purpose of national security or national defence in emergency situations of national security and defence in accordance with the law.
2. To perform tasks to protect human life or the assets of agencies, organizations, or individuals in the prevention and recovery of natural disasters, fires, epidemics and disasters.
Article 108. Rest breaks during working hours
1. An employee who works for 08 hours or 06 hours consecutively under Article 104 of this Code, shall be given an intersessional rest break of at least 30 minutes, which shall be included in the working hours.
2. In the case of night-shift work, the employee shall be given an intersessional rest break of at least 45 minutes, which shall be included in the working hours.
3. In addition to the rest break prescribed in Clause 1 and Clause 2 of this Article, an employer shall determine other short breaks, as stipulated in the internal work regulations.
Article 109. Breaks between shifts
An employee who performs shift work is entitled to a break of at least 12 hours before beginning another shift.
1. Each week an employee is entitled to a break of at least 24 consecutive hours. Where it is impossible for the employee to have a weekly day off due to the work cycle, the employer has the responsibility to ensure that on average the employee has at least 04 days off per month.
2. The employer has the right to determine and schedule the weekly breaks either on Sunday or for another fixed day in a week, which must be recorded in the internal work regulations.
1. Any employee who has been working for an employer for 12 months is entitled to fully-paid annual leave, which is stipulated in his/her employment contract as follows:
a) 12 working days for employees who work in normal working conditions;
b) 14 working days for employees who work in heavy or hazardous working conditions, or who work under exposure to toxic substances; and for employees who work in an area with harsh living conditions, as prescribed in the list issued by the Ministry of Labor, Invalids and Social Affairs in coordination with the Ministry of Health; and for minor employees and disabled employees;
c) 16 working days for employees who are subject to extremely heavy or hazardous work or who work under exposure to extremely toxic substances; employees working in an area with extremely harsh living conditions as prescribed in the list issued by the Ministry of Labor, Invalids and Social Affairs in coordination with the Ministry of Health.
2. The employer has the right to regulate the timetable for annual leaves after consultation with the employees and must give prior notice to the employees.
3. An employee may reach an agreement with the employer on taking annual leave in installments or combining annual leave over a maximum period of up to 3 years.
4. When taking annual leave, should the employee travel by road, rail, water and the travel days, comprising of the time to go and to return, are more than 02 days, then, from the 3rd day onward, the traveling time will be added, not counted as annual leave days, and this policy shall only be granted once for an annual leave in a year.
Article 112. Increased annual leave by work seniority
The annual leave of an employee as prescribed in Article 111 of this Code shall increase by 01 additional day for every 05 years of employment with the same employer.
Article 113. Advance wage payment, travel expenses for annual leave
1. When taking annual leave, an employee shall receive an advance payment of at least equal to the wage to be paid for the entitled days of leave.
2. Travel expenses and the wage paid for the travel days shall be agreed on by the two parties.
The employer shall pay travel expenses and wage for the travelling days to the employees who are from the lowland areas and work in the upland, remote, border and island areas, or the employees who are from upland, remote, border and island areas and work in the lowland areas.
Article 114. Payment in lieu of untaken leave
1. An employee who, due to employment termination, job loss or other reasons, has not taken or not entirely taken up his/her annual leave shall be paid in compensation for the untaken leave days.
2. An employee with less than 12 months of employment shall be entitled to annual leave in proportion to his/her period of employment. In cases where leave is not taken, the untaken leave days shall be compensated for in cash.
Section 3. PUBLIC HOLIDAYS, PERSONAL LEAVE AND UNPAID LEAVE
Article 115. Public and New Year holidays
1. Employees shall be entitled to fully paid days off on the following public and New Year holidays:
a) Gregorian Calendar New Year Holiday: 01 day (the first day of January of the Gregorian calendar);
b) Lunar New Year Holidays: 05 days;
c) Victory Day: 01 day (the thirtieth day of April of the Gregorian calendar);
d) International Labor Day: 01 day (the first day of May of the Gregorian calendar);
dd) National Day: 01 day (the second day of September of the Gregorian calendar);
e) Hung Kings Commemoration Day: 01 day (the tenth day of March of the Lunar calendar).
2. Foreign employees in Vietnam are entitled to 01 traditional public holiday and 01 National Day of their country, in addition to the public holidays stipulated in Clause 1 of this Article.
3. Where the holidays referred to in Clause 1 of this Article coincide with a weekly day off, employees are entitled to take the following days off as compensation.
Article 116. Personal leave, unpaid leave
1. An employee is entitled to take a fully paid leave of absence for personal reasons in the following circumstances:
a) Marriage: 03 days;
b) Marriage of his/her children: 01 day;
c) Death of his/her natural father or mother; or death of his or her spouse’s father or mother; or death of spouse, child: 03 days.
2. The employee is entitled to take 01 day leave unpaid and must inform the employer in the case of the death of his/her paternal grandfather or grandmother, maternal grandfather or grandmother, or natural sister or brother; marriage of father or mother, or natural brother or sister.
3. The employee may negotiate and agree with his/her employer on taking unpaid leave other than the leave stipulated in Clause 1 and Clause 2 of this Article.
Section 4. WORKING HOURS AND REST PERIODS FOR EMPLOYEES WHO PERFORM WORK OF SPECIAL NATURE
Article 117. Working hours and rest periods for employees who perform work of special nature
In case of special work in the areas of road, rail, water or air transportation; oil and gas exploration and extraction at sea; offshore work; in the fields of arts; use of radiation and nuclear engineering; application of high-frequency waves; diver’s work, work in mines; seasonal production work and processing of goods by purchase order; and work that requires for 24/24 hours on duty, the responsible ministries and agencies shall stipulate the specific hours of work and rest periods after having agreed with the Ministry of Labor, Invalids and Social Affairs and these must be in accordance with Article 108 of this Code.
LABOR DISCIPLINE AND MATERIAL RESPONSIBILITY
Labor discipline comprises provisions in the internal work regulations on the compliance in respect of time, technology, production and business management.
Article 119. Labor regulations
1. An employer who employs at least 10 employees must have internal work regulations in writing.
2. The contents of internal work regulations shall not be contrary to the labor law or to other relevant legal provisions. The internal work regulations shall include the following key contents:
a) Working hours and rest periods;
b) Order at the workplace;
c) Occupational safety and health at the work place;
d) Protection of the assets and technological and business secrets and intellectual property of the employer;
dd) Breaches of labor disciplinary regulations by employees; disciplinary measures against breaches of labor disciplinary regulations and material responsibility.
3. Prior to issuing internal work regulations, the employer must consult with the representative organization of the employees’ collective at grassroots level.
4. Employees must be notified of the internal work regulations, and the major contents must be displayed in necessary areas at the workplace.
Article 120. Registration of internal work regulations
1. An employer must register the internal work regulations with the labor authority at the provincial level.
2. Within 10 days from the date of issuance of the internal work regulations, the employer must submit a dossier of the internal work regulations for registration.
3. Within 07 working days from the date of receipt of the dossier for registration of the internal work regulations, if the internal work regulations contain provisions contrary to the law, the provincial labor authority shall notify and guide the employer in making the necessary amendments or supplementation and for re-registration.
Article 121. Dossiers for registration of internal work regulations
A dossier for the registration of internal work regulations shall include:
1. An application for the registration of the internal work regulations;
2. The documents of the employer, which provide for labor disciplinary regulations and material responsibility;
3. Minutes of the consultation meeting with the representative organization of the employees’ collective at grassroots level;
4. The internal working regulations.
Article 122. Effect of internal work regulations
An internal work regulations shall be effective from 15 days after the date the labor authority at the provincial level receives the dossier of the internal work regulations for registration, except for the case stipulated in Clause 3 Article 120 of this Code.
Article 123. Principles and procedures for labor discipline
1. The labor discipline is regulated as follows:
a) The employer must prove the employee’s fault;
b) There must be the participation of the representative organization of the employees’ collective at grassroots level;
c) The employee must be physically present and has the right to defend him/herself, request a lawyer or someone to defend; if the employee is under 18 years of age, his/her father, mother or a legal representative must be present;
d) Any settlement of violations of labor disciplinary regulations must be documented.
2. It is prohibited to impose more than one disciplinary measure for one violation of labor disciplinary regulations.
3. Where an employee simultaneously commits multiple violations of labor disciplinary regulations, he/she shall be subjected to the highest form of disciplinary measure corresponding to the most serious violation.
4. No disciplinary measure shall be taken against an employee for his/her violation of labor disciplinary regulations during the period when:
a) The employee is taking leave on account of illness or convalescence; or on other types of leave with the employer’s consent;
b) The employee is being held under temporary custody or detention;
c) The employee is waiting for verification and conclusion of the competent agency for acts of violations, stipulated in Clause 1 Article 126 of this Code;
d) The employee is pregnant, or on maternity leave, or is nourishing children under the age of 12 months.
5. No disciplinary measure shall be taken against an employee who commits a violation of labor disciplinary regulations while suffering from the mental illness or another disease which causes the loss of consciousness ability or the loss of his/her behavior control.
Article 124. Time limit for labor discipline
1. The time limit for settling violations of labor disciplinary regulations shall be up to 06 months from the date of the occurrence of the violation. The time limit for dealing with violations of labor disciplinary regulations directly relating to finance, assets and disclosure of technological or business secrets shall be up to 12 months.
2. Upon the expiry of the period stipulated in Items a, b, c, Clause 4, Article 123, and within the validity of the time limit for dealing with violations of labor disciplinary regulations, the employer shall immediately apply the disciplinary measure. If the time limit has expired, it can be extended, but for no more than 60 days from the expiry date as mentioned above.
