Obligations to provide information before conclusion of an employment contract in Vietnam

Obligations to provide information before conclusion of an employment contract in Vietnam (Internet image) 

1. Obligations to provide information before conclusion of an employment contract in Vietnam

Obligations to provide information before conclusion of an employment contract are specified in Article 16 of the Labor Code 2019 as follows:

- The employer shall provide the employee with truthful information about the job, workplace, working conditions, working hours, rest periods, occupational safety and health, wage, forms of wage payment, social insurance, health insurance, unemployment insurance, regulations on business secret, technological know-how, and other issues directly related to the conclusion of the employment contract if requested by the employee.

- The employee shall provide the employer with truthful information about his/her full name, date of birth, gender, residence, educational level, occupational skills and qualifications, health conditions and other issues directly related to the conclusion of the employment contract which are requested by the employer.

2. Principles for conclusion of an employment contract in Vietnam

Principles for conclusion of an employment contract include:

- Voluntariness, equality, good faith, cooperation and honesty.

- Freedom to enter into an employment contract which is not contrary to the law, the collective bargaining agreement and social ethics.

(Article 15 of the  Labor Code 2019)

3. Competence to conclude employment contracts in Vietnam

- Employees may directly conclude their employment contracts, except for the cases specified in Clause 2 of this Article.

- In respect of seasonal works or certain jobs which have a duration of less than 12 months, a group of employees aged 18 or older may authorized the representative of the group to conclude the employment contract, in which case such employment contract shall be effective as if it was separately concluded by each of the employees.

The employment contract concluded by the said representative must be enclosed with a list clearly stating the full names, ages, genders, residences and signatures of all employees concerned.

- The person who concludes the employment contract on the employer’s side shall be:

+ The legal representative of the enterprise or an authorized person as prescribed by law;

+ The head of the organization that is a juridical person, or an authorized person as prescribed by law;

+ The representative of the household, artels or an organization that is not a juridical person, or an authorized person as prescribed by law;

+ The individual who directly hires the employee.

- The person who concludes the employment contract on the employee’s side shall be:

+ The employee himself/herself if he/she is 18 or older;

+ The employee aged 15 to under 18 with a written consensus by his/her legal representative;

+ The employee aged under 15 and his/her legal representative;

+ The employee lawfully authorized by the group of employees to conclude the employment contract.

- The person who is authorized to conclude the employment contract must not authorize another person to conclude the employment contract.

(Article 18 of the  Labor Code 2019)

4. Entering into multiple employment contracts in Vietnam

- An employee may enter into employment contracts with more than one employer, provided that he/she fully performs all terms and conditions contained in the concluded contracts.

- Where an employee enters into employment contracts with more than one employer, his/her participation in social insurance, health insurance and unemployment insurance schemes shall comply with regulations of law on social insurance, health insurance, unemployment insurance, occupational safety and health.

(Article 19 of the  Labor Code 2019)

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