Employer of Record (EOR) Vietnam

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An Employer of Record takes on the role of the legal employer for workers in Vietnam. Also known as a Global Professional Employer Organization (Global PEO), this function involves overseeing various aspects of employment. Responsibilities include ensuring compliance with local labor laws, managing tasks such as payroll, taxes, benefits mandated by law, and the creation of employment agreements.

The Employer of Record (EOR) is accountable for:

Ensuring adherence to the country’s employment laws.
Managing the local payroll process.
Handling the filing of employment-related taxes and necessary paperwork.
Providing employees with payslips.
Distributing salary payments to employees.

Simplify your global expansion with our Global PEO services – a hassle-free solution without entity setup. Our Employer of Record (EOR) in Vietnam ensures legal presence, compliance, and IP protection, enabling your business to concentrate on its core. Facilitate seamless global mobility and work visas while building a diverse and efficient global workforce. Partner with Mercans, your Employer of Record in Vietnam, for a compliant and efficient employment experience for your global workforce.

Things you need to know before hiring in Vietnam

Employment Contracts in Vietnam

In Vietnam, employment contracts play a crucial role in defining the terms of engagement between employers and employees, outlining key aspects such as wages, working conditions, and the rights and obligations of each party in labor relations. These contracts, as per the Labor Code No. 45/2019/QH14, are legally mandated and must be presented to employees before formal hiring, with specific information such as employer details, employee particulars, job details, duration, wages, and other essential elements.

Types of Employment in Vietnam

In Vietnam, employment arrangements can take various forms to cater to different work scenarios. These types primarily include full-time employment, part-time employment, fixed-term contracts, and seasonal or temporary employment. The nature of employment is often determined by factors such as the duration of work, specific job requirements, and the mutual agreement between employers and employees.

Definition of Employment Contract According to Vietnam Labor Law

Vietnam’s labor laws govern the employment relationship, and an employment contract is a fundamental element in defining the terms and conditions of employment. According to Vietnamese labor law, an employment contract is a legally binding agreement between an employer and an employee, outlining the rights, responsibilities, and obligations of both parties during the course of employment.

Forms of Contract

The employment contracts in Vietnam can take various forms, each serving distinct purposes:

Full-Time Employment Contract: This is the conventional form where an employee works a standard number of hours per week and enjoys the benefits entitled to full-time employees.
Part-Time Employment Contract: Part-time contracts are suitable for individuals working fewer hours than full-time employees. These arrangements offer flexibility for both employers and employees.
Fixed-Term Contract: A fixed-term contract specifies a predetermined period for employment. This type of contract is often used for project-based work or when the employer anticipates a temporary need for additional workforce.
Seasonal or Temporary Employment Contract: Designed for specific seasons or temporary demands, these contracts are applicable when additional labor is required for a defined period.

Contents of Employment Contract in Vietnam

The employment contract in Vietnam typically includes key components:

Personal Information: Details of both the employer and the employee.
Job Description: Clearly outlines the duties and responsibilities of the employee.
Working Hours: Specifies the standard working hours per day or week.
Salary and Benefits: Clearly states the agreed-upon salary, benefits, and any allowances.
Duration of Contract: Explicitly mentions whether the contract is indefinite or for a fixed term.
Probation Period: If applicable, the contract may specify a probationary period for the employee.
Termination Conditions: Outlines conditions under which either party can terminate the contract.

Classification and Transformation of Employment Contract

Employment contracts in Vietnam can be classified based on factors such as the duration of work, the nature of the job, and specific industry requirements. Additionally, the transformation of a contract, for example, from a fixed-term to an indefinite-term contract, may be subject to legal considerations and mutual agreement between the employer and the employee.