Upon the expiry of the period stipulated in point d, Clause 4 Article 123, if the time limit has expired, it can be extended, but for no more than 60 days from the expiry date as mentioned above.
3. The decision on settling violations of the labor disciplinary regulations shall be made within the time limits stipulated in Clause 1 and Clause 2 of this Article.
Article 125. Forms of labor discipline
1. Reprimand.
2. Deferment of wage increase for no more than 6 months; dismissed from office..
3. Dismissal.
Article 126. Application of dismissal as a disciplinary measure
Dismissal shall be applied by an employer as a means of disciplinary measure in the following circumstances:
1. Where an employee commits an act of theft, embezzlement, gambling, intentionally causing injury, using illicit drug inside the workplace, disclosing technological or business secrets or infringing the intellectual property rights of the employer, or commits acts which are seriously detrimental or posing seriously detrimental threat to the assets or interests of the employer;
2. Where an employee who is subject to the disciplinary measure of deferment of wage increase recidivates while the disciplinary measure is not yet repealed; or where an employee was dismissed as a labor discipline and recidivates;
Recidivism means an employee recommits the same breach of labor disciplinary regulations while the disciplinary measure has not been repealed in accordance with Article 127 of this Code.
3. Where an employee quits his job willingly for 05 accumulated days in 01 month or 20 accumulated days in 01 year without a proper reason.
Proper reasons include: natural disasters or fires; the employee or his/her family member suffers from illness with a certification by a competent health care institution; and other reasons as stipulated in the internal work regulations.
Article 127. Repeal of disciplinary measures, reduction in the duration of disciplinary measures
1. Where the employee does not recidivate, the disciplinary measure of reprimand shall be automatically repealed after 3 months; and the disciplinary measure of deferment of wage increase shall be automatically repealed after 6 months since the date on which the disciplinary measure was imposed. Where an employee is dismissed as a labor disciplinary measure, and recommits the breach of labor disciplinary regulations after 3 years since the date of demotion, the act of recommitment shall not be considered as recidivism.
2. Where an employee, who is disciplined by deferment of wage increase, has completed half of the duration of the disciplinary measure, and has demonstrated improvement, the employee may be considered by the employer for a remission.
Article 128. Prohibited acts when applying labor disciplinary measures
1. Infringing the physical integrity and human dignity of the employee.
2. Applying monetary fines or deducting wage in lieu of a disciplinary measure against the violation of labor disciplinary regulations.
3. Applying a disciplinary measure against an employee for having committed a violation which is not stipulated in the internal work regulations.
1. An employer has the right to temporarily suspend an employee from work if the violation is of a complicated nature and where the continued presence of the employee at the workplace is deemed to cause difficulties for the verification. The temporary suspension of an employee from work shall only be applied after consultation with the representative organization of the employees’ collective at grassroots level.
2. The period of temporary work suspension shall not exceed 15 days, or 90 days in special circumstances. During the period of temporary work suspension, the employee shall be advanced 50 % of the wage to which he/she was entitled prior to the suspension.
Upon the expiry of the period of temporary work suspension, the employer shall reinstate the employee.
3. Where the employee is disciplined, he/she shall not be required to reimburse the wage advanced to him/her.
4. Where the employee is not disciplined, the employer shall pay the full wage for the period of temporary work suspension.
Section 2. MATERIAL RESPONSIBILITY
Article 130. Damage compensation
1. An employee, who causes damage to tools and equipment or has committed another act which causes damage to the assets of the employer, shall have to pay compensation in accordance with the law.
In case the employee causes damage which is deemed not to be serious due to negligence, and of a value not exceeding 10 months of the regional minimum wage announced by the Government and applied at the employee’s workplace, the employee shall have to make a compensation of no more than 03 months of wage, which shall be deducted monthly from his/her wage in accordance with Clause 3 Article 101 of this Code.
2. An employee who loses tools, equipment, or assets of the employer or other assets assigned by the employer to the employee, or consumes the materials beyond the permitted norms, shall be liable for compensation for the damage in full or in part at the market price. Where a contract of responsibility has been signed between the two parties, the amount of compensation shall be in accordance with the contract of responsibility. In case this took place at the time of natural disasters, fires, wars, epidemics, calamities, or force majeure circumstances, which are unforeseeable and insurmountable, and all necessary measures and possibilities for avoidance have been taken, the compensation shall not required.
Article 131. Principles and procedures for handling compensation for damages
1. Consideration and decision on the level of compensation for damages shall be based on the nature of the offence, the actual extent of damages, the actual situation of his or her family, personal record, and the properties of the employee.
2. The procedures, formalities and time limits for handling the compensation shall be in accordance with Article 123 and Article 124 of this Code.
Article 132. Complaints on labor disciplinary regulations and material responsibility
An employee who is disciplined for the violation of labor disciplinary regulations, temporarily suspended from work, or required to pay compensation in accordance with the regulations of material responsibility and is not satisfied with the decision, has the right to appeal to the employer, or to the relevant authorities stipulated in the Law, or to request for the resolution of the labor dispute in accordance with the procedures stipulated by law.
Chapter IX
OCCUPATIONAL SAFETY AND HEALTH
Section 1. GENERAL REGULATIONS ON OCCUPATIONAL SAFETY AND HEALTH
Article 133. Compliance with the law on occupational safety and health
Every enterprise, agency, organization and individual involved in production and labor shall comply with the regulations of the law on occupational safety and health.
Article 134. State policy on occupational safety and health
1. The State shall invest in scientific research and provide assistance for the establishments that produce tools and equipment that enhance occupational safety and health and personal protective equipment;
2. The State shall encourage the development of occupational safety and health services.
Article 135. Occupational safety and health program
1. The Government shall decide on development of the National Programme on Occupational Safety and Health.
2. Provincial People’s Committees shall develop and submit the local occupational safety and health programmes to the People’s Councils of the same level for approval and shall include the local occupational safety and health programmes in the local socio-economic development plans.
Article 136. National technical regulations on occupational safety and health
1. The Ministry of Labor, Invalids and Social Affairs shall take lead and coordinate with other ministries, agencies and provincial authorities to develop and issue guidance on the implementation of national technical regulations on occupational safety and health.
2. Based on the national technical standards and norms and local technical standards on occupational safety and health, employers shall develop their internal work regulations and procedures to ensure that occupational safety and health measures are suitable for each type of machinery, equipment and workplace.
Article 137. Ensuring occupational safety and health at the workplace
1. When constructing, expanding or renovating buildings and facilities for production, utilization, preservation and storage of machinery, equipment and materials that have strict occupational safety and health requirements, the investors and employers shall develop a plan on occupational safety and health measures at the workplace and for the environment.
2. The production, use, storage and transportation of machinery, equipment, materials, energy, electricity, chemicals, plant preservatives, as well as change of technology, and import of new technology must comply with the national technical standards on occupational safety and health or regulations on occupational safety and health at the workplace which have been announced and applied.
Article 138. Obligations of employers and employees on occupational safety and health
1. Employers shall have the following obligations:
a) To ensure that the workplace meets the occupational safety and health requirements pertaining to space, ventilation, dust, steam, toxic gas, radiation, electro-magnetic fields, heat, moisture, noise, vibration and other harmful factors as indicated in relevant technical regulations. These factors must be checked and measured on a regular basis.
b) Ensure that the conditions on occupational safety and health for machinery, equipment and workshops meet the requirements of the national technical regulations on occupational safety and health or the technical standards on occupational safety and health at the workplace which have been announced and applied.
c) Examine and evaluate hazardous and harmful elements at the workplace in order to propose measures to prevent and minimize dangers and risks, improve working conditions, and occupational health for employees.
d) Examine and maintain machinery, equipment, workshops and warehouses on a regular basis.
dd) Have visible and readable instruction signboards at the workplace on occupational safety and health for machinery, equipment and workplaces.
e) Consult the representative organization of the employees’ collective at grassroots level when developing the plan and implementing activities to ensure occupational safety and health.
2. Employees shall have the obligations to:
a) Comply with regulations and procedures on occupational safety and health which are relevant to the assigned work and tasks;
b) Use and maintain the provided personal protective equipment, tools and other equipment for occupational safety and health at the workplace;
c) Promptly report to the responsible persons any risks that may cause occupational accidents, diseases, toxic or hazardous problems; participate in the provision of first aid in emergency situations and overcome the consequence of occupational accidents under the orders of the employer.
Section 2. OCCUPATIONAL ACCIDENTS AND DISEASES
Article 139. Occupational safety and health officers
1. An employer shall assign officer(s) in charge of occupational safety and health. For production and business facilities in the areas with high risk of occupational accidents and diseases and with the employment of at least 10 employees, the employer shall assign a qualified full-time professional officer on occupational safety and health.
2. The occupational safety and health officer must be trained in occupational safety and health.
Article 140. Dealing with breakdowns and emergencies
1. In dealing with break-downs and emergencies, the employer shall have the following responsibilities:
a) Develop a contingency plan to deal with the incidents and provide emergency responses and organize periodical trainings and practice;
b) Provide technical and health equipments to ensure timely first aid and responses when there is a break-down or occupational accident.
c) Immediately take action or give orders to immediately stop the operation of machinery, equipment and the workplace which are at risk of causing occupational accidents and diseases.
2. An employee has the right to refuse to undertake the work or to leave the workplace whilst still receiving full wage payment and not be deemed to be violating labor disciplinary regulations when the employee is clearly aware of the imminent risk of occupational accidents or a serious threat to his/her life or health, and the employee shall immediately report to the direct supervisor. The employer shall not order the employee to resume such work, or return to the workplace if the risk has not been addressed.
