The Government issued Decree No. 44/2025/ND-CP dated February 28, 2025 regulating the management of labor, wages, remunerations, and bonuses in state-owned enterprises.
The Decree clearly stipulates the principles of labor management, wages, remuneration, and bonuses. Accordingly, labor, wages, remuneration, and bonuses in enterprises are determined in conjunction with tasks, labor productivity, and production and business efficiency, in accordance with the industry and nature of enterprises' operations, aiming to ensure a salary level in the market.
Implement a suitable salary mechanism for businesses to attract and encourage high-tech human resources in high-tech fields prioritized by the State.
The State shall manage labor, wages, and bonuses for enterprises with 100% state capital through assigning tasks and responsibilities to the owner's representative agency and the owner's representative directly at the enterprise.
For enterprises with more than 50% of charter capital held by the State or total voting shares, the owner's representative agency shall assign tasks and responsibilities to the state capital representative to participate, vote, and decide at the meeting of the Board of Members, Board of Directors or General Meeting of Shareholders.
Separate the salary and remuneration of Council Members and Auditors from the salary of the Executive Board.
The Decree stipulates that the Workers' Salary Fund and the Executive Board are determined according to the following methods:
1, Determine the salary fund through the average salary level.
2, Determine the salary fund through a stable salary unit price. This method only applies to enterprises that have had at least the same operating time as the expected time of applying stable salary unit prices.
Depending on the tasks, nature of the profession, and conditions for production and business activities, the enterprise decides to choose one of the two methods of determining the above salary fund.
Enterprises with many different fields of production and business activities and can separate labor and financial indicators so that labor productivity and production and business efficiency correspond to each field of operation can choose the appropriate method in the above two methods to determine the salary fund corresponding to each field of operation.
For enterprises that choose the method of determining the salary fund through a stable salary price, they must maintain the method of determining that salary fund throughout the period of applying the selected stable salary price and must report to the owner's representative agency along with the stable salary price before implementation.
Regarding salary distribution, the Decree stipulates that employees and the Executive Board are paid according to the salary payment regulations issued by enterprises, including:
The salary of employees is paid according to the position, title or job, associated with labor productivity and the contribution of each person to the production and business results of the enterprise.
The salary of the Executive Board is paid according to the title, position and production and business results, in which the salary of the General Director and Director (except for cases where the General Director and Director are hired to work under labor contracts) does not exceed 10 times the maximum salary of the average salary of employees.
When developing salary payment regulations, enterprises must consult with the organization representing employees at the facility, organize a dialogue at the workplace according to the provisions of labor law, report to the owner's representative agency for inspection, supervision and publicity at the enterprise before implementation.
