10 Best Employer of Record (EOR) Services in Vietnam (2026)
Vietnam caps probationary periods at 60 days for most roles and 180 days for senior or specialist positions.
Independently researched by Employ Borderless.
RemoFirst
#1
Low, flat pricing
EOR from $199 per employee per month, with flat pricing and fast human support across 193 countries.
- EOR from
- $199 per employee per month
- Countries
- 193
Also worth a look
Remote
Own entities, one platform
Own-entity model with strong IP protection, from $699 per employee per month.
Multiplier
Fast hiring and payroll
Fast (often same-day) global hiring, from $459 per employee per month.
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The best EOR providers for hiring in Vietnam in 2026 are RemoFirst (starting at $199/mo), Remote (starting at $699/mo), and Multiplier (starting at $459/mo), scored on The Employ Borderless Standard, our 10-pillar framework, across 10 providers.
Vietnam caps probationary periods at 60 days for most roles and 180 days for senior or specialist positions. Exceed that and the employment relationship changes in ways that affect termination rights and severance obligations.
It's a detail that creates real problems when an EOR doesn't get it right. We’re using it as an example to paint a apicture of how complex the Vietnam market can be.
Remote, Multiplier, and Rippling are the best EOR providers for Vietnam in our 2026 analysis.
This guide covers 10 providers, from budget options to full-service operations with advanced analytics.
Which providers made our shortlist?
Here's how all 10 providers on our shortlist compare. They're ranked by overall fit for this guide, not by score alone, so the highest-scored provider isn't always first. The Employ Borderless Standard score for each provider is in its review.
Scored on The Employ Borderless Standard →
| # | Provider | Best for | |||
|---|---|---|---|---|---|
| 1 | | teams where the monthly fee per employee decides it | From $199/mo | 193+ | Visit |
| 2 | | teams that will live in the software every day | From $699/mo | 186+ | Visit |
| 3 | | Companies looking for fast global hiring & payments | From $459/mo | 171+ | Visit |
| 4 | | Companies hiring 5 or more international employees who want to keep costs low and predictable | From $179/mo | 193+ | Visit |
| 5 | | Cost-led Vietnam hires that want an own-entity employer at a from $199 platform fee. | From $199/mo | 160+ | Visit |
| 6 | | Growing companies hiring internationally with a mix of contractors and full-time employees | From $599/mo | 153+ | Visit |
| 7 | | Mid-sized companies building teams in Southeast Asia | From $399/mo | 10+ | Visit |
| 8 | | Growing companies looking for strong global compliance support and fast onboarding in all major markets | From $699/mo | 132+ | Visit |
| 9 | | Mid-size to large companies with complex, multi-country payrolls | From $499/mo | 163+ | Visit |
| 10 |  | Companies with 50–1,000 employees that use multiple tools to manage HR, IT, and finance | - | 83+ | Visit |
Why you can trust our reviews
We combine structured research with real-world global hiring experience. Our methodology is built by operators who've spent years working with EOR, PEO, and payroll providers across multiple markets.
- 10+ years in global hiring - hands-on experience selecting and working with EOR providers
- 5-layer research methodology - demos where providers grant access, review platforms (G2, Trustpilot, Capterra), communities, and provider validation
- The Employ Borderless Standard - our 10-pillar rating framework, scored out of 5 in half steps across features, country coverage, pricing, UX, support, integrations, mobile, analytics, security, and compliance
- Weighted review analysis - platforms with more reviews have higher impact (e.g. 2000 > 30)
- Independent - rankings are not influenced by affiliate partnerships
Built by practitioners, not publishers - so you can rely on it for real hiring decisions.
What it costs to employ in Vietnam
Employer contributions itemized, a worked cost example, statutory leave and public holidays, and termination rules by tenure. Every figure sourced and dated in our Vietnam hiring guide.
See the Vietnam dataRanked by fit for Vietnam: hands-on testing, customer feedback from teams hiring here, and pricing. Where a lower-scored provider sits higher, it is because customer feedback from Vietnam favours it.
RemoFirst
EOR from $199 per employee per month, with flat pricing and fast human support across 193 countries.
Why it ranks here: Best value: from $199 per employee per month, 193 countries.