Article 141. In-kind allowances for employees working in hazardous and harmful conditions
Employees working in hazardous and harmful conditions are provided with in-kind allowances in accordance with the regulations of the Ministry of Labor, Invalids, and Social Affairs.
Article 142. Occupational accidents
1. Occupational accidents are accidents which cause injury to any parts or functions of the body of the employee or cause death to the employee, occurring during the performance of work and in connection with performing the assigned work or tasks.
This regulation shall also apply to trainees, apprentices and probationers.
2. Victims of occupational accidents must be provided with prompt emergency first aid and due treatment.
3. All occupational accidents, diseases and serious break-downs at the workplace must be declared, investigated, documented, included in statistics, and reported on a regular basis in accordance with the Government regulations.
Article 143. Occupational diseases
1. Occupational diseases are illnesses caused by the effect of harmful working conditions on an employee.
The Ministry of Health shall collaborate with the Ministry of Labor, Invalids and Social Affairs to issue a list of occupational diseases after consultation with the Vietnam General Confederation of Labor and the representative organizations of the employers.
2. Any person suffering from occupational diseases shall be given due treatment, periodical medical examinations and have a separate medical record.
Article 144. Employers’ responsibilities towards employees who suffer from occupational accidents and diseases
1. An employer shall be responsible to pay part of the costs which are co-paid, and pay the full amount of the costs which are not paid by the health insurance scheme for an employee participating in health insurance scheme. Where an employee is not covered by the health insurance scheme, the employer shall pay all medical expenses incurred, from emergency first aid to the completion of the medical treatment.
2. The employer shall pay full wage as stipulated in the employment contract to the employee suffering from occupational accidents or occupational diseases and having to take leave during treatment.
3. The employer shall pay compensation to the employee who suffers from occupational accidents or occupational diseases in accordance to Article 145 of this Code.
Article 145. Rights of employees who suffer from occupational accidents or diseases
1. An employee who participates in the compulsory social insurance is entitled to the benefit of occupational accident and disease in accordance with the Social Insurance Law.
2. Where an employee is covered by the compulsory social insurance scheme, but the employer has not paid insurance premiums to the social insurance agency, the employer shall pay an amount equal to the benefit of occupational accident and disease in accordance with the Social Insurance Law.
The payment shall be made in a lump sum or on monthly basis as agreed by the parties.
3. The employee who suffers from occupational accidents or occupational diseases not due to his/her fault and whose work capacity has been reduced by at least 5% shall be compensated by the employer as follows:
a) At least equal to 1.5 month’s wage as stipulated in the employment contract in cases where the employee’s work capacity is reduced from 5.0% to 10%; an additional increase of 1.0% shall be compensated by an additional 0.4 month’s wage stipulated in the employment contract in cases where the employee’s work capacity is reduced from 11% to 80%;
b) At least equal to 30 months' wages as stipulated in the employment contract in case the employee’s work capacity has been reduced by at least 81%, or for family members of the employee who have died as a result of occupational accidents.
4. In case of the employee’s fault, he/she shall receive an allowance of at least equal to 40% of the amount stipulated in Clause 3 of this Article.
Article 146. Prohibited acts in occupational safety and health
1. Paying money to employees in lieu of in-kind allowances.
2. Concealing or falsely declaring or reporting occupational accidents and diseases.
Section 3. PREVENTION OF OCCUPATIONAL ACCIDENTS AND DISEASES
Article 147. Technical appraisal of machinery, equipment and materials which require strict occupational safety regulations
1. Machinery, equipment and materials which require strict occupational safety regulation must be appraised before they enter into operation and must be appraised on a regular basis when they are in operation by an authorized technical safety appraisal institution.
2. The list of machinery, equipment and materials which are subject to strict occupational safety regulations shall be issued by the Ministry of Labor, Invalids and Social Affairs.
3. The Government shall provide regulations for the operation of the technical safety appraisal institution.
Article 148. Occupational safety and health plans
Annually, when developing business and production plans, employers shall develop a plan and measures for occupational safety and health and for the improvement of working conditions.
Article 149. Personal protective equipment at work
1. An employee engaged in hazardous and toxic work shall be adequately provided with personal protective equipment and shall use the provided personal protective equipment at work in accordance with the regulations of the Ministry of Labor, Invalids, and Social Affairs.
2. The personal protective equipment must meet quality standards.
Article 150. Training on occupational safety and health
1. Employers and occupational safety and health officers shall participate in training courses on occupational safety and health, and will be examined, and granted a certificate by an occupational safety and health training institution.
2. The employer must organize training on occupational safety and health for employees, apprentices and trainees upon recruitment and work assignment; and provide guidance on occupational safety and health regulations for visitors to the workplace under their management.
3. An employee who performs work which require strict occupational safety and health regulations must participate in the training course on occupational safety and health, take the examination and be granted a certificate.
4. The Ministry of Labor, Invalids and Social Affairs shall provide regulations on the criteria for organizing and providing the training services on occupational safety and health, develop a curriculum framework on the occupational safety and health training and the list of work which is subject to strict occupational safety and health requirements.
Article 151. Information on occupational safety and health
An employer must provide adequate information to employees on the situation of occupational accidents and diseases, hazardous and harmful factors at the workplace and measures to ensure occupational safety and health at work.
Article 152. Health care for employees
1. Based on the health standards of each type of work, an employer shall recruit and arrange work for an employee.
2. Annually, the employer shall be responsible for organizing periodical health check-up for employees, including apprentices and trainees. Female employees are entitled to obstetrics and gynaecology check-ups. With regard to employees who undertake work in heavy and harmful conditions, or employees with disabilities, minor employees or elderly employees, the health check-up shall be implemented at least once every 6 months.
3. Employees undertaking work in environments with a high risk of occupational diseases shall be examined for occupational diseases in accordance with the regulations of the Ministry of Health.
4. Employees who suffer from occupational accidents or occupational diseases shall undergo a medical assessment to determine the level of his/her injury and the degree of reduction in his/her work capacity, and shall receive treatment, recuperation and occupational rehabilitation in accordance with the law.
5. Where an employee continues to work after being injured in an occupational accident or contracting an occupational disease, the employee shall be assigned to a work suitable to his/her health based on the conclusions of the Labor Medical Assessment Council.
6. The employer must keep the health records of the employee and the general records in accordance with the regulations of the Ministry of Health.
7. Employers shall provide decontamination and sterilization measures for employees working in workplaces where there are toxic or contaminative elements after the working hours.
Chapter X
SEPARATE PROVISIONS CONCERNING FEMALE EMPLOYEES
Article 153. State policies on female employees
1. To protect the female employees' right to work on the basis of equality.
2. To encourage employers enable female employees work regularly, and widely apply the systems of flexible working hours, part-time work, or home-based work.
3. To formulate measures to create employment opportunities, improve working conditions, increase occupational skills, provide healthcare, and strengthen the material and spiritual welfare of female employees in order to assist them in developing effectively their vocational capacities and harmoniously combine their working lives with their family lives.
4. To formulate policies on tax reductions for employers who employ a large numbers of female employees in accordance with the tax laws.
5. To develop various forms of training to enable female employees to acquire additional occupational skills that are suitable to their physical and physiological characteristic and their motherhood roles.
6. To develop plans and measures to organize day care facilities and kindergartens in areas where a large number of female employees are employed.
Article 154. Obligations of employers toward female employees
1. Employers shall ensure the implementation of gender equality and measures to promote gender equality in recruitment, employment, training, working hours and rest periods, wages and other policies.
2. Employers shall consult with female employees or their representatives when taking decisions which affect the rights and interests of women.
3. Employers shall provide appropriate bathrooms and toilets at the workplace for female employees.
4. Employers shall assist and support in building day care facilities and kindergartens, or in covering a part of the childcare expenses incurred by female employees.
Article 155. Maternity protection for female employees
1. An employer must not require a female employee to work at night, or to work overtime or go on a long distance working trip in the following circumstances:
a) The employee reaches her seventh month of pregnancy; or her sixth month of pregnancy when working in upland, remote, border and island areas,;
b) The employee is nursing a child under 12 months of age.
2. A female employee who performs heavy work, on reaching her seventh month of pregnancy, is entitled to be transferred to lighter work or to have her daily working hours reduced by 01 hour while still receiving her full wage.
3. The employer must not dismiss a female employee or unilaterally terminate the employment contract of a female employee due to the employee’s marriage, pregnancy, maternity leave, or nursing a child under 12 months of age, except when the employer, who is an individual, dies, or is declared by the court as having lost the capacity of civil acts, as missing or dead, or the employer, who is not individual, ceases its business operation.
4. During the time of pregnancy, maternity leave as regulated in the social insurance law, or when nursing a child under 12 months of age, labor disciplinary measures shall not be applied to the female employee.
5. During her menstruation period, a female employee shall be entitled to a 30 minute break in every working day; a female employee nursing a child under 12 months of age shall be entitled to 60 minutes breaks in every working day with full wage as stipulated in the employment contract.
Where an employee is pregnant and obtains a medical certificate from a competent health care institution, which states that if the employee continues to work, it may adversely affect her pregnancy, the employee shall have the right to unilaterally terminate the employment contract, or to temporarily suspend the employment contract. The period of advance notice that the female employee must give to the employer shall depend on the period prescribed by the competent health care facility.
1. A female employee is entitled to 06 months of prenatal and postnatal leave.
In case of a multiple birth, the leave shall be extended by 01 month for each child, counting from the second child.
Prenatal leave should not be longer than 02 months.
2. During maternity leave, the female employee is entitled to maternity benefits as regulated in the Law on Social Insurance.
