What Makes Application for Work Permit in Vietnam Challenging After Covid?

 Given international integration and the needs of the Vietnamese labor market, the number of foreigners working in our country is increasing. In order to ensure the stability of the labor market and the management of competent authorities, the Labor Code requires foreigners to have a work permit, except in some special cases. After the Covid pandemic, the work permit application has gradually been normalized again. However, foreign workers still face some difficulties in the process of applying for a work permit.

Firstly, the application for issuance of a work permit specified in Article 9 of Decree 152/2020/ND-CP lists many documents and papers that employees must prepare. In particular, clause 2 of this article requires: “Health fitness to work certificate issued by a foreign or Vietnamese competent health facility issued within 12 months…”. However, due to the impact of the Covid epidemic, the health of workers in general and foreigners in particular in many situations is not qualified for a Health Certificate. Their application will be rejected because of this reason. In addition, the large number of documents that must be prepared in the application makes it difficult for both the employer and the employee. Collecting all of these documents is complex, time-consuming, expensive, and involves numerous procedures, especially when there are documents written in other languages. Clause 10, Article 9 of the Decree stipulates the consular legalization of foreign papers and authentication of copies. Although this regulation helps to assure the authenticity of documents, the consular legalization procedure is not popular, so not everyone knows how to do it, which leads to time wasted.

Secondly, the process of obtaining a work permit is long with many different procedures such as applying to accept the demand for foreign workers, preparing documents and submitting documents. As previously discussed, the number of documents in the application is relatively large, so the preparation process also takes a lot of time. In urgent cases where it is necessary to employ foreign workers immediately or within a short period of time, obtaining permits will hinder this demand and make it difficult for employers. Therefore, the legislature should consider shortening the procedure for granting work permits as well as simplifying the documents to be submitted, creating favorable conditions for employers and employees; thereby, encouraging high-quality foreign workers with many skills and experiences to participate in the Vietnamese labor market.

In conclusion, the two biggest difficulties people encounter when applying for a work permit in Vietnam are: (1) requiring too many documents and papers in the application and (2) taking a lot of time with many procedures. Due to these difficulties, in practice, many businesses are concerned about using foreign workers or using foreign workers without applying for a permit. This makes the management and control of the labor market by the competent authority more difficult. Therefore, Vietnamese law needs to consider amending and supplementing the regulations governing the issuance of work permits in Vietnam.

We help clients overcome cultural barriers and achieve their strategic and financial outcomes, while ensuring the best interest rate protection, risk mitigation and regulatory compliance. ANT lawyers have Attorneys in Hanoi, Attorneys in Ho Chi Minh and Attorneys in Danang.

ANT Lawyers – a law firm in Vietnam will always follow up with authorities for legal update on matters relevant to work permit to update clients on regular basis.

Nguồn: https://antlawyers.vn/library/what-makes-application-for-work-permit-in-vietnam-challenging-after-covid.html

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How to Resolve Disputes in Employment in Vietnam?

A labor dispute is a dispute over rights, obligations and interests arising between parties in employment relationship. Labor disputes include individual labor disputes between employees and employers, and collective labor disputes between labor collectives and employers. When a labor dispute occurs, the competent agency, organization or individual will settle it on the basis of the measures and principles of labor dispute settlement prescribed in Chapter XIV of the Labor Code 2012.

Measures for resolving labor disputes include: negotiation, grassroots conciliation, settlement of individuals and organizations competent to settle labor disputes.

For individual labor dispute resolution, labor conciliator, People’s Court is an individual or organization competent to resolve disputes. Labor conciliator; Chairman of the district People’s Committee; The People’s Court is competent to resolve collective labor disputes over labor rights and conciliators; The Labor Arbitration Council is competent to settle collective labor disputes about benefits.

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Negotiation is a method of resolving a dispute in which the parties to a dispute deal directly with each other in order to reach an agreement on the settlement of the dispute. In fact, this is the most widely used solution. During the negotiation process, the parties will discuss issues related to the dispute, and propose solutions to resolve that dispute. The decision is made on the basis of agreement between the parties themselves and is not the result of any external pressure.

Unlike negotiation, conciliation is a method of resolving disputes involving third parties but not third parties make decisions but only support and guide the parties to negotiate. Under the provisions of Clause 1, Article 201 of the Labor Code 2012, individual labor disputes must go through the conciliation procedure of a labor conciliator before requesting a court to settle them, except for labor disputes on disciplinary measures in the form of dismissal or disputes over the unilateral termination of the labor contract; compensation for damages, benefits when terminating a labor contract; between domestic servants and employers; on social insurance in accordance with the law on social insurance, on health insurance in accordance with the law on health insurance; on compensation for damages between laborers and enterprises and non-business units that send laborers to work abroad under contracts. If the two parties reach an agreement, the labor conciliator shall make a record of successful conciliation. On the contrary, the two parties cannot reach an agreement, and the labor conciliator issues a conciliation plan for the two parties to consider and if the two parties accept the conciliation plan, the labor conciliator shall make a record of successful conciliation. In case the two parties do not accept the conciliation plan or a disputing party has been duly summoned for the second time but still absent without plausible reasons, the labor conciliator shall make a record of unsuccessful conciliation.

Dispute resolution by the Chairman of the district People’s Committee is the method to be applied when there is a request for resolving a collective labor dispute on rights. Chairpersons of district-level People’s Committees shall base themselves on labor laws, collective labor agreements, registered labor rules and legal regulations and agreements to consider and settle labor disputes. dynamic.

The Labor Arbitration Council is the competent authority to settle collective labor disputes about benefits. At the meeting of the Labor Arbitration Council, there must be representatives of both parties to the dispute. The Labor Arbitration Council has the responsibility to assist the parties in self-negotiation. In case the two parties reach an agreement or accept the mediation plan, the Labor Arbitration Council shall make a record of successful mediation and issue a decision recognizing the agreement of the parties. In case the two parties fail to reach an agreement or one of the disputing parties has been duly summoned for the second time but still absent without plausible reasons, the Labor Arbitration Council shall make a record of unsuccessful mediation and after within 03 days, the labor collective has the right to carry out the procedures to go on strike.

Trial is a mode of resolving individual labor disputes and collective labor disputes over rights, in which the Court will issue a judgment or decision to resolve the case. The settlement of labor disputes in court is generally the final settlement activity after the dispute has been settled at other stages with no results. The settlement of labor disputes at the Court is done by a judicial body with special state power, proceeding according to the strict procedures and procedures prescribed in the Civil Procedure Code 2015. The greatest advantage of this method of dispute resolution is that the court’s decisions on labor disputes are guaranteed to be enforced by state coercive measures.

Employees as well as the labor collective and employers should pay attention to selecting the most appropriate and optimal resolution solution when labor disputes occur. It is also suggested to consult with labour lawyers of law firm speacializing in employment matters for efficiency.

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