{"id":7204,"date":"2022-04-21T15:01:09","date_gmt":"2022-04-21T08:01:09","guid":{"rendered":"https:\/\/pl-partners.vn\/?p=7204"},"modified":"2023-12-12T16:16:59","modified_gmt":"2023-12-12T09:16:59","slug":"certain-new-points-on-entering-into-and-performing-labor-contracts","status":"publish","type":"post","link":"https:\/\/pl-partners.vn\/en\/certain-new-points-on-entering-into-and-performing-labor-contracts\/","title":{"rendered":"Certain new points on entering into and performing labor contracts"},"content":{"rendered":"<p style=\"text-align: justify;\"><span style=\"color: #282828;\">From 1 January 2021, the <span style=\"color: #0000ff;\">Labor Code 2019<\/span> has officially taken effect. Accordingly, there are many new points compared to the <span style=\"color: #0000ff;\">Labor Code 2012<\/span> to better suit the reality.<\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"color: #282828;\">In order to help you and your friends easily grasp these changes, PL &amp; Partners Law Firm will have a series of articles and videos on the highlights of the <span style=\"color: #0000ff;\">Labor Code 2019<\/span>.<\/span><\/p>\n<hr \/>\n<p style=\"text-align: justify;\"><span style=\"color: #282828;\">First, in this article, let&#8217;s learn the new points about entering into and performing the labor contract.<\/span><\/p>\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_73 counter-hierarchy ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">N\u1ed9i dung b\u00e0i vi\u1ebft<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/pl-partners.vn\/en\/certain-new-points-on-entering-into-and-performing-labor-contracts\/#1_SUPPLEMENTING_REGULATIONS_REGARDING_THE_DETERMINATION_AND_IDENTIFICATION_OF_LABOR_CONTRACTS\" title=\"1. SUPPLEMENTING REGULATIONS REGARDING THE DETERMINATION AND IDENTIFICATION OF LABOR CONTRACTS.\">1. SUPPLEMENTING REGULATIONS REGARDING THE DETERMINATION AND IDENTIFICATION OF LABOR CONTRACTS.<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/pl-partners.vn\/en\/certain-new-points-on-entering-into-and-performing-labor-contracts\/#2_THE_SEASONAL_LABOR_CONTRACT_NO_LONGER_EXISTS\" title=\"2. THE SEASONAL LABOR CONTRACT NO LONGER EXISTS.\">2. THE SEASONAL LABOR CONTRACT NO LONGER EXISTS.<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/pl-partners.vn\/en\/certain-new-points-on-entering-into-and-performing-labor-contracts\/#3_SUPPLEMENTING_ELECTRONIC_FORM_OF_ENTERING_INTO_LABOR_CONTRACTS\" title=\"3. SUPPLEMENTING ELECTRONIC FORM OF ENTERING INTO LABOR CONTRACTS.\">3. SUPPLEMENTING ELECTRONIC FORM OF ENTERING INTO LABOR CONTRACTS.<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/pl-partners.vn\/en\/certain-new-points-on-entering-into-and-performing-labor-contracts\/#4_SUPPLEMENTING_ACTS_THAT_EMPLOYERS_MUST_NOT_DO_WHEN_ENTERING_INTO_AND_IMPLEMENTING_THE_LABOR_CONTRACT_WITH_EMPLOYEES\" title=\"4. SUPPLEMENTING ACTS THAT EMPLOYERS MUST NOT DO WHEN ENTERING INTO AND IMPLEMENTING THE LABOR CONTRACT WITH EMPLOYEES.\">4. SUPPLEMENTING ACTS THAT EMPLOYERS MUST NOT DO WHEN ENTERING INTO AND IMPLEMENTING THE LABOR CONTRACT WITH EMPLOYEES.<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/pl-partners.vn\/en\/certain-new-points-on-entering-into-and-performing-labor-contracts\/#5_AMENDING_REGULATIONS_ON_PROBATION\" title=\"5. AMENDING REGULATIONS ON PROBATION.\">5. AMENDING REGULATIONS ON PROBATION.<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/pl-partners.vn\/en\/certain-new-points-on-entering-into-and-performing-labor-contracts\/#51_Probationary_period\" title=\"5.1. Probationary period.\">5.1. Probationary period.<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/pl-partners.vn\/en\/certain-new-points-on-entering-into-and-performing-labor-contracts\/#52_Specifying_the_form_of_entering_into_and_terminating_the_probationary_period\" title=\"5.2. Specifying the form of entering into and terminating the probationary period.\">5.2. Specifying the form of entering into and terminating the probationary period.