3. After the maternity leave as stipulated in Clause 1 of this Article expires, if so demanded, the female employee may be granted an additional leave without pay under terms agreed upon with the employer.
4. The female employee may return to work before the expiry of her statutory maternity leave as stipulated in Clause 1 of this Article, if so demanded and is agreed by the employer, provided that the female employee has taken at least 04 months of prenatal and postnatal leave and she obtains a medical certificate from a competent health care institution which affirms that the early resumption of work does not adversely affect her health.
In this case, besides the wage of the working days, paid by the employer, the female employee shall continue to receive the maternity allowance, in accordance with the Social Insurance Law.
Article 158. Employment security for female employees after maternity
A female employee shall be guaranteed to be reinstated to her previous work when she returns to work after the maternity leave as prescribed in Clause 1 and Clause 3 of Article 157 of this Code. In case the previous work is no longer available, the employer must arrange other work for the employee with a wage of not lower than the wage she received prior to the maternity leave.
When a female employee takes leave from work for prenatal care check-up, miscarriage, abortion, stillbirth, therapeutic abortion, implementation of contraceptive methods, taking care of a sick child who is under 07 years of age or fostering an adopted child under 06 months of age, the female employee is entitled to social insurance allowance in accordance with the law on social insurance.
Article 160. Work without permission to employ female employees
1. Work that is harmful to child-bearing and parenting functions, as specified in the list of work issued by the Ministry of Labor, Invalids and Social Affairs in coordination with the Ministry of Health.
2. Work that require regular immersion in water.
3. Regular underground work in mines.
EXCLUSIVE PROVISIONS CONCERNING MINOR EMPLOYEES AND CERTAIN TYPES OF EMPLOYEES
A minor employee is an employee under 18 years of age.
Article 162. Employment of minors
1. Employer shall only employ a minor employee in work suitable for the health of the minor employee in order to ensure his/her physical, mental and personality development, and shall have the responsibility to take care of the minor employee in regard to his/her work, wage, health and study in the course of his/her employment.
2. When an employer employs a minor employee, the employer must have a separate record which writes in full of his/her name, date of birth, the work assigned, results of periodical health check-ups, and shall be presented at the request of the competent authority.
Article 163. Principles of employing minor employees
1. The employment of minor employees is prohibited for heavy and hazardous work, and work with exposure to toxic substances or in work and workplaces negatively affecting his/her personality under the list issued by the Ministry of Labor, Invalids and Social Affairs in coordination with the Ministry of Health.
2. The working hours of minor employees from full 15 years of age to under 18 years of age shall not exceed 08 hours in 01 day and 40 hours in 01 week.
The working hours of minor employees under 15 years of age shall not exceed 04 hours in 01 day and 20 hours in 01 week and employers must not employ these minor employees to undertake overtime work or night work.
3. Minor employees from full 15 years of age to under 18 years of age shall have the right to undertake overtime work or night work only in certain occupations and jobs as regulated by the Ministry of Labor, Invalids and Social Affairs.
4. The employer must not employ minor persons in the manufacture and trade of alcohol, beer or wine, tobacco, stimulants or other addictive drugs.
5. The employer shall create opportunities for minor employees and those under 15 years of age to participate in education.
Article 164. Employment of minors under 15 years of age
1. An employer is only entitled to employ persons from full 13 years of age to under 15 years of age to undertake light work in accordance with the list issued by the Ministry of Labor, Invalids and Social Affairs.
2. When employing a person from full 13 years of age to under 15 years of age, the employer shall comply with the following regulations:
a) Sign the employment contract in writing with the legal representative of a person from full 13 years of age to under 15 years of age and with the consent of that minor;
b) Arrange the working hours so as not to affect the school hours of the minor;
c) Ensure that the working conditions, occupational safety and health are suitable for his/her age;
3. The employment of persons less than 13 years of age is prohibited except for certain specific work as regulated by the Ministry of Labor, Invalids and Social Affairs.
Where employing persons under 13 years of age, the employer must follow the provisions prescribed in Clause 2 of this Article.
Article 165. Prohibited work and workplaces for minor employees
1. An employer must not employ a minor employee to undertake the following work:
a) Carrying and lifting of heavy things which are beyond the physical capacities of the minor employee;
b) Manufacturing, using or transporting chemical substances, gas, or explosive substances;
c) Maintaining equipment or machinery;
d) Demolishing or disassembling construction works;
dd) Moulding, founding, welding, fusing, melting or casting metals;
e) Marine diving, offshore fishing;
g) Other types of work which are harmful to the health, safety and dignity of the minor employee.
2. The employment of minor employees is prohibited in the following workplaces:
a) Underwater, underground, in caves, in tunnels;
b) Construction sites;
c) Slaughter houses;
d) Casinos, bars, discotheques, karaoke rooms, hotels, hostels, saunas, massage rooms;
dd) Other types of workplaces which are harmful to the health, safety and dignity of the minor employee.
3. The Ministry of Labor- Invalids and Social Affairs shall provide the lists as stipulated in Clause 1.g) and Clause 2.e) of this Article
Article 166. Elderly employees
1. An elderly employee is a person who continues working after the age stipulated in Article 187 of this Code.
2. The elderly employee is entitled to reduce their daily working hours or to work on a part-time basis.
3. In the last year of work before retirement, the employee is entitled to reduce normal working hours, or work on a part-time basis.
Article 167. Employment of elderly employees
1. Where the employer has demand, the employer can negotiate with an elderly employee, who still attains fitness for work, to prolong the employment contract or sign a new employment contract in accordance with the provisions of Chapter III of this Code.
2. In case a retired employee is employed under a new employment contract, he/she shall be entitled to the rights and interests as agreed in the employment contract, in addition to the rights and benefits to which they are entitled under pension scheme.
3. The employer must not employ the elderly employee in heavy or hazardous work or in work with exposure to toxic substances that adversely affect his/her health except in special cases as regulated by the Government.
4. The employer is responsible for taking care of the health of elderly employees at the workplace.
1. The State shall encourage enterprises, agencies, organizations, and individuals to seek and expand the labor market for Vietnamese employees to work overseas.
Vietnamese employees working abroad must comply with the law of Vietnam and the law of the host country except where an international convention to which Vietnam is a signatory contains different provisions.
2. Vietnamese citizens working in foreign enterprises in Vietnam, in industrial zones, economic zones, processing zones, in foreign or international agencies and organization in Vietnam, or working for individuals who are foreign citizens in Vietnam, shall comply with the law of Vietnam, and shall be protected by law.
Article 169. Conditions for foreign employees to work in Vietnam
1. A foreign citizen who enters Vietnam to work shall meet the following conditions:
a) Has full capacity of civil acts;
b) Has qualifications, occupational skills and health which are suitable to the work requirements;
c) Is not a criminal or prosecuted for criminal liability in accordance with the law of Vietnam and foreign laws;
d) Obtains a work permit granted by the competent authority of Vietnam, except in the cases stipulated in Article 172 of this Code.
2. Foreign employees working in Vietnam shall comply with the labor law of Vietnam, international conventions and treaties, to which Vietnam is a signatory and provide differently. Foreign workers in Vietnam shall be protected by Vietnamese law.
Article 170. Conditions for employment of foreign citizens
1. Domestic enterprises, agencies, organizations, individuals and contractors shall be entitled to employing foreign citizens only in the positions of managers, executive directors, specialists and technical workers, in which Vietnamese workers cannot meet the demands of production and trade.
2. Foreign enterprises, agencies, organizations, individuals and contractors before employing foreign citizens to work in the territory of Vietnam are required to provide an explanation of their demand to employ foreign workers and to obtain a written approval from the competent state authority.
Article 171. Work permits for foreign employees working in Vietnam
1. A foreign employee shall present his/her work permit when undertaking immigration procedures and when required by a competent state authority.
2. Any foreign employee working in Vietnam without a work permit shall be deported from Vietnam’s territory as regulated by the Government.
3. An employer who hires a foreign employee without a work permit shall be sanctioned as regulated by the law.
Article 172. Work permit exemption for foreign citizens working in Vietnam
1. A foreign citizen who is a capital contributing member or owner of a limited liability company.
2. A foreign citizen who is the member of the Board of Directors of a joint stock company;
3. A foreign citizen who is the head of a representative office or a Project director of international organizations or of non-governmental organizations in Vietnam.
4. A foreign citizen who enters Vietnam for duration of less than 03 months to undertake marketing for a service.
5. A foreign citizen who enters Vietnam for a duration of less than 03 months to resolve complicated technical or technological problems which pose risks of affecting production and business activities, and which cannot be resolved by Vietnamese experts and foreign experts currently in Vietnam.
6. A foreign lawyer who is granted with a professional certificate in Vietnam in accordance with the Law on Lawyer.
7. In accordance with international conventions and treaties of which the Socialist Republic of Vietnam is a signatory.
8. Foreign students who are studying and working in Vietnam, but the employer must notify the labor authority at provincial level 07 days in advance.
9. Other circumstances as regulated by the Government.
Article 173. Validity period of work permit
The validity period of a work permit shall be no longer than 02 years.
Article 174. Cases in which the validity of the work permit is nullified
1. The work permit expires.
2. The employment contract is terminated.
3. The contents of an employment contract are inconsistent with the contents of the work permit that is granted.
4. The contract in the field of economics, trade, finance, banking, insurance, science and technology, culture, sports, education or medicine expires or is terminated.
5. There is a notice in writing by the foreign partner which terminates the employment of the foreign citizens in Vietnam.
6. The work permit is revoked.
7. The Vietnamese enterprise, organization, or partner, or foreign nongovernmental organization in Vietnam ceases its operation.
