Best EOR for Vietnam

Hiring someone based in Vietnam through an EOR, the filter that outranks headline price is whether you are employed directly by a compliant local entity or routed through a labour-dispatch or partner vehicle you never chose.

Vietnam licenses and caps labour outsourcing, so the structure of the employment, not the logo on the invoice, sets your compliance exposure.

Vietnam has no dedicated "EOR licence", but it does restrict labour dispatch, and social insurance, health insurance, unemployment insurance and a trade union fee stack to roughly 23.5% of gross on top of salary.

Get an aggregator where you assumed a direct employer, and your entire compliance chain runs through a partner you did not vet.

We assessed the major international EORs and the strongest Vietnamese specialists, and rank five on an editorial score out of five. Two things separate this page from every vendor listicle.

First, we rank on service quality, not on ownership, and we tell you why. The Vietnamese enterprise codes that circulate in vendor and research data are reported, not confirmed, so we refuse to make a register number we did not verify ourselves the spine of a ranking.

Second, we found a data error worth its own section. The research assigns Deel and Remote the same Vietnamese enterprise code, which is impossible because a Vietnamese enterprise code belongs to exactly one company, so at least one of those two codes is wrong and neither should be trusted on sight.

No single provider wins every Vietnamese hire. A budget-led single hire, an enterprise rollout, and a local-market compliance case point at different names, so read the decision rule and the scenario picks before defaulting to the top-ranked provider.

This page ranks providers for a commercial shortlist. For how the Vietnamese EOR model works in detail, the statutory employment terms, and the mechanics of social insurance and dispatch, see our Vietnam employer of record guide. For the cross-market view, see our best employer of record comparison.

Which EOR providers are best for hiring in Vietnam?

The best EOR for a Vietnamese hire is one that can plausibly employ your staff directly through a licensed local entity and run Vietnamese payroll natively, rather than routing the hire through a labour-dispatch or partner vehicle.

Because we could not confirm the Vietnamese enterprise codes at the national register this pass, we rank on service quality and treat every code as reported, not proven.

Deel, G-P and Rippling lead on service depth: broad automation, enterprise compliance weight, and unified HR-plus-payroll respectively. Multiplier follows on APAC value, and Talentnet earns a place as the local specialist that knows Vietnamese payroll and Tet obligations from the inside.

The comparison table prints the reported entity name and code, the from-price, onboarding window, and best-fit case for each. Every code is marked reported because it comes from vendor and research data we did not verify at dangkykinhdoanh.gov.vn, and one pair of codes is provably wrong, as the next section explains.

Sources: entity names and codes are reported from vendor and research data, not confirmed at the National Business Registration Portal (dangkykinhdoanh.gov.vn) this pass, July 2026. Treat every code as a claim to verify, not a fact.

From-prices are each provider's global USD list price, not Vietnamese-negotiated quotes, which are quote-based and typically fall below list at volume. G-P, Rippling, Pebl and Talentnet do not publish a per-employee list price.

Remote, Pebl, Oyster, Papaya and RemoFirst are shown for completeness but not ranked: Remote's code duplicates Deel's, Pebl and Oyster do not publish a code, and Papaya and RemoFirst show no clear owned entity, consistent with a partner model.

Why do Deel and Remote share one Vietnamese enterprise code?

They cannot both be right, and that is the point. Our research assigns Deel and Remote the identical Vietnamese enterprise code 0317001436, but a Vietnamese enterprise code is a unique identifier issued to exactly one company, so two different providers cannot lawfully hold the same one.

At least one of those two codes is therefore wrong, and neither should be trusted on sight. It is the clearest possible worked example of why a copied register number is worthless until you check it at the source.

Enterprise codes propagate the way rumours do. A code appears in one vendor comparison, a second page copies it, a research tool ingests both, and soon the same nine digits are attached to two companies that were never the same legal entity. Nobody in that chain opened the register.

This is not a reason to distrust Deel or Remote as providers. Both may well operate a genuine Vietnamese entity, and both are serious EOR businesses.

