TIN & PARTNERS · EMPLOYMENT & LABOUR
Sound employment decisions require more than the right document.
Employment matters often begin with a practical management concern: hiring someone, changing responsibilities, addressing performance or deciding whether an employment relationship should continue. The challenge is not simply preparing a contract or notice. It is understanding the available options, the records supporting the proposed action and the implications for the business and its employees. Clear employment terms and workable policies provide a foundation, but sensitive decisions also require careful assessment of the circumstances and how the decision will be implemented.
At Tin & Partners, we advise employers, management and HR teams on employment and labour matters in Vietnam. We help establish employment arrangements, develop workplace policies and assess employee matters before action is taken. Our involvement may concern an individual contract, a difficult personnel decision or a broader workforce change. We combine legal advice with practical documentation and implementation support, taking account of business objectives and employee rights.
WORKPLACE DECISIONS
Day-to-day employment matters and sensitive personnel decisions.
Employment framework & daily operations
When establishing or maintaining workplace arrangements.
- Employment contracts and probation Draft and review employment terms and probation arrangements.
- Internal labour regulations and HR policies Review workplace rules and their consistency with HR practices.
- Pay, benefits, working time and leave Review remuneration terms, work schedules and leave arrangements.
- Performance criteria and appraisal systems Clarify performance standards, review processes and supporting records.
- Employee records and recurring HR questions Review personnel records and legal questions arising in daily HR work.
Employee changes & sensitive matters
When a proposed decision needs closer assessment.
- Changes to roles, location or employment terms Review proposed changes and the related employee documentation.
- Performance concerns and employee complaints Assess the available records, concerns raised and possible responses.
- Misconduct and proposed disciplinary action Review the reported conduct, evidence and proposed procedure.
- Negotiated exits and employment termination Review exit terms, termination grounds and related documents.
- Workforce changes during restructuring Connect the workforce plan with employment obligations and implementation steps.
OUR APPROACH
Understand the position before deciding how to act.
We begin with the employer’s objectives, the relevant employment documents and the sequence of events. We assess the available evidence, identify gaps and distinguish between matters that require different legal approaches. A performance concern, alleged misconduct, a negotiated departure and a workforce reduction should not be treated as interchangeable routes to the same outcome. We help management understand the options, procedural requirements and potential exposure before choosing an approach, then support the necessary documentation, consultation and employee communications. Our advice considers both the immediate decision and its implications for workplace consistency and ongoing operations.
Our Work May Include
- Employment Contracts & Hiring Arrangements: Draft and review employment contracts, probation terms, amendments and related documents, addressing responsibilities, remuneration, confidentiality and the proposed working arrangements.
- Internal Labour Regulations & HR Policies: Prepare or review internal labour regulations, employee handbooks and workplace policies, and advise on consultation, issuance, registration and employee communication where required.
- Pay, Benefits & Working Conditions: Advise on salary and benefit arrangements, working time, overtime, leave and related employment obligations, helping align contractual terms, internal policies and workplace practices.
- Employee Changes & Performance Management: Assess proposed changes to duties, reporting lines, location or employment terms, and review performance criteria, appraisal records and communications before management determines its response.
- Workplace Complaints & Disciplinary Matters: Assess complaints, alleged misconduct and supporting evidence, advise on the legal basis and applicable safeguards, and prepare notices, meeting records and other documents for the agreed response.
- Termination, Separation & Workforce Changes: Compare available approaches to agreed exits, unilateral termination and workforce restructuring, and advise on conditions, consultation, notice, employee entitlements and completion arrangements where applicable.
- Employee Communications & Early Dispute Support: Help prepare responses to employee concerns or claims, support discussions and settlement negotiations within the agreed mandate, and identify when formal dispute handling requires a separate engagement.
Support for a specific employment matter or on an ongoing basis for your HR team.
We can advise on a contract, policy, employee issue or workforce project, or provide recurring employment advice under an agreed legal retainer. Ongoing support allows our advice to build on your existing policies, previous decisions and working practices.
Payroll and social insurance administration, work permit procedures and formal dispute representation are scoped separately where required.