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Hiring in Vietnam is attractive – fast-growing tech talent, competitive salaries, above average English skills and a strong manufacturing and services base. With 52.04 million people in the workforce it is not a country anyone should overlook when wanting to hire talent.
But the legal reality is less simple. Employment contracts, mandatory social insurance, tax filings, and local labor rules make hiring without a local entity risky and slow.
That’s where an Employer of Record (EOR) becomes the smart shortcut. An EOR lets you hire employees in Vietnam legally without setting up a company, handling payroll, compliance, benefits, and contracts on your behalf.
In this guide, we compare the best EOR providers in Vietnam based on real criteria – local compliance strength, onboarding speed, pricing transparency, and day-to-day support; not just superficial marketing fluff you will find on other comparison websites – so you can choose a partner that actually works on the ground, not just one that looks good on paper.
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Quick Verdict: Best 10 EOR Services in Vietnam for 2026
Based on a weighted analysis of global EOR capabilities (40%) and Vietnam on-the-ground execution (60%), these are the best Employer of Record services in the Vietnam for 2026.
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4.6/5
4.3/5
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4.0/5
4.4/5
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4.2/5
4.2/5
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3.8/5
4.3/5
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4.2/5
4.0/5
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3.8/5
4.2/5
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4.1/5
4.0/5
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3.2/5
4.3/5
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4.0/5
3.8/5
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4.0/5
3.8/5
Why Trust Our Best Vietnam EOR Guide
Independent and unbiased.
Employsome is not owned by, partnered with, or funded by any EOR provider. No company can pay to influence our rankings – we show both strengths and weaknesses so you can make a real, informed decision.
Scored on real operations, not promises.
We assess every provider using two layers: our Global EOR Score (platform quality, pricing transparency, contract terms, support model) and our Vietnam Country Score (entity ownership, onboarding speed, payroll accuracy, compliance execution, local HR). Final rankings weight 60% local and 40% global, because most EOR risk happens in-country.
Verified and tested.
We independently verify providers’ actual Vietnam operations, from legal entities to payroll and tax handling and, where possible, test them ourselves by reviewing contracts, onboarding flows, and real support performance.
In-Depth Review: Best 10 EOR Services in Vietnam
Vietnam has become one of Southeast Asia’s most attractive hiring markets, driven by a young, highly skilled workforce, competitive labor costs, and a fast-growing tech and manufacturing ecosystem. For international companies, however, navigating Vietnamese labor law, payroll regulations, and social insurance requirements can quickly become complex without a local entity. This is where Employer of Record (EOR) solutions play a key role – enabling businesses to hire compliantly in Vietnam while staying focused on growth
Global
Ø Fee per Employee per Month, First Year
- Enterprise-grade software
✓ Global Coverage & Services (4.6/5): Strong global EOR coverage, mostly through Remote-owned legal entities. Wide range of add-on services offered beyond EOR such as global payroll services, contractor payments, equity add-ons, HRIS, benefits, U.S. PEO and more.
✓ Pricing & Transparency (4.1/5): Fees are higher compared to other global EORs. Also, a “hidden” currency exchange fee of up to 8% applies. However, Remote does not apply an EOR security deposit. OK, overall.
✓ Payment & Contract Terms (4.6/5): No minimum contract commitment which allows for flexible EOR hiring. Further, payroll cut-off on the 11th of the month and payment terms of 10 days.
✓ Customer Experience & Support (4.8/5): Remote’s EOR solution is designed to be mostly self-service for customers hiring < 10 staff. No dedicated account manager is assigned and support is run through their offshore-team.
✓ Platform & Integrations (4.7/5): Remote’s platform is amongst the best of the industry with a large amount of features and integrations available. It’s suitable for enterprise customers.
4.6/5
✓ Entity Ownership (4.5/5): Remote operates through its own legal entity in Vietnam, enabling direct employment, full compliance control, and no reliance on third-party partners.
✓ Onboarding Speed (4.5/5): Employees can typically be onboarded within 7–10 business days, including compliant contract setup, payroll registration, and statutory insurance enrollment.
✓ On-Site HR Support (4.0/5): Strong in-country HR and payroll expertise available, with responsive local support. Not embedded on client sites, but clearly Vietnam-based and well integrated with Remote’s global team.
✓ Visa & Work Permit Support (4.0/5): Immigration and work permit assistance available for common employment scenarios, though complex cases may require longer processing times and additional coordination.
✓ In-Country Compliance (4.7/5): Excellent coverage of Vietnamese labor law, including employment contracts, social insurance, health insurance, unemployment insurance, PIT compliance, leave entitlements, and termination rules.
✓ Local Add-Ons (4.3/5): Solid benefits administration, payroll outsourcing, contractor management, and compliance tooling. Equity and more advanced benefit customization may require additional scoping.
4.3/5
Owned entity in Vietnam: Through an owned entity, you can enjoy better service and faster support times.
Full HRIS stack: With Remote, you get a full tech stack in a single, convenient platform.
High costs: Compared to many providers on this list, Remote’s prices are significantly higher than average.
Limited immigration support for complex cases: No support for edge cases.
Remote is best for startups and small teams that want a tech-first, global EOR solution with fast setup, simple workflows, and strong automation across many countries. It’s a great fit if you value speed, ease of use, and predictable processes over highly customized, service-heavy support. Remote is less ideal for large enterprises or complex HR setups that need deep local customization, hands-on advisory, or highly tailored compliance handling.
AYP is a regional HR and Employer of Record specialist built for companies expanding across Asia-Pacific, not the entire world. Instead of chasing broad global coverage, AYP focuses on doing a smaller number of markets deeply and compliantly – with strong in-country HR teams, payroll expertise, and hands-on support. Beyond Vietnam, countries include Singapore, Malaysia, Indonesia, Thailand, and the Philippines It’s a service-led provider rather than a flashy SaaS platform, which makes AYP a solid choice for businesses that care more about getting Asia right than managing everything from one global dashboard.
Regional
Ø Fee per Employee per Month, First Year
✓ Global Coverage & Services (3.8/5): Asia-Pacific–focused EOR with coverage across 15+ APAC countries. Provides full EOR delivery including compliant employment contracts, payroll, statutory filings, benefits administration, and strong visa & work permit support across the region. Coverage is deep locally but limited outside APAC.
