Vietnam Work Permit Under Decree 393/2026: Answer-First Guide for Chinese Employers (Effective December 5, 2026)

Decree 393/2026/ND-CP, signed on October 20, 2026, takes effect in Vietnam on December 5, 2026 and governs work permits and work permit exemption confirmations for foreign workers, including Chinese nationals. The employer, not the employee, files the application. Law firm summaries report that it replaces Decree 219/2025, that permits run up to two years with one extension, and that earlier permits and earlier-filed applications are not cut off. Official government pages confirm exemptions for owners or board members with at least VND 3 billion in contributed capital and for qualifying intra-corporate transfers. Whether an EOR can be the named employer is not confirmed. Treat it as a question for Vietnamese counsel.

Table of Contents

1. The Direct Answer: What Chinese Employers Need to Know
2. Decree 393/2026 at a Glance: Status, Dates and What It Replaces
3. Who Applies: The Employer Files, and the Permit Is Tied to It
4. The Four Worker Categories: Managers, Executive Directors, Experts and Technical Workers
5. Work Permit Exemptions: What Is Officially Confirmed
6. The 90-Day Short-Term Rule and Why It Is Not a Free Pass
7. Intra-Corporate Transfers for Chinese Groups With a Vietnamese Presence
8. The Foreign Worker Restriction and the EOR Question
9. Transition Rules: Existing Permits and Pending Applications
10. How Knit Supports EOR and Work Visa Hires in Vietnam
11. A Pre-December 5 Planning Checklist for Chinese Employers
12. Illustrative Scenario (Hypothetical, Not a Real Client)
13. Frequently Asked Questions
14. Glossary of Key Terms
15. About Knit
16. Related Reading

1. The Direct Answer: What Chinese Employers Need to Know

Vietnam is replacing its foreign worker rules on December 5, 2026, and the change reaches every Chinese company that places or hires Chinese nationals in Vietnam. Chinese nationals are foreign workers under Vietnamese law, so the same permit rules apply to them as to any other foreign passport holder. There is no special Chinese track.

Here is the short version, followed by the detail in the sections below.

• The instrument. Decree 393/2026/ND-CP of the Government, titled "Regulations on foreign workers working in Vietnam." It was signed on October 20, 2026 and takes effect on December 5, 2026, according to the official Government portal entry for the decree.
• What it replaces. Law firm and advisory summaries say it replaces Decree 219/2025/ND-CP. The official portal entry we reviewed does not state this on its face, so confirm the repeal wording in the signed text.
• Who files. The employer prepares and submits the dossier. Provincial People's Committees are reported as the competent authorities.
• What is exempt. The Government's own news summary lists 18 exemption categories. Two matter most to Chinese companies: foreign owners or board members with contributed capital of VND 3 billion or more, and intra-corporate transfers in the 11 service sectors covered by Vietnam's World Trade Organization (WTO) commitments.
• Short stays. Short-term work is an exempt category, but the official summary warns that a work permit is still needed if hiring, use of labor or wage payment arises. A 90-day cumulative cap is reported in the earlier decree and in advisory summaries of the new one.
• The open question. Secondary summaries report a restriction on outsourcing foreign workers. Whether an EOR can be the named employer on a permit is not confirmed by any official page we reviewed. It needs Vietnamese counsel.
• Transition. Advisory summaries report that valid permits remain usable until expiry and that applications filed before December 5 continue under the old rules. Confirm this in the signed text.

A note on how we verified this article. We read the official Government portal pages listed in section 2. The signed decree is published there as a PDF, but we could not machine-read its text during our review. Article-level detail below therefore comes from official news summaries where possible and is labeled as reported by law firms or advisers where it is not. Nothing here replaces reading the signed decree and asking Vietnamese counsel.

2. Decree 393/2026 at a Glance: Status, Dates and What It Replaces

The table below separates what an official page confirms from what only secondary sources report. We use this split throughout the article.

Two points about reading this table.

The dates are firm, the rest needs the signed text. The number, title, signing date and effective date appear on the Government's own portal. The validity, filing and processing figures come from law firm summaries. They agree with each other on the headline numbers, but they are still summaries.

Some summaries contain inconsistencies. One English summary we read cites different Labor Code clauses in its scope article and its exemption article, and another mixes working days and calendar days in describing the extension filing window. We do not repeat those figures as fact. Where a number appears only in a single summary or the summaries disagree, we say so.

