What is the holiday schedule for April 30 and May 1, 2024 holidays for enterprises in Vietnam?
What is the holiday schedule for April 30 and May 1, 2024 holidays for enterprises in Vietnam?
Considering the proposal from the Ministry of Labor, War Invalids, and Social Affairs, the Prime Minister of the Government of Vietnam has agreed to the proposal of swapping working days during the holidays of Victory Day on April 30 and International Workers' Day on May 1, 2024.
Thus, the holiday schedule for April 30 and May 1, 2024, officials and public employees will have a continuous 5-day break. The period is from Saturday, April 27, 2024, to the end of Wednesday, May 1, 2024. Officials and public employees will make up work on Saturday, May 4, 2024.
At the same time, the Prime Minister of the Government of Vietnam also encourages enterprises to allow workers a 5-day break. Specifically, enterprises can arrange the holiday schedule for April 30 and May 1, 2024, based on the following options:
[1] Holiday Option 1: Break from Saturday, April 27, 2024, to the end of Wednesday, May 1, 2024 (For enterprises that do not work on Saturdays)
[2] Holiday Option 2: Break from Sunday, April 28, 2024, to the end of Wednesday, May 1, 2024 (For enterprises that work on Saturdays)
[3] Holiday Option 3: Break from Tuesday, April 30, 2024, to the end of Wednesday, May 1, 2024 (For enterprises following the holiday regulations of Article 112 of the 2019 Labor Code)
What is the holiday schedule for April 30 and May 1, 2024 holidays for enterprises in Vietnam? (Image from the Internet)
What is the break duration during the working hours for employees in Vietnam?
According to Article 109 of the 2019 Labor Code regulating breaks during working hours:
Breaks during working hours
1. Employees working the working hours stipulated in Article 105 of this Code for 6 hours or more in a day are entitled to a continuous break of at least 30 minutes; those working at night are entitled to a continuous break of at least 45 minutes.
If employees work continuously in shifts for 6 hours or more, the break time will be included in the working hours.
- In addition to the break time stipulated in Clause 1 of this Article, employers shall arrange for employees additional rest periods and record them in the labor regulation.
Employees working the stipulated working hours of 6 hours or more in a day are entitled to the following breaks:
- At least 30 continuous minutes for day workers;
- At least 45 continuous minutes for night workers;
When are employees in Vietnam entitled to unilaterally terminate the labor contract without prior notice?
According to Clause 2, Article 35 of the 2024 Labor Code regulating the right to unilaterally terminate the labor contract of employees:
Right to unilaterally terminate the labor contract of employees
...
- Employees have the right to unilaterally terminate the labor contract without prior notice in the following cases:
a) Not being arranged according to the agreed job, working location, or not being ensured the working conditions as agreed, except in cases stipulated in Article 29 of this Code;
b) Unpaid or late payment of salary, except for cases stipulated in Clause 4, Article 97 of this Code;
c) Being abused, beaten by the employer or having words and actions that insult, humiliates, or affect health, dignity, and honor; forced labor;
d) Sexual harassment at the workplace;
dd) Female employees are pregnant and need to stop working according to the provisions of Clause 1, Article 138 of this Code;
e) Reaching the retirement age according to Article 169 of this Code, except where otherwise agreed by both parties;
g) The employer provides dishonest information according to Clause 1, Article 16 of this Code, affecting the performance of the labor contract.
Thus, employees have the right to unilaterally terminate the labor contract without prior notice in the following cases:
[1] Not being arranged according to the agreed job, working location, or not being ensured the working conditions as agreed.
Except in cases of sudden difficulties due to natural disasters, fires, dangerous epidemics, the application of measures to prevent and remedy labor accidents, occupational diseases, electrical, water incidents, or production and business needs.
[2] Unpaid or late payment of salary.
Except in cases of force majeure where the employer has tried all remedial measures but cannot pay the salary on time.
[3] Being abused, beaten by the employer or having words and actions that insult, humiliates, or affect health, dignity, and honor; forced labor;
[4] Sexual harassment at the workplace;
[5] Female employees are pregnant and need to stop working as certified by a competent medical facility that continuing to work would adversely affect the fetus.
[6] Reaching the retirement age, except where otherwise agreed by both parties;
[7] The employer provides dishonest information affecting the performance of the labor contract.
Sincerely!
