Vietnam has become one of the top expansion markets in Asia. Many foreign companies are now hiring there before opening a full local office.

The plan usually sounds simple. Hire a few employees, test the market, and grow later.

But once hiring begins, many companies realize that managing employees in Vietnam is not as straightforward as expected.

Questions start coming up quickly:

1. How should payroll be handled?
2. What benefits are required?
3. Can contractors be used long term?
4. What happens if an employee resigns?

At that point, companies often discover that hiring in a new country involves much more than recruitment.

Why Companies Are Expanding to Vietnam

Vietnam continues to attract foreign businesses for several reasons.

The country offers a growing talent pool, competitive labor costs, and strong growth across industries like manufacturing, tech, and e-commerce.

For many companies, Vietnam is also part of a larger Southeast Asia expansion strategy. Some businesses want to diversify operations, while others are looking for new regional opportunities.

Instead of making a large investment immediately, many companies now prefer to enter the market gradually. They hire a small team first and decide later whether to build a long-term local presence.

The First Hiring Challenges Usually Appear Fast

In the early stage, many companies try to manage hiring remotely.

Some start with contractors because the process feels faster and simpler. Others handle employment matters internally without local HR support.

This may work temporarily. But as the team grows, operational issues usually appear.

Common problems include:

1. unclear employment contracts
2. payroll mistakes
3. confusion around taxes and insurance
4. onboarding difficulties
5. different employee expectations

In many cases, companies realize that employment practices from their home country do not always match local rules in Vietnam.

What Companies Usually Do Next

Once hiring becomes more serious, companies generally consider three options.

Setting Up a Local Entity

Some companies decide to establish a legal entity right away.

This gives full control, but it also requires time, cost, and administrative work. For smaller teams, it may feel too heavy during the early expansion phase.

Hiring Contractors

This is often the fastest option at first.

However, long-term contractor arrangements can create compliance risks if the role starts looking like full-time employment. It may also affect employee retention over time.

Using an Employer of Record (EOR)

Many foreign companies choose to work with an Employer of Record before opening their own entity.

An EOR allows businesses to legally hire employees in Vietnam while payroll, contracts, and compliance are handled locally.

For companies entering a new market, this approach often provides more flexibility and less operational pressure.

Why Local Support Matters

Hiring employees in Vietnam is not only about paperwork.

There are also local expectations, communication styles, and employment practices that foreign companies may not fully understand in the beginning.

Even small issues like delayed payroll or unclear contracts can affect employee trust.

That is why many companies eventually look for local support after realizing that remote hiring becomes harder to manage as the team grows.

Final Thoughts

Vietnam offers strong opportunities for foreign companies expanding into Asia.

But hiring without local HR support can quickly become challenging once operations start scaling.

Many companies today prefer flexible hiring models first, especially during the early expansion stage. This allows them to enter the market faster while reducing operational complexity at the same time.

References

• Ministry of Planning and Investment (MPI)

Remoly — Your Global Employment Partner Remoly provides Global Payroll and Employer of Record (EOR) services in over 100 countries worldwide. Visit: www.remoly.net

Disclaimer: This article is for general informational purposes only and does not constitute legal or professional advice. While we strive for accuracy, regulations may change. For specific compliance matters, please consult a qualified professional or contact Remoly for tailored guidance.