Best EOR Service Providers in Vietnam 2026

This guide ranks eight EOR providers for Vietnam using a multi-axis rubric covering entity model, pricing transparency, Labor Code 2019 compliance, onboarding speed, platform experience, and expat support. The full rubric is explained in the comparison section below.

The guide covers both global platforms operating across 150+ countries and local Vietnam specialists with deep in-country compliance depth. Each provider is evaluated on whether it operates through an owned Vietnamese entity or relies on a partner or sub-contractor model, a distinction that directly affects compliance accountability and onboarding speed.

Gloroots is included in this comparison. It operates a global employment platform covering Vietnam. This is not a paid placement. Rankings reflect independent research.

Our Top 8 Picks: Vietnam EOR Comparison 2026

Providers are ranked using six axes: entity model (owned Vietnamese entity vs. partner or sub-contractor), onboarding speed, Labor Code 2019 compliance depth, pricing transparency, platform experience, and expat or work permit support. The scoring rubric is detailed in the rubric section of this guide.

Statutory employer contributions in Vietnam are approximately 21.5% of salary and are additional to EOR fees for all providers unless explicitly stated otherwise by the provider.

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Top 8 Best EOR Platforms in Vietnam

Providers in this comparison are evaluated on six axes: Vietnam statutory compliance depth, entity ownership model, onboarding speed, pricing transparency, expat and work-permit support, and platform capability. Compliance depth and entity model carry the greatest weight, reflecting Vietnam's Labor Code 2019 requirements and the practical risk of partner-dependent employment structures.

All providers are assessed on publicly verifiable criteria and direct research, including review site analysis, platform testing, and published pricing data. Both local Vietnam specialists and global multi-country platforms are represented, giving HR, Finance, and Operations teams a complete view of available options across different scale and budget requirements.

Gloroots

Gloroots is a global employment platform that supports compliant full-time employment across 150+ countries, including Vietnam. It combines Global EOR, Global Payroll, Compliance and Employment Governance, and Benefits and Statutory Coverage under one platform, giving HR and Finance teams centralized workforce visibility across all active markets.

Gloroots operates with predictable, country-specific pricing and provides full cost visibility before onboarding begins. There is no percentage-of-salary pricing model, which makes total employment cost in Vietnam calculable from day one. Vietnam onboarding runs in 3 to 5 working days, subject to document readiness and local registration timelines. Gloroots includes DoLISA work permit management and can sponsor LD visas for foreign hires in Vietnam.

Human-led account support with retained business context means clients work with a consistent team rather than rotating agents. This model supports accurate payroll execution, statutory filings, and employment contract governance without requiring companies to build internal Vietnam HR infrastructure.

Strengths:

• Predictable, country-specific pricing with full cost visibility before onboarding and no percentage-of-salary model, reducing budget uncertainty for Vietnam hires.

• Centralized workforce dashboard covers hiring, payroll, compliance, benefits, and headcount visibility across Vietnam and other active markets from a single platform.

• Human-led account support with retained business context provides consistent governance across the employment lifecycle rather than transactional case handling.

Limitations:

• Gloroots is a newer platform compared to providers with longer Vietnam market histories, and fewer Vietnam-specific public case studies are available to independently validate local performance.

Best for:

Growth-stage and scaling companies that need compliant, entity-free employment in Vietnam with predictable costs and centralized governance across multiple markets.

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Deel

Deel operates a wholly-owned Vietnamese entity, meaning it acts as the direct legal employer without relying on third-party partners. This structure gives companies full compliance accountability under Vietnam's Labor Code 2019, covering employment contract issuance, registration with the Social Insurance Agency, and personal income tax withholding.

Deel auto-generates bilingual employment contracts in both Vietnamese and English, satisfying local labor law requirements for contract language. Real-time compliance monitoring is available through the Deel Compliance Hub, which tracks regulatory changes and flags obligations as they arise. A single monthly platform fee covers all mandatory social insurance, health insurance, unemployment insurance, and trade union contributions.