<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/pl-partners.vn\/en\/certain-new-points-on-entering-into-and-performing-labor-contracts\/#6_AMENDING_REGULATIONS_ON_APPENDIX_OF_LABOR_CONTRACT\" title=\"6. AMENDING REGULATIONS ON APPENDIX OF LABOR CONTRACT.\">6. AMENDING REGULATIONS ON APPENDIX OF LABOR CONTRACT.<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/pl-partners.vn\/en\/certain-new-points-on-entering-into-and-performing-labor-contracts\/#7_SUPPLEMENTING_CASES_OF_TERMINATION_OF_LABOR_CONTRACT\" title=\"7. SUPPLEMENTING CASES OF TERMINATION OF LABOR CONTRACT.\">7. SUPPLEMENTING CASES OF TERMINATION OF LABOR CONTRACT.<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/pl-partners.vn\/en\/certain-new-points-on-entering-into-and-performing-labor-contracts\/#8_ALLOWING_EMPLOYEES_TO_UNILATERALLY_TERMINATE_THE_LABOR_CONTRACT_WITHOUT_REASON\" title=\"8. ALLOWING EMPLOYEES TO UNILATERALLY TERMINATE THE LABOR CONTRACT WITHOUT REASON.\">8. ALLOWING EMPLOYEES TO UNILATERALLY TERMINATE THE LABOR CONTRACT WITHOUT REASON.<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"https:\/\/pl-partners.vn\/en\/certain-new-points-on-entering-into-and-performing-labor-contracts\/#9_EXPANDING_THE_EMPLOYER%E2%80%98S_RIGHT_TO_TERMINATE_THE_LABOR_CONTRACT\" title=\"9. EXPANDING THE EMPLOYER&#8216;S RIGHT TO TERMINATE THE LABOR CONTRACT.\">9. EXPANDING THE EMPLOYER&#8216;S RIGHT TO TERMINATE THE LABOR CONTRACT.<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-12\" href=\"https:\/\/pl-partners.vn\/en\/certain-new-points-on-entering-into-and-performing-labor-contracts\/#PL_AND_PARTNERS_LAW_FIRM\" title=\"PL AND PARTNERS LAW FIRM\">PL AND PARTNERS LAW FIRM<\/a><\/li><\/ul><\/li><\/ul><\/nav><\/div>\n<h2 style=\"text-align: justify;\"><span class=\"ez-toc-section\" id=\"1_SUPPLEMENTING_REGULATIONS_REGARDING_THE_DETERMINATION_AND_IDENTIFICATION_OF_LABOR_CONTRACTS\"><\/span><span style=\"color: #003366;\"><strong>1. SUPPLEMENT<\/strong><strong>ING<\/strong> <strong>REGULATIONS<\/strong><strong> REGARDING THE DETERMINATION AND IDENTIFICATION OF LABOR CONTRACT<\/strong><strong>S<\/strong><strong>.<\/strong><\/span><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p style=\"text-align: justify;\"><span style=\"color: #282828;\">In order to stop people from using other names for the Labor Contract to avoid statutory obligations, <span style=\"color: #0000ff;\">Article 13 of the Labor Code 2019<\/span> stipulates that: In case the parties have an agreement under other names, that agreement shall be considered as a labor contract if there are two basic signs as follows:<\/span><\/p>\n<table style=\"width: 100%; border-collapse: collapse; background-color: #faecd7; border-color: #000000;\" width=\"100%\">\n<tbody>\n<tr>\n<td width=\"100%\">\n<ul>\n<li><span style=\"color: #282828;\">Employment;<\/span><\/li>\n<li><span style=\"color: #282828;\">Management, administration and supervision by one party.<\/span><\/li>\n<\/ul>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p style=\"text-align: justify;\"><span style=\"color: #282828;\">These are important signs to distinguish between labor relations and civil relations.<\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"color: #282828;\">This new regulation is truly a breakthrough and helps increase the identity of the Labor Contract and it also comes from the fact that there have been many cases of &#8220;dodging&#8221; the law. Employees and employers actually enter into labor contracts, but to avoid having to apply the provisions of the Labor Code on benefits for employees such as social insurance, working hours, health insurance, etc., they have used other names such as service contract, expert contract, etc to name the labor contract.<\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"color: #282828;\">Thus, at present, in order to identify a labor contract, people are not only based on the form and name of the contract, but it is important to consider the nature of the relationship.