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18 contract types

Contract templates for businesses

Choose a contract type and industry, fill in both parties, then download it as Word or print it. Each template comes with notes for both employer and employee.

Proper formatNational heading, legal basis, signature block17 languagesBilingual copy printed with the Vietnamese textDownload Word, print or shareDownload as Word, print directly or send a link

Choose an industry to add clauses specific to it.

Indefinite-term labour contract

Labour Code 2019, Article 20(1)(a)

For stable, long-term positions where neither party sets an end date.

9 clauses

Fixed-term labour contract

Labour Code 2019, Article 20(1)(b)

Has a specific end date, lasts up to 36 months and can be renewed only once.

9 clauses

Probation contract

Labour Code 2019, Articles 24 to 27

A probation agreement before the official contract, with pay of at least 85% of the job's salary.

8 clauses

Labour contract under 12 months

Labour Code 2019, Article 20(1)(b)

For temporary, seasonal or specific work lasting less than a year.

9 clauses

Freelance collaborator contract

Civil Code 2015, Article 513 on service contracts

Task-based collaboration, not an employment relationship unless there is management and supervision.

6 clauses

Piecework contract

Civil Code 2015, Article 542 on processing contracts

Assigns a full scope of work, paid according to the accepted results.

5 clauses

Service contract

Civil Code 2015, Articles 513 to 521

The provider performs services for the client and receives a service fee.

5 clauses

Internship contract

Labour Code 2019 and the training institution's internship rules

Hosts student interns, with or without financial support.

6 clauses

Vocational training contract

Labour Code 2019, Articles 61 to 62

The company pays for training and the trainee commits to working after the course.

5 clauses

Labour contract appendix

Labour Code 2019, Article 22

Amends or supplements part of a labour contract that is in force.

3 clauses

Part-time labour contract

Labour Code 2019, Article 32

Fewer hours than normal working time, with entitlements in proportion to the hours actually worked.

9 clauses

Remote work labour contract

Labour Code 2019, Articles 21 and 105

The employee works mainly away from the office, with rules on equipment, connectivity and security.

10 clauses

Labour contract with a foreign employee

Labour Code 2019, Articles 151 to 157

For foreign nationals working in Vietnam, with the term tied to the work permit.

10 clauses

Domestic worker labour contract

Labour Code 2019, Articles 161 to 165

A household hires a domestic worker, with specific rules on rest, board and insurance paid with wages.

7 clauses

Labour contract with an executive

Labour Code 2019 and Law on Enterprises 2020

Signed with directors and department heads, with clauses on authority, income and confidentiality.

10 clauses

Consulting contract

Civil Code 2015, Articles 513 to 521

An expert advises within an agreed scope for a consulting fee, outside an employment relationship.

7 clauses

Non-disclosure agreement

Labour Code 2019, Article 21(2)

Signed with the labour contract to protect trade secrets, customer data and technology.

6 clauses

Labour contract termination agreement

Labour Code 2019, Article 34(3)

Both parties agree to end the contract and settle the last day, payments and handover.

6 clauses
Guide

Labour contracts under the Labour Code 2019: types, required terms and checks before signing

9 sectionsAbout 6 min readUpdated 01/10/2026

A labour contract is a document that employers and employees alike tend to sign in a hurry: the side drafting it reuses a template from years ago, the side signing it skims through and signs because "everyone signs it like this". Nobody looks at it again until there is a dispute over probation pay, annual leave or training costs. This guide summarises what the Labour Code 2019 (Bộ luật Lao động 2019) says about contract types, mandatory content, probation and termination, then lists the points both parties should review before signing.

What a labour contract is and when one must be signed

Under Article 13, a labour contract is an agreement between an employee and an employer on paid work, wages, working conditions and the rights and obligations of each party. The most important part of the article is the sentence that follows: an agreement that goes by a different name but provides for the payment of wages and for management, direction and supervision by one party is still deemed a labour contract. Call it a "freelance collaborator contract" or a "service contract", but if the person has to clock in, receives a monthly salary and takes instructions every day, it is in substance an employment relationship, and the employer still has to pay social insurance.

The employer must sign the contract before the person starts work. It must be in writing, and an electronic contract has the same validity (Article 14); only work lasting less than one month may be agreed orally, and even then a contract with a domestic worker or a person under 15 must still be in writing.

