25/03/2020
LEGAL ADVICE ON HR POLICY DURING COVID-19 CRISIS
The Prime Minister of Vietnam issued a Decision No. 173 / QĐ-TTg on February 1st, 2020 announcing the outbreak of epidemic caused by Corona virus. The government of Vietnam has immediately adopted a series of policies to prevent and limit the spread of this epidemic such as: medical isolation, quarantine, temporary suspension of bars, restaurants, hotels, tourism services, etc, which are negatively affecting business of every company both local and FDI. In order to survive this serious economic crisis, cutting down on costs and employees are one of the options mostly chosen by owners of enterprises. However, it should be a big problem if immediate reduction is not compliant with the laws. In view of this matter, ALB & Partners Law Firm hereby would like to offer some legal advice related to assist business owners to legally choose what to do in this situation.
Firstly, business owners (“Employers”) have the right to negotiate with their employees relating to the employment contract as follows:
1/ To negotiate with employees regarding reduction in working hours and salary
According to Article 35 of the Labor Law 2012, employers are entitled to negotiate with employees to modify and supplement the employment contract, specifically time of work and salary. If a new agreement is reached, it can be an annex to the employment contract.
Article 35. Modification and supplementation of a labor contract
1. During the performance of a labor contract, any party that requests to modify or supplement the contents of the labor contract shall notify at least 3 working days in advance to the other party of the contents to be modified or supplemented.
2. In case the two parties can reach an agreement, the modification or supplementation of the labor contract must be carried out by signing an annex to the labor contract or signing a new labor contract.
2/ To negotiate with employees on work suspension
According to Article 98 of the Labor Law 2012, If due to epidemic, employers can negotiate with employees regarding work suspension and pay a salary for this situation. The aforesaid salary must be agreed by the two parties but must not be lower than the regional minimum salary stipulated by the Government.
According to Decree 90/2019 / ND-CP, the regional minimum salary for employees working in enterprises operating in Ho Chi Minh City is VND 4,420,000/month.
3/ To negotiate with employees on temporary suspension of performance of employment contract.
According to Article 32 of the labor law 2012, employers can negotiate with employees on temporary suspension of performance of employment contract. It can be agreed by both Parties about the time to resume to work.
4/ To negotiate with employees on termination of employment contract
According to Clause 3, Article 36 of the labor law, employers can negotiate with employees regarding termination of employment contract, and discuss a pay that can be agreed by the two Parties in this epidemic situation.
Article 36. Cases of termination of employment contract
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3. Both parties agree to terminate the labor contract.
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Secondly, in the worst case, business owners cannot retain their employees, if compliant with Article 38 of the Labor Law 2012, they can unilaterally terminate the employment contract with their employees.
Article 38. The right of employers to unilaterally terminate labor contracts
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c/ If, as a result of natural disaster, fire or another force majeure event as prescribed by law, the employer, though having applied every remedial measure, has to scale down production and cut jobs;
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This Covid-19 Epidemic is recognized as a force majeure event, therefore, when all measures are taken, but production is still more and more reduced, employers shall have the right to unilaterally terminate the labor contract with their employees.
When unilaterally terminating a labor contract, employers shall have to notify employees in advance:
a/ At least 45 days, for indefinite-term labor contracts;
b/ At least 30 days, for definite-term labor contracts;
c/ At least 3 working days, for seasonal or work-specific labor contracts of under 12 months as stipulated at Point b, Clause 1 of this Article.
In this case, employers must make full payment of wages, complete social insurance obligations, pay severance allowances (if any) for employees.
ALB & Partners Law Firm is very pleased to provide business owners with some legal advice related to HR during this epidemic situation. We hope it is helpful for the time being. Hopefully, this crisis is soon over, and your business will back on the right track as before.
Should you need further assistance, feel free to contact us via email: [email protected] or phone/whatsapp/zalo: +84907008722 (Mr.Long)