Vietnamese Regulations On Internal Labor Rules In 2026

Internal labor rules play a core role in the work of human resources management, not only establishing discipline but also serving as a key legal basis to resolve labor conflicts. Therefore, the promulgation of rules in strict compliance with the provisions of law is the optimal solution to help the enterprise protect legitimate rights and build a systematic working culture. The article below from Apolo Lawyers will help the enterprise clearly understand some provisions on internal labor rules according to the Labor Code 2019. Clients can contact our Hotline at +84 979.489.879 to receive the best consultation and support from Apolo Lawyers.

1. What are internal labor rules?

According to Article 118 of the Labor Code 2019, internal labor rules are a document promulgated by the employer, stipulating the rules of conduct that employees have the responsibility to implement when working at the enterprise.

• Form: If using 10 employees or more, the employer must promulgate internal labor rules in writing.
• Validity: Internal labor rules take effect after the prescribed period from the date the competent authority receives the registration dossier or the date recorded in the rules (for enterprises with under 10 people).
• Note: Before promulgating internal labor rules or amending and supplementing them, the employer must consult the representative organization of employees at the grassroots level (if any).

Vietnamese Regulations On Internal Labor Rules In 2026

2. The main contents of internal labor rules

Based on Clause 2, Article 118 of the Labor Code 2019, internal labor rules must not be contrary to the law on labor and relevant provisions of law. The content must include the following main items:

• Working hours and rest periods: Stipulating the schedule of working time in the day, in the week, working shifts, timing of breaks, holidays, New Year festivals, and annual leaves.
• Order at the workplace: Scope of work, regulations on movement, communication, and standards of public service ethics.
• Occupational safety and hygiene at the workplace: Measures to prevent fire and explosion, labor accidents, and rules for using machinery and equipment.
• Prevention and control of sexual harassment at the workplace: Order and procedures for handling acts of sexual harassment (this is a new mandatory point according to the current Law).
• Protection of assets and business secrets: List of assets, confidential information, and responsibilities of the employee.
• Cases where it is permitted to temporarily transfer employees: Cases where it is permitted to temporarily transfer employees to do other work compared to the labor contract.
• Acts of violating labor discipline and forms of handling: Specifically listing the acts of violation and the corresponding forms of handling (reprimand, prolonging the time limit for wage increase, dismissal from office, firing).
• Material responsibility: Regulations on compensation for damage when damaging tools, equipment, or having acts causing damage to assets.
• The person with competence to handle labor discipline.

3. Dossier for registration of internal labor rules

Within a period of 10 days from the date of promulgating internal labor rules, the employer using 10 or more employees must submit a registration dossier at the Department of Labor, Invalids and Social Affairs where the employer registers for business.

The dossier for registration of internal labor rules includes:

• The written request for registration of internal labor rules.

• The copy of internal labor rules.

• The written comments of the representative organization of employees at the grassroots level (if any).

• The documents of the employer containing provisions related to labor discipline and material responsibility (if any).

Vietnamese Regulations On Internal Labor Rules In 2026

4. Legal consulting services on labor law

Drafting internal labor rules is not simply copying the provisions of law but needs to closely follow the business characteristics of each enterprise to ensure the feasibility of implementation. Apolo Lawyers takes pride in being a reputable legal consulting unit, helping enterprises optimize human resources management through the following services:

• Drafting consultation: Building internal labor rules, labor contracts, and collective labor agreements properly according to regulations.
• Legal review: Checking the compatibility of the current rules with the Labor Code 2019 to avoid the risks of administrative penalties.
• Representation in executing procedures: Acting on behalf of the enterprise to submit the dossier and work with functional agencies to register internal labor rules quickly.
• Dispute resolution: Consulting and participating in litigation to protect the rights of the enterprise in lawsuits concerning dismissal and labor discipline.

With a team of highly experienced lawyers, Apolo Lawyers commits to bringing a comprehensive legal solution, helping the enterprise feel secure to develop sustainably.

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