Statutory employer costs in Vietnam are fixed at approximately 23.5% of salary, covering social, health, and unemployment insurance alongside trade union fees. These costs are additional to the platform fee and are disclosed by Deel directly. Companies should account for this when modeling total employment cost for Vietnam hires.

Strengths:

• Wholly-owned Vietnam entity with no third-party partners, enabling direct labor contract issuance and full compliance control under Vietnam's Labor Code 2019.

• Bilingual (Vietnamese and English) employment contract generation and real-time compliance monitoring via the Deel Compliance Hub.

• Single monthly fee covers all mandatory social insurance, health insurance, unemployment insurance, and trade union contributions.

Limitations:

• Statutory employer costs of approximately 23.5% of salary are additional to the platform fee, which increases total employment cost beyond the headline price.

Best for:

Companies that want a self-serve dashboard, strong platform capabilities, and a wholly-owned Vietnam entity for direct compliance control.

Remote

Remote covers Vietnam as part of its global EOR network spanning 90 or more countries. Available research confirms Remote operates through owned entities across its supported markets, though Vietnam-specific entity ownership is not explicitly confirmed in the sources reviewed for this comparison. Companies should verify Vietnam entity status directly with Remote before contracting.

Remote is recognized as one of the strongest performers on pricing transparency in a six-axis Vietnam-focused EOR rubric, contesting that dimension alongside Teamed. This makes it a practical option for Finance and HR teams that require full cost visibility before committing to a Vietnam employment program.

Remote charges $699 per employee per month for standard EOR services. Onboarding is managed by a dedicated onboarding specialist, with timelines varying by country. The platform covers payroll, benefits, compliance, IP protection, and workforce management from a single interface.

Strengths:

• Recognized as one of the strongest performers on pricing transparency in a Vietnam-focused six-axis EOR rubric, giving Finance teams clear cost visibility.

• Dedicated onboarding specialist assigned per engagement, supporting structured employee activation in Vietnam.

Limitations:

• Vietnam-specific entity ownership is not explicitly confirmed in the sources reviewed for this comparison. Buyers should verify directly with Remote whether Vietnam is covered via an owned entity or a partner arrangement.

• 90-country EOR coverage is narrower than some global competitors, which may limit scalability for companies expanding into markets outside Remote's footprint.

Best for:

Technology companies and compliance-focused teams that prioritize pricing transparency and a structured onboarding process for Vietnam hires.

RemoFirst

RemoFirst is a global EOR provider covering 185+ countries, including key APAC markets. It offers flat-rate pricing starting at $199 per full-time employee per month and $25 per contractor per month, making it one of the more cost-accessible options for companies hiring in Vietnam.

RemoFirst handles payroll, tax filings, statutory benefits, visa and work permit applications, background checks, and equipment shipping. Its platform is designed to keep compliance straightforward for startups and small to mid-size businesses that do not need a heavily integrated HR tech stack.

third-party partner model (in-country partners handle local legal and payroll infrastructure); onboarding typically takes 1–3 business days in most locations, though Vietnam-specific timelines should be confirmed directly with RemoFirst

Strengths:

• Flat-rate pricing from $199 per employee per month provides cost predictability for budget-conscious teams hiring in Vietnam and across APAC.

• Covers visa and work permit applications as part of its service scope, supporting foreign national hires in Vietnam where work authorization is required.

• 185+ country coverage with a centralized platform managing payroll, tax, statutory benefits, and compliance reduces vendor complexity for multi-market teams.

Limitations:

• RemoFirst currently offers fewer HRIS integrations than some larger providers, though integrations with BambooHR and ADP Workforce Now have been announced.

• partner-entity delivery model applies (RemoFirst uses in-country partners for local legal and payroll infrastructure)

Best for:

Startups and small to mid-size businesses seeking compliant Vietnam and APAC hiring at a predictable flat rate without overcomplicating their HR technology stack.

Oyster

Oyster is a global EOR platform covering 120+ countries, including Vietnam. It is positioned for companies that need combined full-time employee management and contractor support within a single compliance-focused platform.