8. The foreign employee is sentenced to imprisonment, dies or is declared dead or missing by the Court.
Article 175. Granting, re-granting, and revoking work permits
The Government shall specify the conditions for granting, re-granting, and revoking of work permits for foreign citizens working in Vietnam.
Section 4. WORKERS WITH DISABILITIES
Article 176. State policies for workers with disabilities
1. The State shall protect the rights to work and to self-employment of workers with disabilities, adopt policies to encourage and provide incentives for employers to create work for and to employ workers with disabilities in accordance with the Law on People with Disabilities.
2. The Government shall provide policies on preferential loans from the National Employment Fund for employers who employ workers with disabilities.
Article 177. Employment of workers with disabilities
1. Employers shall provide reasonable accommodation with respect to working conditions, working tools, and occupational safety and health measures, which are suitable for workers with disabilities and shall take care of their health on a regular basis.
2. Employers must consult with workers with disabilities before deciding on matters of relevance to the rights and interests of the workers with disabilities.
Article 178. Prohibited acts in employment of workers with disabilities
1. It is prohibited to employ workers with disabilities with at least a 51% reduction in their work capacity to perform overtime work and night work.
2. It is prohibited to employ a worker with disabilities to perform heavy or hazardous work, or work with exposure to toxic substances as stipulated in the list issued by the Ministry of Labor, Invalids and Social Affairs in coordination with the Ministry of Health.
1. A domestic worker is a worker who regularly carries out domestic work for one or more than one households.
Domestic work includes cooking, housekeeping, babysitting, nursing, caring for elders, driving, gardening, and other work for a household which is not related to commercial activities.
2. This Code does not apply to persons who perform domestic work in the form of piecework.
Article 180. Employment contracts for domestic workers
1. An employer shall enter into a written employment contract with a domestic worker.
2. The duration of the employment contract for the domestic worker is negotiated by both parties. Either party has the right to terminate the employment contract at any time provided that an advance notice of 15 days is given.
3. The employment contract must be agreed on by both parties and clearly specify the form of wage payment and the terms of payment, daily working hours and accommodation.
Article 181. Obligations of employers
1. Fully implement the agreement as indicated in the employment contract.
2. Pay the domestic worker an amount of his/her social insurance and health insurance premiums in accordance with the law, for the domestic worker to manage insurance by themselves.
3. Respect the honor and dignity of the domestic worker.
4. Provide clean and hygienic accommodation and dining place for the domestic worker, where there is such an agreement.
5. Create opportunities for the domestic worker to participate in educational and occupational training.
6. Cover the cost of the travel expenses for the domestic worker to return to their place of residence at the end of his/her service, except in cases where the domestic worker terminates the employment contract before its expiry date.
Article 182. Obligations of domestic workers
1. Fully implement the agreement signed by both parties in the employment contract.
2. Pay compensation in accordance with the agreement or in accordance with the law in cases of loss of or damage to the employer’s assets and property.
3. Promptly notify the employer about risks and dangers of accident, health, life and property of the employer’s family and his/her self.
4. Report to the competent authority if the employer commits acts of mistreating, sexual harassment, and extracting forced labor or other acts against the law.
Article 183. Prohibited acts of employers
1. Mistreating, sexually harassing, extracting forced labor, and using force or violence against the domestic worker.
2. Assigning work to the domestic worker which is inconsistent with the employment contract.
3. Keeping personal papers of the domestic worker.
Section 6. OTHER TYPES OF WORKERS
Article 184. Workers in the fields of arts and sports
Appropriate regulations relating to the vocational training age, employment contract, working hours and rest periods, wage, allowance, bonus, occupational safety and health as stipulated by the Government shall be applied to persons who work in the fields of arts and sports.
Article 185. Employees performing work at home
1. An employee may negotiate with an employer to perform regular work at home.
2. The employee who performs home-based work in the form of processing is not under the scope of application of this Code.
Article 186. Participation in social insurance and health insurance schemes
1. Employers and employees shall participate in compulsory social insurance, compulsory health insurance and unemployment insurance schemes, and enjoy the benefits in accordance with provisions of the law on social Insurance and health insurance.
The employer and the employee are encouraged to implement other supplementary social insurance schemes for employees.
2. The employer shall not be required to pay wage for an employee when the employee is on leave and receiving a social insurance benefit.
3. Where the employee who is not covered by compulsory social insurance, compulsory health insurance or unemployment insurance schemes in addition to the wage payment in accordance with the employee’s work, the employer is responsible for paying, at the same time, an amount which is equivalent to the contribution rate of compulsory social insurance, compulsory health insurance, unemployment insurance schemes, and annual leave payment in accordance with the regulations.
Article 187. Age of retirement
1. Workers, who meet the condition of qualified period, as prescribed by the law on social insurance, shall receive an old-age pension at the age of 60 for men and 55 for women.
2. Workers whose work capacity has been reduced; or who undertake heavy, hazardous or harmful work; or work in mountainous areas, remote areas, border areas or island areas, as regulated in the List of the Government, can retire at a younger age than the age stipulated in Clause 1 of this Article.
3. Workers who obtain high technical qualifications or who hold management positions or those in other special circumstances can retire at a higher age, but shall not be 5 years higher than the age as stipulated in Clause 1 of this Article.
4. The Government shall provide detailed regulations for Clause 2 and Clause 3 of this Article.
Article 188. Roles of trade unions in labor relations
1. The trade union at grassroots level serves to represent and protect the lawful and legitimate rights and interests of trade union members and workers; participate in negotiating, signing, and monitoring the implementation of collective bargaining agreements, wage scales and payrolls, labor productivity norm, wage payment regulations and bonus regulations, internal work regulations and regulations on democracy at the workplaces, agencies or organizations; participate in resolving labor disputes; conduct social dialogue and cooperation with employers to build harmonious, stable and progressive labor relations in the enterprise, agency or organization.
2. The superior trade union shall be responsible to assist the trade union at grassroots level to perform its functions and tasks in accordance with Clause 1 of this Article; and to advocate, educate and improve the workers’ understanding of labor law and trade union law.
3. In workplaces where the grassroots trade union has not been established, the superior trade union shall perform the tasks as stipulated in Clause 1 of this Article.
4. Trade unions at different levels shall work with the State management authority at the same level and with the employers’ representative organization to discuss and solve matters related to labor affairs.
1. Employees in enterprises, agencies, and organizations shall have the rights to establish, join, and participate in trade union activities in accordance with the Trade Union Law.
2. Superior trade unions shall have the right and responsibility to mobilize workers to join the trade union and to establish grassroots level trade unions in the enterprises, agencies or organizations at which they work; the upper level trade union has the right to request the employer and the labor authority in the locality to create favorable conditions for, and to support the formation of, a grassroots level trade union.
3. When a grassroots level trade union is formed in accordance with the Trade Union Law, the employer shall recognize and create favorable conditions for the operation of the grassroots level trade union.
1. Obstruct or create difficulties for workers to form, join or operate a trade union.
2. Coerce workers to form, join or operate a trade union.
3. Require workers not to join or to withdraw from a trade union.
4. Discriminate against a worker with regard to wages, hours of work and other rights and obligations in labor relations, to obstruct the workers to form, join trade unions or participate in trade union activities.
Article 191. Rights of grassroots level trade union officers in labor relations
1. Meet with employers to discuss and negotiate on employment and labor issues.
2. Visit workplaces to meet workers within their mandates of representation.
3. In workplaces where the grassroots trade union has not been established, the superior trade union officers are granted the rights as stipulated in this Article.
Article 192. Responsibilities of employers to trade unions
1. Enable workers to form, join trade unions or to participate in trade union activities.
2. Collaborate and enable upper level trade unions to advocate, develop trade union membership, form grassroots level trade unions, and arrange full-time trade union officers to work at the enterprise, agency or organization.
3. Guarantee conditions allowing for the operation of grassroots level trade unions as stipulated in Article 193 of this Code.
4. Cooperate with grassroots level trade unions to develop and implement regulations on democracy, regulations on cooperation which are suitable to the functions and tasks of each side.
5. Consult with Executive Committees of grassroots level trade unions before issuing regulations related to the rights, obligations, and policies for workers.
6. Where the employment contract of a worker, who is a part-time trade union officer, expires during the tenure, his/her employment contract shall be extended until the end of the trade union tenure.
7. Where a worker is a part-time trade union officer, the employer shall have to obtain an agreement in writing with the Executive Committee of the grassroots level trade union or the Executive Committee of the superior trade union in order to unilaterally terminate his/her employment contract, transfer him/her to another work, or dismiss him/her as a labor disciplinary measure.
In case the two parties cannot reach an agreement, they shall report to the competent agency or organization. After 30 days from the date of giving notice to the labor authority in the locality, the employer has the right to make the decision and must be responsible for that decision.
In case of disagreement with the employer’s decision, the Executive Committee of the grassroots level union and the worker has the right to request for labor dispute settlement in accordance with the procedures prescribed by law.
1. Employers shall provide a working station and information for grassroots level trade union and shall guarantee necessary conditions for the operation of the grassroots level trade union.
2. A part-time trade union officer shall be entitled to use his or her working hours to undertake trade union activities in accordance with the Trade Union Law and is remunerated by the employer.
3. A full time trade union officer in an enterprise, agency or organization shall be remunerated by the trade union and shall be provided by the employer with the welfare like other workers in the enterprise, agency or organization in accordance with the collective bargaining agreement or with the employer’s internal working regulations.
Section 1. GENERAL PROVISIONS FOR THE RESOLUTION OF LABOR
Article 194. Principles for the resolution of labor disputes
1. Respect and guarantee the negotiation and determination between the disputing parties in the resolution of labor disputes.
