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Annual leave in Vietnam
Paternity and maternity leave in Vietnam
Adoption leave in Vietnam
Other types of leave in Vietnam
Public holidays in Vietnam
Protect your employees and your business
Leave policy in Vietnam
When building a team in Vietnam, offering the right leave entitlements is more than a legal requirement; it is part of creating a supportive and attractive workplace. Local employees are familiar with well-defined leave standards, and they expect employers to respect and follow them.
From paid time off and sick leave to maternity, paternity, and adoption leave, Vietnam’s labour laws are established to protect workers’ health, wellbeing, and family life. Companies that understand and apply these regulations correctly not only stay compliant but also build credibility and trust with their workforce.
A clear, locally aligned leave policy helps set expectations on both sides. It shows employees they can rely on their employer when it matters most during illness, life events, or time away to recharge.
In this guide, we will walk through the key types of leave in Vietnam and how to incorporate them into your employment practices effectively.
Annual leave in Vietnam
Paid leave entitlements are a key consideration when employing staff in Vietnam. Whether you are setting up a new entity or managing a remote workforce, employers must be aware of their statutory obligations for time off, as well as how paid leave affects workforce planning and payroll.
Vietnam’s labour law on annual leave
The Labour Code 2019 outlines the minimum requirements for annual leave in Vietnam. Employees who work under normal conditions are entitled to at least 12 working days of paid annual leave each year. This entitlement increases by one additional day for every five years of continuous service with the same employer.
In practice, some employers choose to offer additional paid time off as part of a competitive benefits package. Any unused annual leave can be carried over to the following year if agreed upon in writing, but employees are typically encouraged to take their leave within the current leave cycle.
Public holidays are separate from annual leave. If a public holiday falls on an employee’s day off, they are entitled to a day off in lieu.
Sick leave in Vietnam
Sick leave provisions are governed by Vietnam’s Social Insurance Law, not directly by employers. Workers who are signed off by a certified doctor can receive sickness benefits from the Social Insurance Fund, not from company payroll. The amount paid is equal to 75% of their salary from the preceding month.
Entitlement depends on years of contribution:
- 30 days per year for those with under 15 years of contributions.
- 40 days for 15–30 years.
- 60 days for more than 30 years.
- Up to 180 days per year for illnesses requiring long-term treatment, as specified by the Ministry of Health.
After 180 days, continued sick leave may still be paid, but at a reduced rate of between 45% and 65% of the worker’s salary.
To access benefits, employees must submit a valid medical certificate within 48 hours of the first day of illness. Sick leave entitlements for foreign workers are typically agreed upon in the employment contract, as local insurance benefits may not apply.
Paternity and maternity leave in Vietnam
Employers in Vietnam must navigate specific regulations around parental leave to ensure compliance and support employee wellbeing. The country’s labour laws set clear provisions for maternity, paternity, and parental leave, including eligibility criteria, leave durations, and payment entitlements. Both local and foreign employees benefit from these protections, though arrangements for expatriates can vary by agreement.
Maternity leave in Vietnam
Female employees are entitled to six months of maternity leave, with up to two months allowed as prenatal leave and the remainder for postnatal recovery. When giving birth to multiples, an additional month is granted. Vietnamese nationals receive maternity leave allowance in Vietnam paid by the Social Insurance Authority at 100% of the average monthly salary used for social insurance contributions over the six months preceding the leave. This payment is capped at 20 times the minimum common salary. For expatriates, payment during maternity leave is typically set by agreement between employer and employee.
Employees must notify their employer at least 15 days before their expected delivery date. To claim maternity subsidies, new mothers must submit hospital discharge papers, the newborn’s birth certificate, and a subsidy application within 30 days after delivery. The system ensures both paid maternity leave and job protection under Vietnam’s labour law maternity leave provisions.
Paternity leave in Vietnam
New fathers are entitled to paternity leave ranging from five to fourteen days, depending on the birth circumstances:
- Five days for natural births.
- Seven days for caesarean sections.
- Ten days for natural twins.
- Fourteen days for twins born by caesarean section.
- An additional three days for each child beyond two.
Payment is provided by the Social Insurance Authority at 100% of the salary earned in the month before leave begins. For foreign employees, payment terms are typically determined by contract.
Best practices for administering parental time off in Vietnam
Employers should clearly communicate parental leave policies and assist employees with required documentation to ensure smooth processing of benefits. Maintaining flexibility and supporting both mothers and fathers through these periods promotes positive employee relations and compliance with Vietnam’s paid maternity leave standards. Understanding the nuances of maternity leave for expats is particularly important for multinational employers managing diverse teams.
By proactively managing parental leave, companies can help employees balance family responsibilities while maintaining workforce productivity.
Adoption leave in Vietnam
Adoption is a significant life event that impacts employees and employers alike. Employers in Vietnam should be aware of the provisions relating to leave entitlements for adoptive parents, as well as the broader legal framework governing adoption. This knowledge helps ensure compliance and supports employees during important family transitions.
Adoption law in Vietnam
The primary legislation governing adoption in Vietnam is the Law on Adoption, enacted in 2010, alongside related regulations. This law establishes clear conditions and procedures for adoption, ensuring the protection of the rights and responsibilities of adoptive parents, biological parents, and adoptees.