Oyster was evaluated among eight EOR providers on a Vietnam-specific six-axis rubric covering Labor Code 2019 compliance, pricing transparency, coverage, platform capability, service model, and path to entity. Its standard pricing is $699 per employee per month, with country-specific statutory and benefit costs applied on top.

Oyster delivers Vietnam EOR through a wholly owned entity. Oyster states an EOR onboarding timeline of approximately 48 hours for Vietnam, with immigration services offered as an add-on via immigration partners, not included in the core EOR service scope.

Strengths:

• Oyster covers 120+ EOR countries and was included in a Vietnam-focused evaluation rubric assessing Labor Code 2019 compliance, pricing transparency, and platform capability.

• The platform supports both full-time employees and contractors within one system, reducing vendor complexity for companies managing mixed workforce types in Vietnam.

• Free contractor management for up to two contractors reduces initial cost barriers for companies making early-stage Vietnam market entries.

Limitations:

• At $699 per employee per month, Oyster sits at the higher end of Vietnam EOR pricing reviewed in this comparison, which may limit fit for cost-sensitive teams.

Best for:

Companies that need a combined full-time EOR and contractor management platform for Vietnam, particularly those with an ethical employment focus and mixed workforce structures.

Pebl

Pebl, formerly Velocity Global, is a global EOR provider covering 185+ countries, including Vietnam. It is positioned for companies expanding into emerging markets that require flexible solutions for complex compliance regions.

Pebl's platform covers employment, payroll, benefits, compliance, and immigration support. Pricing starts at approximately $599 per employee per month. The company operates a local entity in Vietnam (Velocity Global Vietnam Limited Liability Company). Onboarding is as fast as 48 hours globally; Vietnam-specific onboarding timeline not publicly disclosed. Immigration support includes visa and permit management. G2 rating: 4.6/5

Pebl provides dedicated support and access to global HR specialists across its network. Its broad country footprint makes it a candidate for companies that need a single provider across multiple emerging markets alongside Vietnam.

Strengths:

• Covers 185+ countries, giving companies a single EOR provider for Vietnam and other emerging markets in the same region or globally.

• Flexible solutions for complex compliance regions suit companies entering Vietnam where statutory employer costs and Labor Code obligations require careful management.

Limitations:

• Onboarding speed for Vietnam is not publicly listed in researched sources, making it difficult to benchmark against providers that publish specific timelines.

Best for:

Companies expanding into Vietnam and other emerging markets that need a single global EOR provider with flexible compliance coverage across 185+ countries.

AYP Group

AYP Group is an APAC-focused EOR provider referenced among top local Vietnam EOR options. It operates in one of Southeast Asia's fastest-growing economies, where Vietnam's workforce exceeds 51 million and GDP growth exceeded 7% in 2024.

Direct entity ownership across major APAC markets, with Vietnam listed among AYP’s 13 APAC markets. AYP sponsors and renews Vietnam work permits and Temporary Residence Cards as part of its EOR service. No G2 rating published; AYP Group has 0 reviews on G2. AYP’s Vietnam EOR runs payroll and handles Social Insurance, Health Insurance, Unemployment Insurance contributions, and Personal Income Tax withholding and remittance.

AYP Group's regional focus positions it as a specialist for companies hiring across APAC who want depth in Southeast Asian markets rather than a broad global generalist platform.

Strengths:

• Regional APAC specialization gives companies hiring across Southeast Asia a provider with concentrated market knowledge rather than a globally distributed model.

• Vietnam market context: AYP Group operates in a high-growth economy with a 51-million-strong workforce, supporting companies that need a locally informed employment partner.

Limitations:

• Public sources reviewed did not document a provider-specific limitation.

Best for:

Companies hiring across APAC who want regional specialist depth in Southeast Asian markets, including Vietnam.

What Are the Key Services of an EOR in Vietnam?

Vietnam's Labour Code 2019 and Decree 145/2020 define the statutory baseline that all EOR services must cover, including employment contracts, payroll, social insurance, and tax filings.

A qualified EOR in Vietnam manages the full employment lifecycle on behalf of the client company. Core services include contract drafting, payroll processing, personal income tax withholding, and statutory insurance registration and contributions.

