Vietnam's Decree 219: A Strategic HR Perspective on Foreign Workforce Management

Effective August 7, 2025, Vietnam's Decree No. 219/2025/ND-CP introduces transformative changes to foreign labor regulations. From an international HR standpoint, these reforms represent a significant step toward creating a more agile and competitive employment landscape, particularly beneficial for sectors like technology, engineering, finance, and digital transformation.

Strategic Objectives and National Alignment

This new legislation replaces Decree 152/2020 and its amendment (70/2023), aligning with Vietnam's broader administrative reforms and its ambitious '2045 Vision' to achieve high-income status. The core strategic objectives are multifaceted:

Streamlined Administration: Integrating multiple procedural steps into a unified application process.
Reduced Qualification Barriers: Lowering experience requirements to facilitate knowledge transfer.
Expanded Exemptions: Broadening work permit exemption (WPE) criteria for priority sectors and short-term assignments.
Enhanced Investment Appeal: Creating a flexible policy environment to attract foreign investment and spur innovation.

Key Regulatory Changes for HR Professionals

1. Simplified Work Permit Application Process

The most notable improvement is the consolidation of the previously fragmented process. Employers no longer need to file separate documents for job posting, foreign labor demand reporting, and the work permit itself. A single application using Form 03 is now sufficient.

Processing Time: Reduced significantly from approximately 5 weeks to just 10 working days.
Online Submission: Applications are processed through the National Public Service Portal, enabling better inter-agency coordination.
Job Posting Flexibility: Mandatory job postings for Vietnamese candidates are largely eliminated, except in specific contractual or project-based scenarios.

Practical Implication: A company hiring a foreign IT specialist in Ho Chi Minh City can now complete the recruitment process in 10-15 days, compared to over a month previously.

2. Relaxed Eligibility Criteria for Experts and Skilled Workers

Decree 219 acknowledges the global competition for talent by adjusting experience requirements.

Role	Previous Requirement (Decree 152)	New Requirement (Decree 219)
Expert	University degree + 3 years experience, or 5 years experience	University degree + 2 years experience (1 year in priority sectors)
Skilled Worker	1-year training + 3 years experience, or 5 years experience	1-year training + 2 years experience, or 3 years experience

This change is particularly advantageous for emerging fields like semiconductors and AI, where attracting younger, highly-skilled professionals is crucial.

3. Broadened Scope for Work Permit Exemptions (WPE)

The exemption framework has been substantially expanded, offering greater operational flexibility.

Priority Sectors: Foreign employees in designated priority fields (e.g., tech, finance, innovation) can be exempt from work permits upon confirmation by relevant ministries or provincial committees.
Short-Term Work: The allowance for managers, executives, and specialists has been increased to a cumulative 90 days per year, without limiting the number of entries.
Exemption Management: WPE certificates can now be extended once for up to two years, and minor personal information changes only require a notification, not a new application.

4. Enhanced Mobility with Multi-Province Work

A significant administrative burden has been lifted. Foreign employees can now work for the same employer in multiple provinces by simply notifying the local labor authority at least three working days in advance, eliminating the need for a work permit amendment.

Comparative Analysis: Decree 152 vs. Decree 219

Aspect	Decree 152 (Previous)	Decree 219 (New)
Application Process	Multi-step, ~5 weeks	Single-step, 10 working days
Expert Experience	3 or 5 years	2 years (1 year for priority sectors)
Cross-Province Work	Requires WP update	3-day advance notification
Digital Integration	Partial online services	Unified National Public Service Portal

Actionable HR Strategies for Compliance and Advantage

To leverage these changes effectively, HR departments should adopt a proactive approach.

Workforce Planning: Re-assess staffing needs, identifying roles in priority sectors that could benefit from streamlined hiring or exemptions.
Process Optimization: Update internal recruitment workflows to utilize the new Form 03 and integrated online system.
Budgetary Considerations: Factor in reduced processing costs (approximately VND 500,000 - 2,000,000 per application) and align salary benchmarks with 2025 market rates.
Mobility Management: Establish a clear internal protocol for notifying authorities about cross-province work assignments.
Expert Guidance: For complex cases or during the initial implementation phase, seek support from specialized consultancies like SailGlobal to ensure seamless compliance.

In conclusion, Decree 219 presents a valuable opportunity for businesses to optimize their foreign talent acquisition and management strategies in Vietnam. While the transition may involve initial adjustments, the long-term benefits of a more efficient and flexible regulatory environment are substantial.

Vietnam Decree 219: HR Guide to New Foreign Work Permit Rules 2025