https://xiaoxionglegal.com/en/categories/cross-border-employment/Recent content in Cross-Border Employment on Xiongwen NotesHugoenTue, 20 May 2025 00:00:00 +0000https://xiaoxionglegal.com/en/posts/wechat-1c1e172f/Tue, 20 May 2025 00:00:00 +0000https://xiaoxionglegal.com/en/posts/wechat-1c1e172f/I. Executive Summary Thailand’s labour-cost environment combines complexity with opportunity. The main cost drivers are statutory minimum wages, mandatory benefits (including the soon-to-take-effect Employee Welfare Fund), regulated overtime premiums, and statutory severance pay. Strict compliance with the Labour Protection Act (LPA) and its amendments is essential to avoid material financial and legal penalties. This note sets out the principal legal cost components and offers compliance-oriented optimisation strategies, focusing on strategic contracting, performance management, talent retention, and the proactive avoidance of hidden costs.https://xiaoxionglegal.com/en/posts/wechat-dd1f7e1e/Thu, 20 Mar 2025 00:00:00 +0000https://xiaoxionglegal.com/en/posts/wechat-dd1f7e1e/1. Country-by-Country Overview 1.1 Vietnam Principal statute. Bộ Luật Lao Động (Labour Code), 2019 revision. Key features. Employment contracts come in fixed-term and indefinite-term forms; standard working time is up to 48 hours per week, with overtime premium pay; statutory social insurance, medical insurance, and unemployment insurance are mandatory. Distinctive points. Strong protections for women and minors; strict work-permit requirements for expatriates. Comparison. Vietnamese law accords trade unions a particularly prominent role, including involvement in enterprise decision-making.