04:05 APAC
Asia Briefing from Dezan Shira & Associates
Vietnam Vietnam has tightened
employment contracts and probation rules for foreign employers. Overseas employers should ensure that they structure employment contracts and probation periods carefully, as managerial flexibility now narrows once operations begin. Indefinite-term and fixed-term contracts each have limitations, with fixed-term arrangements requiring conversion to indefinite terms after renewal. Probation is limited, role- specific, and cannot be repeated, meaning early termination still carries compliance risk. Misalignment between contract terms and evolving roles can create exposure during disputes or inspections. Expatriates are subject to the same labour framework, with immigration requirements layered on top. Employers are advised to coordinate HR planning, contract structure, and work permits to minimise risk. Dezan Shira’s ASEAN Briefing gives detailed guidance.
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GLOBAL PAYROLL MAGAZINE ISSUE 19
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