Summary
Deel leads Vietnam for most teams at ~$599/mo with workable partner coverage. Remote is the compliance runner-up when you want tighter contract and IP control. Employer load sits ~23.5%, including the 2% trade union fee. Pick Deel for SEA rollouts; validate partner quality before senior Hanoi or Ho Chi Minh City exits.
Quick decision: Pick Deel for most Vietnam hiring. Pick Remote when compliance chain clarity or owned-entity preference matters more. Cost/timeline signal: Plan around ~$599 per employee/month (or lower list options from ~$199) plus employer load ~23.5% (incl. 2% union fee), and 5–10 business days for standard local-national onboarding.
Law, visas, termination, and employer costs: hiring in Vietnam guide.
How this ranking was built
This is a provider shortlist for Vietnam hiring, not a labor-law guide. We organize public signals (provider sites, review frontmatter, third-party ratings) with these weights:
| Criterion | Weight | Why it matters in Vietnam |
|---|---|---|
| Social insurance enrollment accuracy | 30% | BHXH late enrollment creates back-pay and fines |
| Work-permit / visa coordination | 25% | Foreign hires dominate critical path |
| Entity ownership clarity | 20% | Named Vietnamese legal employer for Labor Code contracts |
| Onboarding SLA + APAC fit | 15% | Offer deadlines vs SEA multi-country stacks |
| Year-one total cost | 10% | Fee gaps are small vs statutory + 13th-month norms |
Providers cannot pay for placement. Score methodology: eorHQ 6-Dimension Score. Full statutory detail stays on Vietnam hiring guide.
Vietnam provider evaluation scorecard
| Criterion | Weight | What to verify | Deal-breaker |
|---|---|---|---|
| Termination process | High | Written involuntary exit workflow for Vietnam | US-style at-will language |
| Statutory contributions | High | Sample employer load calculation | Headline fee only, no statutory breakdown |
| Notice and severance | High | Contractual notice matches local law | Generic global template |
| Probation limits | Medium | Probation length tracked in HRIS | Rolling probation resets |
| Work authorization | High | EOR sponsors or coordinates permits | “Employee handles visa” |
| Entity ownership | High | Named legal employer in Vietnam | Partner-only with no escalation path |
| Payroll filings | High | On-time statutory remittances | Manual client responsibility |
| Onboarding SLA | Medium | Median days-to-start with references | “24–48 hours globally” |
Provider ratings matrix (G2, Capterra, eorHQ)
Editorial score plus third-party review volume at a glance. Year-1 column is eorHQ’s planning estimate (fee + FX + admin).
| Provider | eorHQ Score | G2 | Capterra | Trustpilot | Year-1 Est. | More |
|---|---|---|---|---|---|---|
| Deel | 4.8/5 | 4.8/5 (7,400) | 4.8/5 (3,200) | 4.7/5 (8,300) | ~$716/mo | Alternatives |
| Remote | 4.7/5 | 4.6/5 (2,700) | 4.5/5 | 4.7/5 (2,100) | ~$716/mo | Alternatives |
| Multiplier | 4.8/5 | 4.7/5 (800) | 4.4/5 (44) | 4.9/5 (1,700) | ~$576/mo | Alternatives |
| Remofirst | 3.8/5 | N/A | N/A | N/A | ~$316/mo | Alternatives |
Third-party scores sourced from provider profiles at publish time; see individual reviews for links.
Worked cost scenario: 1 hire in Vietnam
Model $2,500/month gross. Statutory employer load ≈ ~$550/mo. EOR platform fee is additional (public list signals; confirm invoice currency and FX).
| Provider | EOR fee (public list) | Statutory employer cost | Monthly run-rate (fee + statutory) |
|---|---|---|---|
| Deel | ~$599/mo | ~$550/mo | ~$1149/mo |
| Remote | ~$699/mo | ~$550/mo | ~$1249/mo |
| Multiplier | ~$459/mo | ~$550/mo | ~$1009/mo |
| Remofirst | ~$199/mo | ~$550/mo | ~$749/mo |
At 5 employees, a $140/month fee gap (Multiplier vs Deel) is **$8,400/year**. One payroll correction or contested exit often erases that gap. Fee shopping is the wrong primary axis when partner payroll quality is uncertain.
What breaks EOR hiring in Vietnam
These are provider-selection issues, not a law summary. Full rules stay on Vietnam hiring guide.
Termination edge case: Permitted grounds for employer-initiated termination (Article 36):
- Employee “regularly fails to complete assigned work” as defined in the internal labor regulations
- Employee is sick or injured and remains unable to work after 12 consecutive months (indefinite contract) or 6 months (fixed-term contract)
- Natural disaster, fire, or epidemic forcing workforce reduction (and the employer has tried all available remedies)
- Change of technology, organizational restructuring, or merger/division requiring workforce reduction
- Employee is absent without permission for 5+ consecutive days
Notice periods: 45 days for indefinite-term contracts; 30 days for fixed-term 12–36 month contracts; 3 working days for fixed-term under 12 months.