Labour-leasing, known in Vietnamese law as cho thue lai lao dong, is a distinct regulated structure separate from standard EOR employment. It requires a separate operating licence and carries its own compliance obligations under Vietnamese law.

Employment Contracts and Local Compliance

Vietnam's Labour Code 2019 requires employment contracts to be issued in both Vietnamese and English. Decree 145/2020 specifies the mandatory terms each contract must include, covering job title, workplace, salary, working hours, and social insurance obligations.

Contracts fall into two categories: definite-term contracts, which run for up to 24 months and may be renewed once, and indefinite-term contracts. Terminating an indefinite-term contract requires 45 days' written notice.

Probation periods vary by role. Enterprise managers may serve up to 180 days. University-graduate roles carry a maximum of 60 days. Intermediate and technical roles are capped at 30 days, and all other roles at 6 days.

Payroll and Tax Administration

Vietnam's payroll obligations are fixed by statute. Employers contribute 17.5% for Social Insurance, 3% for Health Insurance, and 1% for Unemployment Insurance, totalling approximately 21.5% of gross salary on the employer side.

Employees contribute 8% for Social Insurance, 1.5% for Health Insurance, and 1% for Unemployment Insurance, a combined 10.5% deducted from gross pay each month. Where applicable, a trade union fund obligation of 2% of payroll also applies to the employer.

Personal Income Tax follows a progressive schedule from 5% to 35%. Late PIT filings carry penalties of $577 (VND 15,000,000) to $961 (VND 25,000,000). For a worked cost example showing how these rates combine into a total employment cost, see the cost calculator section of this guide.

Benefits Administration

Vietnam's Labor Code sets a baseline of 12 days of paid annual leave per year. Employees gain one additional day for every five years of service with the same employer. Public holidays total 11 days per year.

Mandatory health insurance coverage applies to all employees and is administered through the statutory contribution system. A 13th-month bonus is not legally required in Vietnam, but it is standard market practice. A qualified EOR should advise on local norms to keep compensation packages competitive.

Supplementary private health insurance is a common employer-provided benefit in Vietnam's competitive talent market. Companies hiring through an EOR can offer this benefit without building a local HR function to administer it.

Employee Onboarding

Every new hire in Vietnam requires registration with the Social Insurance Agency and the Tax Department, where the employee receives a Personal Income Tax code. Employment contracts must be executed in both Vietnamese and English to satisfy local labor law requirements.

Standard onboarding for local hires takes 5 to 10 business days. Some providers advertise 48-hour activation for straightforward cases. Foreign hires require additional processing: work permits under Decree 152/2020 typically take 15 to 30 business days, depending on documentation completeness and provincial authority workload.

• Social Insurance Agency registration for each new hire

• Tax Department registration and PIT code issuance

• Bilingual contract execution in Vietnamese and English

• Work permit processing for foreign nationals under Decree 152/2020

Ongoing HR Support

Vietnam's Labour Code 2019 sets out formal dispute resolution procedures, and a capable EOR provides escalation support when labour disputes arise, helping employers respond within the required statutory timeframes.

Compliance monitoring covers annual minimum wage adjustments, decree updates, and trade union obligation management where applicable. Employers with 10 or more employees may be subject to trade union contribution requirements, which the EOR tracks and remits on the client's behalf.

Annual Personal Income Tax finalization filings are mandatory in Vietnam. The EOR prepares and submits these filings for each employee, reducing the risk of late-filing penalties and keeping payroll records aligned with Tax Department requirements throughout the year.

Employee Offboarding

Notice period requirements in Vietnam depend on contract type. Indefinite-term contracts require 45 days' notice. Definite-term contracts of 12 to 36 months require 30 days. Contracts under 12 months require 3 days.

Employers must pay severance to employees with 12 or more months of tenure. The obligation is 0.5 months' salary per year of service, funded directly by the employer rather than the social insurance fund.

Upon termination, the employer must hand over the employee's social insurance book. The employer is also required to complete personal income tax finalization for the departing employee before offboarding is considered complete.