Foreign nationals wishing to adopt in Vietnam must satisfy specific criteria, including being at least 20 years older than the child, demonstrating good health, and proving financial and moral suitability. These regulations aim to safeguard the welfare of children and provide a legal framework for domestic and international adoption processes. For further details, refer to the official government resources on adoption law in Vietnam.
Time off for adoptive parents in Vietnam
Vietnamese labour law grants female employees the same leave entitlement for adoption as for maternity. Specifically, adoptive mothers are entitled to six months of leave. If an adoptive mother is taking care of more than one child, she may receive an additional 30 days of leave for each child beyond the first.
This leave period is designed to support the physical and emotional needs of the mother during the adoption process and subsequent adjustment period. Employers should ensure that these entitlements are respected and facilitate the application process so employees can claim appropriate benefits without unnecessary delays.
Though the law does not specify adoption leave entitlements for fathers or adoptive parents who are not biological mothers, employers may consider adopting flexible policies to support all adoptive parents, aligning with best practices in employee welfare.
By being familiar with the requirements of adoption in Vietnam and the associated leave rights, employers can create a supportive workplace environment that respects employees’ family commitments.
Other types of leave in Vietnam
Employers in Vietnam should be familiar with the various forms of employee leave in Vietnam beyond the standard annual and parental leave entitlements. These additional leave types of help address important life events, providing support to employees during significant personal occasions. Being clear on the policies for these leave types can improve workforce satisfaction and ensure compliance with labour regulations.
Vietnam’s paid vacation leave
Beyond the statutory annual leave, Vietnam paid vacation leaves may include time off granted for special occasions or holidays, often negotiated as part of the employment contract or collective labour agreements. While the law sets a minimum of 12 days of annual leave, employers may offer additional paid leave days as part of competitive benefits packages to attract and retain talent.
Marriage leave in Vietnam
Marriage leave is another common entitlement. Employees are typically entitled to up to three days of paid leave for their own marriage, supporting the cultural and social importance of this event. Additionally, one day of paid leave may be granted for the marriage of a child. For other family members such as parents or siblings getting married, employees are usually entitled to one day of unpaid leave. These provisions help employees manage family responsibilities and celebrate important milestones.
Bereavement leave in Vietnam
Bereavement leave is an important benefit to allow employees time to grieve the loss of close family members. Under Vietnamese labour regulations, employees are entitled to three days of paid leave in the event of the death of a spouse, their biological or adoptive parent, their spouse’s parent, or their biological or adopted child. For the death of a grandparent or sibling, one day of unpaid leave should be provided. These provisions recognise the emotional and logistical challenges employees face during such difficult times.
Other employee leave types in Vietnam
In addition to the above, employees may be granted various other types of leave depending on their contract and mutual agreement with employers. These can include unpaid leave for personal matters, leave for study or training, or time off for national service. Foreign employees in particular should check their contracts for specific entitlements, as paid leave for foreigners in Vietnam may vary depending on visa and work permit conditions.
Employers are encouraged to clearly communicate these leave policies to their workforce and maintain flexibility to accommodate employee needs. This approach fosters a positive work culture and helps meet legal obligations.
Public holidays in Vietnam
Employers in Vietnam should carefully plan around public holidays in Vietnam to ensure smooth business operations and compliance with local labour laws. These holidays offer valuable time off for employees while also impacting workforce management, project timelines, and productivity. Being aware of the official holiday schedule helps companies minimise disruptions and align leave policies effectively.
Paid leave and public holidays in Vietnam
The Vietnamese government sets the official calendar for paid leave and public holidays in Vietnam, which includes several major celebrations throughout the year. In 2025, key holidays include:
1 January
New Year’s Day
Lunar New Year (Tet)
the most significant holiday, spans multiple days with several options depending on the working week. For Monday to Friday schedules, companies may choose from January 24 to 30, January 27 to 31, or January 28 to February 3. For those working Monday to Saturday, alternate periods between January 25 and February 1 are possible. Tet holidays provide employees with extended time to celebrate with family, typically involving six to nine days off.
April 7, 2025
Hung Kings Commemoration Day
April 30 to May 2, 2025
Reunification Day and International Labor Day
September 1–2 or September 2–3, 2025
National Day falls in early September
Vietnamese labour law requires employers to grant paid leave on these public holidays. When holidays fall on weekends, companies may arrange compensatory leave days during the week. This ensures that employees receive their full entitlements under paid leave and public holiday in Vietnam regulations.
Working holiday visa in Vietnam
For international visitors, Vietnam offers a working holiday visa Vietnam programme allowing young travellers to live and work temporarily within the country. This visa type enables holders to experience Vietnam’s culture while engaging in short-term employment or internships. Employers interested in hiring individuals on a working holiday visa should verify the visa’s conditions and ensure compliance with local employment laws.
Planning work schedules around public holidays and visa restrictions supports workforce stability and legal compliance. Proactive coordination with employees and clear communication of holiday policies are recommended best practices.
Protect your employees and your business
As an employer in Vietnam, you need to understand your employees rights and entitlements. But keeping up with them can be a lot of work.
When you hire workers with CXC, we will ensure your engagements are in line with all local, national and international employment regulations. That way, your workers will get their benefits they are entitled to, and your business will be protected from risk.
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