Yes — completely legally. Setting up a foreign-invested entity in Vietnam typically takes 2+ months including Investment Registration Certificate and Enterprise Registration Certificate. Through Hemiton’s Vietnam EOR service, we become the legal employer under our Vietnam entity. We issue Labour Code 2019-compliant contracts, register employees with the Social Insurance (BHXH) portal within 30 days, process monthly payroll with correct Social Insurance, Health Insurance, Unemployment Insurance and PIT deductions, and handle work permits under the new Decree 219/2025 process. First Vietnam employee live in 10–14 days from a signed offer letter — versus 2+ months for entity incorporation.

Yes. Vietnamese companies — including manufacturing groups expanding alongside investments like VinFast’s Tamil Nadu plant — can hire across all 28 Indian states through Hemiton’s India EOR without incorporating in India. We become the legal employer under our Indian entity, managing PF (EPFO), ESI, TDS (Form 24Q + Form 16), Professional Tax, and CTC structuring compliant with India’s new Labour Codes (notified 21 November 2025, 50% basic wage rule). You invoice us in VND or USD; we handle the INR payroll. First India employee live in 7–14 days.

Decree 219/2025/ND-CP, effective 7 August 2025, significantly streamlined Vietnam’s work permit process for foreign employees. The previous two-step approval (separate work-permit-need approval, then permit issuance) is now a single merged dossier. Processing time dropped from 15 to 10 working days. Approval authority shifted from MOLISA to Provincial People’s Committees, removing semi-annual and annual foreign labour reporting requirements. The “expert” category experience requirement was reduced to 2 years with a relevant degree (from 3 years previously), and short-term assignment thresholds extended from 30 to 90 days per year without needing a full work permit. For Indian companies sending engineers or managers to Vietnam, this materially shortens mobilisation timelines. Hemiton manages the entire Decree 219/2025 dossier — single submission, 10-working-day target, zero rejected applications since the new process began.

Under the Social Insurance Law 2024 (effective 1 July 2025), Vietnamese employers contribute 23.5% of salary for local employees (17.5% Social Insurance + 3% Health Insurance + 1% Unemployment Insurance + 2% Trade Union Fee — the Trade Union Fee applies even without an internal union). Employees contribute 10.5% (8% SI + 1.5% HI + 1% UI). For foreign employees on contracts of 1 year or more: employer contributes approximately 22.5% (UI-exempt), and the employee contributes 8% SI + 1.5% HI (also UI-exempt). Social Insurance and Health Insurance contributions are capped at 20× the regional basic salary (VND 46.8 million/month), while Unemployment Insurance is capped at 20× the regional minimum wage (VND 106.2 million/month in Region I). Sick leave under the 2024 law now ranges from 30–70 days at 75% of salary depending on contribution history. Hemiton registers every employee — Indian or local — on the BHXH portal within the mandatory 30-day window and applies the correct foreign-employee contribution rates automatically.

Decree 293/2025/ND-CP, effective 1 January 2026, raised Vietnam’s regional minimum wages by 7.2% — the largest single increase in several years. Region I (Hanoi, Ho Chi Minh City, Hai Phong, Da Nang and surrounding industrial zones) is now VND 5,310,000/month; Region II is VND 4,730,000; Region III is VND 4,140,000; and Region IV is VND 3,700,000. Employees who have completed certified vocational training are entitled to a further 7% uplift above the regional minimum. For companies operating across multiple regions — for example, an Indian manufacturer with a Bac Ninh electronics facility (Region I) and a Binh Duong industrial park location (also Region I, but with different local allowances) — getting the region classification right is critical, because it also sets the cap for Unemployment Insurance contributions. Hemiton’s payroll engine applies the correct 2026 regional minimum wage automatically based on each employee’s work location.

Vietnam’s PIT reform restructured the progressive bracket system into 5 bands: 5% on monthly income up to VND 10 million, 15% on VND 10–30 million, 25% on VND 30–60 million, 30% on VND 60–100 million, and 35% above VND 100 million. The personal deduction increased from VND 11 million to VND 15.5 million per month, and the dependent deduction rose from VND 4.4 million to VND 6.2 million per month — both reduce taxable income before brackets apply. Tax residency matters significantly: Vietnam tax residents (generally those present 183+ days per year) are taxed on the progressive scale above, while non-residents face a flat 20% rate on Vietnam-sourced income. For Indian companies sending assignees on rotational postings, getting the residency determination right from day one avoids costly year-end reconciliation. Hemiton calculates PIT correctly for both resident and non-resident classifications and files monthly with the local tax authority.

No — Vietnam’s Labour Code 2019 does not legally mandate a 13th-month salary or Tet (Lunar New Year) bonus. However, it is a near-universal market practice, typically equal to 1–3 months of salary, paid before Tet. Companies that don’t budget for this — particularly first-time foreign employers — often face significant retention problems immediately after their first Tet, when employees who didn’t receive a bonus leave en masse for competitors who paid one. For Indian companies setting up their first Vietnam team, this is one of the most commonly underestimated costs. Hemiton builds the 13th-month provision into your standard cost projections from day one, so there’s no surprise budget gap in December/January, and we benchmark the exact amount against your region and industry (Bac Ninh electronics manufacturing norms differ from Hanoi office-based roles, for example).

Yes — this is one of our most important differentiators for Indian companies expanding to Vietnam. We integrate bidirectionally with Keka, Greythr, Darwinbox, Zoho People, HRMantra, OrangeHRM, and BambooHR via REST API, webhooks, or SFTP. Employee master records, attendance, salary inputs, and leave balances flow automatically from your Indian HRMS into our Vietnam payroll engine — eliminating dual data entry. We also support MISA and Base.vn, Vietnam’s leading local payroll and HRMS platforms, for Vietnamese companies expanding into India. Enterprise clients on SAP SuccessFactors, Workday, or Ramco Systems are supported via API. Integration setup typically takes 3–7 days. When Vietnam’s 2026 regional minimum wage or Social Insurance rates change, your synced payroll data is recalculated automatically — no manual re-entry required.