- Pricing
- Country coverage
- Compliance
- Integrations
Third-party ratings
4.5(411)
4.1(74)
4.0(4)
3.8(36)Pricing and coverage
| Employer of record | From $199/mo |
| Contractors | From $25/mo |
| Country coverage | 193+ countries |
Pricing sourced from RemoFirst's pricing page · verified Sep 2026
Key features
Pros and cons
Pros
- One of the lowest published EOR prices
- You hire without setting up an entity
- Compliance handled end to end
- Free contractor management
- No setup fee, deposit or minimum term published
- One health insurance program
- A platform HR staff learn in a session
Cons
- Basic reporting
- Few integrations
- A young platform
- Limited contract customisation
RemoFirst runs EOR in Vietnam through vetted in-country partners rather than its own local entity, and from $199 per employee per month it is the lowest headline rate of our Vietnam picks. A 13th-month payment is customary in Vietnam but is not legally required, so agree how it is handled before you sign.
Remote
Own-entity model with strong IP protection, from $699 per employee per month.
Why it ranks here: Best platform: platform scored above the field, from $699 per employee per month.
- Pricing
- Country coverage
- Compliance
- Integrations
Third-party ratings
4.5(5,151)4.6(3,454)4.3(101)3.4(592)Pricing and coverage
| Employer of record | From $699/mo |
| Global payroll | From $29/mo |
| Contractors | From $29/mo |
| Country coverage | 186+ countries |
Pricing sourced from Remote's pricing page · verified Sep 2026
Key features
Pros and cons
Pros
- Own-entity model
- Superior IP protection
- Transparent flat-rate pricing
- Extensive human resources (HR) coverage
- Custom benefits packages
- Recently launched global payroll solution
Cons
- Costs more than budget options
- Limited customization options
- Basic reporting capabilities
Remote employs your Vietnam hires through its own local entity rather than a partner, which takes a layer out between you and the legal employer. That direct model runs from $699 per employee per month, the top of our Vietnam range.
Multiplier
Fast (often same-day) global hiring, from $459 per employee per month.
- Pricing
- Country coverage
- Compliance
- Integrations
Third-party ratings
4.7(1,484)4.9(2,870)4.4(44)4.2(352)Pricing and coverage
| Employer of record | From $459/mo |
| Contractors | From $40/mo |
| Global payroll | From $20/mo |
| Country coverage | 171+ countries |
Pricing sourced from Multiplier's pricing page · verified Sep 2026
Key features
Pros and cons
Pros
- Lower EOR rates
- Fast onboarding
- Multi-currency payroll
- Strong compliance handling
Cons
- Unintuitive platform layout
- Slower email support
- Limited customization
Multiplier covers EOR in Vietnam and prices it from $459 per employee per month, the mid-point of our Vietnam picks between RemoFirst and Remote.
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Hire with Columbus
Employ people in 193 countries with clear, published pricing from $179 per employee per month, no surprises.
- Pricing
- Country coverage
- Compliance
- Integrations
Hire with Columbus is an Employer of Record (EOR) service that enables companies to hire and pay international employees without establishing local legal entities. Operating as a high-volume discount provider, Columbus has positioned itself on price by buying capacity in bulk.
When you use Hire with Columbus, they technically employ workers through their partner entities in 193 countries. Columbus manages the legal employment paperwork, local tax compliance, payroll processing, and benefits administration, while you handle day-to-day work management. This arrangement saves the 3-6 months and $15,000-$50,000 typically required for foreign entity establishment.
The platform serves two primary functions:
- Full EOR services for companies hiring employees internationally
- Contractor management for businesses working with global freelancers
Hire with Columbus operates through strategic partnerships with established EOR providers, negotiating bulk rates based on aggregate client volumes. That is how the price is lower without the service being thinner, and compliance still runs through the partner in each country.
Payoneer Workforce Management
Pays out in dozens of currencies on its own payment rails, so people get paid on time, with EOR from $199 per employee per month.
- Pricing
- Country coverage
- Compliance
- Integrations
Payoneer Workforce Management runs its own local entity in Vietnam, based on coverage data Payoneer shared in July 2026, and prices EOR from $199 per employee per month with payouts running on Payoneer's own payment rails. A 13th-month Tet bonus is customary in Vietnam but not legally required, so agree upfront how it is handled.
Deel
Contractor of Record (COR), where Deel handles contractor classification, not just payments, from $599 per employee per month.
- Pricing
- Country coverage
- Compliance
- Integrations
Deel is an Employer of Record (EOR) and a global payroll platform. Companies use it to hire, pay, and manage international contractors and full-time employees without setting up local entities.