<\/span><\/p>\n<figure id=\"attachment_7932\" aria-describedby=\"caption-attachment-7932\" style=\"width: 1020px\" class=\"wp-caption aligncenter\"><img fetchpriority=\"high\" decoding=\"async\" class=\"size-large wp-image-7932\" src=\"https:\/\/pl-partners.vn\/wp-content\/uploads\/2022\/04\/diem-moi-ve-giao-ket-va-thuc-hien-hop-dong-lao-dong-01-eng-1024x717.jpg\" alt=\"Labor Code 2019 has provisions to help increase the identification of labor contracts compared to the Labor Code 2012.\" width=\"1020\" height=\"714\" srcset=\"https:\/\/pl-partners.vn\/wp-content\/uploads\/2022\/04\/diem-moi-ve-giao-ket-va-thuc-hien-hop-dong-lao-dong-01-eng-1024x717.jpg 1024w, https:\/\/pl-partners.vn\/wp-content\/uploads\/2022\/04\/diem-moi-ve-giao-ket-va-thuc-hien-hop-dong-lao-dong-01-eng-269x188.jpg 269w, https:\/\/pl-partners.vn\/wp-content\/uploads\/2022\/04\/diem-moi-ve-giao-ket-va-thuc-hien-hop-dong-lao-dong-01-eng-768x538.jpg 768w, https:\/\/pl-partners.vn\/wp-content\/uploads\/2022\/04\/diem-moi-ve-giao-ket-va-thuc-hien-hop-dong-lao-dong-01-eng-1536x1075.jpg 1536w, https:\/\/pl-partners.vn\/wp-content\/uploads\/2022\/04\/diem-moi-ve-giao-ket-va-thuc-hien-hop-dong-lao-dong-01-eng-2048x1434.jpg 2048w, https:\/\/pl-partners.vn\/wp-content\/uploads\/2022\/04\/diem-moi-ve-giao-ket-va-thuc-hien-hop-dong-lao-dong-01-eng-43x30.jpg 43w\" sizes=\"(max-width: 1020px) 100vw, 1020px\" \/><figcaption id=\"caption-attachment-7932\" class=\"wp-caption-text\"><em>Labor Code 2019 has provisions to help increase the identification of labor contracts compared to the Labor Code 2012.<\/em><\/figcaption><\/figure>\n<h2 style=\"text-align: justify;\"><span class=\"ez-toc-section\" id=\"2_THE_SEASONAL_LABOR_CONTRACT_NO_LONGER_EXISTS\"><\/span><span style=\"color: #003366;\"><strong>2. THE SEASONAL<\/strong><strong> LABOR CONTRACT<\/strong><strong> NO LONGER EXISTS<\/strong><strong>.<\/strong><\/span><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p style=\"text-align: justify;\"><span style=\"color: #282828;\">According to the new regulations in <span style=\"color: #0000ff;\">Article 20 of the Labor Code 2019<\/span>, there are only two types of labor contracts:<\/span><\/p>\n<table style=\"width: 100%; border-collapse: collapse; background-color: #faecd7; border-color: #000000;\" width=\"100%\">\n<tbody>\n<tr>\n<td width=\"100%\">\n<ul>\n<li><span style=\"color: #282828;\">Fixed-term labor contract and<\/span><\/li>\n<li><span style=\"color: #282828;\">Indefinite- term labor contract.<\/span><\/li>\n<\/ul>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p style=\"text-align: justify;\"><span style=\"color: #282828;\">Thus, from 1 January 2021, there will be no seasonal labor contracts like the previous <span style=\"color: #0000ff;\">Labor Code 2012<\/span>.<\/span><\/p>\n<h2 style=\"text-align: justify;\"><span class=\"ez-toc-section\" id=\"3_SUPPLEMENTING_ELECTRONIC_FORM_OF_ENTERING_INTO_LABOR_CONTRACTS\"><\/span><span style=\"color: #003366;\"><strong>3. SUPPLEMENTING<\/strong> <strong>ELECTRONIC FORM OF<\/strong><strong> ENTERING INTO<\/strong><strong> LABOR CONTRACT<\/strong><strong>S<\/strong><strong>.<\/strong><\/span><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p style=\"text-align: justify;\"><span style=\"color: #282828;\">Previously, the <span style=\"color: #0000ff;\">Labor Code 2012<\/span> only accepted two forms of entering into labor contracts: written or oral labor contracts (<span style=\"color: #0000ff;\">Article 16 Labor Code 2012<\/span>).<\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"color: #282828;\">But now, <span style=\"color: #0000ff;\">Article 14 of the Labor Code 2019<\/span> stipulates that: Labor contracts concluded through electronic means in the form of a data message in accordance with the law on electronic transactions shall have the same value as a written labor contract.<\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"color: #282828;\">Thus, from 1 January 2021, a labor contract signed through electronic means will still have the same validity as a written labor contract.