✓ Pricing & Transparency (4.4/5): Flat, all-inclusive pricing with no hidden fees. Pricing covers payroll, taxes, benefits, and compliance management, with transparent FX handling and a single contract structure across APAC. No public price list and an initial compliance deposit may apply.
✓ Payment & Contract Terms (4.0/5): Flexible contract arrangements with local-currency payroll across APAC countries. No rigid long-term lock-ins, supports complex compensation structures, but some countries require traditional banking rails and do not support alternative payment methods.
✓ Customer Experience & Support (4.5/5): High-touch, service-led support model with dedicated local HR experts in each country. Strong compliance advisory, fast issue resolution, and proactive guidance. Support infrastructure is smaller than large global EORs but highly specialized regionally.
✓ Platform & Integrations (3.7/5): Functional platform supporting onboarding, payroll, compliance monitoring, and reporting. Suitable for APAC payroll complexity, but automation depth, integrations, and advanced analytics lag behind SaaS-first global EORs.
4.0/5
✓ Entity Ownership (4.5/5): AYP operates through its own legal entity in Vietnam, enabling direct employment, strong compliance control, and no dependency on third-party partners.
✓ Onboarding Speed (4.5/5): Employees can typically be onboarded within 5–10 business days, including compliant contract issuance, payroll registration, and statutory setup.
✓ On-Site HR Support (4.5/5): Local Vietnam-based HR and payroll specialists provide hands-on support for employers and employees. While not embedded at client offices, support is clearly in-country and responsive.
✓ Visa & Work Permit Support (4.2/5): Strong support for standard Vietnam work permits and TRC processes, including document coordination and compliance guidance. Well suited for common expatriate and regional mobility cases.
✓ In-Country Compliance (4.5/5): Excellent coverage of Vietnamese labor law, including employment contracts, social & health insurance, personal income tax (PIT), statutory leave, termination rules, and severance obligations. Owned-entity model strengthens audit readiness and reduces compliance gaps.
✓ Local Add-Ons (4.0/5): Comprehensive local services including payroll outsourcing, statutory benefits administration, HR operations support, and mobility advisory. Advanced equity structuring or highly bespoke benefit designs may require additional scoping.
4.4/5
Owned local entity: Direct employment in Vietnam ensures stronger compliance, faster onboarding, and less risk than partner-based EOR setups.
APAC expert: Deep regional know-how in payroll, tax, and labor law makes AYP especially reliable for companies expanding across Southeast Asia.
Limited enterprise tech: Platform is functional but lacks the automation depth and integrations of SaaS-first providers like Remote or Rippling.
Not a global-scale EOR: Best for APAC hiring, but not possible to hire through AYP in Europe or the Americas.
AYP is best for companies expanding in Asia-Pacific that value hands-on local expertise over a tech-first platform. It’s a strong fit for SMBs and mid-market teams that need high-touch support for complex hiring, compliance-heavy roles, and multi-country APAC operations. If you prioritise compliance, regional depth, and service-led delivery over automation and global scale, AYP is a very solid choice.
Oyster is a people-first global Employer of Record platform built to help companies hire and manage international teams without the usual legal and administrative headaches. Known for its strong focus on compliance, fairness, and employee experience, Oyster combines a clean, modern HR platform with localized expertise across key hiring markets. It’s especially popular with remote-first companies that want to scale globally while keeping contracts, payroll, and benefits compliant and consistent across countries.
Global
✓ Global Coverage & Services (4.0/5): Oyster provides EOR services in 100+ countries, covering employment contracts, payroll processing, statutory filings, expense reimbursements, and offboarding. Service delivery is standardized and compliance-led, with limited flexibility for non-standard setups.
✓ Pricing & Transparency (4.0/5): Flat EOR pricing of USD 699 per employee/month. Pricing is publicly stated and predictable, but high for many emerging markets. FX markup rates are not disclosed and are estimated to reach up to 8%.
✓ Payment & Contract Terms (4.0/5): Invoices are due within 7 days (net). A security deposit of at least one month of total employment cost is required and may be increased if risk levels change. Deposits are held until employment fully ends and all invoices are settled. Late payments accrue 1.5% interest per day.
✓ Customer Experience & Support (4.5/5): Structured onboarding, detailed compliance documentation, and guided workflows. Support quality is consistently high, though onboarding speed can be slower due to strict compliance checks.
✓ Platform & Integrations (4.3/5): Clean, intuitive platform with core HRIS features including time-off, expenses, invoicing, and reporting. Integration depth and workflow automation are more limited than Deel or Remote.
4.2/5
✓ Entity Ownership (4.5/5): Oyster operates through a dedicated in-country entity structure in Vietnam, enabling direct employment, strong compliance control, and reduced reliance on third-party partners.
✓ Onboarding Speed (4.0/5): Typical onboarding takes around 7–12 business days, including contract issuance, payroll setup, and statutory registrations. Fast for a regulated market, though not the absolute fastest.
✓ On-Site HR Support (4.0/5): Access to Vietnam-based HR and payroll specialists for day-to-day operations and employee support. No physical office, but clearly in-country and responsive.
✓ Visa & Work Permit Support (4.0/5): Solid support for work permits, TRCs, and immigration coordination for foreign hires, with clear guidance on eligibility and timelines.
✓ In-Country Compliance (4.5/5): Strong handling of Vietnamese labor law, including compliant employment contracts, PIT, social insurance, health insurance, trade union fees, leave policies, and termination requirements.
✓ Local Add-Ons (4.2/5): Benefits administration, payroll outsourcing, and HR operations support are well covered. Equity support and highly bespoke benefit structures may require additional scoping.
4.2/5
Strong compliance setup: Reliable handling of contracts, payroll, and statutory requirements in Vietnam.
Easy-to-use platform: Clean, global HR system that makes managing Vietnamese hires straightforward. One of our favorites!
Less hands-on locally: Vietnam support is more centralised, not as in-country focused as local specialists.
Limited visa depth: Work permit support is mostly advisory for complex immigration cases.
