出海资讯解读｜跨境劳动力重组指南【越南篇02期】

雇主在与工会/雇员代表进行协商时，是否需要提供裁员的经济理由？若需要，该理由是否能被雇员质疑？通常如何提出这种质疑？

Do employers need to present an economic business rationale as part of the consultation with unions/employee representatives? If so, can this be challenged and how would such a challenge normally be made? 

越南现行法律并未规定在与雇员代表进行的工作场所对话协商中，雇主必须提供或解释的内容。因此，雇主可以决定披露与裁员理由相关的信息，以证明裁员是合法的。

The prevailing laws of Vietnam do not stipulate any compulsory content to be presented or explained in the dialogue in the workplace session for consultation with employees’ representatives. Therefore, the employer may decide on the information to be disclosed in relation to the reason for the redundancy to prove that the redundancy is lawful.

法律是否要求与雇员单独协商？单独协商是否是最佳实践做法？（无论法律是否要求雇主与雇员集体协商）

Is there a requirement or is it best practice to consult employees individually (whether or not the employer is also legally required to collectively consult employees)? 

法律要求雇主在工作场所的对话会议上，通过雇员对话代表，就以下内容与所有雇员进行协商：（i）因技术或组织变革，或经济困难导致的裁员；和（ii）劳动使用计划[1]。

即使法律没有要求，也强烈建议雇主尝试与雇员进行协商，以达成协商解除劳动合同的协议。若双方能够达成协商解除劳动合同协议，那么雇员就无需进入裁员程序。

[1] 《劳动法》第 64.1 条。

It is a statutory requirement to consult with the collective employees, through their dialogue representatives in the dialogue in the workplace session on: (i) the redundancy due to technological or organizational changes, or economic difficulties; and (ii) the labour usage plan.[1]

Although not required by law, it is highly recommended that the employer attempts to negotiate with the employees to reach an agreement to mutually terminate their labour contracts.

If the parties can reach an agreement for the mutual termination of the labour contract, the employees would then not need to be subject to redundancy procedure.

[1] Article 64.1 of the Labour Code.

 是否有关于选择个别雇员进行裁员的规定？

Are there rules on the selection of individual employees for redundancy? 

没有。越南现行法律对选择冗余雇员未作规定。

No. The prevailing laws of Vietnam are silent on the rules for selection of redundant employees.

是否有特定类别的雇员，雇主裁员时禁止裁减此类雇员？

Are there any specific categories of employees who an employer is prohibited from making redundant? 

越南法律为怀孕雇员、休法定假（如产假或病假）的雇员、抚养未满 12 个月子女的雇员，以及作为雇员代表组织（如基层工会）管理委员会成员的雇员提供了一些保护条款[1]，防止他们被单方面解雇。然而，这些保护条款在裁员情况下不适用。

[1] 《劳动法》第 37、137.3、140 和 177.3 条。

No. Vietnamese law provides some protection provisions for pregnant employees, employees taking statutory leave (such as maternity leave or sick leave), employees raising children under 12 months old, and employees who are members of the board of management of the employees’ representative organizations (eg, grassroots trade unions) against being unilaterally terminated.[1] However, these protective provisions do not apply in the case of redundancy.

[1] Articles 37, 137.3, 140 and 177.3 of the Labour Code.

若未能达成协议，能否推迟或阻止重组？如果可以，由谁来进行？

If agreement is not reached, can the restructure be delayed or prevented? If so, by whom? 

若雇主希望给作为基层雇员代表组织管理委员会成员的雇员分配新的工作岗位，雇主必须事先与雇员代表组织管理委员会达成书面协议。若无法达成书面协议，雇主和雇员代表组织管理委员会的相关成员必须向省劳动、荣军和社会事务部报告。在此种情况下，雇主只能在 30 天期限过后才能执行新的工作岗位。然而，如果雇员代表组织的相关管理委员会不同意重新安排的工作，他们仍有权提起劳动争议诉讼[1]。

[1] 《劳动法》第 177.3 条；越南国会于 2012 年 6 月 20 日通过的第 12/2012/QH13 号《工会法》第 25.2 条。

If an employer would like to assign a new work position for an employee who is a member of the board of management of the employees’ grassroots representative organisation, the employer must reach an advance written agreement with the board of management of the employees’ representative organisation. If such a written agreement cannot be reached, the employer and the relevant members of the employees’ representative organisation board of management must report the issue to the provincial Department of Labour, Invalids and Social Affairs. In this case, the employer can only implement the new work position after this 30-day period. Nevertheless, the relevant board of management of the employees’ representative organisation would still have the right to pursue labour dispute resolution if they do not agree on the reassignment.[1]

[1] Article 177.3 of the Labour Code; Article 25.2 of the Law on Trade Union No. 12/2012/QH13 passed by the National Assembly on 20 June 2012.

