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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 operating in Vietnam should be aware of the country’s official public holidays, which are established under the Labour Code and decreed annually by the government. Public holidays in Vietnam reflect the nation’s cultural, historical, and political traditions, combining both national and international observances.
Employees are entitled to fully paid leave on these official holidays. If required to work during a public holiday, employees must receive at least 300% of their normal daily wage, excluding their regular salary for the day (in total, at least 400%), or an alternative paid day off, in accordance with Vietnamese labour law.
Official public holidays in Vietnam
1 January (Thursday)
New Year’s Day.
28 January to 1 February (Wednesday–Sunday)
Tet Holiday (Vietnamese Lunar New Year) (exact dates subject to lunar calendar confirmation).
30 April (Thursday)
Reunification Day.
1 May (Friday)
International Labour Day.
2 September (Wednesday)
National Day
3 September (Thursday)
National Day Holiday (additional day off).
Additional notes for employers
The Tet Holiday is Vietnam’s most important public holiday and often results in an extended break (typically 5–7 consecutive days). Employers should plan staffing and payroll accordingly.
If a public holiday falls on a weekend, employees are entitled to take the following working day off, as announced by the government.
Employers should monitor the official annual holiday announcement issued by the Ministry of Labour, Invalids and Social Affairs (MOLISA) to confirm the exact dates for lunar-based holidays.
By anticipating these holidays and aligning work schedules in advance, employers can ensure smooth operations, compliance with the Labour Code, and improved employee satisfaction.
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.
FAQ's
What statutory leave and time-off entitlements do employees receive in Vietnam?
Employees in Vietnam can receive paid annual leave, public holidays, paid personal leave, sick leave, maternity and paternity leave, and leave to care for a sick child.
Annual leave starts at 12 working days per year for employees in normal working conditions and increases for certain hazardous jobs, employees with disabilities and employees under 18. Vietnam also provides 11 paid public holidays each year.
Sick leave and maternity-related benefits are generally paid through compulsory social insurance rather than as ordinary employer-paid leave. The 2024 Social Insurance Law also covers leave to care for a sick child under seven, subject to the statutory limits. The annual entitlement is generally up to 20 working days for a child under three and 15 working days for a child aged from three to under seven. If both parents participate in compulsory social insurance, each parent may qualify separately.
Employers can provide additional leave through the employment contract, collective agreement or company leave policy in Vietnam.
How many days of paid annual leave are employees entitled to in Vietnam?
Employees in normal working conditions receive at least 12 working days of paid annual leave after 12 months with the same employer.
The entitlement increases to 14 working days for employees under 18, employees with disabilities and employees working in heavy, hazardous or dangerous jobs. Employees doing extremely heavy, hazardous or dangerous work receive 16 working days.
Employees with less than 12 months of service receive leave in proportion to the time they have worked. Vietnam also rewards longer service: employees receive one additional vacation day in Vietnam for every five years with the same employer.
Employees can agree with the employer to take leave in separate periods or combine annual leave for up to three years.
How does sick leave work in Vietnam under the Social Insurance Law 2024?
Employees covered by compulsory social insurance can receive social-insurance sickness Benefit for 30, 40 or 60 working days a year in normal working conditions, based on how long they have contributed to social insurance.
The limits are:
- under 15 years of contributions: 30 days.
- 15 to under 30 years: 40 days.
- 30 years or more: 60 days.
Employees in hazardous work or particularly difficult areas can receive 40, 50 or 70 days respectively. The statutory limits are calculated by calendar year and exclude public holidays and weekly rest days.
For normal sick leave in Vietnam, the social insurance benefit is generally 75% of the salary used for the employee’s social insurance contribution before the absence.
Different rules apply to long-term illnesses and workplace injuries. After exhausting the ordinary annual entitlement, an employee receiving treatment for a disease on the statutory long-term-treatment list may continue receiving sickness benefit. The rate is generally 65%, 55% or 50% of the contribution salary, depending on the employee’s contribution history. Workplace injuries are handled under the separate occupational-accident and occupational-disease regime.
What maternity leave are employees entitled to in Vietnam?
Female employees in Vietnam generally receive six months of maternity leave, but an employee giving birth to her second child can receive seven months from 1 July 2026. For this purpose, Decree 168/2026/ND-CP generally requires the employee to have one living biological child when the subsequent child is born and to satisfy the applicable social-insurance conditions.
Up to two months of the leave can be taken before childbirth. Where an employee gives birth to twins or more, she receives an additional month for each child from the second child onwards. The additional leave for a multiple birth applies on top of the six- or seven-month entitlement that otherwise applies.
Eligible employees receive maternity benefits through compulsory social insurance. The monthly benefit is generally 100% of the average salary used for compulsory social insurance contributions during the six months before maternity leave.