Working Hours: Normal working hours in Vietnam are capped at 8 hours per day or 48 hours per week, with employers having the flexibility to set daily or weekly working hours, not exceeding 10 hours per day or 48 hours per week on a weekly basis, while the state promotes a 40-hour workweek, and employers are required to limit exposure to harmful elements as per National Technical Regulations and laws.
Probation Period: In Vietnam, the probation period for positions requiring professional and technical qualifications of intermediate vocational level, professional secondary level, or for technical workers and skilled employees does not exceed 30 days. For other types of jobs, the probation period is limited to 6 working days.
13th Month Salary: In Vietnam, bonuses are typically granted to employees as a reward for their contributions and to boost overall company morale and performance. An annual bonus, commonly referred to as the 13th-month salary, is commonly provided to employees who have completed at least one year of service. For those with less than a year of tenure, a prorated bonus is usually given. Another notable bonus is the “Lunar New Year” bonus, which is often distributed before the Lunar New Year holiday. The amount of this bonus is contingent on both company and individual achievements, varying from a fraction of a month’s salary to an entire year’s salary based on company performance and objectives.
Termination and Severance Pay: In Vietnam, a labor contract can end by law if the employee dies, goes missing, loses civil capacity, reaches retirement age, is sentenced to prison, or if the company shuts down. Mutual agreement between the employer and employee can also terminate the contract, often a preferable option due to strong employee protection under Vietnamese labor law, potentially involving severance payment.

When an amicable agreement is challenging, the employer can resort to unilateral termination or dismissal. Unilateral termination is allowed in specific instances, such as failure to perform job duties, prolonged absence due to sickness, company downsizing, approved leave, or structural/technological changes. Pregnant employees, those on maternity leave, annual leave, or those under certain conditions, cannot be terminated unilaterally.

Prior notice is required for unilateral termination, varying from 45 days for an indefinite contract to three days for a seasonal one. Severance payment, applicable to employees with over 12 months of service, is calculated at half a month’s salary for each year worked. If terminated under specific grounds, a full month’s salary per year is mandated, with a minimum of two months’ salary, payable within seven days of termination.

Dismissal is an immediate contract termination without severance payment or notice. Grounds for dismissal include serious offenses like theft or violence, prolonged and unexplained absence, or the recurrence of criminal activities for previously convicted employees.

Employees vs Independent Contractors Classification

Factor	Employee	Independent Contractor
Instructions	Follows employer's instructions on work details.	Exercises a higher degree of independence.
Training	Typically receives training from the employer.	Minimal training, relies on own expertise.
Integration	Services are integrated into business operations.	Works independently with less integration.
Services Rendered Personally	Must render services personally.	Emphasizes result rather than the method.
Hiring, Supervising, and Paying Assistants	Employer handles hiring, supervising, and payment of assistants.	Responsible for hiring, supervising, and paying assistants.
Continuing Relationship	Maintains a continuous relationship with the employer.	May work with multiple clients simultaneously.
Set Hours of Work	Bound by employer-established work hours.	Not bound by set hours, offers flexibility.
Full-Time Required	Must dedicate full-time to the employer.	Has the freedom to work for multiple clients.
Doing Work on Employer's Premises	Works on the employer's premises.	Works off-site, demonstrating autonomy.
Order or Sequence Set	Employer sets the order or sequence of tasks.	Determines the order or sequence independently.

Social Security in Vietnam

Social Insurance in Vietnam: An In-Depth Overview

Mandatory social insurance contributions are a crucial aspect of employment in Vietnam, applicable to both Vietnamese and foreign employees. This overview delves into the types of mandatory social security, rates, calculation methods, and coverage.

Types of Mandatory Social Security

Social Insurance: Applicable to Vietnamese and foreign employees under labor contracts with definite terms exceeding one month or indefinite terms.
Health Insurance: Mandatory for Vietnamese and foreign employees under labor contracts with definite terms exceeding three months or indefinite terms.
Unemployment Insurance: Compulsory for Vietnamese employees under labor contracts with definite terms exceeding three months or indefinite terms.

Social Insurance Rates

Both Vietnamese and foreign employees share the same insurance rates. Employees contribute 8%, while employers contribute 17.5% to the social insurance fund.

Mandatory Contributions for Foreign Employees

Social insurance became mandatory for all foreign workers starting December 1, 2018, under Decree 143/2019/ND-CP. Employers handle the monthly registration and contributions on behalf of their foreign employees at the provincial Department of Labor, Invalids and Social Affairs (DoLISA).

Claiming Social Insurance Benefits

Foreign workers can claim a one-time payment upon the expiration of their employment in Vietnam based on specific conditions such as reaching retirement age, suffering from fatal diseases, satisfying pension conditions, or termination of employment contract or work permit expiration without renewal.

Coverage and Benefits

Social insurance encompasses a range of employee benefits, including sick leave, maternity leave, allowances for work-related accidents and occupational diseases, pension allowance, and mortality allowance. Health insurance provides coverage for medical examinations and treatments, while unemployment insurance offers monthly allowances based on the contribution period.