For context on the instrument being replaced, the Government's English news service explained the Decree 219/2025 rules on work permits for foreign workers when they were issued in August 2025. That page describes the employer-led dossier, a decision within ten working days and a refusal explanation within three working days. It is the right background for any permit filed before the new decree starts.

3. Who Applies: The Employer Files, and the Permit Is Tied to It

The applicant is the employer. The Government's English summary of Decree 219 says the employer submits the dossier, including a written request explaining why a foreign worker is needed. Law firm summaries of Decree 393 describe the same employer-led filing, with a dossier lodged before the expected start date. The foreign worker supplies personal documents, but does not file alone.

This matters for Chinese companies for three reasons.

1. The permit is linked to a specific employment basis. Secondary summaries report that the permit's duration follows its basis, such as the labor contract term, a sending document or a partner contract term, and may not exceed two years. In practical terms the permit follows a defined employment or assignment arrangement, not the person in general.

2. The employer must exist in Vietnam, or the work must fit a recognized category. A Chinese company with no Vietnamese entity cannot simply file for its own staff. It needs a recognized working arrangement, such as a Vietnamese subsidiary or commercial presence, an intra-corporate transfer into one, or another category the decree covers. This is the point where EOR questions arise, and section 8 deals with them.

3. The competent authority is provincial. The decree is reported to give authority to the People's Committee of the province where the employer, or its branch, office or work site, is located. Where one employer uses the same worker in several provinces, the province of its head office is reported to be the authority, and provinces may delegate. Confirm local practice with the province you are filing in.

Documents. Based on a provincial government legal portal's summary of the new decree and the Government's summary of Decree 219, expect a dossier along these lines:

• A written justification of the need for the foreign worker, including the position and occupation details.
• A valid passport.
• A criminal record certificate. A provincial portal summary says employers need not submit one where the judicial record database can be queried online.
• Evidence of qualifications and experience for the relevant category.
• Evidence of the working arrangement, such as a labor contract, an assignment letter from the foreign employer or a service contract.
• A health certificate, although summaries report it is not required for certain extensions.

Foreign-issued documents other than the passport generally need consular legalization, unless an exemption applies, and must be translated into Vietnamese with the translation certified. For Chinese-issued documents, ask Vietnamese counsel which legalization route applies, because the route depends on treaty arrangements that can change.

Why this is a CFO and HR head issue. A permit dossier names an employer. If that employer is a Vietnamese subsidiary of your group, your own team controls the inputs. If it is a third party, you depend on that party for filings, renewals and reports. Decide who the named employer is before any candidate resigns or travels.

4. The Four Worker Categories: Managers, Executive Directors, Experts and Technical Workers

Vietnam's permit system sorts foreign workers into four position categories. A provincial government portal summary of Decree 393 lists them as managers, executive directors, experts and technical workers, each with defined qualification or experience conditions. The decree's Article 4 is reported as the source of these definitions.

Reported changes from the earlier decree come from advisory summaries and are not confirmed on an official page:

The technical worker point is the one most likely to affect Chinese manufacturers, engineering firms and installation teams, because many assignments abroad use skilled technicians rather than managers. One advisory summary says a technical worker with three years of experience might still satisfy the general requirements, but will not be treated as an intra-corporate transfer. Another says technical workers must now fit the expert category if they want reissuance or an extension. The summaries do not fully agree, so each technician's category should be tested against the signed text before a transfer is planned.

Occupation detail. One advisory summary reports that job descriptions need five-digit occupation codes under the new rules, replacing three-digit codes. Another reports a criminal record certificate becoming mandatory for some applications. Neither point is confirmed on an official page we reviewed. Both are worth asking Vietnamese counsel about when preparing a dossier.

What to do now. Map every current and planned Chinese national in Vietnam to one of the four categories, record the qualification evidence for each one, and flag anyone in the technical worker group whose permit expires after December 5, 2026.

5. Work Permit Exemptions: What Is Officially Confirmed

The Government's own news summary, published on October 21, 2026, is the most useful official source we found for exemptions. It lists 18 numbered categories. We summarize the ones that matter to Chinese employers and flag where the official page is silent.

The VND 3 billion point, settled. An English-language summary we reviewed was inconsistent on whether the threshold meant "below" or "above" VND 3 billion. The Vietnamese text on the Government's own news page reads "from 3 billion dong and above," which means at least VND 3 billion. We follow that wording. If you rely on this exemption, confirm with counsel how the amount is measured and what proof the province wants.