What the clash shows is that the specific code circulating for at least one of them is contaminated, and you should treat it as unverified until the register says otherwise.

The fix takes minutes and belongs in your procurement checklist. Ask the provider for the exact registered name and enterprise code of the entity that will employ your staff, then look it up at dangkykinhdoanh.gov.vn and confirm the returned company name matches the contract.

If the register returns a different company, a revoked entity, or nothing at all, you have found the problem before payroll started rather than after a labour inspection. Never let a provider's own paperwork be the only evidence that its employing entity exists.

Does an EOR in Vietnam need a licence?

There is no dedicated "EOR licence" in Vietnam, but there is a licence that decides whether your hire is even legal: the labour outsourcing licence for labour dispatch, "cho thue lai lao dong".

Under the Labour Code 2019 and Decree 145/2020, dispatching workers to another company is a conditional business that requires both a licence from the labour authority and a security deposit, and it is capped to a list of permitted jobs for a maximum of 12 months.

That cap is the trap. If a provider structures your hire as labour dispatch rather than direct employment, the arrangement is only lawful for a listed role and only for 12 months, after which it must convert or end.

So the decisive question is not "are you licensed" in the abstract. It is whether the provider employs your worker directly through its own entity, or supplies them to you as dispatched labour under a licence with a deposit and a time limit.

Direct employment sidesteps the dispatch regime entirely. If the provider's local entity is the legal employer and simply performs the EOR function, the 12-month dispatch ceiling and the permitted-jobs list do not bind your arrangement in the same way.

Dispatch, by contrast, is a regulated supply of labour to a host, and the licence, deposit and job-list conditions apply. A provider that quietly uses a dispatch structure for an ongoing, indefinite role is exposing you to a compliance gap that surfaces at renewal or inspection.

The public register of licensed labour-outsourcing companies sits with MoLISA, so a genuine dispatch licence is verifiable. Ask which structure the provider uses, and if it is dispatch, ask for the licence and cross-check it against the MoLISA list before you sign.

What does it actually cost to employ someone through a Vietnamese EOR?

Budget for a statutory employer on-cost of about 23.5% of gross for a lower-paid hire, then watch that percentage fall sharply once salary rises above the 2026 contribution caps.

The on-cost is social insurance at 17.5%, health insurance at 3.0%, unemployment insurance at 1.0% and a trade union fee at 2.0%, all before any provider platform fee.

The caps are what most vendor pages miss. From 1 July 2026 the social and health insurance base is capped at VND 50,600,000 a month, and unemployment insurance at VND 106,200,000 a month in Region I, so a well-paid employee's effective on-cost is well below the headline 23.5%.

On a senior salary of VND 80,000,000 a month, most of the pay sits above the SI and HI cap, so the effective employer on-cost lands nearer 15.2%, not 23.5%. The table shows the arithmetic.

Sources: employer contribution rates and 2026 caps from Vietnam's Social Insurance Law, Decree 161/2026 and Decree 293/2025, as summarised in the WhichPayroll internal cost scaffold. The FX rate of ~26,200 VND per USD is an assumption and should be re-checked against the spot rate before use.

Contrast that with a junior hire on VND 20,000,000 a month, entirely below every cap. There the full 23.5% applies, so the employer on-cost is about VND 4,700,000 a month, and the percentage does not shrink.

The lesson is that Vietnam's employer burden is progressive in reverse: it is heaviest as a share on lower salaries and lightest on high ones, because the caps bite. A provider quoting a flat 23.5% on a senior salary is over-stating your cost, and one applying it to a junior salary is roughly right.

Myth corrected: the 13th-month, or Tet, bonus is not a statutory requirement in Vietnam. It is a widespread custom paid before the Lunar New Year, but it becomes a binding obligation only if it is written into the employment contract, a collective agreement, or company policy.

Many vendor pages present the 13th month as a mandatory cost, which inflates your budget by roughly a month of salary that you may not owe. Treat it as a retention lever you choose, and confirm whether the provider's template contract commits you to it by default.

Which 2026 Vietnamese statutory figures must your EOR apply?