Oyster HR is well suited for companies of any size looking for a reliable, easy-to-use EOR solution to hire in Vietnam without setting up a local entity. It’s a strong choice for teams that prioritise compliance and structured HR processes in a market where labour regulations are strict and enforcement is active. Oyster is particularly attractive for European companies expanding into Vietnam, offering a familiar, process-driven approach that balances software efficiency with practical, hands-on local support.
IntelliPro is a China- and APAC-focused Employer of Record that blends deep local HR expertise with a practical, service-led approach to global hiring. Rather than positioning itself as a pure SaaS platform, IntelliPro stands out for its strength in regulated markets, where hands-on compliance support matters more than dashboards. It’s a solid choice for companies that prioritize local execution, legal accuracy, and real human support over automation-heavy workflows.
Global
Ø fee per employee per month, first year
- APAC Expert
✓ Global Coverage & Services (4.0/5): China- and APAC-focused EOR with strong execution in regulated markets. Covers core EOR delivery including compliant contracts, payroll, statutory filings, and visa support, plus added HR services such as talent acquisition support and local HR advisory. Coverage is deep regionally but limited outside APAC.
✓ Pricing & Transparency (3.6/5): Competitive pricing in China and Southeast Asia once scoped, but no public benchmarks and country-level cost breakdowns typically require consultation, reducing upfront predictability.
✓ Payment & Contract Terms (4.0/5): Locally compliant employment contracts well suited for long-term hiring structures. Processes are reliable but less flexible and more manual than SaaS-first global EORs when scaling quickly.
✓ Customer Experience & Support (4.2/5): Strong in-country HR and payroll teams in China with good handling of complex labor-law questions. Support is regionally strong, though not structured for global 24/7 coverage.
✓ Platform & Integrations (3.5/5): Functional platform for payroll, contracts, and reporting. Suitable for operational needs, but automation depth and native integrations lag behind tech-first EOR leaders like Deel or Remote.
3.9/5
✓ Entity Ownership (4.5/5): Intellipro operates through its own legal entity in Vietnam, enabling direct employment, stronger compliance control, and no dependency on third-party partners.
✓ Onboarding Speed (4.0/5): Typical onboarding takes 7–10 business days, including compliant contract setup, payroll registration, and statutory enrollment. Timelines are reliable, though not the fastest in the market.
✓ On-Site HR Support (4.5/5): Vietnam-based HR and payroll teams provide hands-on, local-language support for both employers and employees. Particularly strong for complex cases and regulatory questions.
✓ Visa & Work Permit Support (4.3/5): Solid support for work permits and TRC processing for common foreign-hire scenarios. More complex mobility cases may require additional lead time.
✓ In-Country Compliance (4.5/5): Strong coverage of Vietnamese labor law, including employment contracts, social insurance, health insurance, unemployment insurance, PIT, overtime rules, and termination requirements. One of Intellipro’s key strengths in Vietnam.
✓ Local Add-Ons (4.0/5): Good range of local services such as payroll outsourcing, HR operations support, statutory benefits administration, and immigration coordination. Advanced equity structuring or bespoke benefits may need extra scoping.
4.3/5
Owned legal entity & compliance strength: Own legal structure and has solid experience managing Vietnamese employment contracts, payroll, taxes, and statutory obligations.
Strong local support: Vietnam-based HR and payroll specialists help navigate detailed local requirements.
Platform and automation are basic: Compared with tech-first EORs lacks behind.
Limited immigration support depth: While core work permit guidance is available, more complex visa and relocation cases are not supported.
IntelliPro is best for startups and scale-ups that want a service-led EOR partner with strong local expertise rather than a tech-first platform. It’s a good fit for budget-conscious teams that value compliance strength and hands-on support over heavy automation. IntelliPro works especially well for companies hiring in APAC, particularly when dealing with complex local regulations but relatively simple org structures.
Multiplier is a strong choice for companies hiring in Vietnam thanks to its fast onboarding, competitive pricing, and solid understanding of local payroll and compliance requirements. The platform makes it easy to set up compliant employment contracts, manage taxes, and run payroll without establishing a local entity. While not as white-glove as boutique providers, Multiplier offers a reliable, tech-driven solution for teams that want to scale quickly in Vietnam.
Global
Ø Fee per Employee per Month, First Year
✓ Global Coverage & Services (4.4/5): EOR services across 120+ countries, including contractor management, global payroll outsourcing, statutory compliance, benefits administration, and immigration support in selected jurisdictions.
✓ Pricing & Transparency (4.0/5): Generally clear pricing and competitive for scaleups at $505 per EOR contractor, though FX markups apply (stated ~2%, reported higher in some cases) and country-level cost breakdowns are not always fully transparent upfront.
✓ Payment & Contract Terms (4.0/5): No minimum contract commitment and flexible agreements. However, invoices are issued early and short payment windows (often ~7 days) can impact cash flow.
✓ Customer Experience & Support (4.3/5): Improved support quality in recent years with a solid self-service knowledge base. Support experience and escalation handling can vary by region.
✓ Platform & Integrations (4.5/5): Strong, modern platform with clean UX, efficient onboarding, and good multi-country reporting. Integration depth and automation are slightly behind top tech-first EORs.
4.2/5
✓ Entity Ownership (4.5/5): Multiplier operates through its own legal entity in Vietnam, enabling direct employment, stronger compliance control, and no reliance on third-party partners. This strengthens execution quality and reduces legal risk.
✓ Onboarding Speed (4.0/5): Multiplier typically completes onboarding within 7–12 business days once all documentation is provided. This is competitive for the Vietnamese market, though not as fast as highly automated global providers.
✗ On-Site HR Support (3.5/5): The Multiplier support team is based in India and not Vietnam. However, the time zone overlap is sufficient for supporting local Vietnamese staff.
✗ Visa & Work Permit Support (3.8/5): Multiplier offers basic guidance on work permits and visa processes, but does not act as an immigration specialist. Complex expatriate or specialised work permit cases may need external immigration support.
✓ In-Country Compliance (4.2/5): Strong compliance coverage for core Vietnamese labour law, including employment contracts, social & health insurance contributions, personal income tax, statutory leave, and termination rules. Local entity ownership improves audit readiness and statutory adherence.