A confirmation is still a procedure. Being exempt does not mean doing nothing. The scope description in the Government summary refers to confirmations that a permit is not required. Several exemption categories require the employer to obtain a confirmation or to notify the authority before work starts. Skipping that step is a compliance gap, even if the person qualifies.

Persons who build a commercial presence. An advisory summary reports a notification requirement and a maximum permitted working period of two years for certain commercial presence and service sales categories. This is secondary information. Check whether it fits a Chinese team entering Vietnam to set up a subsidiary or branch.

6. The 90-Day Short-Term Rule and Why It Is Not a Free Pass

Many Chinese companies send engineers, sales staff and managers to Vietnam for short visits. The short-term exemption is the rule they ask about first.

What the official pages say. The Government's October 2026 summary lists short-term work entry as exempt but adds a caution: if hiring, use of labor or wage payment arises, a work permit under the labor contract route is required. That caution is the core of the rule.

The 90-day figure comes from two sources:

• A Ministry of Home Affairs answer to a company question on short-term foreign workers, published on the Government news site in April 2026 and applying Decree 219/2025. It says managers, executives, experts and technical workers who enter Vietnam for under 90 days in total in a calendar year do not need a permit. The days count cumulatively per calendar year, and the employer must notify the provincial authority at least three working days before the expected start date.
• Advisory summaries of Decree 393, which describe a cap of 90 cumulative days per calendar year, counted across one or more Vietnamese employers, and which repeat the warning that a labor contract or salary in Vietnam takes the person out of this route.

Source conflict on the exact wording. The Ministry answer uses "under 90 days." One advisory summary says "no more than 90" and another says "aggregate of 90." These can differ on day 90 itself. Treat day 89 as the safe limit until you have confirmed the signed text with counsel.

Why the short-term route is risky for Chinese groups. Four patterns cause problems:

1. Paying staff in Vietnam. If a visiting employee is paid through a Vietnamese entity or receives a local allowance, the Government's caution about wage payment may apply. Where the money comes from matters, and so does what the person does.
2. Repeat visits. Days add up across the calendar year. A technician who makes three 35-day trips has passed the cap on the third trip.
3. Visits that turn into projects. A "short visit" that becomes a four-month installation project is a work permit case.
4. Several Vietnamese hosts. Advisory summaries describe the cap as aggregate across employers, so splitting visits across customers or affiliates does not reset the count.

A simple control. Keep a shared sheet with each employee's entry and exit dates in Vietnam, the host entity, whether any Vietnamese payment is made, and a running total for the calendar year. Review it monthly. The notification to the province should be filed on time for each eligible visit, based on the Ministry's three-working-day guidance, which should be confirmed under the new decree.

Visa versus permit. A work permit or exemption confirmation is not an entry visa. The right entry document for a Chinese national depends on the purpose and the length of the stay. Confirm the entry visa category with Vietnamese counsel or the competent authority.

7. Intra-Corporate Transfers for Chinese Groups With a Vietnamese Presence

Intra-corporate transfer is the route most relevant to Chinese groups that already have, or are opening, a Vietnamese subsidiary or branch.

What the official summary confirms. The Government's October 2026 summary lists intra-corporate movement as an exemption for the 11 service sectors in Vietnam's WTO services commitments, with the sector list in an appendix to the decree. It does not give position or prior-employment conditions.

What the earlier decree required. The Government's English news service and a Ministry of Home Affairs answer on Decree 219 (see the Vietnamese-language Government news summary of Decree 219) describe a transfer to a Vietnamese commercial presence of the foreign employer, in one of the covered service sectors, for a worker who was employed by the foreign employer for at least 12 continuous months immediately before entering Vietnam. Whether Decree 393 keeps the same prior-employment condition is not confirmed by an official page we reviewed. Plan on the 12-month test until counsel says otherwise.

What secondary sources add on Decree 393.

• Transfers are reported to be limited to managers, executive directors and experts. Technical workers are reported to be removed from this route.
• Validity of the exemption confirmation for these transfers is reported at up to three years, longer than the two-year general permit validity. Sources describe this for the 11 WTO service sectors only.
• Transfers from an overseas group entity to the foreign enterprise's commercial presence in Vietnam are reported as an additional path.

What this means for a Chinese group.