2. Ensure the application of mediation and arbitration on the basis of respect for the rights and interests of the two disputing parties, and respect for the public interest of the society and in conformity with the law.
3. The labor dispute shall be resolved publicly, transparently, objectively, promptly, and lawfully.
4. Ensure the participation of the representative of each party in the dispute resolution process.
5. The resolution of labor disputes shall be initially implemented through direct negotiation by the two parties to harmoniously resolve the interests of the two disputing parties in order to maintain the stability of the production, business, and guarantee the public order and security.
6. The resolution of the labor disputes shall be carried out by a competent agency, organization or individual when one of the two parties submits a request due to the fact that one of the two parties refuses to negotiate, or does not negotiate successfully, or negotiates successfully but reneges on the agreement.
1. The labor authority shall co-ordinate with the trade union and employers’ organization to guide and assist to the parties during labor dispute resolution.
2. The Ministry of Labor, Invalids and Social Affairs shall organize training to improve the professional capacity of labor mediators and arbitrators for labor dispute resolution.
3. The competent state authority must actively and promptly resolve right-based collective disputes.
Article 196. Rights and obligations of the two parties in labor dispute resolution
1. During the labor dispute resolution process, the two disputing parties have the rights to:
a) Participate directly or through a representative in the labor dispute resolution process;
b) Withdraw the petition or change the contents of the request;
c) Request for a change of the person assigned to resolves the labor dispute where there is reason to believe that the said person may not be impartial or objective in dealing with the case.
2. During the labor dispute settlement process, the two parties have the responsibilities to:
a) Promptly and adequately provide documents and evidence to support his/her request;
b) Abide by the agreement, judgment, or decision which has come into effect.
The agencies, organizations or individuals who are competent in resolving labor disputes shall, within their mandates, have the rights to request the disputing parties, relevant agencies, organizations or individuals to provide documents and evidence; request verification; and invite witnesses and other relevant persons.
1. Labor Mediators are assigned by the labor authority of a district, urban district, town and provincial city to mediate labor disputes and disputes regarding vocational training contracts.
2. The Government shall specify the criteria and competence for the appointment of Labor Mediators.
Article 199. Labor Arbitration Council
1. The Chairperson of People’s Committees at provincial level shall decide on the establishment of a Labor Arbitration Council, consisting of a Chairperson who is the head of the labor authority, a secretary, and members who are representatives of trade unions at provincial level or of employers’ representative organizations. The number of members of a Provincial Arbitration Council must be an odd number and shall not exceed 07 members.
When necessary, the Chairperson of the Labor Arbitration Council may invite representatives of relevant agencies organizations, or experienced experts in labor relations in the locality.
2. The Provincial Arbitration Council mediates the following collective labor disputes:
a) Interest-based collective labor disputes;
b) Collective labor dispute occurring in the undertakings where strikes are prohibited as stipulated by the Government.
3. The Provincial Arbitration Council shall make their decision through majority rule by secret ballot.
4. The Provincial People’s Committee shall provide the necessary working conditions for the operation of the Provincial Arbitration Council.
Section 2. COMPETENCE AND PROCEDURES FOR THE RESOLUTION OF
INDIVIDUAL LABOR DISPUTES
Article 200. Agencies and individuals with competence in the resolution of individual labor disputes
1. The Labor Mediator;
2. The People’s Court.
Article 201. Procedures for the resolution of individual labor disputes by Labor Mediators
1. Individual labor disputes shall be resolved through mediation undertaken by a Labor Mediator before being brought to the Court, except for the following labor disputes, for which mediation is not mandatory:
a) Disputes over disciplinary measure in the form of dismissal or disputes over a unilateral termination of the employment contract;
b) Disputes over compensation for damages or allowances upon termination of the employment contract;
c) Disputes between a domestic worker and his/her employer;
d) Disputes over social insurance in accordance with the laws on social insurance and disputes over health insurance in accordance with the laws on health insurance;
dd) Disputes over compensation for damages between the worker and an enterprise or a civil service agency engaged in sending Vietnamese workers to work overseas under contracts.
2. Within 05 working days from the date on which the application for mediation is received, the labor mediator shall complete the mediation process.
3. Both disputing parties must be present at the mediation meeting. The disputing parties may authorize another person to attend the mediation meeting.
The labor mediator shall help the parties to negotiate with each other. In case the two parties reach an agreement, the labor mediator shall prepare a written record of successful mediation.
In case the two parties do not reach an agreement, the labor mediator shall recommend a mediation option for the two disputing parties to consider. In case the two parties agree on the recommended mediation option, the labor mediator shall prepare a written record of successful mediation.
Where the two parties do not agree with the recommended mediation option or where one of the disputing parties is absent for the second time without a valid reason after having been legitimately summoned, the labor mediator shall prepare a record of unsuccessful mediation,
which shall bear the signatures of the party present and the labor mediator.
Copies of the record of successful mediation or unsuccessful mediation shall be sent to the two disputing parties within 01 working day from the date on which the record is prepared.
4. In case of unsuccessful mediation, or when either party does not follow the agreement in accordance with the record of successful mediation, or when the statutory duration of the mediation is expired as stipulated in Clause 2 of this Article but the labor mediator does not conduct the mediation, each disputing party has the right to request the Court to settle the dispute.
Article 202. Time limits for requesting the resolution of individual labor disputes
1. The time limit to request a labor mediator to resolve an individual labor dispute is 06 months from the date on which the act, which a party claims has caused the infringement of the lawful rights or interests, is detected.
2. The time limit to bring an individual labor dispute to the Court is 01 year from the date of detection of the act, which a party claims that their lawful rights or interests are infringed upon.
Section 3. COMPETENCE AND PROCEDURES FOR THE RESOLUTION OF COLLECTIVE LABOR DISPUTES
1. Agencies, organizations and individuals who are competent in resolving right-based collective labor disputes include:
a) The Labor Mediator;
b) The Chairpersons of the People’s Committee at district, town and provincial city levels (herein referred to as Chairperson of the People’s Committee at district level);
c) The People’s Court.
2. Agencies, organizations and individuals who are competent in resolving interest-based collective labor disputes include:
a) The Labor Mediator;
b) The Labor Arbitration Council.
Article 204. Procedures for the resolution of collective labor disputes at grassroots level
1. Procedures for the mediation of collective labor disputes shall be implemented in accordance with Article 201 of this Code. The record of mediation must clearly indicate the form of the collective dispute.
2. In case of unsuccessful mediation or when either party does not follow the agreement as stipulated in the record of successful mediation, the following regulations shall be applied:
a) With regard to right-based collective labor disputes, any disputing party has the right to request the Chairperson of the People’s Committee at district level to settle the dispute;
b) With regard to interest-based collective labor disputes, any disputing party has the right to request the Labor Arbitration Council to settle the dispute.
3. In case the Labor Mediator fails to mediate within the duration as stipulated in Clause 2, Article 201 of this Code, any disputing party has the right to submit a request to the Chairperson of People’s Committee at district level to settle the dispute.
Within 02 working days from the receipt of the request to settle a collective labor dispute, the Chairperson of the People’s Committee shall identify whether the dispute is a rights based or an interest based dispute.
In case the dispute is a right based collective labor dispute, the dispute resolution will follow the procedures as stated in Clause 2.a of this Article and Article 205 of this Code;
In case the dispute is an interest - based collective labor dispute, the disputing parties shall be immediately instructed to resolve the dispute in accordance with Clause 2.b of this Article.
1. Within 05 working days from the date on which the application for right- based collective labor dispute resolution is received, the Chairperson of the People’s Committee shall conduct the labor dispute resolution.
2. The labor dispute resolution meeting shall be conducted with the participation of the representatives of both disputing parties. Where necessary, the Chairperson of the People’s Committee at district level may invite representatives of other relevant agencies and organizations to participate in the meeting.
The Chairperson of the People’s Committee at district level shall refer to the labor laws, collective bargaining agreements, registered internal work regulations, and other legitimate regulations and agreements when considering and resolving the labor dispute.
3. In case the parties disagree with the decision of the Chairperson of People’s Committee at district level or the Chairperson of People’s Committee fails to resolve the dispute within the statutory duration, the disputing parties have the right to request for the settlement of the dispute by the People’s Court.
Article 206. Resolution of interest-based collective labor disputes by Labor Arbitration Councils
1. The Labor Arbitration Council shall complete the mediation process within 07 working days from the date on which the application for interest-based collective labor dispute resolution is received.
2. The meeting of the Labor Arbitration Council shall be conducted with the participation of the representatives of both disputing parties. Where necessary, the Labor Arbitration Council may invite representatives of relevant agencies or organizations and individuals to participate in the meeting.
The Labor Arbitration Council shall support both parties to negotiate with each other. Where the two parties fail to negotiate, the Labor Arbitration Council shall recommend a possible solution to both disputing parties for consideration.
If the two parties reach an agreement as a result of negotiation between themselves or the two parties agree with the recommended solution, the Labor Arbitration Council shall prepare a record of successful mediation, and make a decision to recognize the agreement of the two parties.
In case the two parties fail to reach an agreement or one of the disputing parties is absent for the second time without a valid reason after having been legitimately summoned, the Labor Arbitration shall make a record of unsuccessful mediation.
The record of mediation shall bear the signatures of the parties who are present, as well as those of the Chairperson and the secretary of the Labor Arbitration Council.
Copies of the record of successful mediation or unsuccessful mediation shall be sent to the two disputing parties within 01 working day from the date on which the record is prepared.