Vietnam's headline is a stacked employer contribution of about 23.5% of gross, capped, plus a statutory leave and notice framework that a compliant EOR must apply exactly.

The one universal risk is a provider using stale 2024 or 2025 caps, which under-budgets high earners and mis-states the effective cost. The table gives your People and Finance teams the 2026 figures in one liftable block.

Sources: Labour Code 2019, Social Insurance Law 2024, Decree 145/2020, Decree 161/2026 and Decree 293/2025, as summarised in the WhichPayroll internal statutory dataset. Verified against 2026 rates July 2026; the Social Insurance Law scope is flagged for confirmation.

The figure most competitor pages still get wrong is the insurance cap. Pages using the pre-July 2026 SI and HI cap of VND 46,800,000 under-state the base for mid-range salaries and get the effective on-cost wrong in both directions depending on pay.

A new Social Insurance Law took effect on 1 July 2026 and broadened mandatory coverage to more worker categories, including some previously outside the net. Confirm the exact scope with your provider, because a role you assumed was exempt may now carry contributions.

What are the Vietnamese legal traps an EOR must handle?

The decisive traps are contractor misclassification under the control-and-supervision test, the split between the Labour Code and the Civil Code, and the labour-dispatch structuring question covered above. Each carries penalties an EOR must handle for you, and each is an area where vendor pages simplify or mislead.

Where the Labour Code and Civil Code split your risk

Vietnam governs employees under the Labour Code 2019 and contractors under the Civil Code 2015, and which code applies is not your choice to make by labelling. If the working relationship looks like employment, the Labour Code applies regardless of what the contract calls it.

The test turns on control and supervision. A person who works under your direction, on your schedule, for a regular salary is an employee in substance, even if you both signed a services agreement.

Getting this line wrong is the most common and most expensive mistake foreign employers make in Vietnam. Decide the substance first, then use the code that matches, not the other way round.

Why misclassification is punished as evasion, not paperwork

Vietnamese authorities treat misclassification as an attempt to dodge statutory obligations, so the consequences stack rather than sit as a single fine. A reclassified contractor triggers denied benefits, unpaid social insurance, and personal income tax that was never withheld.

Social insurance violations can be fined at 12 to 15% of the unpaid amount, capped at VND 75,000,000, and other breaches can reach VND 50,000,000 depending on how many workers are affected. Organisations are fined at double the individual rate, and back-payment of the entire misclassification period sits on top.

Enforcement is tightening as tax, labour and social insurance authorities share data, so an off-the-books contractor is a liability that compounds with time. The safe path is to classify correctly at the outset and let the EOR run genuine employment where the substance requires it.

What the dispatch and deposit rules mean for an ongoing role

If your provider uses labour dispatch rather than direct employment, the 12-month cap and permitted-jobs list are a live constraint on any long-term hire. A role you intend to keep indefinitely does not fit neatly inside a structure built for temporary supply.

The deposit and licence conditions add a second layer: a provider without a valid labour-outsourcing licence cannot lawfully dispatch workers to you at all. That gap is invisible until an inspection or a renewal forces it into the open.

The safeguard is to confirm the employment structure in writing before you sign. Ask whether the hire is direct employment or dispatch, and if it is dispatch, get the licence number and check it against the MoLISA register.

How do buyers rate these providers elsewhere?

Third-party ratings below are whole-company Trustpilot scores, not Vietnam-specific measures, so a high review count reflects overall scale rather than Vietnamese EOR quality. Trustpilot is the one platform we treat as directly comparable across providers, matching how we handle it on our other country pages.

Read these as a coarse trust signal, not a ranking input. Our own score weights service depth and compliance handling, which these public review counts do not capture.

Trustpilot figures cover each provider's whole business, not its Vietnamese EOR service alone, and drift daily, so they are checked live at source: the scores and counts here were captured on 9 July 2026 and will move over time.

Why is Deel the best overall EOR for Vietnamese hires?

Deel is the top pick for Vietnam because it pairs the broadest automation and contractor tooling on the shortlist with a reported local entity you can confirm at the register. For a team hiring at volume or converting contractors to employees, that combination does the most work in one place.