A caution on manufacturing. The 11 covered sectors are service sectors from Vietnam's WTO commitments. A Chinese manufacturer posting a production supervisor to a factory entity may not fall into a covered sector. Confirm the sector classification before relying on the route.

Alternative. If the transfer route does not fit, the labor contract route or another category may apply. Section 8 explains why the EOR option has its own open question.

8. The Foreign Worker Restriction and the EOR Question

This is the section to read twice, because the answer is not settled on the sources we could verify.

What we know. Secondary summaries of Decree 393 report a restriction on the outsourcing of foreign workers. The reports come from law and advisory firms. One lead we were given places the restriction in Article 37, clause 6, point b. We could not confirm the clause number, the exact Vietnamese wording or the scope from an official page, because the signed PDF could not be machine-read in our review and the Government news summaries do not mention it. Different English summaries describe the restriction with different words, and none quotes the clause.

What two advisory summaries say about structures to review.

• One law firm summary says foreign employees must be hired to meet the employer's direct business needs, and flags EOR models, payroll-only sponsorship, client-site arrangements and complex multi-party structures for review.
• Another advisory summary says a provider delivering its own contracted service is treated differently from one supplying personnel, and that the test turns on who supervises, who employs and how the contract is built.

These are advisers' readings, not official guidance.

What we do not know. Whether a locally registered EOR can be the named employer on a foreign worker's permit is not confirmed by any official page we reviewed. We do not say that it can, and we do not say that it cannot. It is a risk point.

Why the question matters to a Chinese company.

1. The permit follows a defined employment basis. If the employer on the permit is a local legal employer and the daily work is directed by your company, a reviewer may ask whether the arrangement fits the restriction.
2. The answer may depend on facts. The advisory summaries point to supervision, employment and contract structure. A structure that works for a Vietnamese national may need a separate review for a foreign worker.
3. Permit risk falls on the employer first. If a province finds a defect, the application may be refused or a later renewal may be affected. The employee and the client can both be affected.

How to handle it.

• Ask for the signed text. Have Vietnamese counsel read the relevant article in the Vietnamese original and state in writing how it applies to your structure.
• Describe the facts precisely. Counsel will need to know who signs the labor contract, who directs the work, who bills whom and where the person works.
• The EOR structure should be reviewed by local counsel against that rule. This applies to every EOR hire of a foreign national in Vietnam, whichever provider is used.
• Prefer a documented answer. If counsel clears a structure, keep the opinion on file. If counsel does not, consider a Vietnamese subsidiary as the named employer.
• Do not start work first. A foreign employee should not begin working in Vietnam on the assumption that a structure will be accepted later.

Where Vietnamese national hires are concerned, the question is different. This article covers foreign worker permits only. For background on the local legal employer model in Vietnam, see the Knit Vietnam Employer of Record page and the explainer on what an Employer of Record is.

9. Transition Rules: Existing Permits and Pending Applications

The short answer. Advisory summaries report a two-part transition: permits already issued remain valid until they expire, and applications filed before December 5, 2026 continue under the previous rules. The Government news summary we read does not describe transition rules, and the official portal entry has no article text. This section is therefore labeled secondary.

Timing points.

• Filing window. One summary reports that a new dossier should be filed at least 10 working days and no more than 60 days before the expected start date. Another reports an extension filing window of at least 10 working days and up to 90 days before expiry. Different sources use different units, so check the signed text and local practice.
• Decision time. Both Decree 219 and Decree 393 summaries describe a decision within ten working days after a complete dossier. Do not treat that as a promise for your case. Incomplete or queried files take longer.
• Reporting. Advisory summaries report periodic employer reports due by June 5 and December 5 each year, plus ad hoc reports. The first December 5 deadline coincides with the effective date, so ask counsel how the first reporting cycle works.
• Revocation. Summaries report that a permit or confirmation that ceases to be valid must be returned within 10 working days.

A practical question: file before December 5? For a Chinese employer with a start date near the effective date, filing before December 5 may keep the dossier under the earlier rules, if the transition is as reported. That is not always the better route, since the earlier rules may be stricter for some categories (for example, technical workers) or looser for others. Make the choice with counsel on the facts of each person, not as a blanket policy.

10. How Knit Supports EOR and Work Visa Hires in Vietnam

Vietnam is a country where the employer structure matters as much as the employee's qualifications. Knit People's main service is the Employer of Record (EOR): a locally registered entity that acts as the local legal employer of a worker on behalf of a client company. For work authorization, Knit People supports employers with employee work visa applications, including document preparation, form completion, and communication and follow-up with local authorities, to help employees obtain compliant work authorization under local rules.