Alex Bouaziz, Shuo Wang, and Ofer Simon founded the company in 2019. Deel is headquartered in San Francisco and has raised more than $980 million in seven funding rounds.
The platform is now valued at $17.3 billion.
How Deel works
Deel supports hiring and payroll across 150+ countries.Companies typically use the platform for the following services:
- Employer of Record (EOR): Deel becomes the legal employer in the target country while you manage the day-to-day work
- Contractor management: Allow clients to hire, manage, and pay independent contractors in multiple countries through a single platform.
- Contractor of Record (COR): Deel takes on the liability, manages all HR/admin, and handles the risk for you.
- Global payroll: Clients submit payroll data and approve it in one dashboard, and Deel handles taxes, deductions, and currency conversions automatically.
Onboarding
In most cases, contracts are generated automatically based on the country, reviewed right on the platform, and approved in a few steps.What this means for you: you can hire in established markets within days. They’re also likely to find better contract standardization, clear compliance guidance, and faster onboarding compared to smaller regional providers.
Glints TalentHub
Combines recruitment with EOR in Asia and Latin America, backed by local HR teams who know the region's rules and culture, from S$399 per employee per month.
- Pricing
- Country coverage
- Compliance
- Integrations
Glints TalentHub is a regional HR platform that handles recruitment, Employer of Record (EOR) services, and team management across 13 markets.
The company started as Glints, a recruitment platform founded in Singapore in 2013, and evolved into TalentHub to serve businesses expanding into Indonesia, Vietnam, Philippines, Malaysia, Singapore, Thailand, and Taiwan.
The company has raised $82.17 million in funding and currently serves over 40,000 organizations across the region.
The platform works differently from global EOR providers.
Instead of offering worldwide coverage, Glints focuses on 13 markets across Asia and Latin America with dedicated local HR teams in each market.
They combine three services in one package:
- Access to their 10 million+ talent database for recruitment
- EOR services for companies without local entities
- Ongoing HR management with professionals who understand local employment regulations and workplace culture
How Glints TalentHub works
Glints operates as a service-led provider rather than a self-serve platform.Their team includes local HR professionals and recruiters in each country who handle payroll calculations, tax withholdings, benefits administration, and compliance updates.
Companies typically use Glints when they want to build Southeast Asian teams quickly without managing multiple vendors or learning each market's employment laws.
Oyster
Oyster guides you through onboarding, then lets employees self-serve on pay, benefits, and compliance, in 116 countries from $699 per employee per month.
- Pricing
- Country coverage
- Compliance
- Integrations
Oyster HR is an Employer of Record (EOR) and a global employment platform that allows companies to hire and manage international workers in 132+ countries without setting up local legal entities. Founded in 2020, the company focuses on supporting distributed teams.
Oyster’s services include international employment contracts, payroll processing, benefits administration, and ongoing local compliance in each country where it operates.
Focus on employee experience
Oyster places more emphasis on the employee experience than traditional EOR providers.Alongside core employment services, the platform includes Oyster Academy for professional development, as well as tools designed to support onboarding and cross-cultural collaboration.
What this means for you: Oyster acts as more than a compliance partner. The platform is designed to help companies build and maintain engaged global teams, not just employ them on paper.
Typical customers
Oyster primarily serves mid-market and enterprise companies with 50 or more employees, but I've also seen a few startups in their customer base.The limiting factor here is the higher rate for Employer of Record (EOR) services.
The platform attracts companies that value consistency, employee satisfaction, and long-term retention, even when that means paying more than low-cost EOR alternatives.
Papaya Global
Payroll and payments are unified on Papaya’s licensed platform, built on J.P. Morgan infrastructure, from $499 per employee per month.
- Pricing
- Country coverage
- Compliance
- Integrations
Papaya Global is a global workforce platform that helps companies manage payroll, payments, and employment across multiple countries.
Founded in 2016 by Eynat Guez, Ruben Drong, and Ofer Herman, Papaya Global later raised roughly $440 million, including a $250 million Series D in 2021.