雇员在被裁员时有权获得哪些补偿？这些款项是否需要在特定期限内支付？是否还有其他要求，如按合同规定提前通知雇员，或向中央社保基金支付款项等？

What payments are employees entitled to when made redundant? Do these payments need to be made within a specified period? Are there any other requirements, such as giving contractual notice, payments into a central fund, etc. 

如问答2（见越南篇01期）所述，自劳动合同终止之日起 30 天内，雇主必须结清雇员的所有款项和福利，包括：

• 未支付的工资；

• 失业补助金；

• 未休年假折算工资；以及

• 劳动力使用计划、有效的集体协议(CLA) [1]和劳动合同（如有）中规定的其他雇员福利。

[1] 根据越南劳动法，集体协议(CLA)是雇主与所有雇员之间的书面协议。集体协议的内容不得与法律相抵触，并且应包含比法定规定更有利的条款。

集体协议的有效期最长为三年。值得注意的是，雇主并非必须签订集体协议。然而，如果雇员提出签订集体协议的要求，那么雇主必须与雇员协商并签订集体协议。一旦集体协议生效，其条款将适用于所有雇员，集体协议条款优先于雇主的内部规定。

此外，雇主必须办理社会保险和失业保险的缴费期限证明，雇主还须验证社会保险手册，并将社会保险手册退还给雇员。雇主须出具终止劳动合同的决定书，并将其提供给雇员，以便雇员申领失业保险津贴。此外，若雇员提出要求，雇主必须自费提供与员工工作程序规范有关的文件复印件。

As discussed in question 2, within 30 days as of the termination date of the labour contract, the employer is required to settle all of the payments and benefits of the employees, including:

unpaid salary;

• job-loss allowance;

• compensation salary for unused annual leave; and

• other employee benefits pursuant to the labour usage plan, a valid collective labour agreement (CLA)[1] and the labour contract (if any).

[1] Under Vietnamese labour laws, a CLA is a written agreement between the employer and collective employees. The contents of a CLA must not be contrary to the law and should have provisions that are more favourable than the statutory regulations.

The CLA’s term is up to three years. It is worth noting that it is not compulsory for an employer to issue a CLA. However, if the employees so request, then the employer must work with the employees to negotiate and enter into a CLA. Once the CLA is executed, the provisions of the CLA will be applicable to all of the employees and prevail over other similar internal regulations of the employer.

In addition, the employer must complete the procedure for certification of the contribution period of social insurance, unemployment insurance, and verification of the social insurance book, and return the original documents to employees. The employer needs to issue a decision of termination of labour contract and provide it to the employees so they can claim their unemployment insurance allowance. In addition, if required by the employees, the employer, at its own cost, must provide copies of the documents relevant to the employees’ working procedures.

若雇员有权获得裁员补偿/离职补偿，是否有资格标准？补偿金如何计算？

If employees are entitled to redundancy/severance payments, are there eligibility criteria and how is the payment calculated? If this is formula based, please set out the formula.  

如问答2（见越南篇01期）所述，失业补助金只适用于为雇主工作满12个月的雇员，失业补助金按每工作满1年支付1个月工资计算，至少支付2个月的工资。失业补助金的计算期间为雇员实际为雇主工作的总时长减去雇员参加国家强制失业保险的期间。工作时间在一到六个月之间的部分，按半年计算；超过六个月的部分，按一年计算。失业补助金的计算基数为劳动合同终止前六个月的平均工资[1]。

[1] 《劳动法》第 47 条。

As discussed in question 2, job-loss allowance is equal to one month's wages for each year of employment, with a minimum of two months’ wages, and is only applicable to employees who have worked for the employer for at least 12 full months. The period for calculation of the severance allowance is the total period during which the employee actually worked for the employer minus the period during which the employee participated in the state-scheme compulsory unemployment insurance. Periods of one to six months are rounded to half a year, while periods over six months are rounded to a full year. The salary for calculating the severance payment is the average salary under the employment contract for the six months immediately preceding termination of the employment contract. [1]

[1] Article 47 of the Labour Code.