Visa edge case: Vietnam requires a work permit for almost all foreign nationals employed in Vietnam, regardless of role seniority.
Who should skip which provider
- Skip Remofirst for senior Hanoi or Ho Chi Minh City roles, equity packages, or any foreseeable involuntary exit.
- Skip Multiplier when your risk committee already prefers Remote’s entity posture and Vietnam is strategic.
- Skip Deel if it can’t confirm an owned entity and legal requires one for permanent Vietnam seats and Remote covers the role.
- Skip every EOR once you pass roughly 10–15 Vietnam employees with an 18-month commitment: model a local entity plus payroll instead (EOR vs entity).
Vietnam Provider Evaluation Scorecard
| Criterion | Weight | What to verify | Deal-breaker |
|---|---|---|---|
| Termination process | High | Written involuntary exit workflow for Vietnam | US-style at-will language |
| Statutory contributions | High | Sample employer load calculation | Headline fee only, no statutory breakdown |
| Probation limits | Medium | Probation length tracked in HRIS | Rolling probation resets |
| Work authorization | High | EOR sponsors or coordinates permits | “Employee handles visa” |
| Entity ownership | High | Named legal employer in Vietnam | Partner-only with no escalation path |
| Payroll filings | High | On-time statutory remittances | Manual client responsibility |
| Onboarding SLA | Medium | Median days-to-start with references | “24–48 hours globally” |
Provider Ratings Matrix (G2, Capterra, eorHQ)
Editorial score plus third-party review volume at a glance. Year-1 Est. is the provider’s list fee × 12 (platform fees only; see note below the table).
| Provider | eorHQ Score | G2 | Capterra | Trustpilot | Year-1 Est. | More |
|---|---|---|---|---|---|---|
| Deel | 4.8/5 | 4.8/5 (7,400) | 4.8/5 (3,200) | 4.7/5 (8,300) | $7,188 | Alternatives |
| Remote | 4.7/5 | 4.6/5 (2,700) | 4.5/5 | 4.7/5 (2,100) | $8,388 | Alternatives |
| Multiplier | 4.8/5 | 4.7/5 (800) | 4.4/5 (44) | 4.9/5 (1,700) | $5,508 | Alternatives |
| Remofirst | 3.8/5 | N/A | N/A | N/A | $2,388 | Alternatives |
Third-party scores sourced from provider profiles at publish time; see individual reviews for links.
Year-1 Est. = provider list fee × 12 months (EOR platform fees only, per employee). It excludes salary, employer statutory contributions, FX markup, setup fees, and refundable deposits; ”-” means the provider publishes no list price. List fees come from each provider’s eorHQ review. Model a full hire in the EOR cost calculator.
Worked Cost Scenario: 1 hire in Vietnam
Model a single employee at $6,000/month gross (mid-level professional). Statutory employer load ~23.5% (incl. 2% union fee) = $1,410/mo. EOR platform fee is additional.
| Provider | EOR fee | Statutory employer cost | Monthly run-rate |
|---|---|---|---|
| Deel | $599/mo | $1,410/mo | $2,009/mo |
| Remote | $699/mo | $1,410/mo | $2,109/mo |
| Multiplier | $459/mo | $1,410/mo | $1,869/mo |
At 5 employees, a $150/month fee gap between finalists is $9,000/year: often less than one payroll correction or delayed filing in Vietnam.
Decision checklist for Vietnam
- Confirm whether the EOR owns or partners on the Vietnamese entity, and get the partner legal name in writing.
- Ask for a sample BHXH enrollment timeline and first two payslips for a comparable salary band.
- For foreign hires, map work-permit critical path before you lock an offer start date.
- Cap FX markup, deposits, and offboarding fees in the MSA.
- Run two finalists through the 15-point EOR scorecard.
- Confirm whether your EOR owns or partners on the local entity, and who holds termination liability.
Top picks
1. Deel: Best for speed and multi-country hiring
Deel fits as the default pick for Vietnam at ~$599/mo (public list signal; confirm quote). Onboarding typically 5–10 business days for standard local-national hires; visas extend the critical path.
Pick Deel if: you need predictable Vietnam coverage inside a multi-country stack and compulsory social insurance enrollment and work-permit timelines for foreigners is manageable with their playbook.
Skip Deel if: your risk committee requires owned entities in every permanent market and Remote already covers Vietnam. See related reviews and pricing.
2. Remote: Best for owned-entity compliance
Remote fits as the compliance runner-up for Vietnam at ~$699/mo (public list signal; confirm quote). Onboarding typically 5–10 business days for standard local-national hires; visas extend the critical path.
