You can hire an employee in Vietnam without your own Vietnam company by using an Employer of Record (EOR). The EOR employs the person you choose under a Vietnamese employment contract and runs payroll, personal income tax (PIT) and statutory insurance. You direct the daily work.
With Truzand, agreeing the scope and signing the contract typically takes 2–5 working days. Once that is done and the employee's documents are complete, onboarding takes as little as 3 working days, because the contract templates, checklists and payroll set-up are already in place.
2–5 working days
Scope & contract
Role, salary, start date and fee agreed; contract signed.
As little as 3 working days
Onboard the employee
Employment contract, onboarding documents and insurance registration prepared.
Next payroll cut-off
First payroll
Pay, PIT and statutory insurance calculated; first payslip issued.
What is an Employer of Record in Vietnam?
An Employer of Record is a Vietnam company that employs people on behalf of another business. It holds the employment contract, registers the employee for statutory insurance, calculates pay and withholds PIT. The client business selects the employee and directs their work, priorities and performance.
Three parties are involved:
Your company
Chooses the person, directs the work
Truzand (EOR)
Legal employer in Vietnam
Your employee
Local contract, statutory benefits
You direct the daily work
Two contracts hold this together: a service agreement between your company and the EOR, and an employment contract between the EOR and the employee.
An EOR does not recruit. You find the candidate; the EOR employs them. Your employee is also not a contractor: they have a full employment contract, statutory insurance and the protections of the Labour Code.
How fast can you hire through an EOR in Vietnam?
The process has two parts. The second is the one that is short.
| Stage | Typical time with Truzand | What happens |
|---|---|---|
| 1. Scope and contract | 2–5 working days | You share the role, salary, benefits and start date. We confirm what Truzand handles, what you provide and the fee, and the service contract is signed. |
| 2. Onboard the employee | As little as 3 working days | We prepare the employment contract and onboarding documents, coordinate signing and prepare the statutory insurance registration. |
| 3. First payroll | Your next payroll cut-off | We calculate pay, PIT and insurance and issue the first payslip. |
Onboarding is quick because the work is not built from scratch for each hire. The bilingual contract templates, onboarding checklist, payroll profile and insurance forms already exist; each hire adds the employee's own details to them.
Timing depends on two things you control: how quickly the role terms are confirmed, and how complete the employee's documents are when onboarding starts.
What happens in the three working days?
A typical onboarding for a Vietnamese employee looks like this:
Day 1
Documents prepared
The employment contract (Vietnamese and English) and onboarding documents are drafted from the agreed terms.
Day 2
Review and signing
You confirm the details, the employee signs, and their information is set up for payroll.
Day 3
Registration and handover
Statutory insurance registration is prepared, the employee file is opened and you receive the signed documents.
The employee can then start on the agreed date. Payroll follows your agreed monthly cut-off.
What do you need to prepare?
Having these ready before onboarding starts is what keeps it to three working days.
From your company:
- Job title and a short role description
- Gross monthly salary, allowances and any bonus terms
- Benefits beyond the statutory minimum, if any
- Start date, work location and working hours
- Probation period, if you want one
From the employee:
- Identity card (CCCD) or passport
- Personal tax code and social insurance number, if they already have them
- Bank account for salary payment
- Contact details and an emergency contact
Truzand sends a checklist at the start, so nothing has to be guessed.
What does it cost to hire through an EOR in Vietnam?
The monthly cost has three parts:
- Gross salary, as agreed with the employee.
- Employer statutory contributions: for a Vietnamese employee, about 23.5% of the insured salary (17% social insurance, 0.5% occupational accident and disease insurance, 3% health insurance, 1% unemployment insurance and 2% trade union fee), up to the contribution caps.
- The EOR fee. Truzand's fee is 8% of the salary and employer contributions together, between US$80 and US$250 per employee per month, with no setup fee. VAT applies to the fee.
Monthly cost of one EOR hire$2,334
- Gross salary$1,750
- Employer contributions (23.5%)$411
- Truzand EOR fee (8%)$172.90
The employee's own contributions (8% social insurance, 1.5% health insurance, 1% unemployment insurance) and PIT are deducted from their gross salary.
Use the Employment Cost Calculator to see the full breakdown for a given salary, or the estimator on the pricing page. Your written proposal confirms the exact figures.
EOR or your own Vietnam company?
| EOR | Your own Vietnam entity | |
|---|---|---|
| Local company needed | No | Yes |
| Time to first hire | Scope and contract in 2–5 working days, onboarding in as little as 3 | After incorporation, licences, bank and tax registration |
| Legal employer | The EOR | Your entity |
| Payroll, PIT and insurance | Run by the EOR | Run by you, or outsourced |
| Who directs the work | You | You |
| Best for | Testing the market, first hires, small teams | Long-term operations, larger teams, activities that need a licence |
Many businesses start with EOR and move the team to their own entity later. If you already have a Vietnam entity, Outsourced Payroll Services keep your company as the legal employer while Truzand runs payroll.
An EOR covers employment. It does not replace a company, an investment licence or a business licence where your activities need one; those require a separate qualified adviser.
What about foreign employees?
Hiring a foreign national takes longer, because a Work Permit (or a confirmation of exemption) and the right visa or Temporary Residence Card are needed before they can work in Vietnam. Timing depends on the position, the documents available and the authorities' processing times.
Truzand's HR Compliance & Setup support covers document checklists, application preparation, submission coordination and renewal tracking, where included in the scope. The employment onboarding itself can run alongside, so the contract and payroll are ready when the permit is.
Which employment contract can an EOR use?
Under Vietnam's Labour Code (Law No. 45/2019/QH14), an employment contract is either:
- Indefinite-term, with no end date; or
- Definite-term, for up to 36 months.
After two consecutive definite-term contracts, the next contract is generally indefinite-term, with some exceptions, including for foreign employees. A probation period can be agreed: up to 6 working days, 30 days or 60 days depending on the role's qualification level, and up to 180 days for enterprise managers.
Truzand prepares the contract in Vietnamese and English in line with these rules and the terms you agree.
Frequently asked questions
Can I hire an employee in Vietnam without a company there?
Yes. Through an EOR, the EOR's Vietnam entity is the legal employer, so you do not need your own Vietnam entity to employ someone. You still choose the person and direct their work.
How long does it take to hire through Truzand EOR?
Scope and contract typically take 2–5 working days. Once they are signed and the employee's documents are complete, onboarding takes as little as 3 working days. Foreign hires also need a Work Permit and visa, which takes longer.
Is an EOR employee a contractor?
No. They are an employee with a Vietnamese employment contract, statutory insurance and the protections of the Labour Code. That is the difference between an EOR and hiring a freelancer or contractor.
Who manages the employee day to day?
Your business does. You set their tasks, priorities and performance goals. Truzand handles the employment administration within the agreed scope.
Can we move the employee to our own entity later?
Yes. When you set up your own entity, the employee can move to a new contract with it. The transfer needs the employee's agreement and a review of documents, responsibilities and the applicable requirements; Truzand can plan it with you.
Start with one hire
Tell us the role, the salary and when you want the person to start. We confirm the scope and the full monthly cost, and once the contract is signed your employee can be onboarded in as little as three working days.
See how Truzand's EOR works or talk to our team.
This article is general information, not legal or tax advice. Requirements depend on the employee's circumstances, the competent authorities, current rules and the agreed scope. Figures reflect the rules applied in Truzand's Employment Cost Calculator as of October 2026.
