Vietnam Victory Day 2026: Official Holiday Schedule & Dates

Mar 10, 2026

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How many days off for the 2026 Hung Kings’ Festival, Victory Day, and International Workers’ Day?

As we move into the second quarter of 2026, many organizations and employees are beginning to plan for the upcoming national holidays. In 2026, the scheduling of the Hung Kings’ Festival, Victory Day, and International Workers’ Day creates a unique calendar structure that requires proactive HR management and operational planning.

Based on the 2019 Labor Code and official 2026 calendar alignment, the holiday durations are as follows:

Table of Contents

1. The Hung Kings’ Festival (April 25 – April 27)

The Commemoration of the Hung Kings falls on the 10th day of the 3rd lunar month.

In 2026, this date corresponds to Sunday, April 26. Because the holiday falls on a Sunday, the 2019 Labor Code mandates a compensatory day off. Consequently, employees will have an official break on Monday, April 27.

For organizations following a standard Monday–Friday work week, this results in a 3-day consecutive break from Saturday, April 25, through Monday, April 27.

2. Victory Day and International Workers’ Day (April 30 – May 3)

Following the Hung Kings’ break, the workforce returns for only two days (Tuesday and Wednesday) before entering the second holiday period of the week:

Victory Day: Falls on Thursday, April 30
International Workers’ Day: Falls on Friday, May 1

For organizations following a standard Monday–Friday work week, this creates a 4-day consecutive break from Thursday, April 30, through Sunday, May 3.

Regulatory Compliance and Remuneration

For companies maintaining essential operations during these periods, the following payroll and legal standards must be upheld:

Overtime Compensation Standards: According to Article 98 of the Labor Code, employees working during these specific holidays are entitled to:

300% of the normal daily wage for daytime work (excluding the base salary for the holiday itself).
Additional premiums for nighttime shifts, including a 30% night-shift surcharge and a 20% premium based on the holiday’s daytime overtime rate.

Consent and Leave Management: Employers are reminded that holiday overtime is generally voluntary and requires the explicit consent of the employee. Furthermore, HR departments should anticipate an increase in annual leave requests for the two working days between the holidays (April 28–29). Early finalization of shift rosters is recommended to maintain business continuity.

The 2026 spring holiday schedule offers a significant period for rest, but it demands precision in payroll and resource management. Ensuring compliance with compensatory leave and overtime rates is essential for maintaining both legal standing and employee trust.

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