Pick Remote if: audit trails, entity clarity, or exit support matter more than shaving a few onboarding days.
Skip Remote if: you need the fastest multi-country launch and Deel already clears your compliance bar. See related reviews and pricing.
3. Multiplier: Best value for straightforward hires
Multiplier fits as the value / specialist option for Vietnam at ~$459/mo (public list signal; confirm quote). Onboarding typically 5–10 business days for standard local-national hires; visas extend the critical path.
Pick Multiplier if: fee efficiency or specialist coverage matters and roles are stable with low turnover risk.
Skip Multiplier if: you need the fastest multi-country launch and Deel already clears your compliance bar. See related reviews and pricing.
4. Remofirst: Budget option (with trade-offs)
Remofirst fits as the value / specialist option for Vietnam at ~$199/mo (public list signal; confirm quote). Onboarding typically 5–10 business days for standard local-national hires; visas extend the critical path.
Pick Remofirst if: fee efficiency or specialist coverage matters and roles are stable with low turnover risk.
Skip Remofirst if: you need the fastest multi-country launch and Deel already clears your compliance bar. See related reviews and pricing.
Related pages
Sources
Related Decision Pages
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Acclime review : APAC EOR with in-house entities
Comparison Table
| Provider | Entity Model | Starting Price | Onboarding Speed | Best for | Tradeoff |
|---|---|---|---|---|---|
| Deel | Owned or partner (confirm) | $599/employee/mo | 5-7 days | Multi-country speed | Entity type not published; confirm |
| Remote | Owned | $699/employee/mo | 5-10 days | Fixed-term contract tracking | Slower than Deel for first hire |
| Multiplier | Partner | ~$459/employee/mo | 5-10 days | Budget straightforward hires | Partner entity, probe FX markup |
| Remofirst | Partner | ~$199/employee/mo | 10-21 days | Single low-risk hire | Thin local support |
Compiled verdict (public sources)
| Use case | Pick | Why |
|---|---|---|
| Fastest onboarding | Deel | Deel fits as the default pick for Vietnam at ~$599/mo (public list signal; confirm quote). Onboarding typically 5–10 business days for standard local-national hires; visas extend the critical path. |
| Compliance-first pick | Remote | Remote fits as the compliance runner-up for Vietnam at ~$699/mo (public list signal; confirm quote). Onboarding typically 5–10 business days for standard local-national hires; visas extend the critical path. |
| Best value | Multiplier | Multiplier fits as the value / specialist option for Vietnam at ~$459/mo (public list signal; confirm quote). Onboarding typically 5–10 business days for standard local-national hires; visas extend the critical path. |
| Best value | Remofirst | Remofirst fits as the value / specialist option for Vietnam at ~$199/mo (public list signal; confirm quote). Onboarding typically 5–10 business days for standard local-national hires; visas extend the critical path. |
Worked cost example
Three Vietnam hires at $6,000/month gross: employer statutory load ~23.5% adds ~$1,410/mo per employee. EOR at $599/mo × 3 = $21,564/year in platform fees, confirm all-in quotes in local currency before budgeting.
Rule of thumb: If you are hiring 1–2 people for under 12 months, EOR wins on speed. Past 10–15 employees in one country with an 18-month commitment, model entity setup, the crossover depends on termination risk and local employer charges, not the EOR list price alone. See EOR cost guide and how to choose an EOR.
Frequently Asked Questions
Which EOR is best for hiring in Vietnam?
Start with Deel for speed and breadth, or Remote if compliance chain clarity matters more in Vietnam. Run both through the 15-point EOR scorecard with country-specific questions on statutory filings and termination.
How much does an EOR cost in Vietnam?
Plan $400–~$699/month for the platform fee plus statutory employer costs on top of gross salary. Use Vietnam hiring guide and pricing hub, headline fees rarely equal year-one spend.
Can I hire in Vietnam without an EOR?
Only if you already have a local entity registered for payroll and tax. Most first hires use EOR to avoid 3–6 months of entity setup. See EOR vs entity for the crossover math.
Deel or Remote for a 3-person Vietnam team?
Default Deel for multi-country speed. Default Remote if exits or audit scrutiny are plausible in year one.
What should I demand in the Vietnam redlines?
Named legal employer, statutory contribution methodology for load ~23.5%, involuntary-exit ownership, FX markup cap, deposit refund timing, and offboarding fees.
When should I skip EOR and set up an entity?
Past roughly 8–15 employees in Vietnam with an 18-month commitment, model entity setup. See EOR vs entity and EOR cost guide.
How We Ranked for Vietnam
- Use-case fit in target hiring model
- Onboarding speed and timeline reliability
- Pricing clarity and total operating cost
- Support quality and escalation accountability
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