PEO Service — Exclusively for FDI Enterprises
HR Compliance From Day One.
You Focus On Growth.
You handle business strategy and winning the market.
We handle the entire people system — contracts, insurance, tax and labor compliance — from your very first employee.
Real risks
The Three Biggest Dangers In The First 18 Months
01
Labor administrative penalties
Incorrect social insurance filings, late PIT payments, non-compliant labor contracts — each mistake is a separate penalty. Late PIT finalization alone: fines up to 25 million VND plus 0.03%/day interest.
Compliance Risk02
E-labor contracts from 01/07/2026
Decree 337/2025 requires all electronic labor contracts to be signed and stored through the State’s centralized system. Businesses that aren’t prepared won’t be able to legalize contracts for new hires.
Regulatory Update03
Employee data protection
Decree 13/2023 enters strict enforcement from 2025. Collecting biometric data, AI time-keeping and performance tracking all require written consent. Violations: fines up to 2 billion VND or 5% of revenue.
Data ProtectionThe HRLife.pro solution
Not An Administrative Vendor.
An Outsourced CHRO.
We are a dedicated HR partner for FDI enterprises — from hiring your first employee to the point you’re ready to build an in-house HR department.
- Accurate payroll with bilingual VN–EN payslips issued every month
- On-time, error-free social insurance (SI/HI/UI) and PIT filings
- Bilingual labor contracts compliant with the 2019 Labor Code + Decree 337/2025
- Work permits for expats, business visas, temporary residence cards (Separate package — quoted separately)
- Instant legal updates whenever changes affect your business
- Strategic HR advisory by growth stage — included in the package
Scope of service
Three Modules — One Single Partner
A
HR Compliance Foundation
Required — included in every package
| Payroll | Monthly payroll (gross→net), OT, allowances; bilingual VN–EN payslips |
| SI / HI / UI | Registration, filing and submissions; increases/decreases; sickness, maternity and accident benefits; health insurance cards; periodic reconciliation |
| Personal Income Tax | Tax code + dependent registration; monthly/quarterly filing; annual finalization; refund support |
| Labor contracts | Draft bilingual contracts compliant with Decree 337/2025; addenda, renewal and lawful termination |
| Onboarding / Offboarding | Collect documents, register new SI; close books, severance and final settlement |
| Labor reporting | Periodic reports to DOLISA; foreign labor reports; registered internal labor rules |
| Legal updates | Instant notification when laws change and affect your business (Retainer package) |
B
Expat Management
Separate package — quoted per specific needs
| Work permits | Applications for issuance / renewal / re-issue; work permit exemption dossiers (if eligible) |
| Visa & Residency | Multiple-entry business visas; temporary residence cards; coordination with the Immigration Department |
| Expat PIT | Determine tax residency status; non-resident / resident PIT; DTA (avoid double taxation) |
| Expat onboarding | Administrative, banking and international health insurance checklist |
C
Strategic HR Advisory
Add-on — dedicated to the set-up stage
| Vietnam Market Entry Briefing | One in-depth session (3 hours): overview of the VN labor market, salary benchmarking, labor culture and risks you must know before hiring |
| Compensation & Benefits Design | Design pay, allowance and benefits structures fit for the VN market and HQ expectations |
| HR Policy Framework | Core bilingual HR policies: leave policy, code of conduct, performance review framework |
| Monthly advisory | 2 sessions/month (90 min each): hiring decisions, disciplinary handling, organization design |
| HR Transition Support | Support recruiting and onboarding an in-house HR Manager when the business is ready |
✨ Advisory is built into the package — no extra fees, unlike other PEOs.