For a comprehensive understanding of Vietnam’s social insurance system, consult our individual income tax guide in Vietnam and explore the intricacies of unemployment insurance, which replaces severance pay.

Calculating Social Insurance Contributions

Contributions are based on employees’ monthly salary or wage, subject to a wage ceiling of 20 times the common minimum wage for social and health insurance. The minimum salary for social insurance contributions is determined by regional minimum wages, varying across administrative regions.

Region I: VND 4,680,000
Region II: VND 4,160,000
Region III: VND 3,640,000
Region IV: VND 3,250,000

Payroll in Vietnam

Payroll Essentials for Vietnam

To run payroll in Vietnam, businesses must adhere to a variety of legal and regulatory requirements to ensure compliance with local labor laws, tax regulations, and social security obligations. Employers need to be familiar with specific guidelines around employee classification, minimum wage, statutory benefits, and reporting obligations. Additionally, compliance with the Vietnamese Social Insurance Law and personal income tax (PIT) regulations is essential for maintaining smooth payroll operations. Understanding these key requirements is critical for businesses looking to effectively manage payroll in Vietnam and avoid potential legal penalties.

Government requirements

Registration requirements

To operate payroll in Vietnam, businesses must navigate several essential registration processes with governmental authorities. Compliance with labor, tax, and social insurance laws requires registration with both the Tax Department and the Social Insurance Department.

Tax Department Registration

Employers must register with the General Department of Taxation (GDT) to obtain a company tax identification number (TIN). Each employee is also required to receive an individual tax code from the GDT, essential for tracking personal income tax (PIT) obligations. Payroll taxes, including PIT, are to be withheld from employees’ salaries and reported to the Tax Department either monthly or quarterly, depending on the business size.

Family Relief Allowances

Vietnam’s tax system offers family relief allowances, which are deductions from taxable income for registered dependents. Each dependent registered with the tax authorities allows employees to benefit from fixed tax deductions, thus reducing their taxable income. Employers are responsible for accurately incorporating these deductions in payroll calculations to avoid compliance issues and potential overpayment of taxes.

Social Insurance Department Registration

In addition to tax registration, businesses must register with the Vietnamese Social Insurance Department. This registration mandates that employers enroll eligible employees in Social, Health, and Unemployment Insurance (SHUI) programs. Contributions to these insurances are shared between the employer and employee, calculated as a percentage of the employee’s salary. Employers must file monthly reports and remit SHUI contributions to the Social Insurance Department to comply with the law.

Ongoing compliance requirements

Employer’s Tax Filing and Payment Obligations

Employers are responsible for withholding personal income tax (PIT) from employee salaries and remitting it to the GDT. PIT returns must be filed on a monthly or quarterly basis, depending on the size of the business, with timely payment of withheld taxes being critical to avoid penalties or audits. Employers must also issue monthly pay slips detailing tax withholdings, allowing employees to track their contributions.

Employer’s Annual Reporting and Tax Finalization

At the end of each fiscal year, employers must submit an annual tax finalization report. This report reconciles the PIT withheld during the year with the employees’ actual income, ensuring that any adjustments for overpayments or underpayments are addressed. The annual filing deadline is the last day of March in the following year, though employees may opt to finalize their own PIT independently.

Monthly Filing and Payment of SHUI Contributions

Employers must make monthly filings and payments for SHUI contributions. These contributions, calculated as a percentage of employees’ gross salaries, are due at the end of each month. Timely filing and payment are essential for ensuring that employees receive their health benefits, unemployment insurance, and pensions. Non-compliance can result in penalties, including interest on late payments.

Employment Obligations

Employers must comply with various labor regulations, including:

Employment Contracts

Written contracts must be provided to all employees, outlining terms of employment and key conditions.

Minimum Wage Compliance

Employees must be paid at least the regional minimum wage, which is set annually by the government and varies by location.

Working Hours and Overtime

Normal working hours should not exceed 48 hours per week, with compensation for overtime.

Employee Benefits

Statutory benefits must be provided, including social insurance, health insurance, and paid leave.

Failure to meet these obligations can lead to legal disputes and penalties, so maintaining detailed records of employment contracts and compliance is crucial.

Increase in Retirement Age

Reforms in Vietnam have gradually increased the retirement age for employees to ensure sustainability within the social insurance system. The retirement age is increasing incrementally, reaching 62 for men by 2028 and 60 for women by 2035. As of 2024, the retirement age stands at 61 years and 3 months for men and 59 years and 3 months for women. Employers must consider these changes when calculating pension contributions and planning for retirements.

