Work Permits & Immigration in Vietnam

 

What Employers Need to Know

 

Hiring an international professional can bring valuable expertise and experience to a business in Vietnam. However, employers need to ensure that the employee has the appropriate work authorization and immigration status before starting work.

 

Vietnam's rules for foreign workers have evolved, and employers should use the current regulations when planning an assignment or recruitment. Decree 219/2025/ND-CP, effective from 7 August 2025, is currently the key regulation governing foreign workers in Vietnam, replacing the previous framework under Decree 152/2020/ND-CP and its amendments.

 

The exact requirements depend on the employee's role, employment arrangement, nationality, qualifications and circumstances.

 

Who Is Considered a Foreign Worker?

 

Vietnamese regulations cover foreign nationals working in Vietnam in a range of employment and assignment arrangements.

 

These can include:

 

• Employees working under labour contracts.
• Intra-corporate transferees.
• Contract-based service providers.
• Individuals providing services.
• Volunteers.
• Individuals establishing a commercial presence.
• Employees seconded from overseas organizations.
• Individuals working on projects or bidding packages.
• Certain owners, members or board members of companies.
• Certain individuals working for foreign diplomatic missions or organizations.

 

Not every foreign worker requires a work permit. Certain categories may qualify for a work permit exemption or an exemption certificate, depending on their circumstances.

 

Employers should therefore determine the employee's legal status before deciding which procedure applies.

 

Key Job Categories

 

Foreign workers are generally employed in specific categories recognized by Vietnamese regulations, including:

 

• Managers.
• Executives.
• Experts.
• Technical workers.

 

The employee must meet the relevant requirements for the position and provide supporting documentation where required.

 

This means that a company should not simply determine eligibility based on the employee's job title. The actual role, qualifications, experience and supporting documents should be reviewed as part of the process.

 

Work Permit or Exemption?

 

One of the first questions employers should ask is:

 

Does this employee require a work permit?

 

If the answer is yes, the employer needs to prepare and submit the appropriate work permit application.

 

If the employee falls within an exemption category, the employer may instead need to complete the relevant exemption procedure or obtain a work permit exemption certificate, depending on the applicable category.

 

This distinction is important because using the wrong procedure can create delays and compliance risks.

 

Work Permit Application

 

Under Decree 219/2025/ND-CP, a work permit application can involve documents such as:

 

• Employer's explanation of the need to employ foreign workers.
• Health certificate.
• Valid passport.
• Criminal record certificate or relevant confirmation.
• Documents demonstrating qualifications or professional experience.
• Employment-related documents.
• Other documents depending on the employee's circumstances.

 

The exact documentation varies according to the worker's category and situation.

 

Foreign documents may also require appropriate legalization, certification and Vietnamese translation, depending on the document and applicable requirements.

 

When Should Employers Start?

 

Timing is an important part of work permit planning.

 

Under the current rules, an employer should submit the work permit application between 10 and 60 days before the expected starting date of the foreign worker. The competent authority generally has 10 working days after receiving a complete dossier to consider and issue the work permit.

 

This means employers should not treat the work permit as a last-minute administrative task.

 

A practical timeline may look like:

 

Planning → Document Preparation → Application → Approval → Work Permit → Employment → Immigration / Residence Arrangements.

 

Actual timing can vary depending on the employee's circumstances, documentation and administrative requirements.

 

Immigration and Residence

 

Work authorization is only one part of bringing a foreign employee to Vietnam.

Depending on the circumstances, employers and employees may also need to consider:

 

• Entry arrangements.
• Visa requirements.
• Temporary residence registration.
• Temporary residence card eligibility.
• Passport validity.
• Employer sponsorship.
• Family members' immigration status.

 

The appropriate immigration solution depends on the employee's employment and residence circumstances.

 

Employers should therefore coordinate work authorization and immigration planning rather than treating them as completely separate processes.

 

Family Members

 

International employees may relocate with spouses or children.

 

Family members may have their own requirements relating to:

 

• Visas.
• Residence.
• Entry arrangements.
• Schooling.
• Healthcare.
• Insurance.
• Housing.

 

Family immigration planning should ideally begin at the same time as the employee's relocation planning.

 

Employer Responsibilities

 

The employer plays a central role in the work authorization process.

 

Depending on the case, the employer may be responsible for:

 

• Identifying the applicable foreign-worker category.
• Preparing employer documentation.
• Coordinating employee documents.
• Submitting applications.
• Monitoring application status.
• Maintaining required records.
• Completing relevant notifications.
• Ensuring the employee works within the authorized scope.

 

Employers should also monitor changes in the employee's position, workplace, employment arrangement or assignment.

 

Working Location and Scope

 

An important compliance consideration is whether the employee's actual work corresponds with the information used for the work authorization.

 

Changes to the employee's:

 

• Position.
• Job title.
• Form of work.
• Employer.
• Number of employees.
• Work location.

 

may affect the applicable procedures.

 

For example, Decree 219/2025/ND-CP provides specific notification requirements when a foreign worker who holds a work permit works for the same employer in more than one province or centrally governed city.

 

Employers should therefore review immigration and work authorization requirements whenever an employee's assignment changes.

 

Compliance Risks

 

Common risks can arise when companies:

 

• Start the process too late.
• Use outdated regulations.
• Submit incomplete documents.
• Misclassify the employee.
• Fail to verify exemption eligibility.
• Allow an employee to start work before the required authorization is in place.
• Fail to update documentation after a change in assignment.
• Treat immigration and work permits as separate processes.

 

The cost of non-compliance can extend beyond administrative penalties. It can also affect an employee's ability to work, travel, reside in Vietnam or continue an international assignment.

 

A Practical Employer Checklist

 

Before relocating or hiring a foreign employee, employers should consider:

 

1. Identify the role
Determine the employee's position and employment arrangement.

 

2. Determine eligibility
Assess whether a work permit is required or whether an exemption may apply.

 

3. Review documentation
Check qualifications, experience, passport, health and criminal record documentation.

 

4. Plan the timeline
Allow sufficient time for document preparation, application and processing.

 

5. Coordinate immigration
Align work authorization with entry and residence arrangements.

 

6. Consider the family
Assess immigration, housing, school and healthcare requirements for accompanying family members.

 

7. Monitor changes
Review requirements if the employee's role, employer or work location changes.

 

8. Maintain compliance
Keep relevant documentation current throughout the assignment.

 

Working with Professional Support

 

Work permits and immigration involve regulatory requirements that can change over time. Employers operating international assignments should therefore avoid relying solely on previous cases or informal guidance.

 

Professional support can help companies coordinate documentation, timelines and employee requirements while reducing administrative complexity.

 

Jardeon Group and Immigration Support

 

Jardeon Group supports companies and international professionals through Global Mobility and Corporate & Compliance services.

 

Our support can connect work authorization and immigration requirements with other parts of the employee journey, including relocation, temporary accommodation, home search, family support and settling-in.

 

This integrated approach allows companies to manage immigration as part of a broader workforce mobility program rather than as an isolated administrative process.

 

Employing or relocating foreign professionals to Vietnam? Explore the related guides below or contact Jardeon Group to discuss your requirements