Lasted News, Labor & Insurance Knowledge

Regional Minimum Wage 2026 in Vietnam: Latest Updates and Key Changes

Posted on 31/12/202520/01/2026 by ASS

1. Entities Subject to the 2026 Regional Minimum Wage Adjustment

According to Article 2 of Decree No. 293/2025/ND-CP, the scope of entities subject to the application of the regional minimum wage has been clearly defined and expanded to include the following groups:

Employees working under labor contracts in accordance with the current Labor Code of Vietnam.

Employers as stipulated under the Labor Code, including:

Enterprises established and operating in compliance with the Law on Enterprises;

Agencies, organizations, cooperatives, households, and individuals that employ workers under lawful labor agreements.

Other relevant agencies, organizations, and individuals involved in the implementation and application of the regional minimum wage in accordance with Decree No. 293/2025/ND-CP.

2. Application of the New Regional Minimum Wage from January 1, 2026

On November 10, 2025, the Government issued Decree No. 293/2025/ND-CP regulating the regional minimum wage applicable to employees working under labor contracts. This adjustment represents a significant policy update aimed at safeguarding employees’ livelihoods while remaining aligned with Vietnam’s economic growth and productivity trends.

Regional Minimum Wage Rates on a Monthly Basis

According to Decree No. 293/2025/ND-CP, the monthly regional minimum wage levels have been revised upward by region as follows:

	Minimum Wage Rates by Month (Unit: VND/month)
Region	2025	2026
Region I	4.960.000	5.310.000
Region II	4.410.000	4.730.000
Region III	3.860.000	4.140.000
Region IV	3.450.000	3.700.000

The regional minimum wage has been adjusted upward by approximately 7.2% compared to 2025, contributing to higher income levels and stronger social security for employees, particularly in the manufacturing and service sectors.

Regional Minimum Wage Table by Hour

	Minimum Wage Rate by Hour (Unit: VND/hour)
Region	2025	2026
Region I	23.800	25.500
Region II	21.200	22.700
Region III	18.600	20.000
Region IV	16.600	17.800

The adjustment of the hourly minimum wage enhances flexibility for seasonal and part-time employment arrangements, while ensuring the protection of workers’ rights in an increasingly diverse labor market.

3. Regulations on the Application of the Minimum Wage

According to the Decree, the monthly minimum wage represents the lowest level used as the basis for wage agreements between employers and employees. Specifically:

Employees who work full standard working hours and fulfill their assigned duties must be paid no less than the applicable regional minimum wage.

For employees paid on an hourly basis, the hourly wage must not be lower than the minimum hourly wage applicable to the corresponding region.

In cases where wages are paid by day, week, output, or lump-sum basis, the converted monthly or hourly wage must ensure compliance with at least the regional minimum wage level.

Wage Conversion Methods:

Monthly wage = (Weekly wage × 52) / 12, or Daily wage × Number of normal working days in the month

Hourly wage = Weekly wage (or daily wage) / Number of normal working hours in the week (or day)

4. Employer Responsibilities When Applying the Minimum Wage

According to Clause 4, Article 5 of Decree No. 293/2025/NĐ-CP on effectiveness and implementation responsibilities, employers are required to fulfill the following obligations when applying the minimum wage to employees:

Employers must review and adjust the provisions in labor contracts, collective labor agreements, and internal regulations to ensure compliance with the new regulations. At the same time, they are not permitted to abolish or reduce employees’ lawful wage and benefit entitlements, including overtime pay, night-shift pay, in-kind allowances, and other benefits prescribed under labor laws.

For agreements that are more favorable to employees and were previously established (for example, wage levels higher than the minimum wage for trained workers or those working in hazardous, arduous, or dangerous conditions), enterprises are required to continue implementing such agreements, unless otherwise mutually agreed by the parties involved.

5. Why Vina TPT Is the Trusted Partner for HR Outsourcing in Vietnam?

Vina TPT is a trusted partner for many FDI enterprises and SMEs, delivering professional HR outsourcing and payroll services supported by a team of experts with over 15 years of experience. Vina TPT helps businesses effectively manage human resources, ensure accurate payroll processing, and maintain full compliance with Vietnam’s labor and employment regulations.

Vina TPT’s HR & Payroll services stand out through:

Experienced legal and HR specialists with up-to-date regulatory knowledge: Our experts stay continuously updated on the latest regulations regarding labor law, wages, social insurance, personal income tax, and international standards, helping businesses minimize compliance risks.

Accurate and transparent payroll processing: We manage payroll calculations, tax withholdings, social insurance contributions, and employee benefits with precision, confidentiality, and on-time execution.

Bilingual Vietnamese – English – Japanese reporting: Designed to meet the governance and reporting requirements of FDI enterprises, supporting communication with parent companies and regulatory authorities in Vietnam.

Integrated end-to-end solutions: By synchronizing HR, payroll, and financial data, Vina TPT reduces errors, saves time, and optimizes operating costs for businesses.

