Electronic Labor Contract in Vietnam (2026)

Feb 03, 2026

Industry news, Payroll & Compliance

A Guide to Decree 337: Preparing for Vietnam’s National Electronic Labor Contract Platform

Vietnam is officially entering a new era of digital labor management. With the issuance of Decree 337/2025/NĐ-CP, the government has established a comprehensive legal framework for Electronic Labor Contracts (e-contracts). While the Decree officially takes effect on January 1, 2026, the most significant milestone for HR departments is July 1, 2026, when the National Electronic Labor Contract Platform becomes operational. Here is what you need to know to maintain compliance.

Table of Contents

The National e-Contracts Management System

Under Decree 337, an e-contract is recognized as a data message with the same legal validity as a traditional paper contract. However, its validity depends on being managed through a certified system.

The National Electronic Labor Contract Platform, managed by the Ministry of Home Affairs, serves as the central database. This platform links employers, employees, and licensed service providers to ensure every contract is transparent, verifiable, and securely stored.

Implementation Timeline

HR teams should align their transition plans with these two specific dates:

January 1, 2026: The Decree officially begins, allowing businesses to update internal policies and select certified technology partners.
July 1, 2026: The National Platform becomes fully operational. From this date forward, all electronic labor contracts must be registered on the platform to receive a unique identification code.

Is the Switch to e-Contracts Compulsory?

Decree 337 encourages the use of electronic labor contracts to modernize HR management, but it does not abolish traditional paper contracts.

Parallel Validity: Both paper and electronic formats are legally recognized. You can continue using physical documents for as long as you wish.
Voluntary Adoption: Transitioning to the digital system is optional. Businesses are not required to convert their existing paper archives into electronic data.
The Hybrid Rule: While the choice is voluntary, if you decide to sign a digital amendment (appendix) to an existing paper contract, the law requires you to first convert the original paper contract into a compliant electronic version.

Participants in the e-Contracts Process

Three key entities must interact to finalize a compliant agreement:

The Employer: Must hold a valid digital signature and a Level-2 electronic identification account (VNeID).
The Employee: Must be authenticated using a Citizen ID (for local staff) or a valid Passport and Visa (for foreign experts).
eContract Service Providers: These are licensed organizations that provide the technical infrastructure and maintain the connection to the government’s National Platform.

Requirements for Finalizing e-Contracts

To conclude a valid electronic agreement, the following steps must be followed:

Identity Verification: Parties must be authenticated through electronic identification (eKYC) or Level-2 VNeID accounts.
Digital Signatures & Timestamps: Both parties must apply compliant digital signatures. Each signature must be accompanied by a trusted timestamp to verify exactly when the agreement was finalized.
Certification: The service provider must certify the digital transaction before transmitting the data to the National Platform.

e-Contracts and Unique Identification Codes (ID)

A critical feature of Decree 337 is the Unique Identification Code (ID). Within 24 hours of the final signature, the service provider is required to send the contract data to the National Platform. The platform then assigns a unique ID to that contract. This ID acts as a digital fingerprint, allowing authorities to track the contract’s history, including any future amendments or appendices.

Conversion Between Paper and Electronic Formats

Decree 337 allows for flexibility in managing your existing archives:

Accuracy Requirements: If you choose to digitize a paper contract, the employer’s authorized representative must sign the digital version to confirm it is an exact match of the original.
Traceability: Like new e-contracts, converted versions must also be registered on the National Platform and assigned a unique ID.

Preparing for July 2026

As the mid-year deadline approaches, HR departments should evaluate their current digital infrastructure. While traditional contracts remain an option, the electronic format offers faster onboarding and more efficient reporting.

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