<\/span><\/p>\n<figure id=\"attachment_7935\" aria-describedby=\"caption-attachment-7935\" style=\"width: 1020px\" class=\"wp-caption aligncenter\"><img decoding=\"async\" class=\"size-large wp-image-7935\" src=\"https:\/\/pl-partners.vn\/wp-content\/uploads\/2022\/04\/diem-moi-ve-giao-ket-va-thuc-hien-hop-dong-lao-dong-02-eng-1024x717.jpg\" alt=\"Labor Code 2019 adds electronic form for contract conclusion.\" width=\"1020\" height=\"714\" srcset=\"https:\/\/pl-partners.vn\/wp-content\/uploads\/2022\/04\/diem-moi-ve-giao-ket-va-thuc-hien-hop-dong-lao-dong-02-eng-1024x717.jpg 1024w, https:\/\/pl-partners.vn\/wp-content\/uploads\/2022\/04\/diem-moi-ve-giao-ket-va-thuc-hien-hop-dong-lao-dong-02-eng-269x188.jpg 269w, https:\/\/pl-partners.vn\/wp-content\/uploads\/2022\/04\/diem-moi-ve-giao-ket-va-thuc-hien-hop-dong-lao-dong-02-eng-768x538.jpg 768w, https:\/\/pl-partners.vn\/wp-content\/uploads\/2022\/04\/diem-moi-ve-giao-ket-va-thuc-hien-hop-dong-lao-dong-02-eng-1536x1075.jpg 1536w, https:\/\/pl-partners.vn\/wp-content\/uploads\/2022\/04\/diem-moi-ve-giao-ket-va-thuc-hien-hop-dong-lao-dong-02-eng-2048x1434.jpg 2048w, https:\/\/pl-partners.vn\/wp-content\/uploads\/2022\/04\/diem-moi-ve-giao-ket-va-thuc-hien-hop-dong-lao-dong-02-eng-43x30.jpg 43w\" sizes=\"(max-width: 1020px) 100vw, 1020px\" \/><figcaption id=\"caption-attachment-7935\" class=\"wp-caption-text\"><em>Labor Code 2019 adds electronic form for contract conclusion.<\/em><\/figcaption><\/figure>\n<h2 style=\"text-align: justify;\"><span class=\"ez-toc-section\" id=\"4_SUPPLEMENTING_ACTS_THAT_EMPLOYERS_MUST_NOT_DO_WHEN_ENTERING_INTO_AND_IMPLEMENTING_THE_LABOR_CONTRACT_WITH_EMPLOYEES\"><\/span><span style=\"color: #003366;\"><strong>4. SUPPLEMENTING<\/strong><strong> ACTS <\/strong><strong>THAT <\/strong><strong>EMPLOYE<\/strong><strong>RS<\/strong> <strong>MUST NOT<\/strong><strong> DO WHEN <\/strong><strong>ENTERING INTO<\/strong><strong> AND IMPLEMENT<\/strong><strong>ING<\/strong> <strong>THE <\/strong><strong>LABOR CONTRACT WITH EMPLOYEES.<\/strong><\/span><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p style=\"text-align: justify;\"><span style=\"color: #282828;\">Previously, <span style=\"color: #0000ff;\">Article 20 of the Labor Code 2012<\/span> stipulated two types of acts that an employer must not do when entering into and performing a labor contract with an employee, including:<\/span><\/p>\n<table style=\"width: 100%; border-collapse: collapse; background-color: #faecd7; border-color: #000000;\" width=\"100%\">\n<tbody>\n<tr>\n<td width=\"100%\">\n<ul>\n<li><span style=\"color: #282828;\">Keep the originals of employees&#8217; identity documents, diplomas and certificates.<\/span><\/li>\n<li><span style=\"color: #282828;\">Require employees to provide security interests in cash or other property for the performance of the Labor Contract.<\/span><\/li>\n<\/ul>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p style=\"text-align: justify;\"><span style=\"color: #282828;\">In addition to the above two types of behavior,<span style=\"color: #0000ff;\"> Article 17 of the Labor Code 2019<\/span> supplements one more act that the employer is not allowed to do, which is: Forcing the employee to perform the labor contract to pay debt to the employer.<\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"color: #282828;\">This regulation aims to prevent forced labor.<\/span><\/p>\n<h2 style=\"text-align: justify;\"><span class=\"ez-toc-section\" id=\"5_AMENDING_REGULATIONS_ON_PROBATION\"><\/span><span style=\"color: #003366;\"><strong>5. AMEND<\/strong><strong>ING<\/strong> <strong>REGULATIONS<\/strong><strong> ON <\/strong><strong>PROBATION<\/strong><strong>.<\/strong><\/span><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p style=\"text-align: justify;\"><span style=\"color: #282828;\">Compared to the<\/span> <span style=\"color: #0000ff;\">Labor Code 2012<\/span><span style=\"color: #282828;\">, the<\/span> <span style=\"color: #0000ff;\">Labor Code 2019<\/span> <span style=\"color: #282828;\">has some new points related to probation<\/span>.