Top 10 EOR Providers for Hiring in Vietnam (2026)

Seven tests to verify a Vietnam EOR provider before signing.

Step 1

Ask for the exact Vietnamese legal name of the TNHH (Công Ty TNHH) or CTCP (Công Ty Cổ Phần) that will employ your staff and the 10-digit Mã Số Thuế (MST). Verify on the Vietnam National Business Registration Portal at dangkykinhdoanh.gov.vn or on public databases like masothue.com and thongtindoanhnghiep.co. Confirm the registered office is in Vietnam, the business activity (ngành nghề kinh doanh) covers HR consulting or labour services, the legal representative is named, and the issue date of the tax certificate aligns with the provider's claimed Vietnamese tenure.

Step 2

Ask the structural question explicitly: does the provider employ your hire directly through its Vietnamese TNHH or CTCP, or under a labour-leasing arrangement (cho thuê lại lao động) requiring a provincial DOLISA-issued Giấy phép hoạt động cho thuê lại lao động? Direct employment via the provider's Vietnamese entity is the cleaner answer. If labour leasing, request the licence reference, the issuing DOLISA province, the VND 2 billion deposit confirmation, and confirm your industry is one of the 20 enumerated industries and your engagement fits within the 12-month lease cap.

Step 3

Confirm registration with the Vietnam Social Security (Bảo hiểm xã hội Việt Nam) for the social-insurance 17.5% (3% sickness/maternity, 0.5% occupational accident, 14% retirement), health insurance 3%, and unemployment insurance 1% employer contributions — plus the 2% trade union fee owed to the Vietnam General Confederation of Labour even when no enterprise union exists.

Step 4

For any foreign hire, confirm work-permit (Giấy phép lao động) processing capability under Decree 152/2020/ND-CP and amending Decree 70/2023, plus LD-class visa and temporary residence card (TRC) handling. Vietnamese work-permit processing typically gates the start date by 4-8 weeks — ask for an end-to-end timeline in writing and the named immigration specialist.

Step 5

Request a redacted sample Vietnamese employment contract (Hợp đồng lao động) under the Labour Code 2019 and a redacted Vietnamese payslip showing gross salary, the employee-borne 8% social + 1.5% health + 1% unemployment deductions, PIT progressive withholding, and net pay in VND. Confirm the contract type (definite-term up to 36 months, then must convert to indefinite-term) and the probation period applicable to the role (60 days for university+, 30 for vocational, 6 for unskilled).

Step 6

Confirm 13th-month Tet bonus handling — not legally required but a near-universal customary expectation in Vietnam — and ask how the provider calculates and disburses it. Confirm annual-leave accrual (12 days minimum + 1 per 5 years of service) and any sector-specific Collective Labour Agreement (Thỏa ước lao động tập thể) that applies to your industry.

Step 7

Get the all-in cost in writing for one Vietnamese employee at the target gross salary, including the per-employee fee, the FX margin on VND disbursement if the funding currency is not VND, the employer-share 23.5% statutory stack, work permit fees for foreign hires, any termination reserves, and the customary 13th-month accrual. Ask for two reference customers with Vietnamese headcount of similar size and contact them directly about MST accuracy, social-insurance compliance, and work-permit processing speed.