Why we ranked Deel first for Vietnam

Deel scored the highest composite on our service assessment, driven by scale, automation and contractor management depth. A contractor-to-employee conversion, a mixed workforce, or a multi-country rollout does not need a separate vendor bolted on for the Vietnamese leg.

The reported entity, CONG TY TNHH DEEL VIET NAM, gives you a concrete name to check at dangkykinhdoanh.gov.vn. That is the right way to use Deel's local presence: as a claim you verify, not a fact you assume.

Where Deel falls short for Vietnam

Deel's reported enterprise code is the one contaminated by the duplicate with Remote, so the specific number circulating for it is unreliable until the register confirms which company holds 0317001436. Do not accept the code on Deel's paperwork alone.

Deel is also not the cheapest way into Vietnam, at USD 599 a month global list, above Multiplier and far above partner-model options. That fixed fee weighs heavily on a modest Vietnamese salary, so ask for a dong-denominated quote rather than the USD list figure.

From price: USD 599/mo global list · Onboarding: ~5-10 days · Entity: reported CONG TY TNHH DEEL VIET NAM, code 0317001436 (duplicate, verify at register) · Structure: confirm direct employment vs dispatch

Full Deel review · Deel pricing breakdown

When is G-P the best EOR for enterprise and M&A compliance in Vietnam?

G-P is the pick for established enterprise programmes and M&A-driven compliance, where a long operating history and heavyweight legal support matter more than the lowest price. Its reported Vietnamese entity is a claim to verify, and its enterprise posture is its real differentiator.

Why we ranked G-P second for Vietnam

G-P scored a strong composite on compliance depth and enterprise support. For a large organisation absorbing an acquired Vietnamese team, its established posture and legal review capacity are the differentiators.

The reported entity, CONG TY TNHH GLOBALIZATION PARTNERS VIET NAM under code 0315995140, is the name to check at the register. It is built for programmes where audit trails outrank a few hundred dollars a month in fee.

Where G-P falls short for Vietnam

G-P publishes a list rate of USD 599 per employee per month and quotes enterprise pricing separately, and onboarding runs around 7 to 14 days, slower than the self-serve specialists. For a single junior hire, that weight is overkill.

Its enterprise code is reported, not register-confirmed by us, so treat the number as unproven until you look it up. Ask G-P to confirm in writing that the named entity is the legal employer rather than a sales or support vehicle.

From price: by quote · Onboarding: ~7-14 days · Entity: reported CONG TY TNHH GLOBALIZATION PARTNERS VIET NAM, code 0315995140 (verify at register) · Structure: confirm direct employment vs dispatch

Full G-P review · G-P pricing breakdown

When is Rippling the best EOR for unified HR, IT and payroll in Vietnam?

Rippling is the right choice when your company already runs HR, IT or payroll on Rippling and wants to add a Vietnamese hire without a second platform. The integration is the reason to pick it, so if you do not already use Rippling, the EOR-only case is weaker.

Why we ranked Rippling third for Vietnam

Rippling scored well on platform depth and the value of unifying HR, IT and payroll in one system. For an existing Rippling customer, adding Vietnam avoids a second vendor and a second data silo.

The reported entity, CONG TY TNHH RIPPLING VIET NAM under code 0318708309, gives you a name to verify at the register. Its clean, single enterprise code is at least not entangled in the Deel and Remote duplicate.

Where Rippling falls short for Vietnam

Pricing is by quote with no published per-employee list price, so procurement cannot benchmark Rippling without a formal proposal, and onboarding runs around 7 to 14 days. That is slower than the pure-EOR specialists.

The unified platform is only an advantage if you use it. Buying the Vietnamese EOR module alone strips out the HR-plus-IT integration that is Rippling's main reason to exist, and its enterprise code remains reported rather than register-confirmed.

From price: by quote · Onboarding: ~7-14 days · Entity: reported CONG TY TNHH RIPPLING VIET NAM, code 0318708309 (verify at register) · Structure: confirm direct employment vs dispatch

Full Rippling review · Rippling pricing breakdown

When is Multiplier the best EOR for APAC budget value in Vietnam?

