HR and Payroll Outsourcing | Ascentium Vietnam

Our HR & Payroll Engagement Approach

For detailed HR administration, payroll processing and statutory reporting, our Vietnam team helps define the right scope before managing the recurring work.

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Understanding Your Workforce Structure

We review your payroll cycle, employee structure, reporting obligations, and existing administration processes.

Employee and Payroll Data Collection

Employee records, salary details, statutory contribution requirements, and payroll information are organised for onboarding.

Setting Up Payroll Workflows

Payroll calculations, reporting timelines, approval processes, and recurring requirements are aligned with your operations.

Monthly Payroll Coordination

Payroll calculations, employee reporting, and statutory contribution requirements are managed according to the agreed payroll cycle.

Statutory Reporting and Contributions

Personal Income Tax (PIT), Social Insurance, and recurring reporting obligations are prepared and coordinated in line with Vietnam requirements.

Ongoing Workforce Administration

Support continues across payroll administration, employee records, and recurring workforce requirements as operations evolve.

Compliance Without Additional Headcount

Payroll, Personal Income Tax (PIT), and statutory contribution obligations managed accurately without expanding internal teams.

Support Beyond Payroll Processing

Employee records, labour documentation, onboarding support, and recurring workforce administration handled through one coordinated process.

Built for Growing Teams

As headcount increases, payroll and employee administration requirements often become more demanding across operations.

One Team Across the Full Function

Payroll coordination, employee reporting, and workforce administration managed through a single point of contact.

Our team supports HR, payroll, insurance and tax processes in line with Vietnam’s employment administration requirements.

We help keep payroll accurate, timely and aligned with employee records, leave data, incentives and final payment requirements.

From SHUI to PIT and labour reports, we help maintain consistency across recurring submissions and employee updates.

Our services can support companies hiring their first employees or managing larger teams across local and expatriate roles.

People Operations, Managed by Professionals

Keep payroll accurate, employee records in order and Vietnam workforce compliance moving with support from experienced HR and payroll professionals.

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Employer of Record (EOR)

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Immigration

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A foreign company may be able to pay employees in Vietnam from overseas, but the arrangement must be structured carefully to address local employment, payroll, tax, and statutory insurance obligations. The appropriate approach depends on whether employees are hired through a Vietnam entity, an Employer of Record (EOR), a secondment arrangement, or another compliant employment structure.

In most cases, direct employment in Vietnam requires a local employing structure. If your company does not have a Vietnam entity, you may need to consider an Employer of Record or another compliant hiring route before engaging local employees.

A foreign company should review the employment, tax, payroll and statutory insurance implications before paying employees in Vietnam from overseas. The correct structure depends on whether the employee is locally employed, seconded, contracted or engaged through another compliant arrangement.

Payroll in Vietnam is typically processed on a monthly basis. Employers must also manage related compliance obligations, including Personal Income Tax (PIT) declarations, Social, Health and Unemployment Insurance (SHUI) reporting, labour reporting, and employee status updates. Reporting frequencies may vary depending on the specific requirement and regulatory authority involved.

Yes. Payroll outsourcing providers can support both local and expatriate employees by managing payroll calculations, statutory insurance reporting, Personal Income Tax (PIT) obligations, employee records, and other payroll administration requirements. Additional considerations may apply to expatriate employees depending on their work permit, visa, residency, and tax status.

Companies usually need to provide company registration details, employee contracts, employee personal information, payroll inputs, leave and timesheet records, SHUI status, PIT status and any existing labour records. The final checklist depends on your current HR setup and service scope.

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