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Vietnam offers a competitive hiring environment in Southeast Asia, with deep talent pools in cities like Ho Chi Minh City, Hanoi, and Da Nang. Your total employer cost includes gross salary plus compulsory contributions to social insurance, health insurance, and unemployment insurance, as well as any bonuses you choose to offer.
Below are average monthly costs for popular roles in 2026, combining market salaries in major cities with typical employer social, health, and unemployment contributions of roughly 21.5% of gross salary, subject to statutory caps. Figures are estimates for full-time roles, and USD values assume an exchange rate of VND 25,000 ≈ USD 1 and are rounded.
- Software Engineer:
Average salary VND 35,000,000 (≈ USD 1,400) + employer contributions VND 7,500,000 (≈ USD 300) = Estimated Total Monthly Cost VND 42,500,000 (≈ USD 1,700). Senior engineers, hot technology stacks, and foreign-invested tech companies in Ho Chi Minh City or Hanoi can drive costs higher than this range. - Product Manager:
Average salary VND 50,000,000 (≈ USD 2,000) + employer contributions VND 10,750,000 (≈ USD 430) = Estimated Total Monthly Cost VND 60,750,000 (≈ USD 2,430). Product leaders with ownership of P&L, regional scope, or strong SaaS and fintech backgrounds typically command premium packages. - Marketing Specialist:
Average salary VND 25,000,000 (≈ USD 1,000) + employer contributions VND 5,375,000 (≈ USD 215) = Estimated Total Monthly Cost VND 30,375,000 (≈ USD 1,215). Digital and performance marketers with strong English skills and international campaign experience usually sit at the upper end of this range. - Customer Support Representative:
Average salary VND 15,000,000 (≈ USD 600) + employer contributions VND 3,225,000 (≈ USD 130) = Estimated Total Monthly Cost VND 18,225,000 (≈ USD 730). Night shifts, foreign-language support, or BPO and tech environments can increase both salary and allowances. - HR Manager:
Average salary VND 45,000,000 (≈ USD 1,800) + employer contributions VND 9,675,000 (≈ USD 390) = Estimated Total Monthly Cost VND 54,675,000 (≈ USD 2,190). HR leaders experienced in Vietnam labor law, restructuring, and multinational environments are in demand and may negotiate higher fixed pay and performance bonuses.
Figures may differ depending on current exchange rates, location, seniority, industry, and how you structure benefits, bonuses, and any additional allowances.
💡 Curious how much it would cost to hire your next role in Vietnam? Use our Salary Benchmarking Tool to get an instant, role-specific estimate - including taxes and compliance costs.
When you hire in Vietnam, salary is just the starting point. You also need to budget for compulsory social security contributions, paid leave entitlements, public holidays, probation and notice rules, personal income-tax withholding, and customary bonuses such as the widely expected 13th-month Tet payment.
In 2026, statutory employer contributions for social, health, and unemployment insurance generally add around 21.5% on top of gross salary, subject to caps based on the government minimum wage. Optional benefits, higher bonuses, and allowances will further increase your total cost to hire.
Leave and Paid Time Off
Vietnamese employees are generally entitled to at least 12 days of paid annual leave per year, increasing with tenure, plus additional days for employees in hazardous jobs or under certain conditions. You should also plan for around 11 paid public holidays, as well as statutory paid maternity leave and sick leave administered through social insurance.
Mandatory Employer Contributions
Employers in Vietnam must contribute approximately 17.5% of salary to social insurance and 3% to health insurance, plus 1% to unemployment insurance, calculated on capped salary bases. These statutory contributions are a significant part of your payroll budget and must be remitted on time to avoid penalties.
Probation and Notice Periods
Vietnamese law allows probation periods from 6 to 180 days depending on role complexity, with up to 60 days common for professional positions and longer for senior managers. After confirmation, typical notice periods range from 30 to 45 days for indefinite-term contracts, with additional requirements for lawful termination and severance.