With Vina TPT’s HR outsourcing and payroll solutions, enterprises can focus on their core business activities while all HR and payroll processes are handled professionally, accurately, and transparently. This is a key factor in ensuring legal compliance and building a strong, professional image with employees and international investors.

Reach out to Vina TPT for professional HR outsourcing and payroll solutions that help your business optimize human resource management, payroll administration, and overall operational efficiency.

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Labor & Insurance Knowledge, Lasted News

HR outsourcing for Singapore logistics businesses in Vietnam

Posted on 17/10/202517/04/2026 by ASS

HR outsourcing

1. The Growing Footprint of Singapore Logistics in Vietnam

In the regional investment landscape, Vietnam is becoming a strategic destination for many Singaporean logistics companies. Along with the boom in e-commerce, the demand for cold supply chains, distribution centers and cross-border transportation has led to an unprecedented wave of investment in Singapore’s industrial parks, seaports and logistics centers in Vietnam.

However, when businesses begin to expand their operations in Vietnam, one of the biggest challenges is not technology or infrastructure, but the human factor. The Vietnamese labor market is significantly different from Singapore’s – from human resource structure, working habits to legal regulations. This makes setting up an internal human resource system for foreign businesses complicated, especially in the early stages of investment or expansion.

2. The HR Puzzle in Vietnam’s Logistics Sector

Vietnam’s logistics industry is a dynamic sector, but also full of challenges in human resource management. The labor force is abundant but there is a shortage of specialized skills, especially in positions such as coordinators, warehouse operators, container drivers or refrigerated transport personnel. In addition, the nature of shift work and the requirement to operate 24/7 requires businesses to maintain a flexible staff while still ensuring compliance with regulations on working hours, leave, contracts and social insurance.

Not only that, the Vietnamese legal system on labor, personal income tax and compulsory insurance has detailed and regularly updated regulations. If foreign businesses do not fully understand, they can easily make administrative mistakes such as false declarations, late insurance payments or lack of valid documents. In addition, the high turnover rate among unskilled workers also causes businesses to spend a lot of money on recruitment and continuous training.

The cultural differences in management between Singapore, which emphasizes efficiency and discipline – and Vietnam, which emphasizes flexibility and humanity – also create a significant gap. That is why many Singaporean logistics enterprises choose HR outsourcing solutions to optimize processes and minimize operational risks.

3. How HR Outsourcing Simplifies Cross-Border Operations

HR outsourcing is becoming an inevitable trend for Singaporean businesses when expanding to Vietnam. Instead of establishing an internal HR department, businesses can entrust the entire recruitment process, contract management, timekeeping, payroll and insurance implementation to a professional unit.

This solution brings many obvious benefits. First of all, businesses significantly save fixed costs related to recruitment, training and maintaining the HR department. All operations are performed by experts with knowledge of Vietnamese law, ensuring absolute compliance with labor and tax regulations. Next, the payroll calculation and personnel records management process is fully automated and digitized, helping to eliminate manual errors and limit audit and reporting risks.

In particular, for logistics businesses operating in many provinces and cities, HR outsourcing helps synchronize the multi-location human resource management process, ensuring that all shifts, payrolls and contracts are centrally controlled. This not only saves management time but also increases overall operational efficiency.

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4. Tailored HR Solutions for Logistics Operations

Understanding the specifics of the logistics industry, Vina TPT HR Service has designed specialized HR outsourcing services packages to meet the actual needs of Singaporean businesses in Vietnam. Services include recruitment, initial training, signing and managing labor contracts, timekeeping, payroll calculation and personal income tax declaration for employees.

We especially focus on key positions such as drivers, coordinators, warehouse operators and shift supervisors, helping businesses maintain a stable team throughout the operation process. In addition, Vina TPT’s electronic payroll management system allows payroll processing at multiple branches at the same time, ensuring accuracy, transparency and timeliness.

In addition, the service also supports onboarding procedures for new employees, setting up welfare and social insurance regimes in accordance with regulations, as well as consulting on human resource strategies suitable for each expansion stage. Thanks to that, businesses can fully focus on core logistics activities – instead of being distracted by heavy administrative procedures.

5. Vina TPT: Local Expertise for Regional Expansion

With a team of Human Resource experts, lawyers and accountants with 10 to 20 years of experience, having worked with more than 200 FDI enterprises in Vietnam, Vina TPT HR Service is not only a service provider but also a strategic companion of Singaporean enterprises.

We understand the differences between the Vietnamese and Singaporean labor systems, thereby helping customers establish flexible human resource processes while still strictly complying with local laws. Our outsourced HR services ensure that businesses always operate stably, costs are optimized and legal risks are minimized.

In the context of Vietnam emerging as a new logistics hub of Southeast Asia, choosing a capable and experienced HR outsourcing partner like Vina TPT will be a solid foundation for Singaporean enterprises to accelerate sustainable development.

Vina TPT HR Service – Specialized human resource solutions, helping Singapore logistics businesses operate effectively and expand steadily in Vietnam.

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