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Up to 36 months

Fixed-term labour contract template

For when both parties agree on the term in advance, up to 36 months. The template sets out the start date, end date and what happens when the term ends.

Clear timelineReady-made fields for the start date, end date and notice period.When the term endsExplains how to renew or switch to an indefinite-term contract.Full entitlementsPay, allowances, insurance and annual leave are all covered.

Choose an industry to add clauses specific to it.

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

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

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
See all 18 contract templates
Guide

Definite-term labour contracts up to 36 months: renewals, expiry and getting dates right

7 sectionsAbout 4 min readUpdated 01/10/2026

A definite-term labour contract, often called a fixed-term contract, is the most common choice when taking on regular staff: it has a start date, an end date and a maximum length of 36 months. The usual mistakes are not in the first contract but in the renewal, in the "extension" appendix, and in letting the contract expire without a word. This article covers the limits in Article 20, notice periods, how to write the dates and what employees should double-check before signing.

The 36-month limit and how many times a definite-term contract can be renewed

Article 20 of the Labour Code 2019 (Bộ luật Lao động 2019) lets the two parties choose the term, provided it does not exceed 36 months; 6, 12 or 24 months are all valid. If the contract expires and the employee keeps working, a new contract must be signed within 30 days, and only one more definite-term contract is allowed. After that, the contract must become indefinite-term, except for older workers, foreign nationals working under a work permit and a few other cases. A marketing executive signs for 12 months and then for 24 months; if the company wants to keep them for a third contract, it must be one with no end date.

ContractTermNotes
FirstTermFreely chosen, up to 36 monthsNotesProbation can be written into the contract itself under Article 24
SecondTermUp to 36 monthsNotesThe only renewal; must be signed within 30 days of expiry if the employee keeps working
ThirdTermIndefinite termNotesExceptions: older workers, foreign nationals and certain other cases

How to write the start date, end date and probation period in the contract

Dates are where people are most often careless. A 12-month contract starting on 1 November 2026 ends on 31 October 2027, not on 1 November 2027. The Việc Hot template places the number of months, the start date and the end date side by side so you can check them against each other. As for probation, Article 24 allows it to be written into the labour contract itself; the probation period is then subject to the caps in Article 25 (60 days for work requiring a college degree or higher, 30 days for intermediate-level jobs and professional staff), probation pay must be at least 85% under Article 26, and the contract term runs from the stated start date, including the probation days. There can be no probation under a contract of less than one month.

A correctly worded term clause

Article 2. Term of contract: Type of contract: definite term of 12 months. From 1 November 2026 to 31 October 2027. Probation period: 60 days, from 1 November 2026 to 30 December 2026; probation salary equal to 85% of the salary for the job.

Silence at expiry and extension by appendix: the two costliest mistakes

The first mistake: the contract expires, HR forgets, and the employee keeps clocking in as usual. The law allows only 30 days to sign a new one; the Việc Hot template points out, directly below the term clause, that once this deadline passes the contract automatically becomes indefinite-term and the business loses the choice. The second mistake: signing an appendix to "extend the contract by 12 months". Article 22 states clearly that an appendix forms part of the contract and may not be used to change its term. Such an appendix has no effect as an extension, while the employee is still working after the expiry date, which lands the business squarely in the first mistake.

30 days' notice and ending the contract early

Article 35 lets the employee leave without giving a reason, provided they give 30 days' notice under a contract of 12 to 36 months and 3 working days' notice under a contract of less than 12 months. No notice is needed if they are not paid in full or on time, are not assigned to the agreed work, or are mistreated or sexually harassed. A business that wants to end the contract early must have a ground under Article 36 and give the same notice. An employee who walks out without notice falls under Article 40: they lose the severance allowance, pay compensation of half a month's salary plus salary for the days of notice not given, and repay any training costs.

When the contract simply expires on its end date, neither party needs to rely on Article 35 or 36; good practice is to send written notice before that date so the employee can plan ahead. The severance allowance under Article 46 covers only the time not covered by unemployment insurance, so under a contract with full insurance contributions it is usually very small; the real cushion is unemployment benefit, which you can estimate with the unemployment benefit calculator.

What employees should double-check before signing

  • The number of months, the start date and the end date match.
  • Which contract this is with the company. If it is the third and still says definite term, you have the right to ask for the type to be changed.
  • Whether the salary is gross or net, which allowances count towards insurance contributions, and which day is the fixed pay day.
  • Whether any probation written into the contract respects the cap for the qualification level, with pay of no less than 85%.
  • A specific workplace; hours of no more than 8 a day and 48 a week; 12 working days of annual leave.
  • Training and confidentiality clauses, and the amount you would have to repay if you leave early.

Drafting a definite-term contract on Việc Hot

Click "Use this template", choose an industry so the template adds the clauses specific to it, from the 18 available, then fill in both parties' details. The editor warns you when the number of months exceeds 36, when the salary is below the minimum wage for the selected region, and when the workplace or start date is missing. Once finished, you can print it directly, save it in your account to reuse for the next hire, or add a second language to print a bilingual version.

Frequently asked questions

36 months, under Article 20 of the Labour Code 2019. For anything longer, an indefinite-term contract must be signed.

Within 30 days of the expiry date, the two parties must sign a new contract. If the contract has already been renewed once, the new one must be indefinite-term.

No. Article 22 does not allow an appendix to be used to change the contract term; to extend it, a new contract must be signed.

30 days for a contract of 12 to 36 months and 3 working days for a contract of less than 12 months, with no need to give a reason.

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