How to Hire Through an EOR in Vietnam

Hiring through an EOR in Vietnam does not require a company to establish a local legal entity. The EOR acts as the legal employer and must hold a valid Vietnamese business registration to operate compliantly in the country.

When evaluating providers, the owned-entity versus partner-entity distinction matters. An EOR that operates its own Vietnamese entity takes direct responsibility for labor contracts, social insurance registration, and tax filings. A provider using a local partner introduces an additional layer between the client and compliance execution.

Foreign employees hired through an EOR in Vietnam require a work permit under Decree 152/2020. The EOR typically manages the work permit application as part of the onboarding process, reducing the administrative burden on the hiring company.

Selection and Setup

Before signing with any EOR for Vietnam, confirm the provider operates through a locally registered Vietnamese entity. A TNHH (limited liability company) or CTCP (joint-stock company) structure indicates the EOR employs your staff directly under Vietnamese law rather than through a third-party intermediary.

Verify that the EOR manages all statutory contributions in-house: social insurance at 17.5%, health insurance at 3%, unemployment insurance at 1%, and the trade union fund. These must be handled without outsourcing to a local payroll bureau.

Confirm the provider's onboarding timeline SLA for Vietnam-based hires. If you plan to hire foreign nationals, ask specifically whether the EOR supports work permit applications under Decree 152/2020.

Review the pricing model carefully. Flat-fee structures offer more predictable costs than percentage-of-salary models. Clarify what is included, such as contracts, payroll, and statutory filings, and what carries an additional charge. Cross-reference your findings against the buyer due diligence checklist later in this guide before making a final decision.

Onboarding and Compliance

Once you select an EOR, the onboarding process for a local Vietnamese employee typically runs five to ten business days. The EOR issues a bilingual employment contract in Vietnamese and English, covering all mandatory terms under Vietnam's Labor Code 2019.

The EOR then registers the employee with the Social Insurance Agency and the Tax Department, obtaining a personal income tax code for the individual. First payroll is processed with correct withholdings for social insurance, health insurance, unemployment insurance, and personal income tax.

For foreign nationals, the EOR initiates a work permit application under Decree 152/2020. Processing takes fifteen to thirty business days, so factor this timeline into your hiring plan before the employee's intended start date.

Confirm with your EOR that each of these steps is handled in-house and that registration confirmations are shared with you directly. Gaps in any step create compliance exposure under Vietnamese labor law.

What Are the Benefits of Using an EOR in Vietnam?

Using an EOR in Vietnam delivers two primary advantages: speed to market and continuous compliance with local labor law. Vietnam's growing FDI environment, which attracted US$36.6 billion in registered foreign investment in 2024, means companies face real competitive pressure to hire quickly and correctly.

An EOR removes the need to register a Foreign-Invested Enterprise before making a first hire. FIE registration typically takes three to six months and carries registered capital requirements. An EOR bypasses that process entirely, letting companies employ workers in Vietnam under a compliant legal structure from day one.

Faster Market Entry

An EOR enables a company to place its first hire in Vietnam in five to ten business days. Registering a Foreign-Invested Enterprise through the Department of Planning and Investment takes three to six months by comparison.

FIE registration requires two separate government certificates: an Investment Registration Certificate and an Enterprise Registration Certificate. Both must be approved before a company can legally employ staff under its own entity.

An EOR also removes the registered capital requirement that applies to direct entity setup. Companies can enter the Vietnam market, hire talent, and run compliant payroll without committing capital to a local legal structure they may not need long term.

Reduced Compliance Risk

Vietnam's Labour Code 2019 and Decree 145/2020 impose strict obligations on employers. Incorrect social insurance, health insurance, or unemployment insurance contribution rates trigger penalties. Late personal income tax filings carry fines of $577 (VND 15,000,000) to $961 (VND 25,000,000) per violation.

An EOR absorbs these compliance liabilities directly. It registers employees with the Social Insurance Agency, applies correct contribution rates, and files personal income tax returns on schedule. Non-compliant contract terms are replaced with fully compliant employment agreements.

