What are the regulations on taking disciplinary measures at work in Vietnam? What is the time limit for taking disciplinary measures at work from the date of the occurrence of the violation?

Main Content

• What are the regulations on taking disciplinary measures at work in Vietnam?
• What is the time limit for taking disciplinary measures at work from the date of the occurrence of the violation?
• What are the current disciplinary measures at work in Vietnam?
• What are the conditions for reduction in the duration of disciplinary measures?

What are the regulations on taking disciplinary measures at work in Vietnam?

According to Article 122 of the 2019 Labor Code of Vietnam on the principles and procedures for taking disciplinary measures at work as follows:

Principles and procedures for taking disciplinary measures at work

1. Disciplinary measures against an employee shall be taken in accordance with the following regulations:

a) The employer is able to prove the employee’s fault;

b) The process is participated in by the representative organization of employees to which the employee is a member;

c) The employee is physically present and has the right to defend him/herself, request a lawyer or the representative organization of employees to defend him/her; if the employee is under 15 years of age, his/her parent or a legal representative must be present;

d) The disciplinary process is recorded in writing.

2. It is prohibited to impose more than one disciplinary measure for one violation of internal labor regulations.

3. Where an employee commits multiple violations of internal labor regulations, he/she shall be subjected to the heaviest disciplinary measure for the most serious violation.

4. No disciplinary measure shall be taken against an employee during the period when:

a) The employee is taking leave on account of illness or convalescence; or on other types of leave with the employer’s consent;

b) The employee is being held under temporary custody or detention;

c) The employee is waiting for verification and conclusion of the competent agency for acts of violations, stipulated in Clause 1 and Clause 2 Article 125 of this Labor Code;

d) The employee is pregnant, on maternal leave or raising a child under 12 months of age.

5. No disciplinary measure shall be taken against an employee who commits a violation of internal labor regulations while suffering from the mental illness or another disease which causes the loss of consciousness ability or the loss of his/her behavior control.

6. The Government shall provide for the principles and procedures for taking disciplinary measures at work.

Thus, according to the above regulations, disciplinary measures against an employee shall be taken in accordance with the following regulations:

- The employer is able to prove the employee’s fault;

- The process is participated in by the representative organization of employees to which the employee is a member;

- The employee is physically present and has the right to defend him/herself, request a lawyer or the representative organization of employees to defend him/her; if the employee is under 15 years of age, his/her parent or a legal representative must be present;

- The disciplinary process is recorded in writing.

What are the regulations on taking disciplinary measures at work in Vietnam? What is the time limit for taking disciplinary measures at work from the date of the occurrence of the violation? (Image from the Internet)

What is the time limit for taking disciplinary measures at work from the date of the occurrence of the violation?

Pursuant to Article 123 of the 2019 Labor Code of Vietnam, the statute of limitations for handling labor discipline is as follows:

Time limit for taking disciplinary measures at work

1. The time limit for taking disciplinary measures against a violation is 06 months from the date of the occurrence of the violation. The time limit for dealing with violations directly relating to finance, assets and disclosure of technological or business secrets shall be 12 months.

2. In case the time limit stipulated in this Article has expired or is shorter than 60 days when the period stipulated in Clause 4 Article 122 of this Labor Code expires, the former may be extended for up to 60 more days.

3. The employer shall issue a disciplinary decision within the period specified in Clause 1 and Clause 2 of this Article.

Thus, based on the above provisions:

- The time limit for taking disciplinary measures against a violation is 06 months from the date of the occurrence of the violation. The time limit for dealing with violations directly relating to finance, assets and disclosure of technological or business secrets shall be 12 months.

- In case the time limit stipulated in this Article has expired or is shorter than 60 days when the period stipulated in Clause 4 Article 122 of this Labor Code expires, the former may be extended for up to 60 more days.

What are the current disciplinary measures at work in Vietnam?

According to Article 124 of the 2019 Labor Code of Vietnam on disciplinary measures at work as follows:

Disciplinary measures

1. Reprimand.

2. Deferment of pay rise for up to 6 months.

3. Demotion.

4. Dismissal.

Thus, the current disciplinary measures at work include the above-mentioned forms.

What are the conditions for reduction in the duration of disciplinary measures?

According to Article 126 of the 2019 Labor Code of Vietnam on absolution of violations, reduction in the duration of disciplinary measures as follows:

Absolution of violations, reduction in the duration of disciplinary measures

1. An employee who commits a violation that is disciplined by reprimand, deferment of pay rise or demotion will have the previous violation absolved after 03 months, 06 months or 03 years respectively from the day on which the disciplinary measure is imposed if he/she does not commits any violation against internal labor regulations.

2. Where an employee who is disciplined by deferment of wage increase has completed half of the duration of the disciplinary measure and has demonstrated improvement, the employer may consider a remission.

Thus, where an employee who is disciplined by deferment of wage increase has completed half of the duration of the disciplinary measure and has demonstrated improvement, the employer may consider a remission.