雇主在裁员前是否需要通知当地政府/国家政府和/或监管机构？若需要，应何时通知，需提供哪些信息？

Do employers need to notify local/regional/national government and/or regulators before making redundancies? If so, by when and what information needs to be provided? 

需要。如问答2（见越南篇01期）所述，雇主必须在终止日前，至少提前30天通知省人民委员会和受影响的雇员。越南现行法律对通知内容未作规定，但雇主可考虑在通知文件中涵盖劳动使用计划和工作场所对话会议的会议纪要。

Yes. As discussed in question 2, the employer must provide both the provincial People’s Committee and the affected employees with an advance notice on termination of employment at least 30 days prior to the date of the termination. The prevailing laws of Vietnam are silent on the content of the notice, but employers may want to consider including the labour usage plan and the meeting minutes of the dialogue in the workplace session.

雇主是否有义务考虑裁员的替代方案，包括为雇员寻找合适的替代工作？

Is there any obligation on employers to consider alternatives to redundancy, including suitable alternative employment? 

如果有新的工作场所，雇主须优先考虑对原雇员进行再培训，以填补公司内的空缺职位[1]。

[1] 《劳动法》第 42.3 条。

If there is a new workplace, the employer must prioritise the retraining of employees to fill other vacant positions at the organisation.[1]

[1] Article 42.3 of the Labour Code.

雇主在裁员后是否需要通知当地政府/国家政府和/或监管机构（如移民部门、劳动部门、养老保险机构、国税局、社会保障部门）？若需要，应何时通知，需提供哪些信息？

Do employers need to notify local/regional/national government and/or regulators after making redundancies, eg, immigration department, labour department, pension authority, inland revenue, social security department? If so, by when and what information needs to be provided? 

裁员后，雇主有义务采取的行动中，以下行动须通知当局：

• 雇主须在社会保险机构关闭被裁雇员的社保账户，需提供必要的文件（如雇员名单、劳动合同终止决定）。社保账户关闭必须在劳动合同终止日之后的30天内完成[1]。

• 雇主还需在向相关部门提交的定期报告中报告雇员减少的情况（如劳动报告、要求提供此信息的投资报告）。

• 雇用外国雇员的雇主必须在工作许可证到期日或外国雇员劳动合同终止日后的15天内，将相关外国雇员的工作许可证退还给劳动部门（例如，劳动、荣军和社会事务部），并书面解释外国雇员的被裁员情况[2]。

• 雇主还必须通知移民局他们将停止为该外籍雇员提供担保[3]。若该雇员已获得临时居留证(TRC)，雇主必须在工作许可证或临时居留证到期时将临时居留证交还移民局。

[1] 《劳动法》第40.3(b)条。

[2]  第 152/2020/ND-CP号法令第 21.1 条。

[3]  国会于2014年6月16日通过的第47/2014/QH13号《越南外国人入境、出境、过境和居留法》第45.5条。

After the redundancy, employers are obliged to take the following steps that involve informing authorities:

• Employers must complete the procedure of closing the insurance books of the redundant employees at the social insurance authority by providing the necessary documents (eg, list of employees, decision of termination of labour contract). The insurance closing must be completed within 30 days of the termination date of the labour contract.[1]

• Employers also need to report the decrease of employees in its periodical reports to the relevant authorities (eg, labour reports, investment reports that require this information).

• Employers that have foreign employees must return the relevant foreign employee’s work permit to the labour authorities (eg, the Ministry of Labour, Invalids and Social Affairs) and explain the foreign employee’s redundancy in writing within 15 days of the expiry date of the work permit or the termination date of the foreign employee’s labour contract.[2]

• Employers must also notify the immigration authority that they will cease to sponsor the foreign employee.[3] If the employee was granted a temporary residence card (TRC), the employer must return the TRC to the immigration authority when the work permit or TRC expires.

[1] Article 40.3(b) of the Labour Code.
[2] Article 21.1 of Decree 152/2020/ND-CP.
[3] Article 45.5 of the Law on entry, exit, transit, and residence of foreigners in Vietnam No. 47/2014/QH13 passed by the National Assembly on 16 June 2014.

