本文作者/The Authors：
陈韩 Hanh Tran
陈明英 Minh Anh Tran
本文译者/The Translator：
徐御衡 Xu Yuheng
一、前言 Foreword
作为中国“一带一路”倡议在东南亚的关键节点，越南凭借其蓬勃的劳动力资源、联通海陆的区位优势，正日益成为中资企业海外布局的重要选择。然而，这片充满机遇的土地上，劳动用工法律体系的复杂性与合规风险往往成为企业“走出去”的隐形门槛——从外国公司雇佣规则到劳动纠纷解决，每一个环节都暗藏玄机。
As a pivotal node in Southeast Asia for China's Belt and Road Initiative, Vietnam, with its dynamic labor force and strategic location connecting maritime and overland routes, is increasingly becoming a preferred destination for Chinese enterprises in their global expansion. Yet beneath these opportunities lies a labyrinth of labor law complexities and compliance risks—an invisible threshold for enterprises venturing abroad. From foreign company employment rules to labor dispute resolution, from employee data protection to collective bargaining negotiations, every step carries hidden intricacies.
Hanh Tran律师与Minh Anh Tran律师合著的《越南劳动法概览》，融汇了二者在越南多年的执业精髓，为读者清晰勾勒出越南劳动法的完整图景。书中这些从真实场景中淬炼出的合规智慧，恰似为中资企业提供的“商业探路指南”，助其在越南市场的人才棋盘上精准落子。
Vietnam Labor Law Overview, co-authored by attorneys Hanh Tran and Minh Anh Tran, distills the essence of their years of professional practice in Vietnam, offering readers a clear and comprehensive framework of the country's labor regulations. The compliance strategies derived from real-world scenarios serve as a "commercial guidebook" for Chinese enterprises, enabling them to make well-informed moves on the chessboard of talent management in the Vietnamese market.
（下文为《越南劳动法概览》节选内容下半部分，完整版详见《一带一路沿线国家劳动法律环境报告》之越南篇）
(The following content is excerpted from Vietnam Labor Law Overview - Part B. For the full version, refer to the Vietnam Chapter in Invitation to Contribute to The Labor Law Environment Report of the "Belt and Road" Countries.)
二、争议解决 Dispute Resolution
（一）争议解决机构 Dispute Resolution Body
《劳动法》承认以下争议解决机构（"DRB"）：劳动调解员、劳动仲裁委员会和法院。各DRB都有权解决法律分类的各类争议。在越南，采取劳动调解员的替代争议解决方法是在大多数劳动争议中采取任何进一步行动的先决条件（除法律规定的某些特定情况外），而法院解决仍然是最常见的方式，因为与仲裁相比，其决定具有约束力和可执行性。
The Labor Code recognize the following dispute resolution bodies ("DRB"): employment mediator, employment arbitration committees, and court. Each DRB has the authority to resolve each kind of disputes classified by laws. In Vietnam, the alternative dispute resolution method through employment mediator is a prerequisite for taking any advanced course of action in most of the labor disputes (except for some specific cases provided by laws) while settlement by court is still the most common way because of its binding and enforceable decision in comparison to the arbitration.
（二）劳动调解员 Employment Mediator
劳动调解员有权调解个人劳动争议和集体劳动争议。根据法律，大多数劳动争议必须首先通过劳动调解员作为诉讼前程序处理，然后才能提交给劳动仲裁委员会或法院。当事人应在发现其合法权益受到侵害之日起6个月内请求劳动调解员解决其争议。规定的期限内未请求调解的，其权利可能会丧失。
Employment mediators may have authority over all individual employment disputes and collective employment disputes. By law, most employment disputes must be first addressed via employment mediator as a pre-litigation procedure before they can be escalated to the employment arbitration committees or the courts. The parties shall have 6 months from the date on which they discover the breaches of their lawful rights and interests to request the employment mediator to settle their dispute. If they fail to do so within the prescribed time limit, their right may be forfeited.
