VIVA Business Consulting would like to present guidance on preparation, update, management and use of employee books prescribed by the local Labor Code are elaborated as follows:
1. Within 30 days from the inauguration date, the employer shall make employee books at the headquarters, branches and representative offices.
2. The employee book may be a physical or electronic book and must contain basic information about each employee, including:
- Full name, gender, date of birth, nationality, residence, ID/passport number,
- Professional qualifications, vocational qualification level;
- Work position, type of employment contract, starting date; social insurance participation, salary, promotion and pay rise;
- Annual leave; overtime hours; training; violations, material responsibility, occupational accidents, occupational diseases, date of employment contract termination and reasons for termination.
3. The employer shall enter and update the information specified above from the day on which the employees starts to work; manage, use and present the employee book to labor authorities and relevant authorities when requested as per regulations.
Beside the employee books, there are related regulations on employment report, declaration of employment status and periodic reports on changes of employees are elaborated as follows:
- The employer shall declare the employment status in accordance with the other procedures about business registration, compulsory social identify number, electronic invoices…
- The employer shall submit biannual reports (before June 05) and annual reports (before December 05) on changes of employees to the Provincial Department of Labor, War Invalids and Social Affairs through the National Public Service Portal according to Form No. 01/PLI in Appendix I and send notifications to the social insurance authorities of the districts where the headquarters, branches and representative offices are located. In case the employer cannot submit the report through the National Public Service Portal, physical reports (Form No. 01/PLI in Appendix I ) shall be sent to the Provincial Department of Labor, War Invalids and Social Affairs and the social insurance authorities of the districts where the headquarters, branches and representative offices are located.
ABOUT VIVA BUSINESS CONSULTING
VIVA is the local experts for local business compliance procedures, has been trusted by thousands of foreign investors, multinational companies from Europe, Japan, Singapore, India, Korea, USA… regard to market entry service, required business compliance procedures by local laws and regulations since 2006.
Thanks for consistent of practice expertise in Business laws - Employment relations – Tax and accounting – Corporate finance – Corporate services, VIVA has been successfully providing service for thousands of leading companies from Japan, US, EU, Singapore, India, China, Korea…. in such industries: Garment, ennergy, pharma, advertising, agricultural…
VIVA keeps its service signature by offering one-stop business platform with exclusive and tailored-made services related to market entry and mandatory business compliances. We ensure for our client’s good standing, in lawful and optimal manners whenever they are working and doing business in Vietnam.
- Wage regulations – transparency in labor relations
- Labor compliance procedures – registration internal labor regulations
- Fines according to violations in labor law
- Labor laws and regulations in Vietnam – 100 popular questions you need to know
- Manage employment relations in Vietnam
- Labor contracts in Vietnam – how to terminate by the employer?
- Managing labor relations for expats in Vietnam
- Foreign employees in Vietnam – what you need to know
- Doing business in Vietnam – business records management
- FDI companies in Vietnam – managing the required compliance procedures
- Types of employment contracts – probationary – cases of termination