3. After 05 days from the date on which the Labor Arbitration Council makes the record of successful mediation, if either party does not follow the agreement, the employees’ collective shall have the right to initiate the procedures to go on strike.
In case the Labor Arbitration Council makes a record of unsuccessful mediation, after 03 days the employees’ collective shall have the right to initiate the procedures to go on strike.
Article 207. Time limits for requesting resolution in right-based collective labor disputes
The time limit to request for the resolution of a right -based collective labor dispute is 01 year from the date of detection of the act, which a party claims has infringed their lawful rights or interests.
None of the disputing parties shall take unilateral actions against the other party while the collective labor dispute is being resolved by a competent agency, organization or individual within the time limit as prescribed by this Code.
Section 4. STRIKES AND STRIKE RESOLUTION
Article 209. Strikes
1. A strike is a temporary, voluntary and organized stoppage of work by the employees’ collective in order to achieve the demands in the process of the labor dispute resolution.
2. The strike shall only be carried out in regard to interest-based collective labor disputes and after the statutory period as stipulated in Clause 3 of Article 206 of this Code expires.
Article 210. Organizing and leading strikes
1. In unionized undertakings, strikes must be organized and led by the Executive Committee of the grassroots level trade union.
2. In undertakings where the grassroots level trade union has not been established, strikes shall be organized and led by the upper-level trade union upon the request of the employees.
Article 211. Procedures for going on strike
1. Solicit the opinion of the employees’ collective.
2. Issue a decision to go on strike
3. Go on strike
Article 212. Procedures for soliciting opinion of the employees’ collective
1. In unionized employees’ collective, opinion of the members of the Executive Committee of the grassroots level trade union and the heads of production units shall be solicited. In undertakings where the grassroots level trade union has not been established, the opinion of the heads of production units or employees shall be solicited.
2. The solicitation of opinion can be implemented by ballot or by signature.
3. Issues to solicit opinion on for the purpose of going on strike include:
a) The option suggested by the executive committee of the trade union on issues prescribed in items b), c) and d) of Clause 2, Article 213 of this Code
b) Whether the workers agree or do not agree to go on strike
4. The time and method of opinion solicitation for going on strike shall be determined by the Executive Committee of the trade union, and shall be notified to the employer at least 01 day in advance.
Article 213. Notice of the starting time of a strike
1. When over 50% of the persons whose opinion have been solicited agree with the option suggested by the Executive Committee of trade union, the Executive Committee of the trade union shall issue a written decision to go on strike.
2. The decision to go on strike must include the following issues:
a) The result of the opinion solicitation to go on strike;
b) The starting time and the venue for the strike;
c) The scope of the strike;
d) The demands of the employees' collective;
dd) Full name and address of the representative of Executive Committee of the trade union.
3. At least 05 working days prior to the starting date of the strike, the Executive Committee of the trade union shall send the decision to go on strike to the employer; and simultaneously submit 01 copy to the provincial labor authority, and 01 copy to the provincial Federation of Labor.
4. At the starting time of the strike, if the employer does not accept the demands of the employees’ collective, the Executive Committee of the trade union shall organize and lead the strike.
Article 214. Rights of parties prior to and during a strike
1. The parties have the rights to continue negotiations to resolve the collective labor dispute or to jointly request for mediation to be undertaken by the labor authority, the trade union organization, and the employers’ representative organization at provincial level.
2. The Executive Committee of the trade union has the rights to:
a) Withdraw the decision to go on strike if the strike has not taken place or to end the strike if it is taking place;
b) Request the Court to declare the strike as lawful.
3. The employer has the rights to:
a) Accept the entire demands or part of the demands, and inform in writing the Executive Committee of the grassroots-level trade union which organizes and leads the strike;
b) Temporarily close the workplace during the strike due to the lack of necessary conditions to maintain the normal operations or to protect the employer’s assets.
c) Request the Court to declare the strike as illegal.
Article 215. Cases of illegal strike
1. The strike does not arise from an interest-based collective labor dispute.
2. The strike is organized for employees who are not working for the same employer.
3. The strike occurs whilst the collective labor dispute is being resolved or has not been resolved by the competent agencies, organizations or individuals in accordance with this Code.
4. The strike occurs in an enterprise in the list of enterprises provided by the Government in which strike is prohibited.
5. The strike occurs when the decision to postpone or cancel the strike has been issued.
Article 216. Notice of the decision on temporary closure the workplace
At least 03 working days before the date of temporary closure of the workplace, the employer shall publicly post the decision on the temporary closure of the workplace, at the workplace, and shall notify the following agencies and organizations:
1. The Executive Committee of trade union which organizes and leads the strike;
2. The Provincial trade union organization;
3. The employers’ representative organization;
4. The labor authority at provincial level;
5. The People’s Committee at district level where the enterprise headquarters is located.
Article 217. Cases of prohibiting the temporary closure of the workplace
1. 12 hours prior to the starting time of the strike as stated in the decision to go on strike.
2. After the employees’ collective has stopped the strike.
Article 218. Wages and other lawful rights of employees during strikes
1. Employees who do not take part in the strike but are forced to stop working due to the strike are entitled to work suspension allowance in accordance with Clause 2, Article 98 of this Code, as well as to other benefits as stipulated in the labor laws.
2. Employees who take part in the strike shall not be paid with wages or other benefits as stipulated by law, unless agreed otherwise by both parties.
Article 219. Prohibited acts before, during and after a strike
1. Obstructing employees in exercising their right to go on strike; inciting, inducing or forcing employees to go on strike; and preventing workers who do not take part in the strike from working.
2. Using violence; sabotaging machines, equipment or assets of the employer.
3. Violating public order and security.
4. Terminating employment contracts, imposing labor disciplinary measure on employees or strike leaders, or transferring employees and strike leaders to other work or other workplace on the ground of their preparation for or involvement in the strike.
5. Retaliating, inflicting punishment against employees who take part in strike or against strike leaders.
6. Taking advantage of the strike to commit illegal acts.
Article 220. Prohibited cases of strike
1. Strikes are prohibited in undertakings which are essential for the national economy and in which strikes may threaten the national security, defence, public health and public order. The list of such undertakings shall be provided by the Government.
2. The State management authority shall periodically organize sessions to receive the opinions of the employees’ collective and of the employers in order to promptly support and resolve legitimate demands of the employees’ collective.
Article 221. Decisions on postponing or cancelling strikes
When deemed that a strike presents a risk of serious damage to the national economy or public interest, the Chairperson of the People’s Committee at provincial level shall decide to postpone or cancel the strike and assign the competent authority and organization to deal with the strike.
The Government shall provide regulations on postponing or cancelling the strike and addressing the rights and interests of the employees’ collective.
Article 222. Resolution of strikes with improper order and procedures
1. The Chairperson of the People’s Committee at provincial level shall issue a decision declaring a strike as violating the statutory procedures and immediately notify the Chairperson of the People’s Committee at district level when the organization and leadership of the strike is inconsistent with the provisions as stipulated in the Article 212 and 213 of this Code.
2. Within 12 hours from the receipt of the notification of the Chairperson of the People’s Committee at provincial level, the Chairperson of the People’s Committee at district level shall collaborate with the labor authority, trade unions at the same level and other relevant agencies and organizations to directly meet with the employer and the Executive Committee of the grassroots level trade union or upper-level trade union in order to consult and support the parties in finding a resolution to the case and in resuming the normal operation of the enterprise.
Section 5. CONSIDERATION OF THE LAWFULLNESS OF STRIKES
Article 233. Handling violations
1. Where the Court has issued a decision which declares that a strike is illegal, but the employees do not stop the strike and return to work, depending on the seriousness of the violation, the employees may be subject to labor disciplinary measures in accordance with labor law.
In case a strike is illegal and causes damages to the employer, the damages shall be compensated by the trade union who leads the strike, as stipulated by law.
2. Any person who takes advantages of the strike to cause public disorder, sabotage the machines and property of the employer, obstruct the execution of the right to strike or incite, induce or force employees to go on strike; retaliate or inflict punishment on strikers and strike leaders, depending on the seriousness of the violation, shall be charged with administrative sanctions or criminal offences; and shall be liable to compensate for damages, if any, in accordance with the law.
Article 235. Areas of State management of labor
State management of labor shall comprise the following key contents:
1. Adopt and implement legal documents on labor;
2. Monitor, make statistics and provide information on the labor supply and demand, the fluctuation of the labor supply and demand; make decision on policies, plans on human resources, vocational training, vocational skills development; development of a national level framework for vocational training, the distribution and utilization of workers across society; regulate the list of occupations in which only workers who have undertaken vocational training or have obtained the national certificate of vocational skills can be employed;
3. Organize and conduct scientific research on labor, statistics and information on labor and the labor market, and on the living standards and income level of employees;
4. Build mechanisms and institutions to support the development of sound, stable, and progressive labor relations;
5. Inspect, monitor, resolve complaints and denunciations, and handle violations of labor law, and resolve labor disputes in accordance with the law;
6. Implement international cooperation in the area of labor.
Article 236. State management of labor
1. The Government shall uniformly carry out the State management of labor nationwide.
2. The Ministry of Labor, Invalids and Social Affairs shall be responsible before the Government for carrying out the State management of labor.
Ministries and ministerial agencies, - within their respective mandates - shall be responsible for implementing and cooperating with the Ministry of Labor, Invalids and Social Affairs in the State management of labor.
3. People's Committees at all levels shall be responsible for the State management of labor within their respective localities.
