Registering Internal Labour Rules in Vietnam

Internal labour rules set out the working discipline, responsibilities and workplace standards that apply within a company. Under Vietnam's Labour Code, employers that reach a certain size must issue written internal labour rules and register them with the competent labour authority.

When registration is required

An employer using 10 or more employees must have written internal labour rules and must register them with the provincial labour authority. Employers with fewer than 10 employees are not required to register but may still adopt rules, which should be consistent with the law.

What the rules must cover

The Labour Code specifies the minimum content of internal labour rules so that employees understand their obligations and the consequences of breaches. Typical contents include:

• Working hours, rest periods and shift arrangements.
• Order in the workplace and rules on conduct.
• Occupational safety and hygiene.
• Protection of assets and confidential business and technology information.
• Acts constituting labour discipline breaches and the corresponding disciplinary measures.
• Material liability for damage caused by employees.

The registration process

Before issuing the rules, the employer must consult the grassroots employee representative organisation where one exists. The rules are then filed with the labour authority, which reviews them for compliance. The internal labour rules generally take effect after the statutory period following registration, and employees must be notified of the main contents.

• Draft the rules and consult the employee representative body.
• Submit the registration dossier to the provincial labour authority.
• Post or notify employees of the contents once effective.

Frequently asked questions

Are internal labour rules mandatory for small companies?

Written, registered rules are mandatory once an employer has 10 or more employees; smaller employers may adopt rules voluntarily and should still act consistently with the Labour Code.

What happens if provisions conflict with the law?

Provisions that contravene the law are invalid, and the authority may request amendments before the rules can be relied upon for discipline.

Must employees be informed of the rules?

Yes. Employees must be notified of the main contents, and the rules should be posted where they can be readily accessed.

How LTV Law helps

LTV Law drafts internal labour rules, manages the consultation and registration steps, and aligns them with employment contracts and policies; to get started, contact our team.

This article is for general information only and does not constitute legal advice.