Pricing
Choose The Package That Fits Your Current Stage
MODULE A
HR Compliance Foundation
Compliance foundation — required in every package
2,000,000 VND / employee / month
- Payroll (gross→net, OT, allowances) + bilingual VN–EN payslips
- SI / HI / UI in full
- PIT: filing + annual finalization
- Bilingual labor contracts (Decree 337/2025)
- Onboarding / Offboarding
- Periodic labor reporting
- Instant legal updates
MODULE B
Expat Management
Management of foreign employees
1,800,000 VND / employee / month
Foreign-staff services quoted separately
- Work permits (issue / renew / exemption)
- Business visas & temporary residence cards
- Expat PIT (resident / non-resident, DTA)
- Expat onboarding
MODULE C
Strategic HR Advisory
Strategic HR advisory — set-up stage
1,500,000 VND / employee / month
Foreign-staff services quoted separately · HR Strategic Advisory package quoted separately by function & usage frequency
- Vietnam Market Entry Briefing (3h)
- Compensation & Benefits Design
- Bilingual HR Policy Framework
- Monthly advisory (2 sessions/month)
- HR Transition Support
Setup fee: free · Minimum commitment: 12 months · Minimum headcount: 10 employees. Not including the management platform, token fees, or e-labor contracts.
Real example
A foreign business just opened an office in HCMC, 18 local employees + 2 expats → chose Module B → about 36 million VND/month total; work permit & visa services for foreign staff are quoted separately.
Strategic HR Retainer
An outsourced CHRO — when you need senior HR thinking but don’t yet need a full-time hire. Available with any package.
From 15 million
VND / month
Comparison
How Is HRLife.pro Different From Other PEOs?
| Criteria | Other PEOs in Vietnam | International PEOs (Deel, Remote…) | HRLife.pro |
|---|---|---|---|
| Minimum headcount | 30–50 | Unlimited | 10 employees |
| Working language | Mostly Vietnamese | English | Bilingual VN – EN |
| Integrated advisory | Extra fee | None | Included |
| Your point of contact | Junior executive | Ticket system / platform | CHRO — SHRM-SCP |
| Understands VN law | ✓ Good | ⚠ Average | ✓ Good |
| Understands global standards | ⚠ Average | ✓ Good | ✓ Good |
| Response SLA | 24 hours | Ticket queue | Same-day |
| Setup fee | Yes ($500–$2,000) | Yes | Free |
Process
Get Started In 5 Business Days
1
Day 1–2
Discovery Call
60 minutes: current state, headcount, nationalities, timeline, goals
2
Day 3
Proposal
Detailed proposal + bilingual Service Agreement sent within 24 hours
3
Day 4
Sign contract
Sign the contract + hand over existing employee information
4
Day 5
Go live
HRLife.pro takes over everything — you don’t need to do anything else
FAQ
Frequently Asked Questions
Is HRLife a PEO or an EOR? What is the difference?
HRLife operates as a PEO (co-employment) model: your company (the host) remains the legal employer and signs the labor contract directly with employees, while HRLife handles HR administration and compliance (payroll, social insurance, tax, records, CHRO advisory). This differs from an EOR, where the provider becomes the legal employer on your behalf. The PEO model keeps you in full control of your people and employer brand.
Who is the legal employer and who signs the labor contract?
Your company (the host) signs the labor contract directly with the employee, and salary, bonus and benefits are paid directly by the host. HRLife handles PEO administration — policy design, payroll, social insurance & PIT filing, HR records and CHRO-level advisory. You keep full control and cost transparency.
How is PEO different from setting up your own entity and running HR yourself?
Setting up your own entity means you register the investment and build the whole HR–accounting–compliance function. With HRLife’s PEO you remain the entity/employer, but HRLife runs HR and compliance for you — fast, compliant, without building an in-house HR department from scratch.
We don’t have a Vietnamese entity yet — can we still use this?
During the licensing period we advise lawful arrangements so key personnel can start working before the entity is finalized. Once your entity is in place, we switch to full PEO operation immediately. HRLife also supports you through the entity-setup process.
Is there a minimum headcount? Can we scale up or down flexibly?
The service fits teams from 10 people upward — well below the 30–50 that many international EOR models require. You can scale up or down by stage, ideal when you are testing the market before a long-term commitment.
How fast can we start and onboard our first employee?
If the host already has an entity, HRLife sets up and takes over operations in about 5 working days (Discovery Call → Proposal → Contract → Go-live). Much faster than building an in-house HR function.
How are PEO fees calculated?