Providers operating an owned-entity model reduce risk further. When a single entity holds the employment relationship, there is no partner handoff between the EOR and a local sub-contractor, which removes a common source of compliance gaps.

Simplified Payroll Administration

Vietnam payroll involves multiple moving parts. Employers must calculate social insurance at 17.5%, health insurance at 3%, and unemployment insurance at 1% of salary, plus a 2% trade union fund contribution. Personal income tax applies on a progressive scale from 5% to 35%, with an annual PIT finalization filing required.

An EOR manages all of these calculations, filings, and disbursements. Employees receive salaries in Vietnamese dong. Distributed teams can receive payment in other currencies through the same payroll run.

Companies avoid the need for local payroll software, Vietnamese-language tax filing capability, or dedicated in-country accounting staff. Payroll governance sits with the EOR, not with the client's internal team.

Access to Local Benefits

An EOR in Vietnam administers all mandatory statutory benefits on behalf of the employer. These include Social Insurance, Health Insurance, and Unemployment Insurance, along with 12 days of annual leave (increasing by one day for every five years of service) and 11 public holidays.

Vietnam's competitive talent market also makes supplementary benefits standard practice. Private health insurance, a 13th-month bonus, and meal and transport allowances are common additions that employers use to attract and retain skilled workers.

An EOR provides access to locally benchmarked benefits packages without requiring internal HR expertise. Companies can offer compliant, competitive compensation from day one without building a dedicated local HR function.

Lower Entity Setup Costs

Registering a Foreign Invested Enterprise (FIE) in Vietnam involves legal fees, registered capital requirements, ongoing accounting and audit obligations, and local HR staffing costs. These variable expenses accumulate before a single employee is paid.

EOR fees in Vietnam typically range from $350 to $599 per employee per month. That cost is predictable and covers payroll, compliance, contracts, and benefits administration. Entity compliance costs, by contrast, vary with headcount, regulatory changes, and audit cycles.

At approximately 10 to 20 employees, establishing a local entity may become more cost-effective than continuing with an EOR. For teams below that threshold, EOR delivers lower total cost with faster market entry. For a detailed breakdown of when each model makes financial sense, see the employer of record cost comparison section of this guide.

More Flexible Workforce Scaling

An EOR lets companies scale headcount in Vietnam quickly without a proportional increase in compliance overhead. Adding employees does not require new filings, entity amendments, or local HR infrastructure.

Where a provider supports it, contractors can convert to full-time employees within the same platform. This reduces administrative complexity as Vietnam teams grow from project-based to permanent arrangements.

Exiting the Vietnam market is also faster under an EOR model. Winding down a Foreign Invested Enterprise (FIE) typically takes six to twelve months. EOR employment ends without that process, reducing both cost and timeline. EOR for startups entering Vietnam can scale up or down without committing to entity infrastructure.

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How to Find the Right EOR for Vietnam ?

Choosing the right EOR for Vietnam requires applying criteria that reflect the country's specific employment rules, not just a provider's global feature set. Generic EOR evaluation frameworks miss the details that matter most in Vietnam.

The six-axis rubric used to rank providers in this guide covers: Labor Code 2019 compliance depth, pricing transparency, country coverage, platform experience, service model, and path to entity. Each axis carries weight, but three criteria should be weighted more heavily for Vietnam specifically: the entity model (owned versus partner), statutory compliance depth (social insurance, PIT filings, union contributions), and expat support (work permits, visa processing).

A provider that scores well on platform experience but uses partner entities in Vietnam introduces compliance risk that a self-serve dashboard cannot offset. Prioritize providers with direct Vietnam presence and documented statutory coverage before comparing pricing or integrations.

Local Compliance Expertise

A qualified Vietnam EOR must handle statutory contributions accurately. Employer-side obligations total 23.5% of salary, covering Social Insurance (17.5%), Health Insurance (3%), Unemployment Insurance (1%), and the trade union fund (2%).

Providers should demonstrate working knowledge of Vietnam's Labour Code 2019, including contract types, probation rules, and termination procedures. Annual Personal Income Tax finalization filings are a mandatory obligation, and delays carry penalties of $577 (VND 15,000,000) to 25,000,000.

