Employer of Record (EOR) Solutions for Vietnam Market Entry

This guide is built for leaders managing international expansion and remote hiring.

* Founders and Operations Leads looking to hire talent in Vietnam without the delays of entity setup. * Finance Managers needing predictable pricing models and accurate calculation of local employer burdens. * People Ops Teams prioritizing rapid onboarding and compliant bilingual employment contracts. * Scaling Companies planning broader expansion across Southeast Asia or globally.

A strong EOR partner for Vietnam should handle local complexities efficiently.

* Accurate statutory calculations: Automatically calculates the employer burden and applies the correct regional minimums and insurable salary caps. * Compliant contracting: Generates bilingual employment contracts that align with the Labor Code 2019. * Transparent pricing: Clearly separates the software/management fee from the employee's gross salary and statutory costs. * Clear entity infrastructure: Transparently discloses whether they use an owned Vietnamese entity or a local partner network. * Tax handling: Executes mandatory monthly Personal Income Tax (PIT) withholding and year-end finalizations.

Vietnam Compliance Nuances Hiring in Vietnam requires strict adherence to the Labor Code 2019.

* Statutory Burden: Employers must contribute approximately 23.5% of an employee's gross salary to Social, Health, and Unemployment Insurance (SHUI), plus trade union fees.[02][03][05] * Salary Caps: Mandatory contributions are capped. For social/health insurance and union fees, the cap is 20 times the national base salary (VND 46,800,000).[03][04][05] Unemployment insurance is capped at 20 times the regional minimum wage.[04] * Entity Setup Costs: Establishing a formal Foreign-Invested Enterprise (FIE) can take months and incur significant setup costs (estimated by some vendors at over VND 906,636,920), making the EOR model highly attractive for rapid entry.[02][03]

EOR pricing comes in two shapes: flat-fee (per employee per month) and percentage-based. Either way, the management fee sits on top of the ~23.5% statutory employer burden and the employee's gross salary.[02][03][05]

Rule of thumb: * Premium Flat-Fee: Expect to pay around $599 per employee per month for global platforms with owned entities (e.g., Deel, Atlas HXM, Teamed). * Mid-Market Flat-Fee: Options range from $199 to $300 per month (e.g., Gloroots, Skuad). * Percentage-Based / Scaled: Entry points can start as low as $49.99 per month, scaling with the underlying payroll volume (e.g., RecruitGo).

This page is a scenario-specific ranking based on the shared research and the criteria most relevant to this buying situation.

We weighted: * Compliance capabilities: Ability to manage Vietnam's 2019 Labor Code, SHUI contributions, and PIT withholding. * Pricing transparency: Clear disclosure of flat-fee or percentage-based pricing structures. * Entity model: Clarity on whether the vendor uses an owned Vietnamese entity or a local partner network. * Regional scalability: Capacity to support broader Southeast Asian or global expansion. * Fit Score: A 0–1 scale reflecting alignment with this scenario: clear pricing, localized compliance infrastructure, and regional scalability.

Important limitations: * Pricing data reflects publicly available starting rates and may change based on custom scoping. * Specific entity-ownership models for some vendors require direct verification. * This is not legal advice.

Next step: match these providers to your Vietnam expansion plan. Weigh hiring speed, pricing sensitivity for early hires, and whether you'll scale within Southeast Asia or globally. Then request a demo to confirm how each platform handles Vietnam's statutory salary caps and bilingual contracts.