NATIONAL ASSEMBLY SOCIALIST REPUBLIC OF VIET NAM -------- Independence - Freedom - Happiness ---------------- Law No. 10/2012/QH13 LABOR CODE Pursuant to the Constitution 1992 of the Socialist Republic of Vietnam amended and supplemented under the Resolution No. 51/2001/QH10; The National Assembly promulgates the Labor Code. Chapter I GENERAL PROVISIONS Article 1.
Scope of regulation The Labor Code specifies the labor standards; the rights, obligations and responsibilities of the employees, the employers, the labor representative organizations, the employer representative organizations in the labor relation and other relations directly related to the labor relation, the State management of labor. Subjects of application 1. The Vietnamese employees, apprentices, interns and other employees specified in this Code. Foreign employees working in Vietnam.
Other individuals, agencies and organizations directly related to the labor relation. Interpretation of terms In this Code, the following terms are construed as follows: 1. Employees are people from 15 years old and above, capable of working, working under labor contracts, receiving salaries and subject to the management of the employers. The employers are enterprises, agencies, organizations, cooperatives, households and individuals hiring, employing employees under labor contracts.
The individuals must be sufficiently capable of civil acts. The labor collectives are organized collectives of the employees working for one employer or in one division under the organizational structure of the employer. The internal labor representative organizations are the executive board of the internal Union or the executive board of the direct superior Union if the internal Union has not been established 5. The employer representative organizations are organizations legally established to represent and protect the lawful rights and interests of the employers in the labor relation.
Labor relation is the social relation occurring while hiring or employing, paying salaries between the employee and the employer. Labor dispute is the dispute over the rights, obligations and interests arising in the labor relation. The labor disputes include the personal labor dispute between the employee and the employer, and the collective labor dispute between the labor collective and the employer. Collective labor dispute over rights is the dispute between the labor collective and the employer arising out of the inconsistent explanation and implementation of the law provisions on labor, the collective labor agreement, the labor regulations and other lawful agreements and regulations.
The collective labor dispute over interests is the labor dispute arising when the labor collective requests the establishment of new working conditions compared to the law provisions on labor, the collective labor agreement, labor regulations and other lawful agreements and regulations during the negotiation between the labor collective and the employers. Coercive labor is the use of force, the threat to use force or other tricks to coerce other people to work involuntarily. The State policies on labor 1. Ensuring the legitimate rights and interests of the employees; encouraging agreements that ensure more favorable conditions for the employees than that in the law provisions on labor; encouraging employees to purchase stocks and contribute capital to the production and business development.
Ensuring the lawful rights and interests of the employers, managing labor in a legal, democratic, equitable, civilized manner, and enhance the social responsibilities. Facilitating the employment creation, self-employment, vocational training and learning towards employment opportunities, facilitating the production and business that attract a lot of labor. Planning the development and distribution of labor force; providing vocational training and skill improvement courses for employees, offering incentives to employees with great professional expertise that satisfy the modernization and industrialization requirements of the country. Planning the labor market development, diversifying the means of connection between the labor supply and demand.
Guiding the communication and collective negotiation between employees and employers, building stable, progressive and harmonious labor relations. Ensuring the gender equality; imposing labor regulations and social policies in order to protect female employees, disabled employees, elderly employees and underage employees. Rights and duties of employees 1. The employees are entitled to: a) Work, independently select works, vocations, get vocational training and improvement without discrimination; b) Receive salaries consistently with the vocational skills and grade on the basis of the agreement with the employer; receive work protection, work in safe and hygienic conditions; take official leave, paid annual leave and enjoy collective benefits; c) Establish, join and participate in activities of the Union, professional organizations and other organizations as prescribed by law; request and participating in discussions with the employer, exercise the democratic regulation and get consultancy at workplaces in order to protect the lawful rights and interests; participate in the management under the regulations of the employer.
d) Unilaterally terminate the labor contract as prescribed by law; dd) Be on strike. The employees are responsible to: a) Perform the labor contract and the collective labor agreement; b) Observe the labor discipline, labor regulations and obey the lawful management of the employer; c) Implement the law provisions on social insurance and law provisions on medical insurance. Rights and obligations of employers 1. The employers are entitled to: a) Employ, arrange and manage labor according to the demand for production and business; commend and discipline for violations of labor discipline; b) Establish, join and participate in the activities of professional organizations and other organizations as prescribed by law; c) Request the labor collective to discuss, negotiate and conclude the collective labor agreement; participate in settling labor disputes and strikes; discuss with the Union about the problem in labor relations, improve the material and mental life of the employees; d) Temporarily shut down the workplace.