Compensation Structure and Bonuses
Compensation in Vietnam usually combines a base salary with allowances such as meal, transport, phone, or housing, which you should clearly define in the labor contract. A 13th-month Tet bonus is not strictly mandatory nationwide but is widely expected in practice, especially in formal sectors, and should be treated as a standard annual cost.
Social Security and Tax Compliance
You must register your company and employees with the Vietnamese social insurance authorities, calculate monthly contributions, and withhold personal income tax on a progressive scale from employee salaries. Accurate monthly filings and year-end finalizations are essential to avoid interest and fines, so many foreign employers use specialist payroll support in Vietnam.
Hiring and Engagement Models
If your company does not have a local legal entity, you can partner with an Employer of Record to hire employees in Vietnam compliantly, with the EOR handling contracts, payroll, and contributions. If you operate through your own entity, you will manage these responsibilities directly and should ensure your internal HR and payroll processes fully align with Vietnamese regulations and practices.
Bring them on board seamlessly with Playroll. Our legal experts handle compliance so you don’t have to.
Book a DemoHere are six actionable ways to make your hiring strategy more cost-efficient – wherever you’re building your team.
- Plan Around Statutory Contribution Caps
Most countries set salary ceilings for mandatory employer contributions like pensions, healthcare, or unemployment insurance. Once an employee’s earnings exceed that cap, your contribution amount stays fixed. Mapping compensation bands against these limits before finalizing offers helps you remain competitive without paying unnecessary premiums. - Localize Benefits Strategically
Every market values different perks. Instead of applying a global benefits template, align packages to local expectations and cultural norms. In some regions, private healthcare or transport allowances are far more attractive than bonuses or extra paid leave. Prioritize what your team will value most and trim the rest – you’ll keep engagement high while reducing spend. - Consider an Employer of Record (EOR)
Running your own entity can be expensive – local payroll systems, tax filings, and compliance administration add up fast. Partnering with a trusted EOR like Playroll simplifies hiring anywhere in the world. We manage contracts, benefits, payroll, and compliance for you, all under one transparent monthly fee. It’s the easiest way to scale globally without unexpected costs or compliance risks. - Revisit Employment Contract Types and Terms
Not every role needs to be permanent or full-time. Many labor frameworks allow fixed-term or project-based contracts, which can offer both flexibility and cost control. Be intentional about probation periods, notice clauses, and renewal terms – clear definitions reduce risk and prevent costly disputes later. - Explore Cross-Border Hiring Options
If a role doesn’t require strict on-site presence, widen your search to include neighboring or lower-cost markets. With compliant hiring solutions, you can engage top talent in other countries while reducing salary and overhead costs – all without setting up additional legal entities. - Build Internal Mobility
Before recruiting new talent, look at who you already have. Upskilling or promoting existing employees can fill gaps faster and for less cost than external recruitment. This also boosts retention and engagement, since employees see clear career progression within your organization.
What is the average employer cost of hiring in Vietnam in 2026?
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In 2026, average employer costs in Vietnam for mid-level roles typically range from about USD 900 to USD 2,500 per month, including compulsory social insurance and common bonuses.
Are there regional or industry-specific variations in employer costs in Vietnam?
Employer costs in Vietnam vary by city and sector, with Ho Chi Minh City, Hanoi, and industries like tech and finance generally commanding higher salary and benefits levels.
What is the estimated timeline for hiring in Vietnam?
Hiring timelines in Vietnam are usually 4-8 weeks, with longer cycles for technical, senior, or bilingual roles that face higher competition.
What factors impact the cost of hiring in Vietnam?
In Vietnam, costs are driven by seniority, city, industry, skill scarcity, and your approach to bonuses, allowances, and statutory social insurance contributions.
How often do employment-cost rules change in Vietnam?
Vietnam updates employment-cost rules periodically, with changes to minimum wages, contribution caps, and tax thresholds typically occurring every one to three years.
about the author
Jaime Watkins
Jaime is a content specialist at Playroll, specializing in global HR trends and compliance. With a strong background in languages and writing, she turns complex employment issues into clear insights to help employers stay ahead of the curve in an ever-changing global workforce.
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