In the relationship between the employee and the employer Vietnam, apparently, the workers who are more vulnerable, therefore, the State acts as an intermediary to manage the social order had policies to balance the interests of the relationship between the employee and the employer.

the labor - especially unskilled workers, low-skilled workers are often being violated rights but when does not know or does not have mechanisms to protect the interests of their past so they silence.

the following infographic image will note a number of policies and benefits for employees but those who have gone to work should also read mechanism to protect their rights.


1. The maximum probationary period

- 60 days for college degree or more.

- 30 days for the intermediate level.
[br ] - 6 days for other work.

[center] [IMG] http://media2.ola88.com/images/62016/42/12016061516205981.jpg [/ IMG] [/ center]

[red] Note: [/ red]

- Only 1 time for 1 Probationary work.

- Do not try to apply for contracts seasonal labor.

[red] 2. Probationary salary at least equal to 85% of the official salary [/ red]

For example: 10 million salary, the salary formal probation for at least 8.5 million. [Br ]
3. Duration 3 days before the end of probation must inform workers about the test results

- If unsatisfactory to contracting work immediately.
[br ] - If unsatisfactory may terminate the probationary contract.

=] violation fines ranging from 2-5 million, and forced to pay 100% of salary for employees động.

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4. Official salary is not less than the minimum wage

Currently, the minimum wage in 2016 is:

Region I: 3,500,000 VND / month. [ br]
Region II: 3,100,000 VND / month.

Region III: 2,700,000 VND / month.

Region IV: 2,400,000đồng/tháng.

[center] [/ Center]

Details of the Decree 122/2015 / ND-CP.

=] Paying lower than the fines from 20-75 million.

5. Do not keep the original identity documents, diplomas, certificates of workers

=] Violation fines ranging from 20-25 million, and must return the originals of documents for employees động.

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6. Require employees to pay for labor contracting

=] Violation fines ranging from 20-25 million, and must return the money to the workers. [ br]

7. Overtime wages

Weekdays = 150% of salary.

weekly rest day = 200% of salary.

Holidays, New Year = 300% wages.

8. Overtime wages at night

= 210% salary Weekdays.

weekly rest day = 270% of salary.

Holidays, New Year = 390% of salary.

[center] [IMG] http://media2.ola88.com/images/62016/42/52016061516274513.jpg [/ IMG] [/ center]

=] pay incorrectly fined levels from 5-50 million.

9. 1 year 10 employees have holidays, New Year and 12 days

These days though not at work, the employee is still entitled to lương.

[center] [/ Center]

10. Paid 15 days late on paying extra money in bank interest

In addition, there may be a fine of 5-50 million.



11 . Prohibit employees who use a fine, instead of cutting wages of labor discipline

=] Violation fines from 10-15 million, and forced to return the money or pay full wages for workers.

12. From 01/7/2016, evasion of social insurance, unemployment insurance for employees will be handled in the criminal

Has been sanctionedadministration that is still in violation, the individual violations will be fined from 50 million to 1 billion, non-custodial reform for up to one year or a prison term from 03 months to 07 years.

France human offenders will be fined from 200 million to 3 billion.


13. 7 million penalty if the employee does not receive the contract was postponed labor participation NVQS reason

Where the employer does not take back the employee was suspended labor contracts for the following reasons will be fined 3-7 million

- Participation of military service.

- be detention, custody.
[br ] - Being applied measures taken to the reformatory, rehabilitation camps, educational establishments mandatory.

- Labor pregnant women.

- where else by the 2 parties.

14. Not fully paid or sexual harassment is entitled to unilaterally terminate the labor contract

But prior notice 3 working days.

Also, if the employee worked over 12 months severance allowance, each working year is ½ month salary.

15. From 01/7/2016, workers laid off due to marry, have children ... can be fined up to 3 years in jail

Sacked workers in case they NOT be disciplined about the behavior:

- theft, embezzlement, gambling, intentionally causing injury, drug use in the workplace.

- business secrets revealed, technological secrets, infringement of intellectual property rights of the employer.

- It acts causing serious damage, threatening to cause serious damage, particularly to property and interests of the employer.

- Having been disciplined prolong wage increase or demotion recidivism while discipline has not been removed.

- Arbitrarily give up 05 days in 01 months or 20 days in 01 years without a legitimate reason.

or sacked workers because of marriage, pregnancy, maternity leave, child under 12 months old.

- If layoffs make people get fired or household Dinh they fall into the predicament, a fine of 10-100 million, non-custodial reform for up to 01 years or a prison term from 03 months to 01 years.

- If the dismissal violated for 02 people or women who are known to be pregnant, a child under 12 months of age or people laid off from suicide, a fine of 100-200 million or imprisonment from 01 years to 03 years.
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16. Not for female workers 30-minute break during menstruation be fined up to 1 million

Also, if not for female employees who are raising children under 12 months or 60 minutes per day holiday uncertainty protect old jobs when the female employee to return to work after the expiry of maternity leave shall also be fined from 10-20 million.

17. Chairman or the labor inspectorate is where employees can request administrative handling of violations for the employer

Depending on the extent of the violations employers that employees dynamic may require CPC Chairman, district or province, inspectors, chief inspectors of the Department of Labour, Invalids and Social Affairs or the Chief Inspector of Labour, Invalids and Social Affairs handle administrative violations of the employer.

18. Workers are exempt from the entire court fees, fees for lawsuits against employers in court

Specifically, the employee sued wages, lost employment benefits, severance work, social security, compensation for occupational accidents and occupational diseases; address the issue of compensation for damage or for dismissal or termination of the labor contract contrary to law, the entire project is free of charges and fees in T