劳动调解员必须在收到争议双方解决劳动争议的请求之日起5个工作日内处理。劳动调解员将首先支持双方协商达成友好解决方案。如果双方无法达成和解，劳动调解员将然后提供调解建议供双方考虑。在规定的期限届满后，如果劳动调解员未能进行调解或调解不成功，或一方未能遵守调解记录下的协议，任何一方均可将争议提交劳动仲裁委员会或法院解决。
The employment mediator must have 5 working days as of receipt of the request from the disputing parties for the settlement of the employment dispute. The employment mediator would first support the parties to negotiate to reach an amicable resolution. If the parties could not reach a settlement, the employment mediator would then provide a mediation proposal for consideration by the parties. Upon the expiry of the prescribed period, if the employment mediator fails to conduct the mediation or the mediation is unsuccessful or a disputing party fails to adhere to the agreements under the mediation minutes, either disputing party may refer the dispute to the employment arbitration committees or the courts for resolution.
然而，对于以下争议，不需要诉讼前程序，争议方可直接向劳动仲裁委员会或主管法院提交并解决争议：
However, the pre-litigations procedure is not required for the following disputes, the disputing party may either directly refer to and settle the dispute at employment arbitration committees or the competent courts:
与解雇纪律措施或因单方面终止劳动合同而产生的争议；A dispute relating to the disciplinary measure of dismissal or arising from unilateral termination of a labor contract;
与终止劳动合同时的损失和损害赔偿支付或津贴支付有关的争议；A dispute relating to payment of compensation for loss and damage or payment of allowances upon termination of a labor contract;
家庭佣工与雇主之间的争议；A dispute between a domestic servant and the employer;
与社会保险、健康保险、失业保险或劳动事故或职业病保险有关的争议；A dispute relating to social insurance, health insurance, unemployment insurance, or insurance covering a labor accident or occupational disease;
劳动者与根据合同派遣其到海外工作的企业或组织之间有关赔偿损失和损害的纠纷；A dispute relating to payment of compensation for loss and damage between an employee and an enterprise or organization sending a worker to work overseas pursuant to a contract;
分包用人单位与分包劳动者之间的争议。A dispute between a sub-leasing employer and the sub-leased employee.
（三）劳动仲裁委员会 Employment Arbitration Committee
与劳动调解员类似，劳动仲裁委员会有权解决所有个人劳动争议和集体劳动争议。然而，与通过劳动调解员或法院的争议解决方法不同，必须经争议双方同意才能启动劳动仲裁委员会的争议解决程序。如果劳动争议被提交给劳动仲裁委员会，双方不得同时请求法院解决该争议。
Similarly to employment mediators, employment arbitration committees are authorized to settle all individual employment disputes and collective employment disputes. However, unlike the dispute resolution methods via employment mediators or at courts, there must be a consensus between the disputing parties to initiate the dispute settlement procedure at employment arbitration committee. Where an employment dispute is referred to the employment arbitration committee, the parties are not allowed to concurrently request such dispute to be settled at court.
根据法律，双方应在发现其合法权益受到侵害之日起9个月内请求劳动仲裁委员会解决其争议。如果他们未能在规定的期限内这样做，他们的权利可能会丧失。
By law, the parties shall have 9 months from the date on which they discover the breaches of their lawful rights and interests to request the employment arbitration tribunal to settle their dispute. If they fail to do so within the prescribed time limit, their right may be forfeited.
劳动仲裁庭必须在收到争议双方解决争议的请求之日起7个工作日内成立。劳动仲裁庭必须由1名仲裁员或3名仲裁员组成。如果劳动仲裁庭由3名仲裁员组成，每一方应选择1名仲裁员，双方选择的仲裁员应同意选择另一名仲裁员担任仲裁庭庭长。劳动仲裁庭必须在成立后30天内解决争议。
An employment arbitration tribunal must be established within 7 working days as of the receipt of the request from the parties in dispute to resolve their dispute. An employment arbitration tribunal must comprise either 1 arbitrator or 3 arbitrators. Where the employment arbitration tribunal comprises 3 arbitrators, each disputing party shall select 1 arbitrator and the arbitrators selected by the disputing parties shall agree on selecting another arbitrator to act as the head of the tribunal. The employment arbitration tribunal must have 30 days from its establishment to settle the dispute.
