In today's era of globalization, an increasing number of businesses are choosing to expand their operations overseas, making overseas employment a common practice. For employers, understanding the local tax policies is crucial. This article will introduce the tax policies in Vietnam and provide practical advice.

I. Overview of Taxation in Vietnam

Vietnam's taxation system consists of national taxes and local taxes. National taxes include corporate income tax, personal income tax, value-added tax, customs duties, while local taxes encompass property tax, land use tax, environmental protection tax, among others. For overseas businesses, corporate income tax and personal income tax are of utmost importance.

1. Corporate Income Tax:

  In Vietnam, the corporate income tax rate is 20%, applicable to all businesses. However, certain conditions may qualify businesses for tax exemptions. For instance, newly established enterprises may enjoy a half-rate for the first two years, and high-tech enterprises may benefit from a 5-10 year tax exemption.

2. Personal Income Tax:

 Vietnam's personal income tax has five brackets with rates of 5%, 10%,15%, 20%, and 35%. The applicable bracket depends on the individual's income level. It's important to note that Vietnam stipulates a monthly personal income tax exemption threshold of 9,000,000 Vietnamese dong (approximately $360).

II. Payment of Personal Income Tax for Overseas Employees

For overseas employees, the payment of personal income tax is mandatory. How can the amount of personal income tax to be paid be determined?

Firstly, the calculation base for personal income tax needs to be established. In Vietnam, the personal income tax calculation base is the income minus five social security fees, including insurance and provident fund contributions. For example, if an employee in Vietnam has a monthly salary of $10,000 and contributes a total of $2,000 for insurance, provident fund, and other fees, the employee's personal income tax calculation base would be $8,000.

Secondly, the tax due should be calculated based on the personal income tax rate table. Taking the aforementioned employee as an example, their personal income tax would be:

  - 5%× (9,000,000 - 0) = 450,000 Vietnamese dong

  -10% × (15,000,000 - 9,000,000) = 600,000 Vietnamese dong

  -15% × (30,000,000 - 15,000,000) = 2,250,000 Vietnamese dong

  -20% × (50,000,000 - 30,000,000) = 4,000,000 Vietnamese dong

  -35% × (80,000,000 - 50,000,000) = 10,500,000 Vietnamese dong

Therefore, the total personal income tax for this employee would be 18,800,000 Vietnamese dong.

III. Avoiding Duplicate Personal Income Tax Payments

If an employer has already paid personal income tax for an employee in their home country, is it necessary to pay personal income tax in Vietnam as well? The answer is not necessarily.

According to the double taxation agreements signed between Vietnam and other countries, employees who have already paid personal income tax in another country may apply for exemptions while working in Vietnam. Specific documents need to be provided to the local tax authorities in Vietnam, and declarations must be made accordingly.

IV. Avoiding Penalties

For overseas employers, compliance with local tax regulations is crucial. Failure to comply not only leads to penalties but may also impact the business operations in the region. Here are some suggestions to avoid penalties:

1. Understand Local Regulations:

 Before employing overseas workers, understanding local regulations and consulting with professionals can prevent fines due to lack of knowledge.

2. Timely Declarations:

 Timely declarations are key to avoiding fines. Missing declaration deadlines not only results in penalties but may also affect the company's operations in the region.

3. Maintain Relevant Documents:

 Keeping relevant documents is one of the crucial measures to avoid fines. Timely providing evidence can be essential in case of issues.

V. Conclusion

For overseas employers, understanding local tax policies is of utmost importance. Only by being knowledgeable about local regulations and complying with relevant rules can fines be avoided, ensuring smooth business operations in the region. This article aims to provide assistance to all employers in this regard.

Overcome Every Global Hiring Challenge With ChaadHR

As part of our Global Employer of Record (EoR) solution, we help companies compliantly hire and pay teams in 160+ countries. Provide accurate, on-time payments to your team through our integrated Global Payroll solution, which consolidates payroll streams into one centralized platform and offers international employees local, ongoing support whenever they need it. By partnering with ChaadHR, you can quickly enter new markets and hire globally without setting up an entity. We handle everything from on boarding and payroll to benefits administration and compliance so you can focus on daily tasks and big-picture goals.