The Ministry of Home Affairs is drafting a Decree regulating the minimum wage for employees working under labor contracts.
The expected monthly minimum wage from January 1, 2026 in region I is 5.31 million VND/month, region II is 4.73 million VND/month, region III is 4.14 million VND/month, region IV is 3.7 million VND/month.
The above minimum wage increases from 250,000-350,000 VND (equivalent to an average of 7.2%) compared to the current minimum wage.
The corresponding minimum hourly salary in 4 regions is as follows: Region I is 25,500 VND/hour, Region II is 22,700 VND/hour, Region III is 20,000 VND/hour, Region IV is 17,800 VND/hour.
Along with regulating minimum monthly and hourly salaries, the Ministry of Home Affairs proposes a way to calculate salary levels applicable to specific cases.
Accordingly, for employees applying the form of weekly or daily salary payment, or by product, or contract salary, the salary of these forms of salary payment if converted monthly or by hour must not be lower than the minimum monthly or hourly salary.
The salary is converted monthly or hourly based on normal working hours chosen by the employer according to the provisions of labor law as follows:
The salary is converted monthly by the salary per week with 52 weeks divided by 12 months; or the salary per day multiplied by the number of normal working days in the month; or the salary per product, the contract is implemented during normal working hours in the month.
The salary is converted by the hour to the salary by week, by day divided by the normal working hours of the week, by day; or the salary by product, the contract salary divided by the number of working hours during the normal working hours to produce products, perform contract tasks.
Employers are responsible for organizing a review of agreements in labor contracts, collective labor agreements and regulations of employers to adjust and supplement them accordingly.
In particular, the Ministry of Home Affairs proposes not to abolish or cut salary regimes when employees work overtime, work at night, compensation in kind and other regimes according to the provisions of labor law.
For the contents agreed upon and committed in labor contracts, collective labor agreements or other legal agreements that are more beneficial to employees (including agreements on salary payment regimes for employees working or positions required through studying and vocational training at least 7% higher than the minimum wage) than the regulations, they shall continue to be implemented, unless the parties have other agreements.
Regarding the application of the minimum wage area, it is determined according to the place of operation of the employer.