尽管如此，如果出现以下情况，任何一方均可将案件提交法院：（1）7个工作日的期限届满但未成立劳动仲裁庭；（2）30天的期限届满但未就争议解决作出决定；（3）任何一方未能执行劳动仲裁庭的决定。
Nonetheless of the above, either party may bring the case to the court if: (i) the time limit of 7 working days expires but no employment arbitration tribunal has been established; (ii) the time limit of 30 days expires but no decision on dispute settlement has been issued; and (iii) either disputing party fails to implement the decision of the employment arbitration tribunal.
（四）法院 Court
在越南，在法院解决劳动争议是目前最常见和有效的争议解决方法。法院的判决对争议双方具有终局性和约束力。然而，与其他争议解决方法（即劳动仲裁委员会）相比，法院的争议解决程序可能需要更多的时间和精力。此外，法院无权解决集体劳动利益争议，这与劳动仲裁委员会不同。
Settling employment disputes at court is currently the most common and effective dispute resolution method in Vietnam. The court's judgment is conclusive and binding on the disputing parties. However, by contrast to other dispute resolution method (i.e., employment arbitration committees), the dispute settlement procedure at court may consume more time and effort. Furthermore, the courts do not have the authority to resolve the collective employment disputes in terms of interests, unlike employment arbitration committees.
根据法律，双方应在发现其合法权益受到侵害之日起1年内请求法院解决其争议。在该规定的期限届满后，双方可能丧失这样做的权利。在法院解决劳动争议必须严格遵循《民法典》规定的程序，如同其他民事案件一样。在越南，法院诉讼可能包括两个阶段：一审法院和上诉法院。劳动相关案件的一审审判完成时间因案件的性质和复杂程度而异。一般来说，从接受起诉状到作出一审判决的时间约为3至5个月。任何一方不同意一审法院的判决，可在收到判决或判决发布之日起十五日内提起上诉，请求上诉法院在判决生效前审查初始判决。上诉程序，包括上诉听证会，通常需要约两至四个月，具体取决于争议的复杂程度。具有法律效力的判决也可以根据再审程序或重审程序进行审查。如果在法律适用方面（包括其他方面）存在严重法律错误，导致发布影响相关方合法权益的不正确判决，或者出现可能重大改变判决或决定内容的新发现事实，则可以启动这些程序。这些程序由高级人民法院或最高人民法院审理。
By law, the parties shall have 1 year from the date on which they discover the breaches of their lawful rights and interests to request the court to settle their dispute. At the expiry of such prescribed time limit, the parties may forfeit the rights to do so. The settlement of an employment dispute at court must strictly follow the procedure prescribed under the Civil Code like other civil cases. In Vietnam, the litigation at court may include two stages: first instance court and appellate court. The timeframe for the completion of a first-instance trial in labor-related cases varies depending on the nature and complexity of the matter. Generally, the period from the acceptance of the petition to the issuance of the first-instance judgment ranges from approximately 3 to 5 months. Either disputing party disagreeing with the judgment of the first instance court may file an appeal requesting the appellate court to review the initial judgment before such judgment comes into legal effect within fifteen (15) days from the date of receipt of the judgment or the date on which the judgment is issued. The appellate proceeding, including the appeal hearing, generally takes around two (2) to four (4) months, subject to the complexity of the dispute. The judgment that is legally effective may also be reviewed under the cassation procedure or reopening procedure. These proceedings may be initiated if there are (among others) serious legal errors in the application of the law resulting in the issuance of an incorrect decision that influences the legitimate rights and interests of the involved parties, or if newly discovered facts arise that could materially alter the contents of the judgment or decision. Such procedures are adjudicated by the High People's Court or the Supreme People's Court.
