Decree No. 371/2026/ND-CP takes effect on 15 November 2026, setting out recruitment, employee notification and reporting requirements for specified foreign organisations employing Vietnamese staff.
Its scope is important: the decree covers organisations such as diplomatic missions, foreign NGOs and foreign media offices. It does not apply to all foreign-owned businesses. For certain foreign business representative offices, it removes the additional recruitment and employee-management regime under Decree 152.
Employers should confirm which framework applies and prepare the relevant procedures before the effective date.
Decree 371 applies to the following foreign organisations authorised to operate in Vietnam:
| Organisation type | Covered entities |
|---|---|
| Diplomatic and international bodies | Diplomatic missions, consular posts, and representative offices of UN agencies, intergovernmental, regional and subregional organisations |
| Foreign government bodies | Representative offices of organisations belonging to foreign governments |
| Foreign media | Resident offices of foreign news agencies, newspapers, radio and television broadcasters |
| Foreign NGOs | Foreign non-governmental organisations holding the required Vietnamese registration |
It also covers foreign individuals working at these organisations who employ Vietnamese workers, and labour outsourcing enterprises supplying Vietnamese staff to covered employers.
From 15 November 2026, it replaces the corresponding Vietnamese-worker provisions of Decree No. 152/2020/ND-CP, as amended by Decree No. 70/2023/ND-CP. Separate rules continue to govern foreign nationals working in Vietnam.
Representative offices in the sectors listed in Article 14 will recruit and manage Vietnamese employees under the Labour Code and other relevant legislation, without the additional special regime under Decree 152.
These sectors include:
Economic and commercial activities;
Finance, banking and insurance;
Science and technology;
Culture, education and healthcare; and
Foreign legal consultancy.
Obligations concerning employment contracts, wages, working hours and benefits continue to apply.
Foreign-invested companies incorporated in Vietnam already employ Vietnamese staff under the general labour framework. Foreign ownership alone does not bring them within Decree 371.
Covered employers must notify the competent managing body in writing of the positions and number of Vietnamese employees they intend to recruit.
They must also publish vacancies through the National Employment Exchange, another lawful employment portal or their official website. Employers may recruit directly or request assistance from the managing body.
The decree assigns separate duties to employers, employees and labour outsourcing providers.
| Requirement | Responsible party | Deadline |
|---|---|---|
| Notify the managing body of the employee’s name, personal identification number, position and start date | Covered employer | Within 10 working days of signing the employment contract |
| Submit the prescribed personal information form and contract copy | Employee | Within 10 working days of signing the employment contract |
| Complete the programme on state policies and legislation | Employee, with employer support | Within six months of signing the employment contract |
| Notify use of labour outsourcing services | Covered employer | Within seven working days of starting the services |
| Notify termination and its reason | Covered employer | Within 10 working days of termination |
| Submit annual recruitment and employment information |
Covered employer | Before 15 December each year |
| Submit a list of Vietnamese workers supplied to covered employers |
Labour outsourcing enterprise | Within 10 working days of supplying the workers |
| Submit the annual labour outsourcing report | Labour outsourcing enterprise | Before 15 December each year |
The employee dossier includes the personal information form, signed contract copy and programme completion certificate. The form and contract make up the initial submission; the certificate follows the separate training obligation.
Employers should confirm the responsible managing body, prescribed forms and submission channels before filing.
Preparation should focus on the requirements that apply to the organisation:
Confirm whether Decree 371 or the general labour framework governs recruitment.
Adjust hiring procedures. Include vacancy notification and publication where required.
Assign responsibilities. Coordinate employer notices, employee submissions and training.
Track deadlines. Set reminders for hiring, outsourcing, termination and annual reporting.
Check submission arrangements. Verify the managing body’s official contact details and filing requirements.
Separate proposed Labour Code amendments should be monitored independently and should not be treated as enacted requirements under Decree 371.
Ascentium Vietnam helps employers assess which employment framework applies, review recruitment and reporting procedures, and coordinate employee records with HR and payroll processes.