Minimum Salary in 2025 for Officials in the Public Sector According to Resolution 27
What is the minimum salary in 2025 for officials in the public sector?
In Section II of Resolution 27-NQ/TW 2018, specific goals are set forth for the implementation of wage reform as follows:
(1) From 2018 to 2020
* For the public sector:
- Continue to adjust the statutory pay rate according to the National Assembly's Resolutions, ensuring it is not lower than the consumer price index and consistent with economic growth; not to add new types of job-based allowances.
- Complete the development and issuance of new wage policies in line with wage policy reform, associated with administrative reform, streamlining of the workforce; innovate and reorganize the organizational structure of the political system; renew public service providers in accordance with the Central Committee's Resolutions.
(2) From 2021 to 2025 and with a vision to 2030
* For the public sector:
- From 2021, apply unified wage policies for officials and public employees, armed forces across the entire political system.
- In 2021, the minimum salary of officials and public employees to be equal to the average minimum salary across enterprise regions.
- Periodically raise salaries appropriate to the consumer price index, economic growth rate, and the state's budget capabilities.
- By 2025, the minimum salary of officials and public employees is to be higher than the average minimum salary across enterprise regions.
- By 2030, the minimum salary of officials and public employees is to be equal to or higher than the highest regional minimum salary in the enterprise sector.
The minimum salary for officials under Resolution 27 in 2025 is higher than the average minimum salary across enterprise regions.
Minimum salary in 2025 for officials in the public sector under Resolution 27
How will the 5 salary tables based on job positions be constructed during the 2024 wage reform?
According to Resolution 27-NQ/TW 2018, the construction and issuance of a new salary system based on job positions, titles, and leadership positions to replace the current salary system, ensuring that the new salary is not lower than the current one, includes:
Salary Table 1: Construct one salary table for positions applicable to officials and public employees holding leadership positions (elected and appointed) in the political system from the Central to the commune level based on the principle:
+ The position salary must reflect the rank within the political system; holding a leadership position entitles one to the corresponding salary; if one person holds multiple positions, the highest position salary is applied; leaders of equivalent positions enjoy the same salary; the position salary of the superior leader must be higher than that of the subordinate leader.
+ Specify a position salary for each type of equivalent positions; do not classify ministries and central authorities, commissions, committees, and equivalents at the Central level when constructing the Central leadership position salary table; do not differentiate leadership position salaries for the same leadership title based on the classification of administrative units at the local level but implement through allowance policies. The classification of equivalent leadership positions in the political system to design the position salary table is decided by the Political Bureau after reporting to the Central Committee.
Salary Table 2: Construct a specialization and professional skill salary table by official rank and public employee's professional title, applicable generally to officials and public employees not holding leadership titles; each official rank, public employee professional title has multiple salary grades based on the principle:
+ The same job complexity level has the same salary; higher than normal working conditions and job incentives are implemented through job-based allowance policies; rearrange the groups and salary grades in official ranks, public employees' professional titles, encouraging officials and public employees to enhance their professional skills.
+ Appointment to an official rank or public employee professional title must be linked to the job position and the structure of official ranks, public professional titles managed by agencies, organizations, and units handling officials and public employees.
* Develop 3 salary tables for the armed forces, including:
Salary Table 3: One salary table for military officers, security officers, professional non-commissioned officers (according to positions, ranks, and military titles or ranks).
Salary Table 4: One salary table for professional military personnel, technical experts in the public security sector.
Salary Table 5: One salary table for defense workers, public security workers (maintaining the salary correlation of the armed forces compared to administrative officials as currently).
What are the views on implementing wage reform?
According to Resolution 27-NQ/TW 2018, wage reform is to be implemented based on the following 5 views:
- The wage policy is a particularly important policy in the socio-economic policy system. Wages must truly be the main income source ensuring the livelihood of salary beneficiaries and their families; proper payment of wages is an investment in human resource development, creating motivation to increase labor productivity and working efficiency, contributing significantly to social progress and justice, ensuring political and social stability; and promoting and enhancing the quality of growth and sustainable development.
- Wage policy reform must ensure comprehensiveness, systematicness, synchronization, inheritance, and enhancement of advantages, effectively addressing limitations and inadequacies of the current wage policy; comply with the principle of distribution according to labor and the objective laws of a market economy, with labor productivity increases as the basis for wage increase; meet the requirements of international integration; have a roadmap suitable to the socio-economic development conditions and resources of the country.
- In the public sector, the state pays wages to officials and public employees and the armed forces based on job positions, titles, and leadership positions, consistent with the state's resources and public service revenue, ensuring reasonable correlation with labor market wages; implementing deserving rewards and preferential treatment policies according to labor productivity, creating motivation to enhance work quality and efficiency, public service ethics, and professional ethics, contributing to purifying and enhancing the effectiveness and efficiency of the political system.
- In the enterprise sector, wages are the price of labor, formed based on the agreement between employees and employers according to market mechanisms with state management. The state sets the minimum wage as the lowest floor to protect vulnerable workers, and it is also a basis for wage agreements and labor market regulation. Wages distribution is based on labor results and business efficiency, ensuring harmonious, stable, and progressive labor relations within enterprises.
- Wage policy reform is an objective requirement, an important task demanding high political determination in building a socialist rule-of-law state and completing the socialist-oriented market economy institution; fostering administrative reform; renewing and reorganizing the political system's apparatus to be lean, efficient, and effective; streamlining the workforce; reforming the organization and management system, enhancing the quality and efficiency of public service providers.
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