The employers are responsible to: a) Perform the labor contract, collective labor agreement and other agreements with employees, respect the honor and dignity of employees; b) Establish the mechanism and discuss with the labor collective at the enterprise and strictly observe the internal democratic regulations; c) Make the labor management book, salary book and present them at the request from competent agencies; d) Declare the employment within 30 days as from starting the operation, periodically make and send reports on the change in the labor status during the operation to local State labor management agencies; dd) Implement the law provisions on social insurance and law provisions on medical insurance. Labor relation between the employee or the labor collective with the employer is established through communication, negotiation and agreement in a voluntary, affable, equitable, cooperative manner, in which the lawful rights and interests are mutually respected. The Union, the employer representative organizations shall join the State agencies in building the stable, progressive and harmonious labor relations, supervising the implementation of law provisions on labor; protecting the lawful rights and interests of employees and the employers. Discrimination by sex, race, social class, marital status, belief, religion, discrimination against HIV sufferers, disabled people or against the reasons for establishing, joining and participate in the Union activities.
Maltreatment of employees, sexual harassment at workplaces. Exploiting vocational training and apprenticeship to make profit, exploit labor or entice, coerce the vocational learners, apprentices into committing unlawful acts. Using untrained employees or employees without national vocational certificates to do the jobs that required trained employees or employees with national vocational certificates 6. Deceitfully enticing and advertising in order to cheat employees or exploiting the employment services to contractually send employees abroad to commit unlawful acts.
Illegally using underage labor. Chapter II EMPLOYMENTS Article 9. Employments and employment creation. Employments are activities that generate incomes that the law does not prohibit 2.
The State, the employers and the society are responsible to create employments and ensure that everyone capable of working is offered employment possibilities. The right to work of employees 1. The employee is entitled to work for any employer at any place that the law does not prohibit. The employee may directly contact the employee or via the employment services to seek employment towards their expectations, vocational grade and health.
The right to employ of employers The employer is entitled to employ labor directly or via employment services, or outsourcing service providers. The employer is entitled to increase or decrease the labor depending on the production and business demand. The State policies on employment development support 1. The State shall determine the target for employment increase in the five-year and the annual socio-economic development plans.
Depending on the socio-economic condition in each period, the Government shall present the National Assembly to approve the National program of vocational training and employment. Establishing the policies on unemployment insurance and incentives for employees to create self-employment, support employers that employ females, disabled people or people from ethnic groups. Encouraging and facilitate the investment in production and business development of domestic, foreign organizations and individuals in order to create more employments. Supporting employers and employees to seek and expand the labor markets overseas.
Establishing the National fund of employments to grant preferential loans for employment creation and other activities as prescribed by law. People’s Committees of central-affiliated cities and provinces (hereinafter referred to as provincial People’s Committees) shall establish and present the local employment programs to the People’s Council at the same level for approval. Other employers, State agencies, enterprises, socio-political organizations, social organizations, within their scope of duties and authority, are responsible to participate in the employment programs. Employment service organizations 1.
Employment service organizations shall provide consultancy, offer employments and provide vocational training to employees; supply and recruit labor at the request of the employer; collect and provide information about the labor market, and perform other duties as prescribed by law. Employment service organizations include employment service centers and enterprises providing employment services. Employment service centers are established and operated in accordance with the Government’s provisions. The enterprises providing employment services are established and operated as prescribed by the Law on Enterprise and must obtain the Licenses to provide employment services issued by provincial State labor management agencies.
Employment service organizations are eligible for collecting fees, for tax exemption and reduction as prescribed by law provisions on fees and law provisions on tax. Chapter III LABOR CONTRACT Section 1. LABOR CONTRACT CONCLUSION Article 15. Labor contract A labor contract is an agreement between the employee and the employer on the paid job, the work conditions, the rights and obligations of each party in the labor relation.
Form of labor contracts 1. A labor contract must be concluded in writing and made into 02 copies, the employee shall keep 01 copy, the employer shall keep 01 copy, except for the case prescribed in Clause 2 this Article. For temporary jobs with terms under 03 months, the parties may conclude verbal contracts. Principles of labor contract conclusion 1.
Voluntary, equitable, affable, cooperative and truthful. The contract is freely concluded without violating the law, the collective labor agreement and social ethics. Responsibilities for labor contract conclusion 1. Before recruiting, the employer and the employee must directly conclude the labor contract.
In case the employee is from 15 to 18 years old, the labor contract conclusion must be agreed by the legal representative of the employee. For casual works and regular works with terms under 12 months, the employee group may authorize an employee in the group to conclude the written contract; in this case, the validity of the contract is equal to each person. The labor contract concluded by the authorized person must be enclosed with the list specifying the full names, ages, genders, residences, occupations and signatures of every employee. Responsibilities to provide information before the labor contract conclusion 1.
The employer must provide information for employees about the work, work location, work conditions, working hours, break time, labor safety, labor hygiene, salary, method of salary payment, social insurance, the provisions on business secret protection, technical know-how and other issues directly related to the labor contract conclusion requested by the employee. The employee must provide information for the employer about their full name, gender, residence, educational background, vocational skills, health condition and other issues directly related to the labor contract conclusion requested by the employer. The prohibited acts committed by the employer during the conclusion and performance of the labor contract 1. Keeping the originals of the identity papers, certificates and qualifications of the employee.