<\/p>\n<figure id=\"attachment_7937\" aria-describedby=\"caption-attachment-7937\" style=\"width: 1020px\" class=\"wp-caption aligncenter\"><img decoding=\"async\" class=\"size-large wp-image-7937\" src=\"https:\/\/pl-partners.vn\/wp-content\/uploads\/2022\/04\/diem-moi-ve-giao-ket-va-thuc-hien-hop-dong-lao-dong-03-eng-1024x717.jpg\" alt=\"Compared to the Labor Code 2012, there are some new points in the Labor Code 2019 relating to probation.\" width=\"1020\" height=\"714\" srcset=\"https:\/\/pl-partners.vn\/wp-content\/uploads\/2022\/04\/diem-moi-ve-giao-ket-va-thuc-hien-hop-dong-lao-dong-03-eng-1024x717.jpg 1024w, https:\/\/pl-partners.vn\/wp-content\/uploads\/2022\/04\/diem-moi-ve-giao-ket-va-thuc-hien-hop-dong-lao-dong-03-eng-269x188.jpg 269w, https:\/\/pl-partners.vn\/wp-content\/uploads\/2022\/04\/diem-moi-ve-giao-ket-va-thuc-hien-hop-dong-lao-dong-03-eng-768x538.jpg 768w, https:\/\/pl-partners.vn\/wp-content\/uploads\/2022\/04\/diem-moi-ve-giao-ket-va-thuc-hien-hop-dong-lao-dong-03-eng-1536x1075.jpg 1536w, https:\/\/pl-partners.vn\/wp-content\/uploads\/2022\/04\/diem-moi-ve-giao-ket-va-thuc-hien-hop-dong-lao-dong-03-eng-2048x1434.jpg 2048w, https:\/\/pl-partners.vn\/wp-content\/uploads\/2022\/04\/diem-moi-ve-giao-ket-va-thuc-hien-hop-dong-lao-dong-03-eng-43x30.jpg 43w\" sizes=\"(max-width: 1020px) 100vw, 1020px\" \/><figcaption id=\"caption-attachment-7937\" class=\"wp-caption-text\"><em>Compared to the Labor Code 2012, there are some new points in the Labor Code 2019 relating to probation.<\/em><\/figcaption><\/figure>\n<h3 style=\"text-align: justify;\"><span class=\"ez-toc-section\" id=\"51_Probationary_period\"><\/span><span style=\"color: #ed1c24;\"><strong>5.1. Probationary period.<\/strong><\/span><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p style=\"text-align: justify;\"><span style=\"color: #000000;\">Basically, the<\/span> <span style=\"color: #0000ff;\">Labor Code 2019<\/span><span style=\"color: #000000;\"> inherits the<\/span> <span style=\"color: #0000ff;\">Labor Code 2012<\/span> <span style=\"color: #000000;\">on the regulations relating to probationary period:<\/span><\/p>\n<ul style=\"text-align: justify;\">\n<li><span style=\"color: #000000;\">No more than 60 days for positions that require professional and technical qualifications from college or higher;<\/span><\/li>\n<li><span style=\"color: #000000;\">No more than 30 days for positions that require a secondary vocational certificate, professional secondary school, positions for technicians, and skilled employees;<\/span><\/li>\n<li><span style=\"color: #000000;\">No more than 06 working days for other positions.<\/span><\/li>\n<\/ul>\n<p style=\"text-align: justify;\"><span style=\"color: #282828;\">However, in addition to the above cases, the<\/span> <span style=\"color: #0000ff;\">Labor Code 2019<\/span> <span style=\"color: #282828;\">adds the following cases: No more than 180 days for the position of enterprise manager in accordance with Enterprise Law, the Law on Management and Use of State Capital Invested in enterprises\u2019 manufacturing.<\/span><\/p>\n<h3 style=\"text-align: justify;\"><span class=\"ez-toc-section\" id=\"52_Specifying_the_form_of_entering_into_and_terminating_the_probationary_period\"><\/span><span style=\"color: #ed1c24;\"><strong>5.2. <\/strong><strong>Specifying<\/strong><strong> the form of <\/strong><strong>entering into <\/strong><strong>and <\/strong><strong>terminating<\/strong><strong> the probationary period.<\/strong><\/span><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p style=\"text-align: justify;\"><span style=\"color: #282828;\">According to the<\/span> <span style=\"color: #0000ff;\">Labor Code 2019<\/span>, <span style=\"color: #282828;\">the parties can sign a labor contract before the probationary period, in this case the probation agreement is a provision in the labor contract. In addition, the parties can also sign a probation contract first, if the employee passes the probation, the parties will enter into a labor contract later.