On the product side, Papaya covers:
- Global payroll: Runs payroll and workforce payments in 163+ countries
- Employer of Record: Allows companies to hire employees in countries where they don’t have a legal entity
- Contractor management: Supports compliant onboarding and payments for international contractors
- Compliance support: Handles local tax rules, labor laws, and reporting requirements
- Benefits administration: Offers benefits for employees (including health coverage) that are matched to each country
- Integrations: Connects with tools like Workday, NetSuite, and other HRIS and ERP systems
Note: HRIS (Human Resources Information System) manages employee data, payroll, benefits, and HR functions. ERP (Enterprise Resource Planning) integrates core business processes, including finance, accounting, supply chain, and human resources, into one platform.
Rippling
Rippling connects HR, payroll, IT and finance in one platform, so your data never lives in disconnected tools.
- Pricing
- Country coverage
- Compliance
- Integrations
Rippling is a workforce management platform that runs HR, IT and finance off one employee record. Companies use it to manage payroll, benefits, devices and software access from a single system, and it acts as employer of record in 80 countries.
It was founded in 2016, is headquartered in San Francisco, and Parker Conrad is its CEO.
How Rippling works
The point of the shared employee record is that systems which normally run separately move together. Adding someone to payroll is also what provisions their laptop, their email and their software access, because all of it reads the same record rather than being keyed in three times.
What this means for you: the work you stop doing is the re-keying between tools. That is worth most to a company that currently runs HR, payroll and IT provisioning as three separate jobs, and worth least to one that has already solved it.
Who Rippling suits
The fit is a growing company with people in several countries that wants enterprise-grade HR and IT tooling without an enterprise IT department to run it. The breadth is the product.
What this means for you: that breadth is also the learning curve reviewers describe. Budget setup time, and be honest about whether you will use enough of the platform to justify configuring it.
How do these providers compare?
| # | Provider | Best for | EOR from | Countries | Support hours |
|---|---|---|---|---|---|
| 1 | | teams where the monthly fee per employee decides it | $199 | 193 | 24/7 |
| 2 | | teams that will live in the software every day | $699 | 186 | 24/7 |
| 3 | | — | $459 | 171 | 24/7 |
| 4 | | — | $179lowest | 193 | 24/7 |
| 5 | | Cost-led Vietnam hires that want an own-entity employer | $199 | 160 | 24/5 |
| 6 | | — | $599 | 153 | 24/7 |
| 7 | | — | $399 | 10 | 24/7 |
| 8 | | — | $699 | 132 | Business Hours |
| 9 | | — | $499 | 163 | 24/7 |
| 10 | | — | n/a | 83 | Business Hours |
Ranked by fit for Vietnam; the Employ Borderless Standard score for each provider is in its review.
How do we evaluate EOR providers?
We ranked each provider on what actually decides a Vietnam hire: whether they employ through their own locally registered entity or a partner, whether their contracts are drafted in Vietnamese with the mandatory clauses rather than a translated template, how accurately they calculate social, health and unemployment insurance as rates and caps change, how they handle the probation caps and a termination that needs specific grounds, notice and severance, and whether their support team actually covers Vietnamese business hours.
Hiring in Vietnam means managing a layered employment framework that includes the Labor Code, social insurance obligations, and strict rules around employment contracts. Employers have to contribute to social, health, and unemployment insurance on behalf of employees, and getting those calculations wrong creates liability quickly. An EOR takes on that compliance burden so you don't have to build all of that out yourself.
Termination is one of the trickier areas. Vietnamese labor law requires specific grounds for dismissal, advance notice periods that vary by contract type, and in many cases severance pay. Getting this wrong, even unintentionally, can lead to disputes or reinstatement orders. An experienced EOR knows the procedural requirements and handles them correctly from the start.
Vietnam also requires employment contracts to be in Vietnamese, with specific mandatory clauses. Foreign companies that try to use standard English-language templates often find themselves exposed. An EOR provides locally compliant contracts from day one, without you needing a local legal team to review every hire.
How to evaluate an EOR for Vietnam
Not every EOR handles Vietnam equally well. Here's what to check before you commit.
- Own entity in Vietnam. Ask whether they operate through a locally registered entity or rely on a third-party partner. A provider without its own Vietnamese entity adds a layer of risk and often less accountability when employment issues arise.
- Social insurance accuracy. Vietnam requires employer and employee contributions to social insurance, health insurance, and unemployment insurance, each with its own rate and cap. Confirm the provider calculates these correctly and keeps up with regulatory changes, since rates and salary caps are updated periodically.