Banking Requirements Related to Payroll

Vietnamese labor laws mandate that employee salaries be paid through bank transfers to registered accounts. Employers must ensure the accuracy of employees’ bank details and timely salary payments, typically conducted in Vietnamese Dong (VND). To streamline payroll management, many employers establish direct deposit arrangements with local banks. Moreover, detailed pay slips outlining salary breakdowns, tax deductions, and social insurance contributions must be provided to employees.

Minimum Wages

Vietnam’s burgeoning economy, coupled with its strategic location as a “China plus one” destination, has made it a magnet for foreign investors. As businesses expand, understanding the intricacies of minimum wages becomes pivotal. Amid Vietnam’s economic growth, wage increases are inevitable, prompting companies to strategize for the impact on HR costs and operational capacity.

What are the Minimum Wage Rates in Vietnam?

Vietnam has two categories of minimum wages:

Common Minimum Wage: Set at VND 1,800,000 (US$76.6), used for state-owned organizations, enterprises, and social contributions for all entities.
Regional Minimum Wage: Applicable to non-state enterprises, varying by government-defined zones. The 2023 rates are as follows:

Region	2022 Monthly Minimum Wage	Hike	2020 Monthly Minimum Wage
I	VND 4,680,000 (US$202)	VND 260,000	VND 4,420,000 (US$190)
II	VND 4,160,000 (US$179)	VND 240,000	VND 3,920,000 (US$169)
III	VND 3,640,000 (US$157)	VND 210,000	VND 3,430,000 (US$148)
IV	VND 3,250,000 (US$140)	VND 180,000	VND 3,070,000 (US$132)

Region I covers urban Hanoi and Ho Chi Minh City, and so forth for other regions.

Additionally, minimum hourly wage rates are specified for each region:

Region I: VND 22,500 (US$0.97)
Region II: VND 20,000 (US$0.86)
Region III: VND 17,500 (US$0.75)
Region IV: VND 15,600 (US$0.67)

How are Minimum Wage Rates Applied?

The application of minimum wage rates is crucial in employment contracts. Key considerations include:

Branches or Affiliates: If a company has branches in different subregions, the region-based minimum wage applies to all employees.
Industrial Parks or Export Processing Zones: For entities spanning multiple regions, the highest minimum wage rate is applicable.

Salary Components and Considerations

In Vietnam, an employee’s monthly salary package includes gross salary, mandatory insurance contributions, and potential components like overtime pay, allowances, bonuses, and other benefits. Notably:

Vietnamese employees must receive compensation in Vietnamese Dong.
Foreign employers may base salaries in Dong or US Dollars, with conversions for mandatory contributions.

Overtime Pay

Overtime Compensation

Overtime hours are limited to 40 per month under the labor code.
Overtime beyond 200 hours requires employee consent, and up to 300 hours if agreed upon.
Special provisions apply to pregnant women and minor employees.

Overtime Type	Compensation Rate
Weekday, day time	150%
Weekend, day time	200%
Public holiday, paid leave days	300%
Weekday, night time	30% extra, above aforementioned rates

Payroll Cycle

The payroll cycle in Vietnam follows a monthly schedule for full-time employees, with salaries disbursed on the last working day or as specified in the employment contract. Part-time employees, independent contractors, and freelancers receive their salaries according to the terms outlined in their respective employment contracts

Vietnam Employee Hiring Cost

Let’s consider a hypothetical example of employing an individual in Vietnam with the following cost breakdown:

Vietnam Employee Hiring Cost
Gross Annual Salary	VND 9,999.96
Total Annual Employer Costs	VND 2,349.96
Unemployment Insurance	VND 99.96
Social Insurance	VND 1,700.04
Health Insurance	VND 300.00
Accident Insurance	VND 50.04
Control Union Fee	VND 200.04
Total Annual Cost	VND 12,349.92

In this scenario, the employee’s gross annual salary is VND 9,999.96. The employer incurs additional costs, bringing the total annual employer costs to VND 2,349.96. These costs encompass various components such as unemployment insurance (VND 99.96), social insurance (VND 1,700.04), health insurance (VND 300.00), accident insurance (VND 50.04), and a control union fee (VND 200.04). Consequently, the overall annual expenditure for employing this individual amounts to VND 12,349.92.

