Top 5 Employer of Record (EOR) Companies in Vietnam

Not all EOR providers operate the same way. In a market like Vietnam, the difference between the right and wrong provider can mean compliance gaps, payroll delays, or a poor experience for your new hires.

This guide compares the five best EOR providers in Vietnam to help you make an informed decision and expand your team without setting up an entity.

Vietnam Employment Essentials: What Your EOR Handles for You

Vietnam's compliance framework is more demanding than most companies expect. Employer contribution rates rank among the highest in ASEAN, and the rules have grown more detailed after the Social Insurance Law 2024 took effect in July 2025. Understanding what your EOR is managing helps you assess whether a provider is genuinely equipped or simply claims to be.

Statutory Contributions (SHUI)

You contribute 21.5% of gross salary per employee, split across Social Insurance at 17.5%, Health Insurance at 3%, and Unemployment Insurance at 1%. Employees add 10.5%, bringing the combined total to 32%. A mandatory 2% trade union fund applies to all employers regardless of union presence.

Social Insurance Law 2024: What Changed in July 2025

Coverage now applies to contracts of one month or longer, down from three months, and part-time workers above the regional minimum wage are now included. The contribution base is shifting to total real income. Late payment interest accrues at 0.03% per day, so your EOR must run updated payroll systems.

Leave Entitlements

Employees receive 12 days of paid annual leave per year, with an extra day accruing every five years. Maternity leave runs six months through the Social Insurance fund. Sick leave covers up to 30 days at 75% of base salary. Budget for one to two months of additional salary at Tet.

Termination and Severance

The Labor Code 2019 requires documented grounds for every termination. Notice periods are 45 days for indefinite contracts and 30 days for fixed-term ones. Severance accrues at half a month per year of service. Wrongful dismissal triggers reinstatement, full back wages, and two additional months of salary.

Foreign Worker Requirements

Foreign nationals require a work permit from DOLISA. You must submit an authenticated criminal record check, health certificate, and proof of qualifications or three years of relevant experience. Work permits are valid for two years with one renewal. Standard processing takes four to eight weeks after submission.

Five Factors to Evaluate Before Choosing a Vietnam EOR

Vietnam's employment environment rewards providers with local depth. A few criteria matter more here than they would in simpler markets.

In-Country Team vs. Partner Network

Some EORs maintain their own legal entity and HR staff inside Vietnam. Others route local obligations through third-party partners. A direct in-country team gives you faster issue resolution and clearer accountability. A partner model can handle routine hires adequately but becomes a liability the moment a situation requires genuine local judgment.

Depth of Local Compliance Knowledge

Vietnam's employment rules span the Labor Code 2019, the Social Insurance Law 2024, a four-region minimum wage system, progressive PIT withholding, and the trade union fee. Look for evidence that the EOR has updated its actual payroll systems to reflect the 2025 changes, not just published guidance documents about them.

Pricing Structure

Flat fees per employee carry a fixed cost regardless of what the employee earns. At Vietnam's salary levels, a flat fee of $199 to $599 per month is often disproportionate to your actual payroll spend. A percentage-of-payroll model scales with your real costs and becomes significantly more favorable when you are building a team.

Regional Wage Compliance

Vietnam's four-region minimum wage system sets different statutory floors by province. Under Decree 293/2025, effective January 2026, Region I covering Hanoi and Ho Chi Minh City starts at VND 5,310,000 per month. Region IV drops to VND 3,700,000. A payroll tool applying a single national rate will miscalculate for any hire outside a primary city.

Full Scope of Services

An EOR that only handles the employment contract and payroll is a narrower service than it appears. If you are hiring foreign nationals, you also need work permit coordination. Confirm exactly what is included before signing, because gaps in scope tend to surface at the worst possible moments. 

Side-by-Side Comparison

1. Recruitgo

Ideal for: Companies prioritizing Southeast Asia hiring who want salary-scaled pricing and a single provider for the full employment lifecycle.

Recruitgo is a Southeast Asia specialist with direct in-country teams across Vietnam, the Philippines, Indonesia, Malaysia, Thailand, Singapore, and Cambodia. Compliance in each market is handled by RecruitGo's own legal and HR staff, not passed to a local third party. For Vietnam specifically, SHUI registration, PIT withholding, trade union contributions, Labor Code 2019 compliant contracts, and DOLISA filings are all processed internally. Most hires are onboarded within three to seven days.