- Contract compliance. Vietnamese law requires written labor contracts in Vietnamese, with mandatory terms covering job scope, salary, working hours, and insurance. Ask to see a sample contract and check that it meets these requirements, not just a translated version of a generic template.
- Termination handling. Vietnam's Labor Code sets out specific grounds for termination, notice period requirements, and severance entitlements. A provider should be able to walk you through exactly how they manage a termination, including what documentation they prepare and how they handle disputes.
- Payroll and tax withholding. Personal income tax in Vietnam uses a progressive rate structure with seven brackets. Your EOR needs to apply the correct rates, handle monthly withholding accurately, and manage year-end finalization. Ask how they handle employees with income from multiple sources.
- Local support availability. Vietnam operates in the ICT+7 time zone. If your EOR's support team is based entirely in Europe or the Americas, response times during Vietnamese business hours may be slow. Ask where their Vietnam team is located and how quickly they respond to employee queries on the ground.
Questions to ask during provider demos
These questions will quickly show you who knows Vietnam and who's reading from a script.
- What are the current employer contribution rates for social insurance, health insurance, and unemployment insurance in Vietnam, and what salary caps apply?
- How do you handle the mandatory Vietnamese-language employment contract requirement, and can I see a redacted sample?
- If we need to terminate an employee for performance reasons, what notice period applies and how do you calculate severance under the Labor Code?
- How do you manage the personal income tax finalization process at year-end, including employees who may have other income sources?
- What statutory leave entitlements do you include as standard, including annual leave, public holidays, and sick leave?
- How do you stay current with changes to Vietnamese labor regulations, and how quickly do those changes get reflected in contracts and payroll?
- If a permanent establishment risk issue arises with one of our employees, how does your indemnification policy work?
- Do you operate through your own registered entity in Vietnam, or do you work through a local partner?
- Can you give me a full cost breakdown, including your fee, all statutory contributions, and any setup or offboarding charges, before I sign anything?
Tip: Book calls with at least 2-3 providers. A 30-minute conversation will tell you more about their Vietnam expertise than any website or feature list.
Red flags to watch for
These are the warning signs that a provider isn't the right fit for Vietnam.
- They can't tell you the current social insurance contribution rates or salary caps without looking them up. This is basic operational knowledge for anyone running payroll in Vietnam.
- Their employment contract is only available in English. Vietnamese law requires contracts in Vietnamese, and a provider that doesn't know this is a compliance risk from day one.
- They give vague answers about termination. If they can't explain the notice period requirements or how severance is calculated under the Labor Code, that's a serious gap.
- They operate through an undisclosed local partner. This means you don't actually know who is employing your staff or who holds the liability when something goes wrong.
- Pricing is bundled or unclear. If you can't get a line-by-line breakdown of fees and statutory costs before signing, you'll likely face surprises on your first invoice.
- Long lock-in contracts with steep exit fees. Reputable providers don't need to trap you. A 12-month minimum with punishing cancellation terms is a sign they know their service won't retain you on its own merits.
Common mistakes to avoid
These are the pitfalls we see most often when companies start hiring in Vietnam.
- Using a generic English-language employment contract. Vietnamese law requires contracts in Vietnamese with specific mandatory clauses. A highly rated EOR provides locally compliant contracts as standard, so this never becomes your problem.
- Underestimating total employer costs. Social insurance, health insurance, and unemployment insurance contributions add meaningful cost on top of gross salary. Your EOR should give you a full cost model before you make an offer to a candidate.
- Skipping the probation period setup. Vietnamese law allows for a probation period, but it has specific rules around duration and pay. Getting this wrong can affect your ability to end employment cleanly if the hire doesn't work out.
- Treating termination like a simple offboarding task. Vietnam requires documented grounds, correct notice, and in many cases severance calculation. An experienced EOR manages this process end to end so you don't expose yourself to a wrongful dismissal claim.
- Choosing the cheapest provider without checking whether they have a real local presence in Vietnam. A provider with no genuine footprint there may struggle to respond quickly to payroll queries, regulatory changes, or employee disputes. The cost difference rarely justifies the risk.
Your next steps
Here's how to go from this list to your first hire in Vietnam.
Compliance expertise matters more than price when you're hiring in Vietnam. A provider that mishandles social insurance contributions, uses a non-compliant contract, or fumbles a termination will cost you far more in corrections, penalties, and legal exposure than the fee difference ever justified. Get it right from the start.
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Frequently asked questions
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