Foreign employees who finish working in Vietnam often need to close several matters at the same time: employment documents, work permits, tax records, bank arrangements and statutory insurance. One possible step is a one-time social insurance claim.
The claim is not automatic. Eligibility depends on the employee's participation history, reason for claiming and supporting records. The competent social insurance authority decides the outcome, so early preparation is important.
Key takeaway: Under the Law on Social Insurance No. 41/2024/QH15, a foreign employee may request a one-time benefit after compulsory social insurance participation ends if one of the applicable statutory conditions is met. Ending a qualifying employment contract, or the expiry without renewal of a work permit or relevant practising document, can be a claim basis. The employee should still confirm that contribution records and documents are complete before filing.
What one-time social insurance means
One-time social insurance is a lump-sum benefit paid from Vietnam's social insurance system to an eligible participant instead of preserving the relevant contribution period for a future monthly pension. For foreign employees, it can provide a practical way to settle recorded compulsory social insurance contributions after employment in Vietnam has ended.
Taking a lump sum has a long-term consequence: the contribution period used for the payment is no longer preserved for a later pension calculation. An employee who may work in Vietnam again, or who may benefit from an applicable international social security agreement, should consider that point before submitting a request.
One-time social insurance is separate from unemployment and health insurance. Participation and benefit rules differ, so records should be reviewed by benefit type.
Who may be covered by compulsory social insurance
From 1 July 2025, the current law generally includes a foreign employee working in Vietnam under a fixed-term employment contract of at least 12 months with a Vietnam-based employer. Coverage remains subject to the statutory conditions and any applicable international agreement.
Important exclusions may apply. For example, compulsory participation generally does not cover an employee transferred internally within an enterprise under the relevant rules, an employee who had already reached the statutory retirement age when the employment contract was signed, or a person whose treatment is governed differently by an international agreement to which Vietnam is a party.
The employee and employer should confirm the contract type and term, work basis in Vietnam, participation record, and whether contributions have been reported through the final employment month.
When a foreign employee may claim
After compulsory social insurance participation has ended, a foreign employee may request a one-time benefit when one of the conditions under Article 70 of Law No. 41/2024/QH15 applies. These include:
- Reaching the statutory retirement age without having at least 15 years of social insurance contributions.
- Suffering from one of the serious medical conditions specified by law.
- Having a working-capacity reduction of at least 81%, or having an especially severe disability.
- Meeting the pension conditions but no longer residing in Vietnam.
- Ending the employment contract.
- Having a work permit, practising certificate, practising licence or equivalent document expire without renewal.
The list does not mean every foreign employee receives payment immediately after termination. The participation record must have ended, the chosen claim basis must be supported, and the submitted information must be consistent. Employees whose files involve a medical condition, disability or pension status will require additional evidence relevant to that basis.
How the benefit is generally calculated
For contribution periods from 2014 onward, the one-time benefit is generally calculated at two months of the employee's average monthly salary used for social insurance contributions for each credited year.
General illustration:
Estimated benefit = credited contribution years × 2 × average monthly social insurance salary
Contribution months are converted for this purpose: one to six months is generally treated as half a year, while seven to eleven months is generally treated as one year. If the total contribution period is less than one year, a separate rule applies: the benefit is generally the amount contributed, but not more than two months of the average monthly social insurance salary.
Suppose an employee has two years and five months of recorded contributions and an applicable average monthly social insurance salary of VND 40 million. The credited period would generally be 2.5 years, producing a simple illustration of 2.5 × 2 × VND 40 million = VND 200 million.
This is not a final entitlement quote. The statutory average is based on salaries recorded for social insurance and may be adjusted under prescribed rules; it is not necessarily the latest gross salary. Corrections, rounding, adjustment coefficients and the authority's review can change the result. For an initial estimate, use Truzand's Lump-Sum Social Insurance Calculator, then reconcile it against the official record.