Form
In writingPaper or electronic; oral only for work under 1 month
Copies
2 copiesEach party keeps one signed and sealed copy
When to sign
Before day oneEven when there is a probation period
Compulsory insurance
From 1 full monthFor contracts of at least 1 month, under the Social Insurance Law 2024

The two types of labour contract, and probation contracts

Article 20 now provides for only two types: the indefinite-term contract and the definite-term contract of up to 36 months. The "seasonal" contract of the old law has been abolished; short-term work is now covered by a definite-term contract of less than 12 months. A typical employee's path looks like this:

  1. ProbationUp to 180 days for enterprise managers, 60 days for jobs requiring a college qualification or higher, 30 days for intermediate-level jobs and professional staff, and 6 working days for other jobs. Pay of at least 85% of the official salary.
  2. First definite-term contractUp to 36 months. If the employee keeps working after it expires, a new contract must be signed within 30 days; if none is signed within 30 days, the contract automatically becomes an indefinite-term contract.
  3. Second definite-term contractCan only be signed once more, with a few exceptions such as older workers and foreign nationals.
  4. Indefinite-term contractNo end date; it ends only on statutory grounds, with 45 days' notice if one party terminates unilaterally.

See the specific templates for each stage: probation contract, definite-term contract, indefinite-term contract.

Mandatory content of a labour contract

Article 21 lists the main items. If any of them is missing, the contract remains valid, but the employer may be fined, and in a dispute the missing part will be resolved in the employee's favour:

  • The employer's name and address, and the full name and title of the person signing.
  • The employee's full name, date of birth, gender, place of residence and ID card number.
  • The job and the place of work; if work is done in several places, state the main one.
  • The contract term: the start date, and the end date if it is a definite-term contract.
  • The salary for the job, the method and timing of payment, allowances and other supplementary payments.
  • Rules for grade promotions and pay rises.
  • Working hours and rest periods.
  • Personal protective equipment for the employee.
  • Social insurance, health insurance and unemployment insurance.
  • Training, development and the improvement of qualifications and vocational skills.

Two matters may be agreed in a separate written document: the protection of business and technology secrets (Clause 2 of Article 21, see the non-disclosure agreement template) and a commitment to keep working after training (Article 62, see the vocational training contract template). To change part of a contract that is in force, the two parties sign a contract appendix; note that an appendix cannot be used to change the term of the contract (Article 22).

A salary clause that covers everything

Article 3. Salary. Salary for the job: 18,000,000 VND/month (gross salary). Lunch allowance of 730,000 VND/month and phone allowance of 300,000 VND/month. Method of payment: bank transfer, paid in one instalment on the 5th of the following month. The salary used as the basis for social insurance contributions is the salary for the job stated above. Pay rises follow the company's salary regulations and are reviewed every 12 months.

Pay, probation and insurance: the figures to remember for 2026

Item2026 levelLegal basis
Regional minimum wage, Regions I / II / III / IV2026 level5,310,000 / 4,730,000 / 4,140,000 / 3,700,000 VND/monthLegal basisDecree 293/2025/ND-CP, from 1 January 2026
Probation pay2026 levelAt least 85% of the salary for the jobLegal basisArticle 26, Labour Code
Employee contributions2026 levelSI 8%, HI 1.5%, UI 1%Legal basisSocial Insurance Law 2024
Employer contributions2026 levelSI 17.5%, HI 3%, UI 1%Legal basisSocial Insurance Law 2024
Cap on SI and HI contributions2026 level20 times the reference level: 50,600,000 VND from 1 July 2026Legal basisDecree 161/2026/ND-CP
Normal working hours2026 levelNo more than 8 hours/day and 48 hours/weekLegal basisArticle 105, Labour Code
Annual leave2026 level12 working days; 14 or 16 days for arduous workLegal basisArticle 113, Labour Code

Whether the contract states a gross or a net salary is the question that causes the most disputes. Stating the gross salary (before insurance and tax) is the standard approach, because it is the basis for insurance contributions and benefits; if a net salary is agreed, the contract must still convert it into the equivalent gross amount. Both parties can check take-home pay with the gross-to-net salary calculator, and employers can see the total cost with the employment cost calculator.

Freelance collaborator, piecework and service contracts: when they are not labour contracts

These three types of contract fall under the Civil Code 2015 (Bộ luật Dân sự 2015): the contractor organises the work themselves, is paid by result or by task, is not managed or directed, does not clock in and has no fixed monthly salary. Used correctly, they are very convenient for project work, writing, design, consulting and outsourced production. Used wrongly, that is, to avoid paying insurance for someone who in practice works like an employee, they expose the business to back-payment claims for insurance contributions and to lawsuits from workers seeking recognition of an employment relationship.