Pricing is set at 10% of the total monthly employer cost, which includes the employee’s gross salary plus all mandatory statutory contributions. A minimum fee of $49.99 and a maximum cap of $250 per employee per month apply. For example, if your tech employee in Vietnam earns around VND 20 million per month, your EOR fee would remain well below $100. In comparison, many flat-fee competitors charge anywhere from $199 to $599 per employee each month, regardless of the employee’s actual salary level. 

Here’s what you get:

• EOR engagement with no local entity required. SHUI registration, trade union contributions, PIT withholding, and compliant contracts are handled internally.
• Vietnam salary calculator to estimate total employment costs, payroll deductions, and employer contribution. 
• Payroll processing in VND for companies with an existing Vietnamese entity. Gross to net calculations, monthly remittance, and year-end PIT finalization are included.
• Benefits administration covering social insurance enrollment, supplementary health plans, meal and transport allowances, Tet bonus planning, and leave tracking.
• Work permit and visa coordination for foreign nationals, including DOLISA application, Temporary Residence Card processing, exemption assessment, and document authentication.

Strategic Fit and Considerations

Recruitgo acts as a single partner managing the entire employment lifecycle in Vietnam. You benefit from a pricing model that reflects actual payroll spend rather than a rigid, fixed fee for every hire. This structure ensures direct in-country accountability. Your questions go to local experts who own the final outcome. You will find this model ideal if Southeast Asia is your primary hiring hub.

A few specific factors regarding global scale remain important. The service covers over 40 countries. You can be better served by a consolidated global platform if you scale across 50 or more nations. The system is built for operational agility rather than enterprise HRIS depth. You can find the feature set more functional than comprehensive if your workflow requires advanced analytics or deep integrations with tools like Workday.

2. Globalization Partners

Ideal for: U.S.-based companies expanding globally who want a well-established platform with strong North American HR tool integrations.

Globalization Partners is one of the most established names in the EOR space, with coverage across 180 or more countries. If your business is headquartered in North America and already uses HR platforms like ADP, you will find the integration layer familiar. The platform handles localized payroll, benefits administration, and compliance obligations in each market, including Vietnam. Pricing is enterprise-specific and requires a custom quote rather than a published rate.

Vietnam operations run through a partner network rather than a directly owned in-country team. For most large enterprise hires with standard documentation, this works adequately. Where it introduces friction is in situations requiring fast, locally accountable decisions, such as a compliance edge case or a termination that does not follow a textbook pattern.

Here’s what you get: 

• Enterprise-grade coverage across 180 or more countries with strong compliance documentation standards.
• Localized payroll and benefits handling built for multinational enterprises already using major HR platforms.
• Dedicated support aligned to North American time zones, which matters for U.S.-based HR teams.
• Recognized brand trust with large enterprise clients that have procurement and vendor approval requirements.

Strategic Fit and Considerations

G-P (Globalization Partners) acts as an enterprise-grade partner for US-based companies expanding across multiple international regions. You benefit from a platform that integrates with existing HR infrastructure and carries the institutional credibility required for procurement approval. This model is a strong choice if Vietnam is just one of many markets you are activating simultaneously. However, you will find that G-P is among the more expensive options in the market. Custom pricing makes it difficult for you to benchmark costs quickly against alternatives. 

For startups or small teams in Vietnam, the platform complexity and cost are often disproportionate to the actual use case. You will find yourself paying for global enterprise capabilities that you do not need if Vietnam is your only hiring market.

3. Multiplier

Ideal for: Companies focused on Asia-Pacific expansion who want a regionally grounded platform with practical hiring tools built in.

Multiplier is designed for businesses expanding across Asia, with a growing presence in Vietnam and surrounding markets. The platform covers local compliance, employment contracts, and payroll alongside practical add-ons like equipment management and expense tracking. EOR pricing starts at around $300 per employee per month, which positions it below the enterprise-tier providers while still offering structured regional compliance support.

For Vietnam, Multiplier handles statutory contributions, localized employment contracts, and benefits packages aligned to local market standards. Language and legal support for the Asia-Pacific region is a stated strength. The platform works best when your hiring activity is concentrated in Southeast and East Asia rather than spread across unrelated global markets.

Here’s what you get with Multiplier 

• Regional compliance coverage built specifically for Asia-Pacific markets, including Vietnam.
• Local benefit packages aligned to Vietnamese employment standards and market norms.
• Practical operational tools including equipment provisioning, expense tracking, and contractor management.
• Language and legal support tailored to the Asia region rather than adapted from a Western-first framework.