Documents and information to prepare
The statutory core file includes the employee's social insurance book and a written request for the one-time benefit. In practice, the employee should also prepare or verify the following information so the file can be reviewed and payment details can be matched:
- Passport and current contact information.
- Social insurance number and the full recorded contribution history.
- Employment termination document or other evidence supporting the claim basis.
- Work permit or relevant practising document, including expiry information where applicable.
- Bank account and payment information accepted for the claim.
- Any authorisation document if a representative is permitted and used.
- Medical, disability, residence or pension-related evidence when claiming on one of those specific grounds.
Format, translation, certification and submission requirements can depend on the circumstances and authority handling. The document list should distinguish the statutory core file, evidence for the claim basis and administrative payment information.
A practical claim process
- Confirm participation and the claim basis. Review the employment contract, final working date, work permit status and social insurance contribution history.
- Coordinate final employment reporting. The former employer should complete the required termination and social insurance reporting within its responsibility and provide relevant employment records.
- Reconcile the social insurance record. Check names, passport details, social insurance number, contribution months and salary bases. Resolve missing or inconsistent periods before submission where possible.
- Prepare the file. Complete the prescribed request and assemble the core documents plus evidence for the applicable condition. Confirm payment and contact details.
- Submit to the competent authority. Keep a dated submission record, receipt or other acknowledgement.
- Track questions and the decision. Respond promptly if clarification or additional evidence is requested. Under the current law, the social insurance authority has seven working days from receipt of a complete file to resolve the claim; if it does not resolve the claim, it must provide a written reason.
- Check payment and retain records. Reconcile the payment against the decision and keep the decision, submission evidence and supporting file.
The statutory period is not the total timeline. Employer coordination, record correction, translation, certification, original documents and banking arrangements can add time.
Common causes of delay
Files often slow down because the social insurance record has not been finalised, a passport name or number differs across documents, contribution months are missing, the claim basis is unclear, or payment details cannot be validated. Last-minute departure plans can also make it harder to sign documents, receive originals or answer questions.
The most effective response is an early record review. Create one action list showing the issue, responsible party, required document and target date. The employee handles personal documents and decisions; the former employer handles records within its employment and reporting responsibilities; and the authority independently reviews and decides the benefit.
Before leaving Vietnam: a practical checklist
Before departure, the employee should:
- Confirm the last working date and obtain the employment termination record.
- Ask whether the final social insurance reporting has been completed.
- Save a copy of the contribution history and note the social insurance number.
- Check passport, work permit and bank-account validity.
- Agree how original documents, notices and questions will be handled after departure.
- Keep reachable email, phone and address details.
- Decide whether to claim now or preserve the contribution period after considering future work in Vietnam and any applicable agreement.
The employer should identify the internal owner for offboarding records, complete its reporting steps, explain which documents it can provide and keep a clear handover trail. These actions do not determine eligibility, but they can make the employee's file easier to prepare and verify.
How Truzand can support the process
Depending on the agreed scope and information provided, Truzand can support employees and businesses with a contribution-record review, practical document checklist, preliminary calculation, preparation coordination, former-employer follow-up, submission records and status tracking. Truzand's role is to help organise a clear, usable process; the competent social insurance authority remains responsible for determining eligibility and payment.
If you would like support with a specific file, contact Truzand. Starting the review before the employee leaves Vietnam usually provides more time to identify record gaps and coordinate the parties involved.
Important scope note
This article provides general information based on the rules reviewed as at 2 August 2026. It is not formal legal or tax advice and does not confirm eligibility or a payment amount. Requirements and authority practice may vary depending on the employee's circumstances, supporting records, applicable international agreements and changes in regulation. Case-specific review is recommended before action is taken.
Sources
- National Assembly of Vietnam, Law on Social Insurance No. 41/2024/QH15, effective 1 July 2025.
- Government of Vietnam, Decree No. 158/2025/ND-CP, effective 1 July 2025.
- Vietnam Social Security, guidance on compulsory social insurance participation for foreign employees from 1 July 2025, published 23 July 2025.