You pay HRLife a management service fee (by package/headcount as agreed). By default, employee salary, bonus, benefits and social insurance are paid directly by the host — they do not pass through HRLife, so costs stay transparent with no payroll markup. If you would like HRLife to disburse payroll directly from Vietnam on your behalf, you must place an escrow deposit of at least 3 months’ payroll. The details are advised in the Service Agreement.
What are the mandatory employer on-costs on salary in Vietnam?
The employer contributes about 21.5% of salary to social, health and unemployment insurance, plus 2% union fund (~23.5% total); the employee contributes ~10.5%. HRLife helps the host calculate, file and optimize within the legal framework. (Rates per current regulations.)
Is 13th-month salary / Tet bonus mandatory?
Not required by law — but it is very common and effectively expected in Vietnam’s labor market. HRLife advises on a bonus structure (13th-month, performance bonus) that fits your budget and retention goals, documented clearly in policy and contracts.
What are the mandatory rules on working hours, overtime, leave and minimum wage?
Under the Labor Code: standard hours up to 48 hours/week; overtime capped at 40 hours/month and 200 hours/year (up to 300 in certain sectors) with premium pay; at least 12 days of annual leave (rising with seniority); wages not below the regional minimum wage set annually by the Government (4 regions). HRLife ensures the host stays fully compliant.
Do you handle work permits & visas for foreign staff?
Yes — HRLife advises and supports work permit, visa and temporary residence card applications for your expatriates, ensuring they meet the position (manager/expert/technical worker), qualification and experience conditions required by law.
Can we engage contractors/freelancers instead of employees — what are the risks?
It is possible where appropriate, but requires caution: if the relationship shows employment characteristics (subordination, fixed hours, tools you provide…), authorities may reclassify it as an employment contract → back social insurance, tax and penalties. HRLife helps you choose the correct form (labor vs service contract) to avoid misclassification risk.
How are layoffs or terminations handled, and at what cost?
HRLife advises on lawful termination (grounds, 30–45 days’ notice depending on contract type, severance/job-loss allowance) to reduce the host’s dispute risk. Since the host signs the contract, the host bears the financial obligations, while HRLife ensures correct calculation and process.
Does this create a permanent-establishment (PE) tax risk for our parent company?
Since the host is the Vietnamese entity directly employing staff and bearing the cost, HR activity sits within that entity. HRLife advises on structuring to limit PE risk, but specific cross-border tax should be reviewed with your tax advisor.
Who owns the IP and the NDA/non-compete?
Because the employee contracts directly with the host, IP, confidentiality and non-compete terms are between the employee and your company → IP belongs to your company. HRLife drafts these terms to be enforceable under Vietnamese labor law.
How is employee data protected?
We comply with the Personal Data Protection Law No. 91/2025/QH15 and its guiding documents. An NDA is signed together with the service agreement; data is never shared with third parties in any form.
How does HRLife report and stay transparent with us?
You receive regular bilingual (VI–EN) payroll and compliance reports, transparent on every salary–tax–insurance item, with a CHRO point of contact responding same-day. This gives you cost control and reduced audit risk.
If we want a real office in HCMC, how does HRLife help?
HRLife advises on the right vehicle (Representative Office – no trading, liaison/promotion only; 100% foreign-owned LLC – can trade and invoice), guides the IRC + ERC procedures, sector conditions and location. Once the entity exists, HRLife runs HR–payroll–compliance for you.
When we’re big enough to run HR ourselves, how does the handover work?
This is something we pay special attention to. All records, processes and payroll history are handed over systematically. We also help recruit and onboard your in-house HR Manager to ensure continuity throughout the transition.
Do you support Japanese / Korean / Chinese?
Documents and reports are provided bilingually in Vietnamese–English. For Japanese- or Korean-speaking clients, we work through your company’s English-speaking point of contact. All legal documents come with an English version.
Are services beyond the listed PEO scope provided free of charge?
Not automatically free. To avoid any misunderstanding: any services outside the PEO scope listed on the website, in the quotation and in the Service Agreement — if the host wishes HRLife to support them — will be quoted separately on a case-by-case basis.
Start With A Free Consultation
The first consultation is non-binding — we’ll assess your specific situation and recommend the best-fit package within 24 hours.
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