Employees in Vietnam are entitled to unilaterally terminate their employment contracts without the employer's consent if they fall into any of the cases stated in this article.
For fixed-term employment contracts, seasonal contracts, or specific jobs with a term of less than 12 months in Vietnam
No | Case | Notice period to the company |
1 | Not being assigned the correct job or workplace, or not being provided with the agreed working conditions as stipulated in the employment contract | At least 3 working days in advance |
2 | Not being paid in full or on time as agreed in the employment contract | |
3 | Being beaten or verbally abused by the employer, or actions affecting health, dignity, honor, or forced labor; being sexually harassed at the workplace | |
4 | The employee has been continuously treated for sickness or accident for 90 days for those working under a fixed-term contract, and a quarter of the contract term for those working under a seasonal contract or specific job with a term of less than 12 months without recovery of working capacity | |
5 | The employee encounters difficult personal situations such as:
|
At least 30 days in advance for fixed-term contracts; at least 3 working days for seasonal contracts or specific jobs with a term of less than 12 months |
6 | Being elected to perform special tasks at elected agencies or being appointed to hold a position in the state apparatus | |
7 | Female employees pregnant needing leave as per the decision of a competent health care facility | Depending on the duration stipulated by the competent health care facility |
For indefinite-term employment contracts in Vietnam
In this case, the employee has the right to unilaterally terminate the employment contract, but he/she must notify the employer at least 45 days in advance, except for the cases regulated in Article 156 of the 2012 Labor Code.
Legal basis:
Article 37 of the 2012 Labor Code;
Article 11 of the Decree 05/2015/ND-CP.
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