✓ Local Add-Ons (4.0/5): Support includes payroll outsourcing, benefits administration, statutory filings, and HR operations. More advanced mobility benefits or bespoke benefits packages may require scoping or additional services.
4.0/5
Strong Asia-first execution: Excellent coverage and local expertise across Southeast Asia and emerging markets, with faster onboarding and smoother compliance than many Western-first EORs.
Solid software: Platform provides reliable onboarding workflows and document handling that simplify Germany’s paperwork heavy hiring processes.
FX transparency can be inconsistent: FX markups are often not clearly disclosed upfront and have been reported to be higher in practice than initially indicated.
No local HR support: Support team is based in India and not Vietnam.
Multiplier is best for startups and SMBs hiring in Vietnam that want a tech-first EOR with strong compliance and predictable execution. It suits teams that are budget-conscious but still need a reliable setup for standard roles, payroll, and statutory compliance without heavy operational overhead. For fast-growing teams with moderate complexity, Multiplier offers a solid balance between speed, structure, and local compliance support.
BIPO is a Singapore-founded HR and payroll provider that has grown from a strong Asia-Pacific specialist into a global Employer of Record (EOR) player supporting hiring in 100+ countries. The company built its reputation on reliable regional payroll infrastructure before expanding into EOR, global payroll, and workforce management for international teams. Today, BIPO positions itself as a unified HR platform combining EOR services with an all-in-one HRIS, making it particularly attractive for companies scaling across APAC and emerging markets.
Global
Ø fee per employee per month, first year
- APAC Expert
✓ Global Coverage & Services (4.0/5): EOR and payroll services across 100+ countries, with strongest depth in APAC and China. Services are compliance-led rather than software-first.
✓ Pricing & Transparency (3.5/5): Enterprise-style, sales-led pricing with predictable costs once quoted, but limited upfront country-level transparency.
✓ Payment & Contract Terms (3.5/5): Standardized EOR contracts with compliance-first structures. SLAs and notice terms vary by country and require contract confirmation.
✓ Customer Experience & Support (4.2/5): Strong regional payroll and compliance teams, especially across Asia-Pacific. Support is reliable but process-driven.
✓ Platform & Integrations (3.5/5): Functional HR and payroll platform covering core needs. Limited automation and integrations compared to SaaS-first EORs.
3.8/5
✓ Entity Ownership (4.5/5): BIPO operates in Vietnam through a local entity and does not need a third party provider to employ employees.
✓ Onboarding Speed (4.0/5): Typical onboarding takes 7–12 business days, including contract setup, social insurance registration, and payroll activation. Not the fastest in the market, but reliable and predictable.
✓ On-Site HR Support (4.0/5): Local HR and payroll specialists provide in-country support for employers and employees. Support is service-led rather than tech-led, which works well for compliance-heavy cases.
✓ Visa & Work Permit Support (4.2/5): Solid support for work permits, TRCs, and visa processing for foreign hires, with good coordination between immigration and payroll teams.
✓ In-Country Compliance (4.5/5): Strong coverage of Vietnamese labor law including: employment contracts, PIT, social insurance, health insurance, unemployment insurance, statutory leave, and termination compliance.
✓ Local Add-Ons (4.2/5): Good range of services including payroll outsourcing, HR operations support, benefits administration, and compliance advisory. Less advanced equity tooling than SaaS-first EORs, but strong on fundamentals.
4.2/5
Strong APAC expertise: Beyond Vietnam, excellent compliance understanding in China, Singapore, Malaysia, India, and Southeast Asia.
Solid Payroll Accuracy & Local Compliance: As BIPO started as a payroll provider.
Partner-Based EOR Model Outside APAC: Strong in Asia, less so outside the region.
Mixed User Experience with Platform UI: Functional, but less UI/UX appealing.
BIPO is best for mid-market and enterprise teams that value strong regional expertise in APAC and want a service-led EOR partner rather than a purely tech-first platform. It’s a good fit for companies that prioritize compliance, complex HR cases, and in-country support over ultra-fast, lightweight setups. BIPO works especially well for larger hiring volumes and organizations expanding across Asia-Pacific markets that need depth more than global breadth.
Unlike small local specialists, Safeguard Global combines regional execution with broader global coverage, making it a good fit for organisations that want consistent hiring support across multiple countries including Vietnam. The company emphasises hybrid delivery — pairing in-country compliance expertise with a technology-enabled platform that handles payroll, contracts, tax, and statutory reporting. Safeguard Global positions itself between service-led local players and tech-first EOR platforms, offering both hands-on support and standardised operational workflows.
For teams expanding into Vietnam, Safeguard Global provides reliable statutory compliance, payroll processing, and HR support, backed by a structured global operating model that can scale as organisations grow beyond a single market.
Global
Ø Fee per Employee per Month, First Year
✓ Global Coverage & Services (4.4/5): Coverage across 100+ countries via partner entities. Supports full EOR scope: compliant employment contracts, payroll, statutory filings, terminations, and HR advisory. Proven experience with large, multi-country enterprise rollouts. Partner-led delivery means execution quality varies by country.
✓ Pricing & Transparency (3.7/5): No public pricing. Fees provided after sales scoping. Pricing varies by country and partner. FX fees and local employer burden not always disclosed upfront, impacting cost predictability for procurement-led buyers.
✓ Payment & Contract Terms (4.5/5): Jurisdiction-specific, enterprise-grade contract templates. Clearly defined payroll cut-offs and payment timelines. Payroll pre-funding required in some countries. Additional administrative steps apply in ICP-heavy jurisdictions.
✓ Customer Experience & Support (4.2/5): Dedicated client success managers for enterprise accounts. Strong experience handling complex, multi-entity, and regulated environments. No unified 24/7 global support model; responsiveness depends on local partner execution.
✓ Platform & Integrations (3.9/5): Provides payroll reporting, time tracking, and document management. Not a full HRIS and not automation-first. Limited integrations compared to SaaS-led EORs like Deel, Rippling, or Oyster.