若雇员对裁员决定不满意，他们是否有可能向雇主提出申诉？若有，具体是何种申诉，应向哪个机构提出（如特别法庭、仲裁、法院）？工会或雇员代表能否代表雇员提出申诉，若能，提出的是什么申诉，应在何处提出？

If an employee is not satisfied with the decision to make them redundant, do they have any potential claims against the employer? If so, what are they and in what forum should they be brought, eg, tribunal, arbitration, court? Could a union or employee representative bring a claim on behalf of an employee/employees and if so, what claim/s and where should they be brought? 

如果雇员对雇主的裁员决定不满，雇员或基层代表组织（例如，基层工会）可以向劳动调解员、劳动仲裁委员会或人民法院提出关于裁员的申诉[1]。

• 劳动调解员由省人民委员会任命，负责调解劳动争议和职业培训合同争议，并协助劳动关系的发展。劳动争议在提交劳动仲裁委员会或人民法院解决之前，可能需要先经劳动调解员调解（例如，职工基层代表组织就劳动法的解释和执行提出的申诉），也可能不需要先经劳动调解员调解（例如，职工就裁员补偿方案提出的申诉），这取决于申诉的具体情况。

• 劳动仲裁委员会由相关省人民委员会设立，任期为五年。劳动仲裁委员会至少有15名仲裁员，由相关人民委员会的主席选定。为解决劳动争议，双方当事人必须共同同意将争议提交给劳动仲裁委员会。双方不能同时请求劳动仲裁委员会和人民法院解决劳动争议。

• 若双方无法通过劳动调解员或劳动仲裁委员会解决劳动争议，双方可以将案件提交人民法院解决。

[1] 《劳动法》第十四章。

If the employees are dissatisfied with the employer’s decision to make them redundant, the employees or a grassroots representative organisation (eg, grassroots trade union) can raise a claim against the employer regarding the redundancy to the labour mediators, labour arbitration councils or the People’s Court.[1]

Labour mediators are appointed by the provincial People’s Committee to mediate labour disputes and disputes over vocational training contracts, and assist in the development of labour relations. Depending on the claim details, before being settled by the labour arbitration councils or the People’s Court, the labour dispute may be required to be mediated by labour mediators first (eg, a claim by an employee grassroots representative organisation on the interpretation and implementation of the labour laws) or not (eg, a claim by the employee on redundancy compensation package).

Labour arbitration councils are established by the relevant provincial People’s Committee with a term of five years. A labour arbitration council has at least 15 arbitrators chosen by the president of the relevant People’s Committee. To settle a labour dispute at a labour arbitration council, the parties must mutually agree to submit their dispute to the labour arbitration council. The parties cannot request a labour arbitration council and a People’s Court to settle a labour dispute at the same time.

If the parties cannot settle the labour dispute via labour mediators or labour arbitration councils, the parties can bring the case to the People’s Court for settlement.

[1] Chapter XIV of the Labour Code.

在裁减雇员时使用和解协议是否常见？

Is it common to use settlement agreements when making employees redundant? 

达成和解协议是为了减轻和避免雇员对雇主提出投诉或诉讼的风险。

Settlement agreements should be applied to mitigate and avoid the employees making complaints or filing a lawsuit against the employer.

根据你的经验，完成个人或集体裁员程序通常需要多长时间？

In your experience, how long does it normally take to complete an individual or collective redundancy process? 

包括准备步骤在内，完成问答2（见越南篇01期）中提到的裁员程序需要两到三个月的时间。

It takes two to three months, including the preparation steps, to complete the redundancy procedures discussed in question 2.

在裁员后的一段时期内，企业的经营是否有任何限制，如禁止招聘或须优先重新雇用以前的雇员？

Are there any limitations on operating a business for a period following a redundancy, like a prohibition on hiring or priority for re-hire being given to previous employees?

如问答15所述，雇主须优先考虑对原雇员进行再培训，以填补新的空缺职位[1]。若雇主在裁员后六个月内雇用新雇员担任相同的职位，那么被裁减的雇员就有很大可能在不当解雇索赔案中胜诉，因为这将使裁员显得不真实。

此外，雇主禁止使用外包劳动力来替代最近被裁员的雇员。

[1] 《劳动法》第 42.3 条。

As discussed in question 15, employers must prioritize the retraining of employees to fill new vacant positions.[1] If an employer makes employees redundant and then hires new employees for the same positions within six months, this would provide an employee who had been made redundant with a strong chance of success in a wrongful termination claim, since it would make the redundancy appear disingenuous.

Employers are also prohibited from using outsourced labour to replace workers who have recently been made redundant.

[1] Article 42.3 of the Labour Code.

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