Job Description in Vietnam: Legal & Strategic Guide

Sep 16, 2025

Recruitment

The Job Description in Vietnam: More Than Just an Administrative Document

In today’s competitive business world, a job description (JD) is often seen as a mere administrative document used for recruitment. However, in practice, a Job Description in Vietnam is a strategic tool with significant legal value, serving as a solid foundation for effective employee management.

So, what exactly is the legal value of a Job Description in Vietnam? And what should a standard JD include to become a powerful tool for your business?

Table of Contents

The Legal Value of a Job Description

A job description isn’t just an internal document; it’s an integral part of the legal framework for employment in Vietnam.

Compliance with the Vietnam Labor Code: According to Clause 1, Article 21 of the 2019 Labor Code, one of the key requirements for a labor contract is to specify the “job and workplace.” A well-drafted JD details the specific tasks, turning a general legal clause into clear, actionable duties. When attached to the labor contract, the JD becomes a legally binding part of the agreement between the employer and the employee.
A Basis for Performance Evaluation: This is a crucial legal value. The JD serves as the benchmark for an employer to evaluate an employee’s performance. This is particularly important when making decisions about bonuses, promotions, or even disciplinary actions and termination due to poor performance. Without a clear JD, proving that an employee’s performance is below standard can be difficult and lead to legal disputes.

The Strategic Role of a Job Description

Beyond its legal standing, a well-structured Job Description in Vietnam provides numerous strategic benefits for businesses:

A Communication Tool: A JD helps employees understand their roles, responsibilities, and the company’s expectations, preventing misunderstandings about the scope of their work. It also allows the HR department to accurately convey the company’s culture and expectations to candidates from the very beginning.
Optimizing Recruitment: The JD acts as a roadmap for HR, helping them identify the right candidates, screen resumes efficiently, and prepare relevant interview questions. This saves time, reduces costs, and improves the overall quality of new hires.
A Foundation for HR Management: A clear JD is the basis for building a fair compensation system, career progression paths, and effective training programs. It ensures internal equity and transparency, which are key to retaining top talent.

The Structure and Content of a Standard Job Description

An effective job description must be specific, clear, and comprehensive. The most crucial part is the section detailing the “job duties,” which should be meticulously described and listed.

A complete JD should also include the following sections:

General Information: Job title, department, reporting manager, and workplace.
Job Summary: A brief paragraph outlining the purpose and role of the position within the company.
Key Responsibilities: A list of the main tasks and duties the employee must perform. This section should be detailed, avoiding vague terms.
Candidate Requirements: This section outlines the necessary Knowledge, Skills, and Attitudes (KSA), including:
- Knowledge: Required education, certifications, and technical expertise.
- Skills: Both hard skills (e.g., software proficiency) and soft skills (e.g., communication, teamwork).
- Attitudes: Personal qualities and professional ethics.
Rights and Benefits: A clear description of the salary, bonuses, insurance, leave policies, and other benefits the employee will receive.

Steps to Building a Detailed Job Description

To create a high-quality Job Description in Vietnam, you can follow this 5-step process:

Step 1: Conduct a Job Analysis: Gather information from multiple sources: interview employees in similar roles, survey managers, and analyze existing work reports. The goal is to get the most accurate and complete picture of the job.
Step 2: Define the Job Context: Determine the job’s place in the organizational chart. This clarifies reporting relationships, who will supervise the employee, and which departments they will collaborate with.
Step 3: Develop the Job Content: Break down the job into levels of detail:
- General Level: Main functions (e.g., Project Management).
- Specific Level: Specific tasks to perform those functions (e.g., Plan, track progress, report).
- Detailed Level: The smallest steps required for each task.
Step 4: Define Competency Requirements: Based on the job content, outline the necessary competencies, skills, and personal qualities for a candidate to be successful.
Step 5: Outline Authority and Benefits: Clearly list the rights and benefits the employee will receive. This not only ensures transparency but also serves as a crucial part of your talent attraction strategy.

A well-crafted Job Description in Vietnam is not just an administrative formality. It is a strategic management tool. Investing in a meticulous JD is an investment in the quality of your workforce and the sustainable growth of your business.

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