This breakdown illustrates the comprehensive nature of employer costs associated with hiring an employee in Vietnam, encompassing various insurance components and additional fees.

Employee Benefits in Vietnam

In Vietnam, employees are entitled to various types of leave, each serving specific purposes. Here’s a breakdown of key leave categories:

Annual Leave

Employees in Vietnam are typically entitled to annual leave based on their length of service with a company.
The duration of annual leave varies, with longer service resulting in more days off.
Employers must plan and schedule annual leave in coordination with employees.

Maternity Leave

Female employees in Vietnam are entitled to maternity leave as part of their reproductive rights.
The duration of maternity leave is specified by law, providing mothers with the necessary time for childbirth and postnatal recovery.
Employers are generally required to continue paying part of the employee’s salary during maternity leave.

Paternity Leave

Paternity leave, while not as extensively regulated as maternity leave, is recognized in Vietnam.
Fathers may be entitled to a short period of paternity leave to support their partner during childbirth and early childcare.

Sick Leave

Employees facing illness or injury are eligible for sick leave in Vietnam.
The duration of sick leave may vary depending on the severity of the illness or injury.
Employers may require a medical certificate for extended sick leave periods.

It’s important to note that specific regulations and entitlements may vary, and it is advisable for both employers and employees to refer to the latest labor laws and regulations in Vietnam for accurate and up-to-date information on leave policies

Public Holidays in Vietnam

Employees in Vietnam enjoy 11 paid holiday days in 2023, including:

International New Year’s Day
Tet holiday
Hung Kings Festival
Liberation Day/Reunification Day
International Labor Day
Independence Day

Foreign staff working remotely in Vietnam are entitled to two holidays, including their traditional national public celebration and Vietnam’s National Day. If a public holiday falls on an employee’s scheduled day off, they receive an additional rest day. Those working during holidays receive increased compensation.

Personal Income Tax in Vietnam

In Vietnam, a tax resident is an individual residing in the country for 183 days or more within a calendar year or a continuous 12-month period, and they are subjected to Personal Income Tax (PIT) on their worldwide employment income at progressive rates from 5% to a maximum of 35%. Non-resident taxpayers, however, face a flat rate of 20% on their income sourced from Vietnam. The scope of taxable income includes various categories like business activities, wages, capital investment, property and capital transfers, prizes, royalties, commercial franchising, inheritances, and gifts. Recent regulations, as per Circular 59/2015/TT-BLDTBXH, have broadened the allowances used to compute employee wages. In the case of taxable income received in foreign currency, it must be converted to Vietnamese dong at the average trading exchange rate on the inter-bank foreign currency market published by the State Bank of Vietnam as of the income accrual date. The PIT rates for resident taxpayers are progressive, featuring seven brackets based on monthly taxable income, ranging from 5% for incomes up to 5 million VND to 35% for incomes exceeding 80 million VND.

Tax Bracket	Monthly Taxable Income (million VND)	Monthly Taxable Income (US$)	Tax Rate
1	Up to 5	Up to 215	5%
2	Over 5 to 10	Over 215 to 430	10%
3	Over 10 to 18	Over 430 to 774	15%
4	Over 18 to 32	Over 774 to 1,377	20%
5	Over 32 to 52	Over 1,377 to 2,237	25%
6	Over 52 to 80	Over 2,237 to 3,442	30%
7	Over 80	Over 3,442	35%

Top Skills in Demand in Vietnam

In Vietnam’s dynamic tech landscape, individuals seeking a career in the industry should align their choices with personal interests, skills, and aspirations. Here are five high-demand tech jobs, along with the requisite skills and qualifications sought by employers in tech companies and other sectors requiring tech expertise.

#1: DevOps Engineer
#2: Data Scientist/Data Analyst
#3: IT Project Manager
#4: Full-stack Web Developer

Work Permit in Vietnam

Foreign nationals aiming for legal employment in Vietnam must secure both a Vietnam Work Visa and a Work Permit. The eligibility criteria for a Vietnam Work Visa include being at least 18 years old, holding a managerial, executive, or expert position, maintaining good health, having no criminal charges, possessing required qualifications, having a minimum of 3 years of executive-level experience, and having a work contract with a Vietnamese company. Work Permit exemptions apply to those with employment shorter than three months, specific company members, internal transferees, and others designated by the Ministry of Labor. The employer, submitting the Work Permit application, must provide necessary documents, including the Vietnam Work Permit application form, Work Contract, approval from the Committee, and Business Registration Certificate. Notarized and legalized documents from the employee’s country are mandatory, translated into Vietnamese. The employee can apply for a Vietnam Work Visa at an Embassy/Consulate or opt for Visa on Arrival, with the employer sponsoring the application and providing a Letter of Sponsorship or Entry Clearance. Required documents include a valid passport, recent passport-size photos, and additional documents as specified by the Embassy/Consulate.