To qualify for the standard maternity benefit, employees generally need at least six months of compulsory social insurance contributions during the 12 months before childbirth, with separate rules for certain pregnancy-related circumstances.
What paternity leave are fathers entitled to in Vietnam?
Fathers covered by compulsory social insurance generally receive between five and 14 working days of paternity leave, with the entitlement increasing for caesarean delivery, premature birth or multiple births.
The standard entitlement is five working days. This rises to seven days where the mother has a caesarean or the baby is born before 32 weeks, 10 days for twins and 14 days where twins are delivered by caesarean. Additional days apply for larger multiple births. For triplets or more, the father generally receives three additional working days for each child from the third onwards. Where a multiple birth of triplets or more is by caesarean delivery, the entitlement is generally 14 working days.
From 1 July 2026, a father whose wife gives birth to their second child can receive 10 working days, subject to the applicable requirements.
Under the 2024 Social Insurance Law, the leave must generally begin within 60 days after the birth.
What paid personal leave are employees entitled to in Vietnam?
Employees in Vietnam receive three days of paid leave for their own marriage, one day for a child’s marriage and three days following the death of certain close family members.
The three-day bereavement entitlement applies when an employee’s spouse, parent, adoptive parent, parent-in-law, child or adopted child dies. The employee must notify the employer when taking this paid personal leave.
Employees are also entitled to one unpaid day for the death of a grandparent or sibling, or the marriage of a parent or sibling.
Additional unpaid leave can be agreed directly between the employee and employer.
These entitlements are separate from statutory annual leave, so employees should not have to use their vacation days in Vietnam for qualifying paid personal leave.
How do public holidays affect annual leave and pay in Vietnam?
Vietnamese employees receive 11 fully paid public holidays each year, and these are separate from their annual leave entitlement.
The statutory holidays include one day for New Year, five days for Lunar New Year, Victory Day, International Labour Day, two days for National Day and one day for the Hung Kings’ Commemoration Day.
If a public holiday falls on the employee’s weekly rest day, the employee receives a compensatory day off on the next working day.
Foreign employees receive the same Vietnamese public holidays plus one day for their own traditional New Year and one day for their national day.
Because public holidays are separate statutory paid days, they should not simply be deducted from the employee’s normal annual leave balance. Employees who work on a public holiday are generally entitled to at least 300% of their normal wage for the hours worked, in addition to the public-holiday pay due to employees paid by the day. Higher rates apply where the work also qualifies as night work or overtime at night.
How do employers manage compliant leave policies in Vietnam?
Employers should build their leave policy in Vietnam around the statutory annual leave levels, social insurance rules and the employee’s length of service and working conditions.
Annual leave is not one fixed number for everyone. HR needs to distinguish employees receiving 12, 14 or 16 days and add another day for every five years of service.
Employers should also separate employer-paid leave from social-insurance benefits. Annual leave and statutory personal leave are paid by the employer, while qualifying sick leave and maternity benefits are generally funded through social insurance.
The annual leave schedule should be set after consulting employees and communicated in advance. Employers also need to account for the specific documentation required when employees claim sickness or maternity benefits through the social insurance system.
What leave entitlement does foreign employees receive in Vietnam?
Foreign employees working under Vietnamese employment contracts generally receive the same Labour Code leave rights as Vietnamese employees, plus two additional paid public holidays.
This means eligible foreign workers receive annual leave of at least 12 working days under normal conditions, paid personal leave and Vietnam’s statutory public holidays. They also receive one additional day for their traditional New Year and one additional day for their national day.
Sickness and maternity benefits require a separate insurance check. Under the Social Insurance Law 2024, foreign employees with a Vietnamese fixed-term employment contract of at least 12 months generally participate in compulsory social insurance, unless an exemption applies. Covered foreign workers can access social insurance benefits on similar terms to Vietnamese employees.
Why should companies use CXC to manage leave in Vietnam?
Companies use CXC to manage leave in Vietnam because local entitlements can change based on service, working conditions, social insurance coverage and whether the employee is Vietnamese or foreign.
Through our Employer of Record service, CXC can manage annual leave, sickness, maternity and other statutory absences as part of the employee’s local employment and payroll administration. This includes keeping track of service-based annual leave increases and the different rules for employer-paid leave and social-insurance benefits.
For foreign employees, our local support can also help determine whether compulsory social insurance applies and which leave benefits follow from that coverage.
CXC has more than 30 years of workforce management experience and supports businesses across 100+ countries, so Vietnam employees can be managed alongside teams in other markets through the same workforce partner.
Speak to our team to learn more about managing leave in Vietnam with CXC.
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