Vietnam Work Permit Rules 2026: Validity, Extension and Documents

Hiring foreign employees in Vietnam involves more than finding the right candidate. Employers also need to make sure the employee has the correct work authorisation before starting work.

Vietnam’s work permit framework is set to change under Decree No. 393/2026/ND-CP. Issued on October 20, 2026, the Decree will take effect on December 5, 2026, replacing Decree No. 219/2025/ND-CP.

The new rules cover work permit applications, validity periods, extensions and supporting documents. For employers, understanding these requirements early can make workforce planning and permit management easier.

Here is what businesses need to know.

When Will Vietnam’s New Work Permit Rules Take Effect?

Decree 393/2026/ND-CP will take effect on December 5, 2026.

Until December 4, 2026, Decree 219/2025/ND-CP remains applicable.

Employers should keep the transition in mind:

• Applications submitted before December 5, 2026, will continue to be handled under the previous Decree.
• Work permits already issued under Decree 219 may remain valid until their stated expiry dates.
• Applications submitted from December 5 onward will be subject to the new rules.

How Long Is a Vietnam Work Permit Valid?

Under Article 22 of Decree 393, a work permit can be issued for a period of up to two years.

The actual validity period depends on the relevant supporting document or arrangement. It may be linked to:

• The term of the employment contract to be signed.
• The period stated in the document assigning the employee to Vietnam.
• The term of a contract or agreement between Vietnamese and foreign partners.
• The validity of a relevant business or operating licence.
• The period specified in an approval document from a competent Vietnamese authority.

The two-year limit is a maximum, not an automatic entitlement. A permit may be issued for a shorter period if the relevant supporting document has a shorter term.

Can a Vietnam Work Permit Be Extended?

Yes. A work permit may be extended only once, for a period of up to two years.

The extension period must also comply with the validity requirements under Article 22.

Employers should not treat this as a renewable permit that can be extended indefinitely.

After the one permitted extension, a foreign employee who continues working for the same employer in the same position and field must follow the new work permit application procedure again. The application must be submitted within the prescribed period before the extended permit expires.

In short:

Stage	What employers should know
Initial work permit	Valid for up to 2 years
First extension	Allowed once, for up to 2 years
After extension	A new work permit application is required for continued work in the same position and field

When Should Employers Submit an Application?

Decree 393 sets different submission windows for initial applications and extensions.

Application type	When to submit	Statutory processing time
Initial work permit	At least 10 working days, but no more than 60 days, before the expected start date	10 working days after receipt of a complete application
Work permit extension	At least 10 working days, but no more than 90 days, before the permit expires	5 working days after receipt of a complete application

These are statutory timelines. They do not include all the time an employer may need to collect documents, arrange legalisation or correct an incomplete application.

What Documents Are Required for an Initial Work Permit?

Under Article 19, the general application dossier includes the following:

Document	What employers should check
Employer’s application and explanation of foreign labour demand	Use the prescribed form and provide the required employment information
Health certificate	Must meet the applicable requirements and generally be issued no more than 12 months before submission
Passport identification page	The passport must remain valid
Criminal record certificate or qualifying alternative document	Generally issued no more than 6 months before submission, subject to applicable exceptions and database retrieval
Recent photograph	Two colour photos or a compliant digital image
Proof of the employee’s form of work	Depends on the employment or assignment arrangement
Proof of professional position	Must match the employee’s applicable category and intended job

The exact documents depend on the employee’s working arrangement and job category. This is a general checklist, not a universal list for every application.

Documents Depend on the Employee’s Job Category

Employers must also provide evidence that the foreign employee meets the requirements for the intended position.

Examples include:

• Manager: Company charter and documents confirming managerial status, or an appointment or assignment decision.
• Executive: Relevant branch, representative office or business-location registration documents, or organisational and experience-related documents, depending on the applicable category.
• Expert: Relevant academic qualifications, certificates and/or evidence of professional experience, depending on the criteria that apply.
• Technical worker: Relevant training qualifications and/or evidence of technical work experience.

The required evidence is not identical across all categories. Employers should check the applicable criteria under Articles 4 and 20 before preparing the application.

Is the Document List the Same for a Work Permit Extension?

No. Decree 393 sets out a separate dossier for extensions under Article 28.

The main documents include:

• The employer’s report and request for work permit extension using the prescribed form.
• A copy of the valid passport identification page.
• Two colour photographs or a compliant digital image.
• Documents proving the employee’s form of work, where applicable.
• A copy of the existing valid work permit.

Some information may be retrieved from relevant government databases where the required conditions are met.

What If an Employee’s Job or Employment Arrangement Changes?

A work permit is issued based on specific information, including the employee’s position, field of work, employer and form of work.

If any of these details change, employers should check whether the change requires a new application or a re-issuance procedure.

Under Decree 393, certain changes to an existing permit may require a new work permit application even if the employer remains the same. This includes changes to the employee’s job position, field of work or form of work.

Do not assume that a simple update to the company’s internal HR records is enough. The correct procedure depends on the nature of the change.

What Should Employers Prepare Before December 5, 2026?

A few practical checks can help HR teams prepare for the new framework.

Review existing permits

Keep an updated record of each foreign employee’s permit number, expiry date, employer, job position and form of work.

Check upcoming expiry dates

Identify permits approaching expiry. Determine whether the employee is eligible for an extension or will need a new application.

Prepare documents early

Check passport validity, health certificates, criminal record documents, professional qualifications and assignment documents. Allow additional time for overseas documents that require legalisation and Vietnamese translation.

Review job descriptions

Make sure the employee’s actual duties and job position are consistent with the information used in the work permit application.

Confirm the local submission process

Applications will be submitted through the local Public Administration Service Center or online via the National Public Service Portal, following the applicable procedure. Employers should confirm the competent authority and local administrative arrangements.

Key Points for Employers

Vietnam’s new work permit framework introduces clear requirements for permit validity, extensions, application deadlines and supporting documents.

Before the new rules take effect, employers should remember:

• A work permit may be issued for up to two years, depending on the relevant supporting documents.
• It can be extended only once, for up to another two years.
• Initial applications and extensions have different submission windows.
• The required documents depend on the employee’s job category and form of work.
• An extension application has a separate document checklist.
• Changes to an employee’s position or working arrangement may require a new application.

Good permit management starts before an application is submitted. Keeping employee information, supporting documents and expiry dates organised can help employers reduce avoidable delays and manage foreign workforce compliance more effectively.

Official references
Decree No. 393/2026/ND-CP, particularly Articles 19, 20, 22, 23, 28, 29 and 30.
Decree No. 219/2025/ND-CP, applicable until December 4, 2026.
Vietnam National Public Service Portal: dichvucong.gov.vn

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This article is provided for general informational purposes only and does not constitute legal advice.

Published: November 2026