For companies placing staff through labour-leasing arrangements, Decree 145/2020 restricts this model to 20 permitted industries, caps assignments at 12 months, and requires a $76,867 (VND 2 billion) deposit with the Department of Labour, Invalids and Social Affairs. Confirm that your EOR has direct registration experience with the Vietnamese Social Insurance Agency and Tax Department.

Clear Service Scope

Before signing with any Vietnam EOR, confirm exactly what the monthly fee covers. Statutory contributions, Social Insurance, Health Insurance, Unemployment Insurance, and the trade union fund, are sometimes included in the quoted fee and sometimes passed through as separate line items.

Work permit processing for foreign hires is frequently an add-on rather than a standard inclusion. Annual PIT finalization is another item that varies by provider. Ask for written confirmation on both points before contract execution.

Review the minimum contract term and the exit clause. Providers that quote custom pricing should supply a written scope of services before any agreement is signed. A clear, itemized scope protects against unexpected costs and compliance gaps once employment begins.

Support Model

Vietnam-specific support quality depends on three factors: Vietnamese-language capability, in-country presence, and a clear escalation path for labour disputes under the Labour Code 2019.

Providers with staff in Hanoi or Ho Chi Minh City can resolve employee queries faster than remote-only teams. Vietnamese-language support reduces friction for local employees filing insurance claims or raising payroll questions.

Labour disputes in Vietnam follow a defined procedure under the Labour Code 2019, requiring conciliation before arbitration or court. An EOR must have a documented escalation process that maps to these steps. Response time SLAs for compliance queries should be confirmed in writing before signing any service agreement.

Technology and Reporting

Vietnam payroll reporting requires monthly outputs in Vietnamese dong, covering social insurance, health insurance, and unemployment insurance contributions alongside personal income tax withholding reports.

Providers that integrate with ADP or local Vietnamese accounting systems give enterprise finance teams consolidated visibility across payroll runs. Talentnet, for example, offers ADP-integrated payroll for multi-country consolidation, which suits multinationals managing Vietnam alongside other markets.

Real-time compliance monitoring reduces the risk of late personal income tax filings, which carry penalties of $577 (VND 15,000,000) to $961 (VND 25,000,000) under Vietnamese tax regulations. Deel's Compliance Hub is one example of this capability. Bilingual document generation in Vietnamese and English supports both local employees and global HR teams reviewing employment records.

Scalability for Your Hiring Plans

A scalable EOR in Vietnam must handle both local Vietnamese hires and foreign expat employees under the same contract framework, without requiring separate vendor arrangements for each worker type.

Multi-city coverage matters. Companies hiring across Hanoi, Ho Chi Minh City, Da Nang, and Vietnam's industrial zones need a provider that can execute payroll and compliance consistently across all locations, not just the two major metros.

As headcount grows, the cost crossover point between EOR and direct entity setup becomes relevant. Look for a provider that offers entity setup transition support when that threshold approaches. For companies expanding across Southeast Asia, APAC multi-country management capability reduces the need to manage separate regional vendors. EOR for mid-market companies covers how these scalability considerations apply at different growth stages.

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Why Gloroots Is a Strong EOR Partner in Vietnam ?

Gloroots runs compliant employment in Vietnam through its Global Employer of Record service, covering payroll, personal income tax withholding, and social insurance, health insurance, and unemployment insurance administration. Employment contracts are issued in compliance with Vietnam's labor law requirements.

Pricing is predictable and country-specific. Gloroots does not use a percentage-of-salary model. Vietnam pricing is published before onboarding begins, giving Finance teams full cost visibility from day one. You can review Gloroots pricing directly to confirm the Vietnam-specific rate.

Gloroots operates as a Global EOR provider, not through a patchwork of local partner entities. Its four service pillars cover Global EOR, Global Payroll, Compliance and Employment Governance, and Benefits and Statutory Coverage. These run together under one platform, giving HR and Operations teams centralized workforce visibility across all active markets.

