The employee should submit a written resignation notice to the employer.

For indefinite-term labor contracts, the employee must give the employer at least 45 days’ notice.

Employees who have worked for at least 12 months continuously are entitled to severance allowance upon termination if the employee resigns due to employer’s fault or certain reasons stipulated by law. The severance allowance is typically half a month's salary for each year of employment.

• All unpaid wages

• Accrued but unused annual leave

• Bonuses (if applicable)

• Any other benefits stipulated in the labor contract or company policies.

• Serious breach of labor discipline or regulations by the employee (e.g., intentional violation causing serious consequences).

• Criminal conviction related to the employee’s work duties (final judgment).

• Fraud or deliberate acts harming the employer’s interests.

• Repeated violations after warnings, etc., as defined in the Labor Code and related legal documents.

The employer must issue a written termination decision.

If the termination is for cause, the employer must give at least three working days’ written notice before the termination date.

The employee is not entitled to severance allowance when terminated with cause, unless a specific law or collective agreement states otherwise.

• The employer must pay the employee all wages, bonuses, and other benefits accrued up to the termination date.

• Unused annual leave and other lawful entitlements must be settled according to the law.

• Employee’s inability to meet job requirements despite training and reassessment.

• Other lawful reasons not related to employee misconduct as allowed under the Labor Code.

The employer must deliver a written termination notice to the employee.

The employer must give at least 45 days’ notice for indefinite-term contracts.

• Employees with at least 12 consecutive months of service are entitled to severance when terminated without cause.

• Severance pay is calculated as half a month's salary for each full year of employment (or proportionally for periods less than one year).

• Full payment of all wages, bonuses, and allowances up to the termination date.

• Payment for accrued but unused annual leave.

• Settlement of other benefits according to labor contract or company policies.

Both parties must sign a written mutual termination agreement.

There is no mandatory notice period when both parties agree on the end date.

• Severance is not required unless the agreement includes it, or the termination results from the employer’s initiative or reasons defined by law.

• Parties may negotiate severance or other financial benefits as part of the agreement.

• Payment of all wages, bonuses, allowances, and accrued annual leave

• Any additional compensation agreed by both parties

• No advance notice is required if the contract expires as scheduled and neither party chooses to renew.
• If either party wants to end the relationship before the expiration date, standard notice periods apply.

• Employees generally do not receive severance when a fixed-term contract ends normally.
• Severance applies only if the employer terminates the contract prematurely or does not renew it under certain conditions (e.g., continuous contracts, etc.).

Employees must receive full payment for all work performed, including wages, bonuses, allowances, and compensation for unused annual leave.

• Employees are entitled to severance pay if the employer terminates the contract early without cause.
• Severance pay is calculated as half a month’s salary for each full year worked.

• Full payment of wages, bonuses, allowances up to termination date.
• Payment for accrued but unused annual leave and any other agreed benefits.

• Under Article 48 of the Labor Code 45/2019/QH14, employers must settle all final payments; salary, unused leave, severance (if any), and other entitlements, within 14 working days of termination.
• In special cases (e.g., force majeure), this period can be extended but must not exceed 30 days.

• Employers who delay payment beyond the legal deadline are subject to administrative penalties under Decree No. 12/2022/NĐ-CP.
• Fines range from VND 1 million to VND 100 million, depending on the number of affected employees and severity.
• Late payments also require interest calculated using the State Bank’s demand deposit rates.