Penalties for labor violations Vietnam 2026

In 2026, employers must pay close attention to labor utilization reporting deadlines, electronic labor contract regulations, and VNeID authentication requirements to avoid compliance risks. Understanding these changes is essential for maintaining smooth operations, protecting business reputation, and ensuring full compliance with Vietnam’s labor laws.
This guide from Faro Vietnam outlines the latest penalties for labor violations in Vietnam in 2026, reporting requirements, electronic labor contract obligations, and key compliance updates that every employer should be aware of.

1. Penalties for Late Submission of the 2026 Labor Utilization Report

The deadline for submitting the labor utilization report for the first six months of 2026 is before June 5, 2026 (i.e., June 4, 2026 is the final deadline). Businesses that submit their reports on June 5, 2026 will be considered late.

For late submission of the 2026 labor utilization report, employers may be fined from VND 5-10 million for individuals or VND 10-20 million for organizations.

Specifically, Clause c, Point 2, Article 8 of Decree 12/2022/ND-CP stipulates as follows:

Article 8. Violations concerning recruitment and labor management
2. A fine of VND 5,000,000 to VND 10,000,000 shall be imposed on employers who commit one of the following acts:

…

c) Failure to report changes in labor status as prescribed;

…

Note: The above fine applies to individuals; in the case of violations by organizations, the fine is double the fine for individuals (according to Clause 1, Article 6 of Decree 12/2022/ND-CP).
 

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Therefore, current law does not have specific regulations regarding late submission of labor usage reports. However, late submission may be considered as failure to report changes in labor status as prescribed. In that case, the employer could be fined from 5 to 10 million VND for individuals or 10 to 20 million VND for organizations.

In other words, submitting the labor usage report for the first six months of 2026 after June 4th, 2026, could result in a fine of 5 to 10 million VND for individual employers or 10 to 20 million VND for organizational employers.

2. Link to Submit the 2026 Labor Utilization Report

To submit the report on the labor utilization situation for the first six months of 2026, log in to the National Public Service Portal using your business account via the new link on the Public Service Portal:

https://vpcp.dichvucong.gov.vn/p/home/dvc-chi-tiet-thu-tuc-nganh-doc.html?ma_thu_tuc=3.000153

The link to submit the 2026 labor utilization report on the Public Service Portal applies to all businesses in 34 provinces and cities.

In addition, in some provinces and cities, the Department of Internal Affairs will provide a link to submit the 2026 labor utilization report via Google Form. This link only applies to businesses located within that province.

3. From July 1, 2026, it is possible to report the employment situation through the electronic labor contract platform.

According to Clause 2, Article 19 of Circular 08/2026/TT-BNV (effective from July 1, 2026), enterprises are responsible for reporting the employment situation through the electronic labor contract platform.

However, this only applies to enterprises that use electronic labor contracts.
 

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The conclusion of electronic contracts is not mandatory; the law only encourages the use of electronic labor contracts to replace paper labor contracts in human resource management by employers and in resolving administrative procedures related to labor contracts (based on Clause 3, Article 4 of Decree 337/2025/ND-CP).

4. From July 1, 2026, will it be mandatory to report the employment situation through the electronic labor contract platform?

Reporting the employment situation through the electronic labor contract platform from July 1, 2026, will only be mandatory for businesses that use electronic labor contracts.

Accordingly, from July 1, 2026, businesses are responsible for reporting the employment situation through the electronic labor contract platform.

However, this only applies to businesses that use electronic labor contracts.

The conclusion of electronic contracts is not mandatory; the law only encourages the use of electronic labor contracts to replace paper labor contracts in human resource management by employers and in resolving administrative procedures related to labor contracts (based on Clause 3, Article 4 of Decree 337/2025/ND-CP). 5. Businesses to use VNeID when signing electronic labor contracts from July 1, 2026
Based on Clause 1, Article 7 of Circular 08/2026/TT-BNV, the registration of access accounts to the Electronic Labor Contract Platform for employers and employees is carried out through electronic identification accounts issued by the National Electronic Identification and Authentication System (VNeID). Specifically as follows:

• Employees use personal electronic identification accounts.
• Employers who are organizations use organizational electronic identification accounts; employers who are individuals use personal electronic identification accounts to log in to the Electronic Labor Contract Platform.

In cases where an employer is an organization unable to register an organizational identification account according to the law on electronic identification and authentication, they should request the Ministry of Interior to issue an access account to the Electronic Labor Contract Platform.

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