Multiplier is the pick when budget is the deciding factor and you want an APAC-first provider that knows the region. Its list price undercuts the USD 599 tier, and it reports its own Vietnamese entity, though the usual verification caveat applies.

Why we ranked Multiplier fourth for Vietnam

Multiplier's list price of USD 459 a month undercuts the USD 599 tier, and its APAC-first focus means Vietnam is a core market rather than an afterthought. For a cost-led single hire, that value is the draw.

The reported entity, CONG TY TNHH MULTIPLIER TECHNOLOGIES VIETNAM under code 0316845652, is the name to check at the register. Its price positioning makes it the natural first call for a lean team.

Where Multiplier falls short for Vietnam

Multiplier's service depth and automation trail the leaders, so a complex conversion or a multi-country programme will feel the difference against Deel or G-P. It is a value pick, not a heavyweight compliance platform.

Its enterprise code is reported, not register-confirmed by us, and its Trustpilot rating may be suppressed on the platform, so two of your usual trust signals are weaker here. Verify the entity and ask directly about its compliance track record before you commit.

From price: USD 459/mo global list · Onboarding: ~5-10 days · Entity: reported CONG TY TNHH MULTIPLIER TECHNOLOGIES VIETNAM, code 0316845652 (verify at register) · Structure: confirm direct employment vs dispatch

Full Multiplier review · Multiplier pricing breakdown

When is Talentnet the best local specialist EOR for Vietnam?

Talentnet is the pick when local-market depth and Vietnamese-language service matter more than a global platform. As a Vietnamese HR specialist, it knows local payroll, Tet practice and the dispatch rules from the inside, which a global vendor treating Vietnam as one row cannot match.

Why we ranked Talentnet fifth for Vietnam

Talentnet is a long-established Vietnamese HR and payroll specialist, so its local knowledge is native rather than bolted on. For a company that wants on-the-ground support and fluent Vietnamese-language service, that depth is the reason to shortlist it.

The reported entity, CONG TY CO PHAN KET NOI NHAN TAI under code 0305202145, is a local corporation you can check at the register. Its local footing also makes the labour-dispatch and licence questions easier to answer directly.

Where Talentnet falls short for Vietnam

Talentnet is a single-country specialist, so it cannot serve a multi-country rollout the way Deel or G-P can, and its platform and automation are lighter than the global tools. If you need one vendor across ten countries, Talentnet is not it.

Pricing is by quote with no published list price, and its enterprise code is reported rather than register-confirmed by us. Confirm the entity and the employment structure, and expect a more consultative, less self-serve buying process.

From price: by quote · Onboarding: ~7-15 days · Entity: reported CONG TY CO PHAN KET NOI NHAN TAI, code 0305202145 (verify at register) · Structure: confirm direct employment vs dispatch

Which local or partner-model providers should you weigh, and when?

Three more names earn a look by switching logic, not by ranking, because each fits a specific case that outranks its caveat. Choose one only when its advantage clearly beats the gap that comes with it.

Acclime, when you want corporate services alongside employment

Acclime suits a market-entry case where you want employment bundled with company incorporation, accounting and compliance under one roof. Its reported entity is CONG TY TNHH ACCLIME CORPORATE SERVICES under code 0313055159.

The catch is that Acclime is a corporate-services firm first and an EOR second, so its platform and self-serve tooling are thin next to the global vendors. Weigh it when the corporate-services bundle, not the software, is what you are buying.

SotaHR, when you want a manpower-supply specialist

SotaHR is a Vietnamese manpower and staffing specialist, which fits a case built around local recruitment and workforce supply rather than a global platform. Its reported entity is CONG TY TNHH CUNG UNG NHAN LUC SOTAHR under code 0110969252.

The limitation is reach and scale: SotaHR is a local staffing house, so it lacks the multi-country coverage and the polished platform of the international EORs. It is a fit for a Vietnam-only, staffing-led need, and little beyond that.