Strategic Fit and Considerations

If your company is expanding across Indonesia, Vietnam, and nearby Asia-Pacific markets, Multiplier is a strong fit. It is built around regional hiring and compliance rather than forcing you to coordinate separate providers in each country. However, if your hiring plans extend heavily into Europe, Latin America, or multiple global regions, you will eventually find its international coverage more limited compared with providers like Papaya Global. 

4. Papaya Global

Ideal for: Enterprise finance and HR teams managing multi-country payroll at scale who need advanced automation, consolidated reporting, and contractual compliance protections.

Papaya Global is built around payroll automation at enterprise scale. The platform covers 180 or more countries and combines an AI-powered payroll engine with real-time compliance monitoring and advanced analytics. EOR pricing starts at $499 per employee per month. For finance teams managing payroll across dozens of countries, the consolidated reporting is genuinely useful.

The feature that most clearly separates Papaya from competitors is its contractual termination guarantee, written into the service agreement rather than stated as a general policy. For senior hires in Vietnam, where wrongful dismissal can result in reinstatement plus significant back-pay obligations, that contractual protection carries real weight. Vietnam coverage runs through third-party local partners rather than a Papaya-owned in-country team. 

Here’s what you can expect with Papaya Global:

• An AI-driven payroll engine with consolidated reporting across multiple countries for finance teams.
• A contractual termination guarantee included in the service agreement, not just a verbal commitment.
• 24/5 customer support coverage across the platform's primary markets.
• Real-time compliance monitoring across all active payroll jurisdictions.

Strategic Fit and Considerations

Papaya Global acts as a specialized platform for finance teams running payroll across 20 or more countries. You benefit from clear cross border reporting and automatic compliance checks along with protection against termination risks. This model works well when Vietnam is just one small part of a large global workforce. 

The partner network model for Vietnam also adds a layer between you and the people actually doing the work. Expect slower answers on local issues like the 2026 Social Insurance Law when you have to go through a global support desk.

5. Remote

Ideal for: Fully remote companies that want clean, transparent EOR compliance across multiple countries without managing HR operations internally.

Remote owns its legal entities in each market it operates in, which means employment contracts are fully under Remote's control and do not pass through third-party partners. This is a meaningful structural difference from providers that rely on local resellers. Vietnam is covered under this owned-entity model, giving you cleaner accountability on contract compliance and SHUI contributions. EOR pricing starts at $699 per employee per month.

For remote-first companies building a small to mid-size team in Vietnam, Remote provides localized employment contracts, statutory benefit enrollment, and payroll processing without requiring your team to manage any HR operations directly. The 24/7 support model runs through a ticketing platform rather than a dedicated account specialist, which works well for teams comfortable with self-serve resolution.

Here’s why you should choose Remote:

• Owned legal entities in every market, so your employment contracts are not handled by a reseller or local partner.
• Localized employment contracts and benefits enrollment aligned to Vietnamese labor law.
• Transparent published pricing with no undisclosed fees added after onboarding.
• 24/7 support access through a structured ticketing system.

Strategic Fit and Considerations

If you are a remote-first company hiring in Vietnam without plans to open a local entity, Remote is a strong fit because compliance responsibility stays directly with the provider and pricing remains transparent from the start. However, at $699 per employee per month, it is relatively expensive for Vietnam-only hiring, and its ticket-based support model will not suit companies that prefer dedicated account management over self-serve support.

Which Provider Fits Your Situation

The decision depends on what you are actually trying to accomplish. 

Southeast Asia is your hiring focus and cost efficiency matters: Recruitgo. Salary-scaled pricing, direct in-country teams, and full lifecycle coverage from EOR through work permits make it the most practical fit for Vietnam-concentrated hiring.

You run enterprise-scale global payroll and need advanced reporting and contractual protections: Papaya Global. The automation, consolidated analytics, and contractual termination guarantee differentiate it for large finance-led operations where Vietnam is one part of a global workforce strategy.

You are a U.S.-based enterprise expanding globally with existing HR infrastructure: Globalization Partners. The integration compatibility and enterprise compliance standards suit large North American organizations rolling out across multiple regions simultaneously.

Your expansion is focused within Asia-Pacific and you want built-in operational tools: Multiplier. The regional compliance depth and add-ons like equipment and expense management make it a practical fit for companies continuously growing their Asia headcount.

You are a remote-first company that wants transparent pricing and owned-entity compliance: Remote. The owned legal entity model and published pricing give you clean accountability and predictable costs without managing HR operations yourself.