Vietnam Employment Guide

Vietnam is in Southeast Asia with sustained high economic growth, and its manufacturing, technology and service industries develop rapidly. With a large young labor force and improving infrastructure, it is attracting more multinational enterprises to invest in branches or outsourcing teams, becoming a popular market for global employers. In HR management, Vietnam has a relatively sound labor law system covering employment contracts, working hours, minimum wages, benefits and termination procedures. Employers must contribute to social insurance, health insurance and unemployment insurance, and pay salaries monthly in Vietnamese Dong generally. Probation periods, fixed and open-ended contracts have clear legal provisions, and employee dismissals must meet statutory conditions. Flexible employment is growing with digital office trends, but formal labor relations still emphasize written contract compliance. Local professional services are recommended for legal employment procedures.

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Currency

Vietnamese Dong (VND)

Capital

Hanoi

Official language

Vietnamese

Salary Cycle

Monthly

Our Employment Guide in Vietnam

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Pre-Employment Health Screening in Vietnam: A Comprehensive Guide for Employers

As an international HR professional with extensive experience in Vietnam's labor market, I've witnessed how proper health screening protocols can significantly impact workplace safety and legal compliance. Vietnam's labor regulations establish clear responsibilities for employers regarding employee health assessments.

Legal Framework and Employer Obligations

Vietnam's Labor Code 2019, complemented by the Occupational Safety and Health Law (No. 84/2015/QH13), creates a structured approach to workforce health management. The legislation emphasizes that employers must verify candidates' physical suitability for their intended roles.

Key requirements include:

Mandatory health assessments for positions involving hazardous conditions or special occupational requirements
Health verification for employees entering contracts exceeding three months
Employer responsibility for ensuring workplace health compatibility

Industry-Specific Health Screening Requirements

Industry Category	Health Assessment Requirements
High-Risk Sectors (mining, chemicals, construction)	Mandatory pre-employment screening with occupational disease detection
Food Handling and Hospitality	Health certificate requirement with infectious disease testing
General Office Positions	Recommended but not legally mandatory

Financial Responsibility and Practical Implementation

Employers bear full financial responsibility for required health examinations, including occupational disease screenings. This cost cannot be deducted from employee salaries according to Article 21 of the Labor Code. For additional voluntary tests beyond standard requirements, cost-sharing arrangements may be negotiated.

Legal Implications and Risk Management

Health assessments serve as crucial risk mitigation tools. Employers may rescind job offers when medical findings demonstrate incompatibility with role requirements, such as color blindness for driving positions or infectious diseases for food handling roles.

However, discrimination protections remain paramount. Employers cannot reject candidates based on disabilities or chronic conditions unless these directly prevent safe job performance.

Compliance Consequences: Real-World Scenarios

Recent enforcement actions demonstrate the seriousness of health screening violations. A manufacturing facility in Hai Phong faced substantial penalties for neglecting mandatory examinations for chemical handlers, resulting in regulatory fines and operational disruptions.

Financial penalties for non-compliance can reach 100 million VND (approximately $4,400 USD), with potential criminal liability for company leadership in cases involving occupational disease outbreaks.

Best Practices for Multinational Employers

Leading organizations like SailGlobal implement standardized health screening protocols across their Vietnamese operations. These include:

Developing role-specific health requirement matrices
Partnering with accredited medical facilities
Maintaining detailed documentation of all assessments
Conducting regular compliance audits

Proper implementation of health screening protocols not only ensures legal compliance but also demonstrates organizational commitment to employee wellbeing, ultimately contributing to sustainable business operations in Vietnam's dynamic market.

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