IndicatorCivil contractLabour contract
How work is assignedCivil contractTasks are handed over and the contractor organises themLabour contractDaily assignments, with a direct supervisor
TimeCivil contractSet by delivery milestonesLabour contractTimekeeping, fixed working hours
PayCivil contractBased on accepted deliverablesLabour contractMonthly salary, time-based pay
Tools and workplaceCivil contractArranged by the contractorLabour contractProvided by the company, work at the office
InsuranceCivil contractNot paidLabour contractCompulsory for contracts of 1 month or more

Templates for each case: freelance collaborator contract, piecework contract, service contract and consulting contract. Each template has its own notes so that the parties do not turn a civil contract into a disguised employment relationship.

Ending a contract: notice, allowances and final payment

An employee may terminate the contract unilaterally without giving a reason, provided they give 45 days' notice for an indefinite-term contract, 30 days for a contract of 12 to 36 months and 3 working days for a contract of less than 12 months (Article 35). An employer wishing to terminate unilaterally must have statutory grounds and must also give notice according to the same periods (Article 36). The two parties can also agree to end the contract at any time (Clause 3 of Article 34) with a written termination agreement stating the last working day and the payments due.

  1. Give notice or sign a termination agreement

    In writing, with a date of receipt. Employees can also read how to write a resignation letter (đơn xin thôi việc) that respects the notice period.

  2. Hand over work and assets

    Draw up handover minutes signed by both parties; they are the basis for the final payment and help avoid later disputes over assets and data.

  3. Settle all payments within 14 working days

    Salary, unused annual leave and severance allowance if applicable; the company closes out the social insurance book and returns any original documents (Article 48).

Severance allowance (trợ cấp thôi việc, Article 46) is half a month's salary for each year of work, but only periods without unemployment insurance count; for employees whose insurance has been paid in full, it is usually zero, and their protection when they lose their job comes from unemployment insurance under the Employment Law 2025 (Luật Việc làm 2025).

What employees should check before signing

  • The legal entity signing the contract is the company that interviewed you; look up its tax code if you are not sure.
  • The job title, duties and place of work match the offer; if you travel a lot for work, the contract states the geographical scope.
  • Whether the salary is gross or net, which part is the salary for the job (subject to insurance) and which parts are allowances and bonuses under company rules.
  • Payday and payment method; how many days of probation and what percentage of the salary you receive during it.
  • Working hours, shifts and how overtime is calculated; the number of days of annual leave.
  • Training clauses: costs, how long you commit to stay, the amount to be repaid.
  • Confidentiality and non-compete clauses: scope, duration, whether there is compensation.
  • There are two copies of the contract and you keep one with all signatures and the company seal.

Drafting contracts on Việc Hot

The set of templates at the top of the page covers 18 types of document commonly used in employment relationships, built around the mandatory terms above. You choose the contract type, pick one of 18 industries so that the template adds industry-specific clauses (shifts and safety for manufacturing, data confidentiality for IT, commission for sales and so on), fill in both parties' details, preview it, then download it as Word for your legal team to refine or print it straight away. Contracts are saved in your account so you can reuse them for the next hire.

Frequently asked questions

Two, under Article 20 of the Labour Code 2019: the indefinite-term contract and the definite-term contract of up to 36 months. A definite-term contract can only be signed once more; after that the next contract must be indefinite-term, with a few exceptions.

Up to 180 days for enterprise managers, 60 days for jobs requiring a college qualification or higher, 30 days for intermediate-level jobs and professional staff, and 6 working days for other jobs. Probation pay must be at least 85% of the salary for the job.

If it is genuinely a civil contract, where the contractor organises the work and is paid by result, it is not subject to compulsory insurance. But if the person is managed, clocks in and receives a monthly salary, it is a labour contract under Article 13, and insurance must be paid for contracts of one month or more.

Yes. Article 14 of the Labour Code 2019 recognises a contract concluded by electronic means in the form of a data message as having the same validity as a written contract.

The two parties must sign a new contract within 30 days of the expiry date. If they do not, the expired definite-term contract becomes an indefinite-term contract, and the employee's entitlements are calculated on the basis of this new type of contract.

No. Choosing a template and an industry, filling in the details, previewing and printing are all free; you need an account to save the contract and use it again later.

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