RemoFirst, when the lowest headline price outranks everything

RemoFirst posts the cheapest headline price on this page at USD 199 a month, which fits a case where price is the single deciding factor. There is no clear owned Vietnamese entity, consistent with its in-country-partner model.

The trade is real: the employing entity is a third party you did not choose, so you are trusting a partner with Vietnamese labour compliance, the dispatch rules and social insurance. That is only a reasonable bet when the lowest price genuinely outranks owned-entity assurance.

How did we score EOR providers for Vietnam?

We weighted five dimensions for Vietnamese buyer fit, and the local context changes which attributes carry the most weight. Because the enterprise codes could not be register-confirmed this pass, we scored on service and compliance credibility rather than treating ownership as proven, and our weighting reflects that.

Service depth and compliance credibility (30% weight). Can the provider credibly run Vietnamese payroll, handle the 23.5% capped contribution stack, and manage social insurance and personal income tax? Depth of local handling scores above a thin global-grid presence.

Employment structure clarity (25% weight). Does the provider employ directly through a licensed entity, or route through labour dispatch, and will it confirm which in writing? Clarity on the dispatch question scores higher than a vague ownership claim.

Vietnamese employment depth (20% weight). Does the provider handle Labour Code 2019 obligations, Tet practice, notice periods and the misclassification test natively, rather than treating Vietnam as one row in a global system?

Pricing transparency and value (15% weight). Is the from-price published and flat, or hidden behind a quote? We rate transparent pricing above quote-only models, because it lets a buyer budget without a sales call.

Onboarding speed (10% weight). How fast can the provider onboard a Vietnamese hire compliantly, from a few days to two weeks?

Frequently asked questions

Methodology and disclosure

We assessed the major international EORs and the strongest Vietnamese specialists and shortlisted five, ranked on an editorial service score out of five.

Vietnamese enterprise codes were not confirmed at the National Business Registration Portal (dangkykinhdoanh.gov.vn) this pass, so every code on this page is reported, not verified, and we say so wherever a code appears.

A reported enterprise code proves nothing until it is checked at the register, and one pair of codes on this page is provably wrong: Deel and Remote are both reported under 0317001436, which cannot be correct because a code is unique to one company.

We rank on service and compliance credibility, not on ownership we could not prove.

Statutory figures were taken from the Labour Code 2019, the Social Insurance Law 2024, Decree 145/2020, Decree 161/2026 and Decree 293/2025, as summarised in the WhichPayroll internal statutory dataset. The exact broadened scope of the Social Insurance Law 2024 effective 1 July 2026 is flagged for confirmation.

From-prices are each provider's global USD list price, not Vietnamese-negotiated quotes; actual Vietnamese pricing is quote-based and usually negotiates below list at volume. The cost model uses an assumed FX rate of about 26,200 VND per USD, which should be re-checked before use.

Third-party review scores are whole-company Trustpilot figures, not Vietnam-specific, and were checked live at source on 9 July 2026. They cover each provider's whole business rather than its Vietnamese EOR service alone and change continually, so re-check before relying on an exact number.

Honesty on the codes. We did not verify a single Vietnamese enterprise code at the register this pass, and we treat every one as a claim to test with the provider, not a fact. The duplicate code shared by Deel and Remote is carried on-page as the clearest evidence of why.

Scoring. The WhichPayroll Vietnam Score out of 5 is our editorial composite across the five weighted dimensions published above (service depth and compliance credibility 30%, employment structure clarity 25%, Vietnamese employment depth 20%, pricing transparency 15%, onboarding speed 10%). It is our assessment, not a provider-supplied rating.

Disclosure. WhichPayroll earns affiliate commissions from some providers listed on this page. Affiliate relationships do not influence rankings, inclusion criteria, or editorial assessments.

Providers cannot pay for placement or review outcomes, and we did not receive preferential pricing or early access. We did not independently test live payroll filing, and provider claims about entity ownership, enterprise codes and labour-dispatch licensing are attestations, not independently verified.

Published July 2026 · Updated July 2026