<\/span><\/p>\n<h2 style=\"text-align: justify;\"><span class=\"ez-toc-section\" id=\"6_AMENDING_REGULATIONS_ON_APPENDIX_OF_LABOR_CONTRACT\"><\/span><span style=\"color: #003366;\"><strong>6. AMEND<\/strong><strong>ING<\/strong> <strong>REGULATIONS<\/strong><strong> ON APPENDIX OF LABOR CONTRACT.<\/strong><\/span><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p style=\"text-align: justify;\"><span style=\"color: #282828;\">The<\/span> <span style=\"color: #0000ff;\">Labor Code 2019<\/span> <span style=\"color: #282828;\">stipulates that the parties are not allowed to amend the term of the contract in an appendix. This regulation aims to protect employees, avoiding the situation in which the employer continually renews the labor contract so they don\u2019t have to sign an indefinite-term labor contract.<\/span><\/p>\n<h2 style=\"text-align: justify;\"><span class=\"ez-toc-section\" id=\"7_SUPPLEMENTING_CASES_OF_TERMINATION_OF_LABOR_CONTRACT\"><\/span><span style=\"color: #003366;\"><strong>7. SUPPLEMENTING<\/strong><strong> CASE<\/strong><strong>S<\/strong><strong> OF TERMINATION OF LABOR CONTRACT.<\/strong><\/span><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p style=\"text-align: justify;\"><span style=\"color: #282828;\">Compared to the<\/span> <span style=\"color: #0000ff;\">Labor Code 2012<\/span>, <span style=\"color: #282828;\">the termination of labor contracts in the<\/span> <span style=\"color: #0000ff;\">Labor Code 2019<\/span><span style=\"color: #282828;\"> is more extensive. Specifically, the following cases of termination of labor contracts are supplemented:<\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"color: #282828;\">&#8211; Foreign employees working in Vietnam are expelled according to judgments and decisions of courts or competent authorities;<\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"color: #282828;\">&#8211; The employer who is not an individual has no legal representative, or authorized person to perform the rights and obligations of the legal representative according to a notification by the business registration authority;<\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"color: #282828;\">&#8211; The work permit for foreign employees to work in Vietnam has expired.<\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"color: #282828;\">The reality of the past time shows that, after a period of operating, certain employers hiring foreign employees fled, resulting in the fact that employees&#8217; rights are not guaranteed, causing many problems related to wages, social insurance as there is no one to carry out the procedures to confirm social insurance for employees, leading to lawsuits and disputes. Therefore, the supplementation on cases of termination of labor contracts as mentioned above well suits the practice.<\/span><\/p>\n<figure id=\"attachment_7939\" aria-describedby=\"caption-attachment-7939\" style=\"width: 1020px\" class=\"wp-caption aligncenter\"><img loading=\"lazy\" decoding=\"async\" class=\"size-large wp-image-7939\" src=\"https:\/\/pl-partners.vn\/wp-content\/uploads\/2022\/04\/diem-moi-ve-giao-ket-va-thuc-hien-hop-dong-lao-dong-04-eng-1024x717.jpg\" alt=\"The Labor Code 2019 also has new points on the termination of labor contracts.\" width=\"1020\" height=\"714\" srcset=\"https:\/\/pl-partners.vn\/wp-content\/uploads\/2022\/04\/diem-moi-ve-giao-ket-va-thuc-hien-hop-dong-lao-dong-04-eng-1024x717.jpg 1024w, https:\/\/pl-partners.vn\/wp-content\/uploads\/2022\/04\/diem-moi-ve-giao-ket-va-thuc-hien-hop-dong-lao-dong-04-eng-269x188.jpg 269w, https:\/\/pl-partners.vn\/wp-content\/uploads\/2022\/04\/diem-moi-ve-giao-ket-va-thuc-hien-hop-dong-lao-dong-04-eng-768x538.jpg 768w, https:\/\/pl-partners.vn\/wp-content\/uploads\/2022\/04\/diem-moi-ve-giao-ket-va-thuc-hien-hop-dong-lao-dong-04-eng-1536x1075.jpg 1536w, https:\/\/pl-partners.vn\/wp-content\/uploads\/2022\/04\/diem-moi-ve-giao-ket-va-thuc-hien-hop-dong-lao-dong-04-eng-2048x1434.jpg 2048w, https:\/\/pl-partners.vn\/wp-content\/uploads\/2022\/04\/diem-moi-ve-giao-ket-va-thuc-hien-hop-dong-lao-dong-04-eng-43x30.jpg 43w\" sizes=\"(max-width: 1020px) 100vw, 1020px\" \/><figcaption id=\"caption-attachment-7939\" class=\"wp-caption-text\"><em>The Labor Code 2019 also has new points on the termination of labor contracts.