4.1/5
✓ Entity Ownership (4.5/5): Safeguard Global operates through its own legal entity n Vietnam, giving clients direct employment capability with strong compliance control and reduced reliance on third-party intermediaries.
✓ Onboarding Speed (4.2/5): Typical onboarding in Vietnam is efficient (often within 7–10 business days) once documentation is completed. The combination of platform support and local expertise means predictable timelines for standard employment setups.
✗ On-Site HR Support (3.0/5): Safeguard global does not have on-site support in Vietnam. They have a remote support team that operates in overlapping time zone though.
✓ Visa & Work Permit Support (4.0/5): Provides advisory support and coordination for work permits and employment passes in Vietnam, which is sufficient for typical professional hires. For highly specialised or executive work visas, external immigration specialist support may still be advisable.
✓ In-Country Compliance (4.3/5): Strong compliance handling for Vietnamese labour law requirements including employment contracts, social insurance and health insurance, PIT remittance, statutory leave obligations, and termination rules. Their entity model strengthens statutory adherence and audit readiness.
✓ Local Add-Ons (4.0/5): Supports payroll outsourcing, benefits administration, and HR operations, with additional tools for employee self-service reporting and basic mobility guidance. More advanced mobility programs, expatriate support, or bespoke benefit packages may require additional planning.
4.0/5
Enterprise-Grade Compliance & Payroll Accuracy: 15+ years of global payroll experience with strong governance and low error tolerance.
Flexible contract terms: Allows adjustments to employment structures and notice periods, which gives buyers more room to fit internal policies.
Higher Pricing & Limited Transparency: No public pricing, variable partner costs, and FX fees not always clear upfront.
No local support staff in Vietnam: Support happens through remote support team, no real office in Vietnam.
Safeguard Global is best for mid-market and enterprise companies that prioritise compliance, risk control, and service depth over speed and low cost. It’s a strong fit for organisations handling complex, multi-country hiring where strict labour law adherence and structured HR processes matter more than a lightweight, self-serve experience. Teams scaling beyond 50+ employees or operating in regulated or higher-risk markets will get the most value from Safeguard’s service-led, compliance-first model
Second Talent is an APAC focused Employer of Record (EOR) provider with a strong localized focus on Vietnam, blending deep compliance expertise with hands-on HR support. Unlike large global EOR platforms that spread across dozens of countries, Second Talent positions itself as a specialist in Vietnamese hiring, offering direct entity ownership, local payroll execution, and a nuanced understanding of Vietnam’s labour and tax regulations. Its service-led approach appeals to companies that prioritise correct execution and risk management over automated, software-first workflows. If your goal is to hire employees in Vietnam compliantly and efficiently without setting up a local entity, Second Talent offers a focused, dependable solution.
Regional
Ø Fee per Employee per Month, First Year
✓ Global Coverage & Services (3.5/5): Second Talent offers EOR services primarily across Asia-Pacific, with strongest execution in China and selected regional markets. Supports core EOR delivery including compliant contracts, payroll, statutory filings, and local HR coordination. Coverage outside core regions is limited, making it less suitable for multi-continent hiring strategies.
✓ Pricing & Transparency (3.0/5): Pricing is quote-based with limited upfront visibility. Costs are reasonable once scoped, but lack of public benchmarks and country-level breakdowns reduces predictability for procurement-driven buyers.
✓ Payment & Contract Terms (3.0/5): Standard locally compliant employment contracts with clear payroll cycles. Payroll pre-funding may apply. Flexibility is acceptable, but contract terms are more conservative than SaaS-first global EORs.
✓ Customer Experience & Support (3.5/5): Strong local support in core markets with knowledgeable HR and payroll teams. Service quality is high where Second Talent operates directly, but global consistency varies outside its primary regions.
✓ Platform & Integrations (3.0/5): Basic platform supporting payroll inputs, employee documentation, and reporting. Not automation-first and offers limited native integrations compared to global SaaS-led EOR providers.
3.2/5
✓ Entity Ownership (4.5/5): Second Talent operates through its own legal entity in Vietnam, enabling direct employment, stronger compliance control, and no dependency on third-party partners.
✓ Onboarding Speed (4.0/5): Employees are typically onboarded within 7–10 business days, including compliant contract issuance, payroll setup, and statutory registrations. Timelines are reliable for the Vietnamese market.
✓ On-Site HR Support (4.5/5): Local Vietnam-based HR and payroll teams provide hands-on, in-country support for employers and employees. Strong practical guidance on day-to-day employment matters and escalations.
✓ Visa & Work Permit Support (4.0/5): Solid support for work permits, TRCs, and expatriate onboarding in Vietnam. Processes are compliant but can take longer for senior or specialised roles due to regulatory approvals.
✓ In-Country Compliance (5.0/5): Excellent coverage of Vietnamese labour law, including labour contracts, PIT, social insurance, health insurance, unemployment insurance, statutory leave, and termination rules. One of Second Talent’s strongest areas locally.
✓ Local Add-Ons (4.0/5): Covers core EOR needs well – payroll outsourcing, HR operations support, statutory benefits administration, and mobility coordination. Advanced equity structuring or bespoke benefits may require extra scoping.
4.3/5
Strong local compliance depth: Excellent handling of Vietnamese labor law, tax, and social insurance requirements.
In-country HR support: Local HR and payroll teams provide hands-on guidance, which is especially valuable for first-time hires in Vietnam.
Limited tech & self-serve: No HRIS system and quite manual workflows
Slower for complex visas: Work permit and TRC processes for senior or highly specialised roles can take longer than with large global EORs that have dedicated immigration scale teams
Second Talent is best for companies that want reliable, compliance-first hiring in Vietnam. If you value strong local HR support and not a global, tech-heavy platform, Second Talent is a good fit. It’s a great fit for SMEs and mid-sized businesses entering the Vietnamese market that need hands-on guidance with labor law, payroll, and statutory setup. If your priority is only hire in APAC rather than scaling across many continents from one system, Second Talent is a very solid choice.
Native Teams is a Europe-born Employer of Record and global payroll provider focused on making international hiring simple, predictable, and affordable for growing companies. With a strong footprint across Europe and expanding coverage globally, they combine EOR, contractor management, and cross-border payments into one streamlined platform. Native Teams stands out for teams that want solid compliance and reliable payroll without paying enterprise-level prices or dealing with heavy HR complexity.