For a Chinese company with a Vietnam hiring or assignment plan, the decisions in this article are the ones to raise early with any provider, Knit included:

• Which route fits the person. A permit, an exemption confirmation, short-term entry or an intra-corporate transfer, and which category the employee falls into.
• Who is the named employer. And whether Vietnamese counsel has reviewed that structure against the restriction in section 8.
• What the provider does during the application. Documents, forms and contact with the authority.
• Who tracks dates afterward. Expiry, extension windows and employer reports.

Approval is decided by the local authority, and no provider can promise an outcome. A standalone work visa service is also available as a value-add. Confirm the scope for your destination with the Knit team. For the wider picture of Knit's coverage, see the global hiring guides and the Employer of Record services page.

How Knit People Compares

Three questions matter more than brand names. Who is the named employer or sponsor on the application? What does the provider do during the application? Who tracks renewals and changes afterward? In Vietnam, add a fourth: has Vietnamese counsel reviewed the structure against the restriction described in section 8?

Approval is decided by the local authority whichever provider you choose. For a wider market view, see our comparison of EOR providers in Asia-Pacific.

11. A Pre-December 5 Planning Checklist for Chinese Employers

Use this table as a working list. It is a planning aid, not a legal checklist.

Budget and timeline. The official pages we reviewed give no government fee figures, so we do not state any. Ask counsel and the province for current fees and service charges. Allow time for legalization, translation and any queries from the authority, and do not schedule travel or start dates around an assumed approval date.

12. Illustrative Scenario (Hypothetical, Not a Real Client)

The following scenario is invented to show how the points above work together. It describes no real company or person.

Company X is a Chinese electronics group with a licensed subsidiary in northern Vietnam. In late November 2026 it plans three moves.

Employee A, a production manager in China. Employee A has worked for the Chinese parent for more than three years and will be transferred to the Vietnamese subsidiary for a period. Company X first checks whether the subsidiary's activity falls in one of the 11 WTO service sectors. If it does not, the intra-corporate exemption may not apply, and the labor contract route is the alternative. Counsel confirms the sector position and the prior-employment test, and Company X decides whether to file before or after December 5.

Employee B, a senior technician. Employee B has an existing permit issued under the earlier technical worker category that expires in March 2027. Under the reported transition, the permit stays valid until expiry. Company X asks counsel whether Employee B meets the expert criteria for the next extension. It starts gathering qualification evidence in January, well before the filing window.

Employee C, a visiting engineer. Employee C will spend several weeks at a customer site in Vietnam for commissioning and may come back later in the year. Company X sets up the day-count tracker, confirms no Vietnamese pay is involved, and notifies the province before each visit as counsel advises. When a second project pushes the planned total above the cap, Company X moves to a permit route before the day count is reached.

The EOR question. Separately, Company X considers hiring a local project lead who is a Chinese national living in Vietnam through an EOR. Before any offer, it asks Vietnamese counsel to review the structure against the restriction described in section 8. Counsel's answer, in writing, decides whether the EOR route is used or whether the subsidiary becomes the named employer.

In this version, no single step is difficult. The difference lies in having decided who the named employer is, which route applies and which dates matter, before anyone books a flight.

13. Frequently Asked Questions

Q: When does Vietnam's Decree 393/2026 take effect?

December 5, 2026. The official Government portal lists it as signed on October 20, 2026 and effective on December 5, 2026. Applications and permits that predate the effective date are reported to follow transition rules, so confirm how those rules apply to your case.

Q: Does Decree 393/2026 replace Decree 219/2025?

Law firm and advisory summaries say yes. The official portal entry we reviewed does not state this on its face, and we could not machine-read the signed PDF. Confirm the repeal wording in the signed text with Vietnamese counsel.

Q: Who applies for the work permit, the employee or the employer?

The employer. The Government's summary of the earlier decree describes the employer submitting the dossier, and advisory summaries of the new decree describe the same. The employee supplies personal documents. Provincial People's Committees are reported as the competent authorities.

Q: Do Chinese nationals face different rules from other foreigners?

No special track appears in any source we reviewed. Chinese nationals are foreign workers and follow the same categories, exemptions and procedures. Document legalization and translation requirements for Chinese-issued documents should be confirmed with counsel.

Q: Which employees are exempt because of VND 3 billion in capital?