<\/em><\/figcaption><\/figure>\n<h2 style=\"text-align: justify;\"><span class=\"ez-toc-section\" id=\"8_ALLOWING_EMPLOYEES_TO_UNILATERALLY_TERMINATE_THE_LABOR_CONTRACT_WITHOUT_REASON\"><\/span><span style=\"color: #003366;\"><strong>8. ALLOW<\/strong><strong>ING<\/strong><strong> EMPLOYEES TO UNI<\/strong><strong>LATERALLY<\/strong><strong> TERMINATE THE LABOR CONTRACT WITHOUT REASON.<\/strong><\/span><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p style=\"text-align: justify;\"><span style=\"color: #282828;\">Pursuant to<\/span> <span style=\"color: #0000ff;\">Labor Code 2019<\/span>, <span style=\"color: #282828;\">employees are entitled to unilaterally terminate the labor contract without reason (no matter what type of labor contract it is) and the employee is only subject to 45-day prior notice for an indefinite-term labor contract and 30-day prior notice for definite-term labor contracts from 12 months to 36 months; 03-working-day prior notice if the contract\u2019s term is less than 12 months.<\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"color: #282828;\">Some say: this regulation will result in the arbitrariness of employees in terminating the contract and may affect the operating of enterprises, especially in positions where it is difficult to find a replacement. However, the regulation that the employee has the right to unilaterally terminate the labor contract without reason is derived from the employee&#8217;s right to freely choose or accept occupation and to avoid forced labor.<\/span><\/p>\n<h2 style=\"text-align: justify;\"><span class=\"ez-toc-section\" id=\"9_EXPANDING_THE_EMPLOYER%E2%80%98S_RIGHT_TO_TERMINATE_THE_LABOR_CONTRACT\"><\/span><span style=\"color: #003366;\"><strong>9. EXPANDING<\/strong><strong> THE EMPLOYE<\/strong><strong>R<\/strong><strong>&#8216;S RIGHT TO TERMINATE THE LABOR CONTRACT.<\/strong><\/span><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p style=\"text-align: justify;\"><span style=\"color: #0000ff;\">Labor Code 2019<\/span> <span style=\"color: #282828;\">supplements 03 cases of termination of labor contracts, which are:<\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"color: #282828;\">&#8211; The employee reaches retirement age, unless otherwise agreed;<\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"color: #282828;\">&#8211; The employee voluntarily quits his\/her job without a legitimate reason for 05 consecutive working days or more;<\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"color: #282828;\">&#8211; The employee provides dishonest information when entering into labor contracts, affecting the recruitment.<\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"color: #282828;\">Thus, PL &amp; Partners Law Firm has shared with you some new points related to entering into and implementing the Labor Contract in accordance with the<\/span> <span style=\"color: #0000ff;\">Labor Code 2019<\/span>.<\/p>\n<p style=\"text-align: justify;\"><span style=\"color: #282828;\">Hope this information will be useful to you.<\/span><\/p>\n<p style=\"text-align: justify;\">________________________________________<\/p>\n<p style=\"text-align: justify;\"><span style=\"color: #282828;\">If you have any questions or need further assistance with corporate law in general and labor law in particular, please contact us immediately:<\/span><\/p>\n<h3 style=\"text-align: justify;\"><span class=\"ez-toc-section\" id=\"PL_AND_PARTNERS_LAW_FIRM\"><\/span><span style=\"color: #ed1c24;\"><strong>PL <\/strong><strong>AND<\/strong> <strong>PARTNERS<\/strong><strong> LAW FIRM<\/strong><\/span><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p style=\"text-align: justify;\"><span style=\"color: #282828;\"><span style=\"color: #000000;\"><em><strong>Head<\/strong><strong>quarters<\/strong><strong>:<\/strong><\/em><\/span> <span style=\"color: #000000;\">46<sup>th<\/sup> Floor, Bitexco