Global
✓ Global Coverage & Services (4.0/5): Broad EOR coverage across multiple regions with particular strength in emerging markets. Supports both employee and contractor engagements, with solid payroll and cross-border payment capabilities, though service depth varies by country.
✓ Pricing & Transparency (3.6/5): Some pricing is published publicly, but real country-level pricing is often higher than advertised and additional fees (e.g. late payments, expense processing) are not always clear upfront. Pricing clarity depends heavily on sales discussions.
✓ Payment & Contract Terms (4.5/5): No minimum commitment, simple onboarding and exit mechanics, but no credit card payments and limited supported payment currencies (primarily EUR, USD, GBP).
✓ Customer Experience & Support (4.0/5): Dedicated account manager available, but WhatsApp support is limited to sales, documentation is relatively thin, and guidance for complex edge cases is limited.
✓ Platform & Integrations (4.1/5): Covers core HRIS functionality, but lacks zero-touch onboarding, native HRIS/ATS/ERP integrations, and advanced automation compared to tech-first competitors.
4.0/5
✓ Entity Ownership (4.5/5): Native Teams has a local entity in Vietnam and does not use an in-country-partner.
✓ Onboarding Speed (4.0/5): Employees can usually be onboarded within 7–10 business days, including contract issuance, payroll setup, and statutory registrations. Timelines are solid for Vietnam, though not the fastest in the market.
✗ On-Site HR Support (3.5/5): HR and payroll support is available with regional specialists, but not fully embedded on the ground in Vietnam. Support is responsive, though more centralized than locally led.
✗ Visa & Work Permit Support (3.5/5): Provides guidance and coordination for work permits and visas through local partners. Capable for standard cases, but complex sponsorship scenarios may require additional lead time.
✓ In-Country Compliance (4.0/5): Strong handling of Vietnamese labor law requirements including employment contracts, social insurance, health insurance, PIT, and statutory leave. Compliance coverage is reliable for typical hiring use cases.
✓ Local Add-Ons (3.5/5): Covers core needs such as payroll, benefits administration, and contractor-to-employee transitions. More advanced mobility, equity structuring, or bespoke benefits are limited compared to enterprise EORs.
3.8/5
Native Teams is best for startups and SMBs that want a cost-efficient, tech-first way to hire in Vietnam without heavy HR complexity. It’s especially well suited for European companies expanding into Vietnam, as their Europe-based roots make compliance, contracts, and communication easier for EU teams. Overall, it’s a strong fit for small to mid-sized teams that value speed, simple setups, and predictable pricing over enterprise-style service models.
RemoFirst is a fast-growing global Employer of Record (EOR) and contractor management platform built for startups and scaleups that want to hire internationally without the enterprise price tag. The company focuses on making global hiring simple and affordable, offering EOR, contractor management, and global payroll across 100+ countries. Unlike many competitors, RemoFirst positions itself clearly as a cost-efficient alternative to providers like Deel or Remote, while still covering the core compliance and employment needs.
Global
Ø Fee per Employee per Month, First Year
- Low cost provider
- Extensive global coverage
✓ Global Coverage & Services (4.0/5): Broad global reach across 100+ countries delivered exclusively through a partner network rather than owned entities. Besides Papaya Global, no other EOR is operating like this. Based on our research, local partners selected by RemoFirst are strong (e.g. ThisWorks for Europe).
✓ Pricing & Transparency (4.5/5): One of the most transparent and affordable EOR pricing models on the market, with no setup or termination fees. However, pricing for mature markets such as Canada, UK, Germany or Spain are significantly higher (min. $399). Overall cost predictability remains a key strength.
✓ Payment & Contract Terms (4.0/5): Flexible contracts with no long-term commitments, fair payroll cut-off timelines, and support for multiple invoice and payout currencies (keep mind that an FX markup may apply in this case).
✓ Customer Experience & Support (3.6/5): Startup- and SMB-friendly support model with dedicated account managers. Day-to-day support handled via ticketing system which is responsive, but complex cases and peak periods may see slower resolution since they rely on local partners’ response times.
✓ Platform & Integrations (4.0/5): Modern, intuitive platform withautomated payroll workflows. However, advanced reporting, integrations to enterprise HCMs, and customization for complex organizational structures are more limited than with larger, enterprise-grade EORs.
4.0/5
✗ Entity Ownership (3.5/5): Like in all countries they operate in, RemoFirst uses in-country partners (ICP) in Vietnam rather than a wholly-owned local entity. This model adds some dependency on partner execution quality but they use very specialized expert partner.
✓ Onboarding Speed (4.2/5): RemoFirst typically completes onboarding within 7 to 12 business days once documentation is complete. This is competitive for Vietnam, though slightly slower than providers with direct entity control.
✗ On-Site HR Support (3.0/5): Remofirst does not have any local support staff in Vietnam. As they have a local partner, the partner has local support staff in Vietnam. However, usually communication is only done through the RemoFirst and usually you do not have personal contact to their ICP.
✓ Visa & Work Permit Support (3.8/5): RemoFirst offers basic advisory support on Vietnamese work permits and immigration, but does not directly manage sponsorship or visa casework. For complex expatriate cases, external specialists may still be required.
✓ In-Country Compliance (4.3/5): The EOR covers core Vietnam statutory compliance, including payroll registration, social insurance (health, retirement), PIT filing, labor contracts, and statutory leave. Local partner expertise ensures compliance with labor code requirements.
✓ Local Add-Ons & Flexibility (4.0/5): Standard benefits and statutory administration are included. Additional support such as local benefits advisory and customized onboarding assistance is available, but more advanced mobility or executive benefits may require extra scoping.
3.8/5
Low pricing: Remofirst offers EOR for quite a low price with only a few additional fees.
User-friendly platform: Effective EOR platform and client portal, without the unnecessarily expensive add-ons of some other providers.
No own entity in Vietnam: Only operate through in-country-partner that can cause delay and miscommunication.