Per the Government's news summary, owners or capital contributors of a limited liability company, and chairpersons or board members of a joint stock company, with contributed capital of VND 3 billion or more. The Vietnamese text reads "from 3 billion and above." Confirm how the amount is measured and what proof the province expects.

Q: Can an employee stay in Vietnam for 90 days without a permit?

Short-term work is an exempt category, with a cumulative cap reported at 90 days per calendar year. A permit is still needed if hiring, use of labor or wage payment arises. Sources use "under 90" and "up to 90" wording, so treat 89 days as the safe limit and confirm the text.

Q: Do intra-corporate transfers still qualify for an exemption?

Yes, per the Government's news summary, for the 11 service sectors in Vietnam's WTO commitments. Secondary sources report that only managers, executive directors and experts qualify, and that technical workers no longer do. The earlier decree required 12 continuous months of prior employment, so confirm whether that continues.

Q: How long is a Vietnamese work permit valid?

Secondary summaries report up to two years, with one extension of up to two years, and up to three years for certain intra-corporate transfer confirmations. The official pages we reviewed do not state validity. Confirm the figures in the signed text.

Q: Can an EOR be the named employer for a foreign worker's permit in Vietnam?

Not confirmed. Secondary summaries report a restriction on the use of foreign workers through third parties, and no official page we reviewed settles how it applies to an EOR. The structure should be reviewed by local counsel against that rule before any hire.

Q: Do existing permits stay valid after December 5, 2026?

Advisory summaries report that valid permits and confirmations remain usable until expiry, and that dossiers filed before December 5 continue under the earlier rules. The Government summary we read does not address this, so confirm it with counsel and the issuing authority.

14. Glossary of Key Terms

Decree 393/2026/ND-CP: The Vietnamese Government decree on foreign workers working in Vietnam, signed on October 20, 2026 and effective on December 5, 2026.

Decree 219/2025/ND-CP: The earlier decree on foreign workers, issued on August 7, 2025, reported to be replaced by Decree 393/2026.

Work permit: The authorization that lets a foreign national work for a named employer in Vietnam, issued by a provincial People's Committee when no exemption applies.

Work permit exemption confirmation: A written confirmation from the authority that a foreign worker in an exempt category does not need a work permit.

Employer of Record (EOR): A locally registered entity that acts as the local legal employer of a worker on behalf of a client company.

Named employer: The organization identified as the employer on a permit dossier, which carries the filing, renewal and reporting duties.

Intra-corporate transfer: A temporary move of an employee from a foreign group company to its commercial presence in Vietnam, within the 11 service sectors covered by Vietnam's WTO commitments.

Short-term work entry: An exempt category for brief stays, reported to be capped at 90 cumulative days per calendar year, which does not apply if hiring, use of labor or wage payment arises.

Contributed capital: The capital a member or shareholder puts into a company, used in the VND 3 billion exemption test.

Provincial People's Committee: The provincial-level authority reported to issue, reissue, extend and revoke work permits and exemption confirmations.

Legalization: The process of authenticating a foreign-issued document for use in Vietnam, normally followed by a certified Vietnamese translation.

Vietnamese dong (VND): Vietnam's currency, used for the capital threshold in the exemption rules.

15. About Knit

Knit People was founded in Canada in 2015 and has about 11 years of experience supporting international employers. It serves 4,000+ clients across 172 countries and regions, processes over USD 600 million in annual payroll, operates 60+ owned entities, and maintains a China operations hub in Shenzhen. Its services include Employer of Record, PEO, Global Payroll and Contractor of Record, along with headhunting and recruitment, background checks, entity registration, global tax, insurance and work visa support. Knit holds MSB license No. M23187879. To discuss your overseas team or a cross-border hiring plan, contact the Knit team or review the Employer of Record services page.

16. Related Reading

• Employer of Record in Vietnam
• Employer of Record Services
• What Is an Employer of Record?
• Best EOR Providers in Asia-Pacific (2026)
• Global Hiring Guides
• Knit People Blog
• Knit People Home

This article is general educational information about work authorization for foreign employees in Vietnam. It is not legal, tax or immigration advice. Rules change, and some details here come from secondary summaries and are labeled as such. The article reflects public official texts reviewed in November 2026, and the signed decree text could not be machine-read during that review. Before relying on any point, confirm the current position with the relevant Vietnamese authority, with Knit's local team and with licensed Vietnamese counsel.