Financial Tower, No. 2 Hai Trieu, Ben Nghe Ward, District 1, Ho Chi Minh City, Vietnam<\/span><\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"color: #282828;\"><em><span style=\"color: #000000;\"><strong>O<\/strong><strong>ffice:<\/strong><\/span><\/em> <span style=\"color: #000000;\">Lot 1.16 Viva Riverside, 1472 Vo Van Kiet, Ward 3, District 6, HCMC<\/span><\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"color: #282828;\"><em><span style=\"color: #000000;\"><strong>Hotline:<\/strong><\/span><\/em> <span style=\"color: #000000;\">093.1111.060<\/span><\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"color: #000000;\"><strong><em>Email:\u00a0<\/em><\/strong><a style=\"color: #000000;\" href=\"http:\/\/info@pl-partners.vn\/\" target=\"_blank\" rel=\"noopener noreferrer nofollow\">info@pl-partners.vn<\/a><\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"color: #000000;\"><strong><em>Facebook:<\/em><\/strong>\u00a0<a style=\"color: #000000;\" href=\"https:\/\/www.facebook.com\/PLLaw\" target=\"_blank\" rel=\"noopener noreferrer nofollow\">www.facebook.com\/PLLaw<\/a><\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"color: #000000;\"><strong><em>Website:\u00a0<\/em><\/strong><a style=\"color: #000000;\" href=\"https:\/\/pl-partners.vn\/\"><em>www.PL-PARTNERS.vn<\/em><\/a><em> \u2013 <\/em><a style=\"color: #000000;\" href=\"http:\/\/www.hoidapluat.net\/\" target=\"_blank\" rel=\"noopener noreferrer nofollow\"><em>www.HOIDAPLUAT.net<\/em><\/a><em> \u2013 <\/em><a style=\"color: #000000;\" href=\"http:\/\/www.thutucphaply.org\/\" target=\"_blank\" rel=\"noopener noreferrer nofollow\"><em>www.THUTUCPHAPLY.org<\/em><\/a><\/span><\/p>\n<p style=\"text-align: justify;\">We are always ready to assist you.<\/p>\n<p style=\"text-align: justify;\">\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014-<\/p>\n<table style=\"height: 93px; width: 100%; border-collapse: collapse; background-color: #ebf2ff;\" border=\"1\/2pt\">\n<tbody>\n<tr style=\"height: 93px;\">\n<td style=\"width: 100%; height: 93px;\">\n<p style=\"text-align: justify;\"><span style=\"color: #0000ff; font-size: 16px;\">The article is based on the current legal regulations at the time of writing, and it may no longer be valid or relevant at the time you are reading it due to changes of the law. The article, therefore, is seen as reference only.<\/span><\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n","protected":false},"excerpt":{"rendered":"<p>From 1 January 2021, the Labor Code 2019 has officially taken effect. Accordingly, there are many new points compared to the Labor Code 2012 to better suit the reality. In order to help you and your friends easily grasp these changes, PL &amp; Partners Law Firm will have a series of articles and videos on [&hellip;]<\/p>\n","protected":false},"author":18,"featured_media":4379,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[168,172],"tags":[],"class_list":["post-7204","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-law-focus-tdl","category-video-en"],"_links":{"self":[{"href":"https:\/\/pl-partners.vn\/en\/wp-json\/wp\/v2\/posts\/7204","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/pl-partners.vn\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/pl-partners.vn\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/pl-partners.vn\/en\/wp-json\/wp\/v2\/users\/18"}],"replies":[{"embeddable":true,"href":"https:\/\/pl-partners.vn\/en\/wp-json\/wp\/v2\/comments?post=7204"}],"version-history":[{"count":0,"href":"https:\/\/pl-partners.vn\/en\/wp-json\/wp\/v2\/posts\/7204\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/pl-partners.vn\/en\/wp-json\/wp\/v2\/media\/4379"}],"wp:attachment":[{"href":"https:\/\/pl-partners.vn\/en\/wp-json\/wp\/v2\/media?parent=7204"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/pl-partners.vn\/en\/wp-json\/wp\/v2\/categories?post=7204"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/pl-partners.vn\/en\/wp-json\/wp\/v2\/tags?post=7204"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}