No edge case support: Remofirst is a low cost provider that focus on scale and not complicated immigration or tax cases.
RemoFirst is best for startups and cost-conscious SMBs that want a fast, tech-first way to hire internationally without heavy processes. It’s a strong fit for teams that value speed, simplicity, and predictable pricing over white-glove service or deep in-country customization. If you’re building lean global teams and need a no-frills, scalable EOR, RemoFirst fits the brief well.
How We Score & Rank Best Vietnam EOR Services
At Employsome, we use a transparent, data-driven scoring model to rank Vietnam EOR services fairly and consistently across countries.
Our goal is simple – to help companies choose the right EOR based on real operational quality, not marketing claims. Many comparison sites rank providers based on what looks good on a website: “Operating in 180 countries”, “Starting from $299”, flashy feature lists. In reality, those numbers are often marketing headlines, not how the service actually works day to day.
At Employsome, we go deeper. We analyse what’s really behind the claims: where providers truly operate with owned entities, where they rely on partners, what the real all-in cost looks like once security deposits, currency exchange markups, off-cycle payroll, termination fees, and admin charges are included – not just the public price on the website.
Our rankings are built on facts, contracts, and operational reality, so you can make decisions based on how an EOR performs in practice, not how it markets itself.
That’s why we separate every review into two distinct layers:
- Global EOR Score: how strong the provider is overall
- Vietnam EOR Score: how well the provider actually performs specifically in Vietnam
Both scores matter, but local execution always comes first. It’s worth mentioning that if you’re comparing EOR providers across multiple countries, not only for Vietnam, our best global EOR guide shows how these providers perform beyond Vietnam.
Global EOR Score – Overall provider performance
The Global EOR Score measures how reliable and scalable an EOR provider is across borders. We assess five core dimensions:
- Global Coverage & Services: We evaluate where the provider operates, whether they use owned entities or partners, and what services they offer beyond basic EOR – such as global payroll, contractor management, benefits, equity support, mobility, and HR tooling.
- Pricing & Transparency: We analyse how clear pricing really is – including setup fees, deposits, FX markups, off-cycle payroll costs, termination fees, and other charges that often only appear in contracts.
- Payment & Contract Terms: We actually review providers service agreements this includes commercial flexibility: minimum commitments, notice periods, payroll cut-offs, payment windows, refundability of deposits, and how customer-friendly the fine print is.
- Customer Experience & Support: We look at support models (self-service vs. high-touch), availability of dedicated account managers, escalation paths, and real responsiveness – not just SLAs on paper.
- Platform & Integrations: We assess the depth of the product: HRIS features, onboarding flows, compliance automation, reporting, APIs, and integrations with tools like Workday, BambooHR, Personio, NetSuite, and others.
Each category is scored individually and combined into a Global EOR Score.
Vietnam EOR Score – On-the-ground performance
Because EOR is ultimately a local compliance service, we always evaluate providers at country level as well.
To evaluate the performance of an EOR in Vietnam assess six operational factors:
- Entity Ownership: Does the provider employ through its own legal entity or rely on third-party partners in Vietnam?
- Onboarding Speed: How fast employees can realistically be onboarded with compliant contracts, payroll registration, and statutory setup.
- On-Site HR & Local Support: Quality of in-country HR and payroll expertise, language support, and day-to-day responsiveness.
- Visa & Work Permit Support: Ability to handle immigration and sponsorship processes so foreigners can be onboarded in Vietnam.
- In-Country Compliance: Depth of knowledge across Vietnamese labor law, tax, social insurance, termination rules, and regulatory updates.
- Local Add-Ons: Strength of Vietnam-specific services such as benefits administration, relocation, tax advisory, or contractor conversion.
How The Final Rankings Work
To reflect what matters most to companies, we weight scores as follows:
- 60% Country EOR Score
- 40% Global EOR Score
Why?
Because in EOR, local execution beats global scale. A provider that performs exceptionally well in your target country is often a better choice than a global brand that struggles locally.
If two providers end up with the same final score, we rank the provider with the lower total cost higher.
⭐ Employsome EOR Scores Explained
Two EORs can look identical on a website – but perform very differently once you hire your first employee in Vietnam. That’s why our local score is based on verified operations, not promises.
Hiring in Vietnam: What You Need to Know
Legislation on Employer of Record in the UK
Hiring employees in Vietnam through an EOR allows foreign companies to stay compliant with local labour laws while avoiding the complexity of setting up a legal entity. Vietnam’s employment framework is regulated primarily by the 2019 labour code, supported by social insurance, tax, and data-protection legislation that applies equally to local and international employers.
Below is a practical breakdown of the most important EOR compliance areas in Vietnam, with real numbers and regulatory facts.
Holiday Pay & Working Hours in Vietnam
Vietnamese labour law sets clear standards for working time and rest. The normal work schedule is eight hours per day and forty-eight hours per week, although many international companies operate on a forty-hour week in practice. Overtime is regulated and capped annually, and employees who work at night are entitled to a salary premium.
Employees receive at least twelve days of paid annual leave after one year of service, with additional days granted for long tenure or hazardous work. Vietnam also recognises eleven official public holidays, and in reality many businesses shut down longer around Tết, the Lunar New Year. Maternity leave is generous by international standards, with six months of paid leave funded through social insurance, while fathers are entitled to paid paternity leave depending on the circumstances of the birth.
For employers, this means Vietnam offers strong worker protections, making compliant payroll and leave administration a core responsibility for any EOR.
Employment Contracts
Vietnam requires a written employment contract for any engagement lasting longer than one month. Unlike some countries, only two contract types are legally recognised: indefinite-term contracts and fixed-term contracts of up to thirty-six months (3 years).
Contracts must include specific statutory clauses, such as job scope, workplace, salary in Vietnamese dong, working hours, benefits, insurance, and termination terms. If these elements are missing, the contract can be challenged or even declared invalid. This is one of the main reasons companies rely on EOR providers in Vietnam – compliant contract drafting is not optional, and errors can lead directly to labour disputes or penalties.
💡 Employsome Insight: Most Foreign Companies Are Breaking Vietnam’s Labor Law – Without Knowing It
Missing clauses on working hours, insurance, or termination don’t just create risk – they can make the entire contract void!
