【Vietnam】Understanding Decree 219: Key Changes in Employment Regulations for Foreign Workers in Vietnam

Editor
Dec 24, 2025
3 min read

Updated: May 3

On 7 August 2025, the Government of Vietnam promulgated Decree No. 219/2025/ND-CP, which regulates the employment of foreign workers in Vietnam (hereinafter referred to as “Decree 219”). Since its effectiveness on 7 August 2025, the previous regulations under Decree 152/2020/ND-CP and Decree 70/2023/ND-CP have been replaced. Decree 219 introduces several important changes aimed at streamlining administrative procedures, clarifying responsibilities, and enhancing Vietnam's attractiveness to foreign talent while maintaining compliance control.

Important Changes Under Decree 219

There are ten significant changes to the regulatory framework for employing foreign workers in Vietnam under Decree 219 as follows:

Experience Requirements for Experts Are Reduced
Now, foreign experts are required to have only two years of professional experience (or one year in priority fields such as high technology, innovation, and national digital transformation). Previously, it was required for three years of experience.
Authority Vested Directly to Provincial People’s Committees
The respective People’s Committees of provinces where foreign workers are employed have the authority to issue, re-issue, extend, or revoke work permits, as well as to certify work permit exemptions.
Integration of Online Procedures
Decree 219 introduces a new provision on the integrated process for simultaneously carrying out work permit issuance and criminal record certificates via the National Public Service Portal. Accordingly, employers may submit both applications for these certificates online at the same time.
Expansion of Work Permit Exemptions
Two newly added cases exempted from work permits include: (i) foreigners working in the fields of innovation and national digital transformation; and (ii) managers, experts, and technical workers entering Vietnam for no more than 90 days in a year. In this case, the employers are required to notify respective labor authorities at least three working days before the date on which the foreign workers are expected to commence working in Vietnam.
Simplified Notification Obligation for Employers
For exemption cases where a work permit exemption certificate is not required, Decree 219 stipulates that employers must simply notify the labor authority at least three working days prior to the foreign worker’s expected commencement date. The notification must contain essential details, including the employee’s full name, date of birth, nationality, passport information, employer’s name, workplace, and the intended duration of employment.
Work Permit Extension Limit
Decree 219 expressly limits work permit extensions to a single instance, with a maximum duration of two years.
Work Across Different Provinces and Municipalities
Foreign workers holding valid work permits are allowed to work in multiple provinces and centrally governed cities. However, the employers must notify the local labor authority in the province where the foreign worker is expected to work at least three working days in advance.
Clearer Grounds for Revocation
This includes work permit expiration, non-compliance by the employees or the employers, misuse, termination of assignment, expiry of supporting documents, company closure, or criminal prosecution.
Defined Processing Timeline
Decree 219 lengthens the processing timeline from five to ten working days, while at the same time introducing a clear obligation for labor authorities to issue written rejections within three days. This shift slows the front-end process but enhances transparency and accountability in administrative handling.

What Employers Should Note?

Decree 219 both increases compliance obligations and enhances transparency. To mitigate risks and ensure smooth workforce management, employers must pay close attention to timely notifications, accurate filings, and proactive communication with labor authorities where necessary. Non-compliance may result in penalties and significant fines, particularly in cases where notification requirements are overlooked.

Navigating the Compliance Landscape

Employers must familiarize themselves with the new requirements under Decree 219. Understanding these regulations is crucial for attracting and retaining foreign talent while minimizing regulatory risks. Vietnam remains open to foreign expertise, but with heightened emphasis on accountability, transparency, and timely procedural compliance.

Strategic Considerations for Businesses

As businesses navigate the complexities of Decree 219, it is essential to develop a strategic approach. This includes establishing internal protocols for compliance, training staff on new regulations, and leveraging technology to streamline processes. By prioritizing compliance, businesses can enhance their reputation and foster a positive working environment for foreign employees.

Final Thoughts

By clearly understanding the new requirements under Decree 219 and carefully navigating Vietnam’s evolving labor compliance landscape, employers can continue to attract and retain foreign talent while minimizing regulatory risks. Vietnam remains open to foreign expertise, but with heightened emphasis on accountability, transparency, and timely procedural compliance.

TWL Law Group advises employers and foreign workers on all aspects of Vietnam’s labor and immigration regulations, offering strategic guidance to ensure compliance, streamline workforce management, and safeguard against penalties throughout the employment lifecycle.

About the Author

Sally serves as the Managing Partner of TWLV and is based in Ho Chi Minh City. With over 15 years of experience, Sally has worked with prestigious institutions including a leading foreign bank, as well as international firms. She specializes in M&A, banking, inbound investments, corporate & commercial matters, labor issues, and dispute resolution.