EOR Solutions in Vietnam

EOR for Prospective Employees

Mercans offers seamless Employer of Record (EOR) solutions for businesses that have already identified their ideal candidates in Vietnam. Our services encompass every aspect of the employee lifecycle, ensuring compliance with Vietnam labor laws and regulations.

EOR + Recruitment

For those seeking assistance in talent acquisition, our EOR and recruitment services provide a holistic solution. We tap into our extensive network and expertise to help you find, onboard, and retain top talent, streamlining your expansion into the Vietnam market.

Visa Sponsorship and Global Mobility

Navigating the intricacies of expatriate employment is simplified through our visa sponsorship and global mobility services. We facilitate the relocation of your international workforce, ensuring compliance with Vietnam immigration and employment laws.

AOR for Contractor Payments

Businesses grappling with contractor payments can leverage our Assistance on Record (AOR) services. We handle the complexities of contractor payments, guaranteeing accuracy and compliance.

Converting Freelancers to Employees

Mercans supports the transition from independent contractors to permanent employees in Vietnam. Our expertise ensures smooth conversions while adhering to legal requirements.

HCM Integration

Integrate Mercans’ EOR services seamlessly with your HCM system in Vietnam for real-time data exchange, enhanced compliance, and cost-efficiency. Trust our expertise for a unified, compliant, and efficient approach, elevating your workforce management and payroll operations.

Best Employer of Record in Vietnam

View details

Mercans is recognized as the leading Employer of Record in Vietnam due to the following advantages:

Compliance with MOLISA: Mercans ensures adherence to Vietnam’s labor laws as set by the Ministry of Labour, Invalids, and Social Affairs (MOLISA), facilitating lawful employment practices and payroll management.
Own Legal Entity: Operating through its own legal entity in Vietnam, Mercans enhances control and efficiency in managing payroll and employment, minimizing reliance on third-party intermediaries.
Flexible Employment Solutions: Mercans accommodates a variety of employment types—permanent employees, freelancers, contractors, and expatriates—tailoring solutions to meet diverse business needs.
Scalable Infrastructure: With robust payroll services, Mercans effectively supports large enterprises seeking scalable workforce management solutions.
Multi-Currency Support: Mercans simplifies payroll for international companies by supporting multiple currencies while complying with local regulations.
Global Payroll Capabilities: With a strong international presence, Mercans manages payroll across various countries, making it a trusted partner for multi-region operations.
Data Security Compliance: Mercans adheres to GDPR, SOC 1, and SOC 2 standards, ensuring high levels of data security and privacy.
IT Service Management: Mercans holds ISO 20000 and ISO 27001 certifications, reflecting its commitment to world-class IT service management and information security.
Secure Application Standards: Compliance with OWASP ASVS 3.0 ensures that all payroll-related applications are secure, mitigating potential vulnerabilities.
HRBlizz: Mercans HR Blizz is a proprietary global payroll and talent management SaaS suite that streamlines payroll processes while ensuring compliance with local regulations. With over 1,000 in-country specialists, it provides expert knowledge of labor laws and business protocols.
G2N Nova: G2N Nova provides global gross-to-net payroll processing in over 100 countries, making it the world’s most advanced native payroll engine. Available as a SaaS or service delivery platform, it can function as a stand-alone solution or integrate seamlessly with major HCM and Workforce Management systems

Conclusion

Embark on a confident entry into the Vietnamese market with Mercans’ efficient Employer of Record (EOR) solution, ensuring strict compliance with the nation’s labor regulations. Seamlessly navigate the intricacies of business expansion, fostering a successful global footprint. Count on Mercans’ local experts in Vietnam for comprehensive guidance on every aspect of expanding your business in the country.

This document was prepared for informational purposes only. As local laws & regulations keeps on changing. Please consult your tax & legal advisors as well.

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