Onboarding in Vietnam targets three to five working days, subject to document readiness and country-specific requirements. That timeline applies to standard full-time employment engagements.

• Compliant Vietnam payroll with personal income tax withholding and statutory insurance contributions

• Bilingual employment contracts aligned with Vietnam's Labor Code requirements

• Predictable, country-specific pricing with no percentage-of-salary fees

• Centralized platform covering payroll, compliance, benefits, and workforce visibility

• Human-led account support with retained business context across your Vietnam headcount

To confirm Vietnam-specific pricing and onboarding timelines for your hiring plan, visit Gloroots EOR services or review the EOR for enterprises page if you are scaling a larger Vietnam team.

FAQs About the Best EOR in Vietnam

How does an EOR work in Vietnam?

An Employer of Record in Vietnam acts as the legal employer on behalf of a foreign company. The EOR holds a valid Vietnamese business registration and takes on full responsibility for employment contracts, payroll processing, personal income tax withholding, and statutory contributions covering social insurance, health insurance, and unemployment insurance under Vietnam's Labour Code 2019.

The client company retains day-to-day direction of the employee's work. The EOR manages all legal and administrative obligations in Vietnam. This arrangement means the client does not need to register a Vietnamese legal entity to employ staff in the country. For more detail on how this model operates globally, see how does EOR work.

What does an EOR cost in Vietnam?

Global EOR platforms typically charge between $350 and $599 per employee per month for Vietnam. Local specialists often use custom pricing that requires a direct inquiry.

Statutory employer contributions are additional to the EOR fee. These include Social Insurance (17.5%), Health Insurance (3%), and Unemployment Insurance (1%), totaling approximately 21.5% of gross salary. A trade union fund contribution of 2% may also apply.

For a worked example: an employee earning $1,153 (VND 30,000,000) per month gross incurs employer statutory contributions of approximately 21.5% of that amount, plus the monthly EOR fee. Total employer cost in USD depends on the prevailing exchange rate and the specific EOR provider's Vietnam pricing. Providers using custom pricing require direct contact for a quote. For a broader view of employer of record cost factors, see Gloroots' dedicated guide.

When should a company use an EOR in Vietnam?

An EOR is appropriate when a company wants to test the Vietnam market without committing to entity registration. It suits teams hiring between one and ten employees, where the cost and time of setting up a Foreign-Invested Enterprise (FIE) outweigh the benefits.

EOR also fits companies that need speed to hire, or that lack local HR and legal expertise to manage Vietnam's Labor Code requirements independently.

At approximately 10 to 20 employees, FIE setup may become more cost-effective than ongoing EOR fees. Companies that anticipate exiting Vietnam also benefit from EOR: winding down an EOR arrangement is significantly less complex than dissolving a registered FIE. For companies evaluating EOR for startups or EOR for small business, entity-free employment reduces both entry and exit risk.

Can an EOR hire both local and foreign employees in Vietnam?

Yes. An EOR can employ both Vietnamese nationals and foreign employees in Vietnam under a single employment structure.

Foreign employees require a work permit (Giay phep lao dong) under Decree 152/2020/ND-CP. Exemptions exist for certain roles, and a qualified EOR should handle exemption applications where applicable. Temporary Residence Card processing is typically included as part of the work permit service, and an LD-class visa may be required for initial entry.

Not all EOR providers offer work permit support for foreign hires in Vietnam. Buyers should confirm this capability directly with any provider before signing a contract.

How do I choose the right EOR in Vietnam?

Use a structured checklist when evaluating providers. The selection criteria section of this guide covers each point in detail.

• Does the provider hold a verified Vietnamese limited liability company (TNHH) or joint-stock company (CTCP) registration?

• Do they manage social insurance, health insurance, unemployment insurance, and trade union contributions in-house?

• What is the guaranteed onboarding timeline for Vietnam-based employees?

• Do they support work permit applications for foreign hires in Vietnam?

• Is pricing a flat monthly fee or variable, and what costs are included?

• What is their escalation process for Vietnamese labour disputes?

• Do they offer entity setup transition support if you later decide to open a local entity?