作者简介/About the Authors
陈韩 Hanh Tran
陈韩是越南DFDL（德辅律师事务所）的合伙人兼联合董事总经理。她与广泛的客户合作，处理单一和多司法管辖区的合并、收购和处置、公司和商业事务以及就业事务。陈韩在可再生能源项目和相关融资安排方面也非常活跃。她拥有帮助项目开发商、贷款人和投资者的丰富经验。陈韩在DFDL越南河内和胡志明市的办公室工作，也曾在柬埔寨执业。她被Chambers Asia Pacific、IFLR、Asialaw 和Legal 500等知名法律目录评为领先律师。
陈韩拥有越南司法学院的律师证书、法国图尔大学的国际商法硕士学位、河内国家大学的法学学士学位以及河内外语学院的外语（法语）学士学位。
Hanh is a Partner and Co-Managing Director of DFDL Vietnam. She works with a broad range of clients on single and multi-jurisdictional mergers, acquisitions and disposals, corporate and commercial matters, and employment. Hanh is also highly active in renewable energy projects and related financing arrangements. She has a wealth of experience helping project developers, lenders, and investors. Hanh spends time in DFDL Vietnam offices in Hanoi and Ho Chi Minh City and has also practiced in Cambodia. She is ranked as a leading lawyer by renowned legal directories such as Chambers Asia Pacific, IFLR, Asialaw and Legal 500.
Hanh holds a Lawyer Certificate from the Judicial Academy Institute of Vietnam, a master's in International Business Law from the University of Tours, France, a Bachelor in Law from Hanoi National University, and a Bachelor in Foreign Languages (French) from the Hanoi Foreign Language College.
陈明英 Minh Anh Tran
陈明英是一位精通越南法律的合格律师，在DFDL越南河内办公室工作。她毕业于越南外交学院，获得法学学士学位。她在公共采购、公共合同领域为客户提供支持方面拥有丰富经验。她的工作涵盖航空法的各个方面，包括法规合规、合同谈判和解决与运营相关的问题。她还具有反垄断和就业方面的专业知识。陈明英会说英语和越南语。
Minh Anh is a proficient qualifed Vietnamese lawyer working at DFDL's Hanoi office in Vietnam. She graduated from the Diplomatic Academy of Vietnam with a Bachelor of Law degree. She has extensive experience supporting clients in the field of public procurement, public contracts. Her work spans various aspects of aviation law, including regulatory compliance, contract negotiations, and resolving issues related to operations. She also has anti-trust and employment expertise. Minh Anh speaks English and Vietnamese.
徐御衡 Xu Yuheng
徐御衡律师，执业领域为劳动法、企业合规、公司并购及债券发行等商业综合事务。曾为多家大型央企、上市公司提供专项法律咨询及顾问服务。徐御衡律师曾独立完成或参与处理多个针对公司的尽职调查与合规管理项目，债券发行、企业并购等领域专业水平突出。徐御衡律师的工作语言为中文和英文。徐御衡律师2018年毕业于南开大学法学院，取得法学学士学位，2019年毕业于美国圣路易斯华盛顿大学法学院，取得法学硕士学位。
Mr. Xu, practiced in comprehensive commercial affairs such as labor law, corporate compliance, corporate mergers and acquisitions and bond issuance. He has provided legal advice and consulting services for many large state-owned enterprises and listed companies. Mr. Xu has independently completed or participated in a number of due diligence and compliance management projects for companies, and has outstanding expertise in the fields of bond issuance and corporate mergers and acquisitions. Mr. Xu is proficient in Chinese and English. Mr. Xu graduated from Nankai University Law School in 2018 with a bachelor's degree in law, and graduated from Washington University Law School in St. Louis in 2019 with a master's degree in law.