LABOR INSPECTION AND DEALING WITH VIOLATIONS OF LABOR LAW
Article 237. Responsibilities of labor inspectors
The Inspectorate of Ministry of Labor, Invalids and Social Affairs and Departments of Labor, Invalids and Social Affairs shall have the following key responsibilities:
1. Inspect compliance with the labor law;
2. Investigate occupational accidents and other violations related to the occupational safety and health;
3. Give guidance on the implementation of technical standards and norms of working conditions, occupational safety and health;
4. Handle complaints and denunciation in respect of labor issues as prescribed by law;
5. Deal with violations of labor law in accordance with their mandates or request other competent authorities to deal with violations of labor law.
1. The Inspectorate of the Ministry of Labor, Invalids and Social Affairs and Department of Labor, Invalids and Social Affairs shall execute the specialized inspection function in respect of labor issues.
2. The inspection of occupational safety and health in regard to radioactive materials; oil and gas exploration and exploitation; railway, waterway, road, or air transportation; and units belonging to the armed forces shall be carried out by the state management agency in charge of the issue and with the cooperation of specialized labor inspection.
Article 239. Handling violations in the area of labor
Any person who commits an act that constitutes a violation of the provisions of this Labor Code shall, depending on the seriousness of the violation, be dealt with by disciplinary measures, administrative sanction or prosecuted for criminal liability; and is liable to pay compensation for the damages, if any, as stipulated by law .
IMPLEMENTATION PROVISIONS [15]
Article 240. Enforcement of the Labor Code
1. This Code shall enter into force as of 1st May 2013
The Labor Code dated 23rd June 1994, the Law on the revision and amendment of the Labor Code number 35/2002/QH10, the Law on the revision and amendment of Labor Code number 74/2006/QH11 and the Law on the revision and amendment of Labor Code number 84/2007/QH11 shall be annulled as of the date of entry into force of this Code.
2. From the date of entry into force of this Code:
a) Signed employment contracts, collective bargaining agreements, and other lawful agreements that have been signed and any agreement that provides employees with more favorable provisions than those provided in this Code shall remain in effect. Any agreement which is inconsistent with the provisions of this Code must be amended or supplemented;
b) Regulation on the duration of maternity leave as stipulated in the Law on Social Insurance number 71/2006/QH11 shall be implemented in accordance with this Code.
Any female employee who has taken maternity leave before the effective date of this Code and is still on maternity leave on 1st May 2012 in accordance with the Law on Social Insurance number 71/2006/QH11, the duration of her maternity leave shall be implemented in accordance with this Code.
3. Labor policies for civil servants, public employees, and other persons working in the People’s Army, People’s Police, or other social organizations, and members of cooperatives shall be regulated in other legal documents, but depending on each particular category, a number of provisions of this Code may be applied. The Government shall adopt specific wage policies to be applied for civil servants, public employees, and other persons working in the People’s Army and the People’s Police.
Article 241. Validity concerning employers employing less than 10 employees
Employers who employ less than 10 employees shall follow regulations as stipulated in this Code, but are entitled to a reduction of, or exemption from, a number of standards and procedures as stipulated by the Government.
Article 242. Detail provisions and guidance for the implementation
The Government and competent agencies, as assigned, shall elaborate and guide the implementation of a number of articles and clauses of this Code.
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| CERTIFICATION OF CONSOLIDATED DOCUMENT |
[1] The Civil Procedure Code No. 92/2015/QH13 has legal basis as follows:
“Pursuant to the Constitution of the Socialist Republic of Vietnam;
The National Assembly promulgates the Civil Procedure Code.”
The Law No. 35/2018/QH14 on amendments to certain articles concerning planning of 37 Laws has legal basis as follows:
“Pursuant to the Constitution of the Socialist Republic of Vietnam;
The National Assembly hereby promulgates the Law on amendments to some Articles concerning planning of the Law on Road Traffic No. 23/2008/QH12, Vietnam Maritime Code No. 95/2015/QH13, Law on Railway Transport No. 06/2017/QH14, Law on Inland Waterway Transport No. 23/2004/QH11 whose Articles are amended by the Law No. 48/2014/QH13 and Law No. 97/2015/QH13, Law on Water Resources No. 17/2012/QH13 whose Articles are amended by the Law No. 08/2017/QH14, Law on Land No. 45/2013/QH13, Law on Environmental Protection No. 55/2014/QH13, Law on Minerals No. 60/2010/QH12, Law on Hydrometeorology No. 90/2015/QH13, Law on Biodiversity No. 20/2008/QH12, Law on Natural Resources and Environment Of Sea and Islands No. 82/2015/QH13, Law on Measurement No. 04/2011/QH13, Law on Technical Standards and Regulations No. 68/2006/QH11, Law on Quality of Products and Goods No. 05/2007/QH12, Law on Cyberinformation Security No. 86/2015/QH13, Law on Publishing No. 19/2012/QH13, Press Law No. 103/2016/QH13, Law on National Defense and Security Education No. 30/2013/QH13, Law on Management and Utilization of State Capital Invested in the Enterprises’ Manufacturing and Business Operations No. 69/2014/QH13, Law on Thrift Practice and Waste Combat No. 44/2013/QH13 whose Articles are amended by the Law No. 21/2017/QH14, Law on Securities No. 70/2006/QH11 whose Articles are amended by the Law No. 62/2010/QH12, Law on Cinematography No. 62/2006/QH11 whose Articles are amended by the Law No. 31/2009/QH12, Law on Advertising No. 16/2012/QH13, Law on Construction No. 50/2014/QH13 whose Articles are amended by the Law No. 03/2016/QH14, Law on Urban Planning No. 30/2009/QH12 whose Articles are amended by the Law No. 77/2015/QH13, Law on Petroleum 1993 whose Articles are amended by the Law No. 19/2000/QH10 and the Law No. 10/2008/QH12, Labor Code No. 10/2012/QH13 whose Articles are amended by the Law No. 92/2015/QH13, Law on Social Insurance No. 58/2014/QH13, Law on Health Insurance No. 25/2008/QH12 whose Articles are amended by the Law No. 32/2013/QH13, Law No. 46/2014/QH13 and Law No. 97/2015/QH13, Law on Prevention and Control of Infectious Diseases No. 03/2007/QH12, Law on Judicial Expertise No. 13/2012/QH13 and Law on Protection of Consumers’ Rights No. 59/2010/QH12.”
[2] This provision is amended by Clause 1 Article 516 of the Civil Procedure Code No. 92/2015/QH13, coming into force as of July 1, 2016.
[3] This provision is annulled by Clause 2 Article 516 of the Civil Procedure Code No. 92/2015/QH13, coming into force as of July 1, 2016.
[4] This provision is annulled by Clause 2 Article 516 of the Civil Procedure Code No. 92/2015/QH13, coming into force as of July 1, 2016.
[5] This provision is annulled by Clause 2 Article 516 of the Civil Procedure Code No. 92/2015/QH13, coming into force as of July 1, 2016.
[6] This provision is annulled by Clause 2 Article 516 of the Civil Procedure Code No. 92/2015/QH13, coming into force as of July 1, 2016.
[7] This provision is annulled by Clause 2 Article 516 of the Civil Procedure Code No. 92/2015/QH13, coming into force as of July 1, 2016.
[8] This provision is annulled by Clause 2 Article 516 of the Civil Procedure Code No. 92/2015/QH13, coming into force as of July 1, 2016.
[9] This provision is annulled by Clause 2 Article 516 of the Civil Procedure Code No. 92/2015/QH13, coming into force as of July 1, 2016.
[10] This provision is annulled by Clause 2 Article 516 of the Civil Procedure Code No. 92/2015/QH13, coming into force as of July 1, 2016.
[11] This provision is annulled by Clause 2 Article 516 of the Civil Procedure Code No. 92/2015/QH13, coming into force as of July 1, 2016.
[12] This provision is annulled by Clause 2 Article 516 of the Civil Procedure Code No. 92/2015/QH13, coming into force as of July 1, 2016.
[13] This provision is annulled by Clause 2 Article 516 of the Civil Procedure Code No. 92/2015/QH13, coming into force as of July 1, 2016.
[14] The phrase “planning," shall be annulled by Point c Clause 1 Article 30 of the Law No. 35/2018/QH14 on amendments to certain articles concerning planning of 37 Laws, coming into force as of January 1, 2019.
[15] Article 517 of the Civil Procedure Code No. 92/2015/QH13, coming into force as of July 1, 2016 is stipulated as follows:
“Article 517. Entry in force
1. This Code comes into force as of July 1, 2016, except for the following provisions related to provisions of the Civil Code No. 91/2015/QH13 that come into force as of January 01st, 2017:
a) Provisions related to that the Courts must not refuse to resolve civil cases for the reasons that there are no applicable law provisions prescribed in clause 2 Article 4, Articles 43, 44 and 45 of this Code;
b) Provisions pertaining to persons with limited cognition or behavior control;
c) Provisions pertaining to the application of statute of limitations provided for in clause 2 Article 184 and point e clause 1 Article 217 of this Code;
d) Provisions pertaining to legal entities being representatives or guardians.
2. The Civil Procedure Code No. 24/2004/QH11 that has been amended according to the Law No. 65/2011/QH12 shall expire since this Code comes into effect, except for provisions of Article 159 and point h clause 1 Article 192 that shall be effective until the end of December 31st, 2016.”
The implementation of the Civil Procedure Code No. 92/2015/QH13 is specified in Resolution No. 103/2015/QH13 dated November 25, 2015 of the National Assembly on implementation of the Civil Procedure Code.
Article 31 of the Law No. 35/2018/QH14 on amendments to certain articles concerning planning of 37 Laws, coming into force as of January 1, 2019 stipulates as follows:
“Article 31. Entry in force
This Law comes into force as of January 1, 2019.”
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