Mandatory Insurance & Employer Costs
Vietnam operates a comprehensive social security system, and every employee must be enrolled. Employers are required to contribute to social insurance, health insurance, and unemployment insurance on top of gross salary. In total, this adds roughly 21–22 percent to the employer’s cost base, while employees contribute just over ten percent themselves.
These mandatory contributions cover sick pay, maternity benefits, workplace injury protection, and pensions. For foreign employers unfamiliar with the system, managing these payments correctly is often more complex than payroll itself, which is why EORs play such a central role in the Vietnamese market.
Sick Leave & Parental Benefits
When employees fall ill, compensation is typically paid through the Social Insurance Fund rather than directly by the employer. The amount and duration depend on salary level and contribution history. Maternity benefits are similarly funded through the public system, allowing employees to receive full pay during extended leave without placing the entire burden on the employer.
This structure makes Vietnam attractive for long-term employment but also means that proper insurance registration is non-negotiable. Any gaps in compliance can leave the employer exposed to retroactive claims.
Payroll, Taxation & Bonuses
Salaries in Vietnam must be stated and paid in local currency, and monthly payroll reporting is mandatory. Employers are responsible for withholding personal income tax and handling year-end tax reconciliation for most employees.
While Vietnam does not legally require a thirteenth-month salary, it is widely expected in professional roles, especially in multinational environments. Performance bonuses are also common and are generally taxable unless a specific exemption applies. For companies hiring in Vietnam for the first time, this often comes as a surprise, as total compensation expectations are shaped as much by market practice as by law.
💡 Employsome Insight: Bonuses in Vietnam are culturally expected – not optional.
The 13th-month salary isn’t legally mandatory, but in practice it’s part of the market standard. Companies that skip it often struggle with retention, even if base pay is competitive.
Termination Rules & Severance
Employment termination in Vietnam is more regulated than in many other Asian markets. Notice periods depend on the type of contract and range from a few working days for very short contracts to forty-five days for indefinite-term employment. Employers must also pay severance for periods not covered by unemployment insurance, typically equal to half a month’s salary per year of service.
Because unilateral termination can be legally complex and time-consuming, many companies prefer mutual separation agreements. This is another area where local EOR expertise is critical – getting termination wrong in Vietnam can lead to labour disputes that are difficult to resolve from abroad.
Contractor, Employees & Misclassification Risk
Vietnam has tightened its stance on worker classification in recent years. Under the current legal framework, anyone who is paid, managed, and supervised like an employee may legally be treated as one – regardless of what the contract says.
Employee misclassification can result in fines, back payments of insurance and tax, and retroactive entitlement to benefits such as paid leave and severance. As a result, Vietnam is increasingly seen as a high-risk country for long-term contractor models. Many companies start with contractors but move quickly to an EOR structure once roles become permanent or business-critical.
💡 Employsome Insight: Vietnam is stricter on misclassification than you think!
If someone works under your direction, on your schedule, and only for you, calling them a “contractor” won’t protect you – even with a nice contract. This is one of the main reasons companies end up switching from Agent of Record (AOR) or Contractor of Record (COR) to EOR faster than planned.
Frequently Asked Questions (FAQs)
An Employer of Record (EOR) in Vietnam is a local entity that legally employs workers for you so you do not need to set up a local entity. The EOR handles employment contracts, payroll, taxes, social insurance, and compliance with Vietnamese labor law, while you manage the employee’s day-to-day work. This allows companies to hire in Vietnam within days without all the entire bureaucratic work required.
Yes. Using an EOR in Vietnam is fully legal when done through a compliant EOR provider. This means the EOR provider needs to comply with the Labour Code and social insurance regulations. Many international companies use EORs to enter Vietnam quickly while staying compliant with employment, tax, and payroll rules.
No, there is no real EOR license for Vietnam like for instance in Germany. EOR need to follow labour laws but do not need a license to operate an EOR. They need a legal entity and a local bank account to pay employees in Vietnamese đồng (VND).
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The most common mistakes foreign companies make:
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Using non-compliant contracts
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Misclassifying employees as contractors/ agent of record (AOR)
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Missing social insurance registrations
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Underestimating termination rules
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Ignoring local payroll requirements
These issues often surface only when something goes wrong. This means when there audits for larger organizations happen or there are disputes in case of employee terminations.
Yes. European companies often underestimate how different Vietnamese labor law is from EU frameworks. An EOR helps bridge that gap by translating local regulations into practical, compliant employment structures.
Start with local facts, not global promises. In Vietnam, the right EOR is the one that can demonstrate:
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Direct entity ownership or proven local partners,
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Experience with Vietnamese labour law (contracts, social insurance, PIT, termination),
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Reliable payroll execution – not just a global platform.
At Employsome, we score providers using 60% local performance and 40% global strength because most EOR risks – compliance gaps, payroll errors, slow onboarding – happen in-country, not at HQ level.
We also verify real-world pricing, including deposits, FX markups, onboarding fees, and off-cycle payroll costs, so you compare true total cost, not just website list prices.
Bottom line: choose the EOR that is operationally strongest in Vietnam, not the one that simply claims the widest global coverage.
Yes. Many companies start with an EOR and later transition employees to their own Vietnamese entity once operations scale. A good EOR will support the migration process smoothly.
Yes. In case you are unhappy with your EOR provider or you want to change to a provider for a lower price, you can change providers. To change EOR providers either the employee has to resign to start a new employment with the new provider or both EORs sign a mutual transfer agreement.
Written by
Dane Cobain is a Copywriter at Employsome and an accomplished author whose work spans fiction, non-fiction, and professional writing. Over the past decade, he has built a strong track record creating straightforward content for the HR, payroll, and corporate sectors. Dane brings a storyteller’s eye to the evolving world of global employment, with a particular focus on Employer of Record and PEO models. His articles explore industry trends and dedicated Best Of Guides when managing an international workforce.
Our content is created for informational purposes only and is not intended to provide any legal, tax, accounting, or financial advice. Please obtain separate advice from industry-specific professionals who may better understand your business’s needs. Read our Editorial Guidelines for further information on how our content is created.