Labour Code of the Social Republic of Viet Nam [LC], 23 June 1994 as amended by Law 35-2002-QH10 of 2 April 2002 Date: 02 Apr 2002; view website » (view in NATLEX»)
Decree No. 44-2003-ND-CP making detailed provisions and providing guidelines for implementation of a number of articles of the Labour Code with respect to labour contracts Date: 09 May 2003; view website »
Decree No. 47/2010/ND-CP of May 06, 2010, on administrative sanctioning of violations of the Labor Law Date: 06 May 2010; view website »
Decree No. 133/2007/ND-CP of August 8, 2007, providing detailed regulations and guidelines on the laws amending the Labour Code regarding Labour dispute resolution Date: 08 Aug 2007; view website »
Obligation to provide reasons to the employee: Yes
Art. 43 LC: The employer shall state in writing the reasons for the termination of the labour contract in the worker's labour book and shall be responsible for returning the labour book to the employee.
Art. 38 LC and art. 12, Decree 2003 Article 38 LC "1. An employer shall have the right to terminate unilaterally a labour contract in the following circumstances: (a) The employee repeatedly fails to perform the work in accordance with the terms of the contract; (b) An employee is disciplined in the form of dismissal in accordance with the provisions of article 85 of this Code; (c) Where an employee suffers illness and remains unable to work after having received treatment for a period of twelve (12) consecutive months in the case of an indefinite term labour contract, or six consecutive months in the case of a definite term contract with a duration of twelve (12) months to thirty six (36) months, or more than half the duration of the contract in the case of a contract for a specific or seasonal job. Upon the recovery of the employee, the employer shall consider the continuation of the labour contract; (d) The employer is forced to reduce production and employment after trying all measures to recover from a natural disaster, a fire, or another event of force majeure as stipulated by the Government; (dd) The enterprise, body, or organization ceases operation."
Art. 12 Decree 2003: "The provision that employers are entitled to unilaterally terminate their labor contracts in cases prescribed at Points a and d, Clause 1, Article 38 of the amended and supplemented Labor Code is stipulated as follows: 1. Laborers constantly fail to fulfill their tasks under labor contracts, meaning that they fail to fulfill the labor norms or assigned tasks due to subjective reasons, and are booked or warned in writing at least twice in a month, but later still fail to redress their shortcomings. The extent of failure to fulfill the work shall be inscribed in labor contracts, collective labor agreements or labor regulations of the units. 2. Force majeure reasons mean the cases where due to the requests of competent State bodies of the provincial or higher level, to enemy sabotage or epidemics which cannot be overcome, the production and/or business are subject to change or shrink."
Prohibited grounds: marital status; pregnancy; maternity leave; family responsibilities; temporary work injury or illness; race; sex; religion; social origin; trade union membership and activities; lawfully taking leave
Prohibited grounds for dismissal: art. 39 and 111 LC.
See also: - the general prohibition of discrimination in employment based on sex, race, social class, belief or religion (art. 5 LC). - the prohibition of discriminatory treatment towards a worker who joins a trade union. (art. 1, 2) of the Trade Union law, 1990)
Workers enjoying special protection: workers' representatives; pregnant women and/or women on maternity leave; workers with family responsibilities; workers on temporary leave following an occupational disease or a work injury
Art. 39, Art. 111: Prohibition to dismiss: - a worker under treatment as a result of sickness, labour accident or occupational disease except in case of force majeure; - pregnant women, women on maternity leave, and women taking care of a child under 12 months of age, except for business reasons. Art. 155(4) LC: In order to dismiss a member of the executive committee of the local trade union, the employer must obtain the consent from this committee.