Vietnam to fine households up to $114 for failing to report housekeeper employment

The regulation is part of a broader decree on administrative sanctions covering labor, social insurance, and Vietnamese employees working overseas under contract.

Among its notable provisions are stricter enforcement measures governing the employment of domestic workers.

Under the decree, employers shall be fined VND1-3 million ($38-114) if they fail to notify the People's Committee of the commune, ward, or special zone when hiring or ending the employment of a domestic worker, as required by law.

The same penalty also applies to employers who repeat the violation after previously receiving a warning.

Besides, employers who fail to sign a written labor contract with a domestic worker or who do not cover transportation costs for the worker to return to their place of residence after employment ends, except where the worker unilaterally terminates the contract before its expiration, may receive an official warning.

More serious violations carry substantially heavier penalties.

Employers who retain a housekeeper's identity documents or fail to pay the legally required amounts for social and health insurance that enable the worker to participate in those schemes can be fined from VND10-15 million ($380-570).

The decree also imposes fines ranging from VND50 million ($1,900) to VND75 million ($2,850) on employers who mistreat, sexually harass, force labor, or use violence against domestic workers, provided the conduct does not rise to the level of criminal prosecution.

Labor Code sets out rights, responsibilities

Vietnam’s Labor Code already contains detailed provisions governing housekeeper employment.

Employers are required to sign written labor contracts with domestic workers.

The duration of the contract is determined through mutual agreement, and either party may terminate the agreement at any time by providing at least 15 days' notice.

Employment contracts must specify key terms, including salary payment methods, pay periods, daily working hours, and accommodation arrangements where applicable.

The Labor Code also outlines employers’ obligations.

These include fulfilling all contractual commitments, paying the amounts required for social and health insurance so workers can enroll independently, respecting domestic workers, and providing hygienic living conditions if accommodation is part of the agreement.

Employers are also expected to create opportunities for housekeepers to pursue general education or vocational training, and to pay travel expenses for workers returning to their place of residence when employment ends, unless the worker terminates the contract before its agreed expiry.

Meanwhile, domestic workers are required to fulfill the terms of their employment contracts, compensate employers for damage or loss of property in accordance with the law or contractual agreements, and promptly report any risks that could threaten the safety, health, lives, or property of the employer's household or themselves.

The Labor Code allows domestic workers to report employers to the authorities for abuse, sexual harassment, forced labor, or other legal violations.