Vietnam Labour Export License List 2025: What Employers Must Know

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For European employers seeking to hire Vietnamese talent, navigating the complex regulatory landscape begins with one critical document: the official Vietnam labour export license list. This government-maintained registry serves as your first line of defense against compliance risks, ensuring you partner with legally authorized agencies. With regulations evolving in 2025, understanding how to verify, interpret, and operationalize this list is fundamental to EU hiring compliance and sustainable recruitment success. This guide provides a practical, compliance-first framework for incorporating license verification into your due diligence process. For comprehensive market intelligence, explore our detailed Vietnam labour export guide 2025

How the Vietnam Labour Export License List Works in 2025 (Scope, Validity, Audits)

For international recruiters and EU employers, consulting the Vietnam labour export license list before partnership ensures transparency and accountability. This publicly verified registry also reduces the risk of partnering with unlicensed brokers, protecting both companies and workers. In 2025, more employers are integrating this compliance step into their procurement workflows to strengthen supplier validation.

The Vietnam labour export license list is the official registry maintained by Vietnam’s Ministry of Labour, Invalids and Social Affairs (MOLISA). It functions as the authoritative record of companies legally permitted to recruit and deploy Vietnamese workers overseas. For EU employers, this list is not merely informational—it’s a vital due diligence tool that should be checked before initiating any contractual agreement.

Definition & Data Fields on the List

Understanding the specific data points on the list is crucial for accurate verification. Each licensed entity record includes:

• License Number & Status: The unique government-issued identifier and current operational status (Active, Suspended, Revoked).

• Entity Information: The company’s full legal name, tax code, and registered head office address.

• Operational Scope: Specific permitted markets (e.g., Germany, Poland, Netherlands) and authorized occupational sectors.

• Validity Period: Clear issuance and expiry dates for the labour export permit 2025.

• Sanction History: Any recorded violations or disciplinary actions, a key red flag for auditors.

Update Cycle & Revocation Triggers

The list is dynamic, with MOLISA updating it periodically to reflect administrative changes. A typical labour export permit 2025 is valid for a set term and must be renewed. Revocations or suspensions can be triggered by serious violations such as charging illegal fees to workers, submitting fraudulent documentation, or failing to meet duty-of-care obligations. Understanding the difference between “temporary suspension” (a potentially resolvable action) and “revoked” (a complete termination of rights) is essential for risk assessment. For the most current information, always refer to the official Vietnam MOLISA – Overseas Labour Department website.

Cross-Checking Tips for EU Hiring Compliance

Verification goes beyond a simple name match. EU employers must:

• Match Legal Names Precisely: Ensure the contracting entity’s name exactly matches the licensed name on the list, including any punctuation or abbreviations.

• Verify Tax Codes: Cross-reference the company’s tax code with the one listed in the registry.

• Document the Evidence: Save a dated screenshot or PDF of the agency’s current listing on the Vietnam labour export license list for your audit files.

Integrating these checks forms part of a robust legal & process framework for international hiring.

Reading the Vietnam Labour Export License List for EU Hiring Compliance (Red Flags & Evidence Pack)

Moving beyond basic verification, a proficient due diligence process involves interpreting the list with an auditor’s scrutiny. This proactive approach helps identify potential issues before they impact your supply chain or violate EU hiring compliance standards.

Red Flags to Watch

During your verification, be alert for these critical warning signs:

• Dormant or Inactive License: A license nearing expiration without a visible renewal process, or a company with a long-standing license but no recent worker deployments.

• Mismatched Operational Details: Discrepancies between the registered address on the license and the company’s marketing materials or trading name.

• History of Sanctions: Any record of fines, suspensions, or other disciplinary actions noted on the list.

• Unclear Sub-Agent Networks: A licensed agency that relies heavily on undisclosed third-party recruiters, obscuring accountability.

Evidence Pack for EU Buyers

To build a defensible audit trail, your vendor file for each Vietnam labour export company should contain:

• Current License Entry: A downloaded and timestamped copy of the agency’s entry from the official Vietnam labour export license list.

• Notarized Company Documents: Certified copies of the agency’s business registration and operational license.

• MOLISA Compliance Letters: Any official communication from MOLISA affirming the company’s good standing.

• Ethical Recruitment Policy: The agency’s documented zero-fee policy and worker grievance mechanism.

Mapping to EU Hiring Compliance

This documentation directly supports several EU hiring compliance obligations. It demonstrates supply-chain due diligence under GDPR by verifying your partners, provides evidence for ethical sourcing commitments to clients, and creates a transparent vendor management system for internal audits.

For cross-border compliance guidance, consult the European Labour Authority (ELA) employer resources.

Shortlist Smarter: From License Check to Supplier Assessment (Vietnam Labour Export Company)

A valid license is the baseline—it grants a company permission to operate, but it doesn’t guarantee operational excellence. The most successful partnerships are built with Vietnam labour export company partners who demonstrate maturity beyond mere legal compliance.

Capability Signals Beyond the License

After confirming the license, evaluate these operational indicators:

• Trade-Test Facilities & Skill Verification: Does the agency have dedicated spaces and procedures for practical skills assessment (e.g., for welders, carpenters, or chefs)?

• Structured Language & Integration Training: Look for established language pathway programs and pre-departure orientation on EU culture, work ethics, and safety protocols.

• Quality Assurance Systems: Request to see process manuals, training curricula, and quality control checklists for recruitment and deployment.

Ethical Proof Points You Can Verify

Ethical claims must be backed by verifiable evidence. Require prospective partners to demonstrate:

• Contractual Zero-Fee Policy: A clause in the worker’s contract explicitly stating no recruitment fees are charged.

• Wage Protection System: Evidence of a transparent, documented process for ensuring workers receive their full wages on time.

• Pre-Approved Housing: Photo or video evidence of accommodation that meets destination country standards, verified before departure.

Performance Benchmarks for EU Projects

Quantifiable outcomes are the ultimate measure of a reliable partner. Key metrics to request include:

• Visa Success Rate: A historical track record of visa approvals for your target EU country.

• Employee Retention: Retention rates at 90 and 180 days, indicating proper preparation and support.

• Sector-Specific References: Contactable references from other EU employers in your industry, whether you need Vietnam construction workers to Europe, Vietnam caregivers recruitment to Europe, or Vietnam hospitality staff for Europe.

As the 2025 framework tightens cross-border hiring rules, ensuring every shortlisted supplier appears on the Vietnam labour export license list has become non-negotiable. Many European employers now embed this verification into annual compliance audits, aligning recruitment documentation with ethical sourcing commitments.

Using the Vietnam Labour Export License List in Your RFP & Contract (Templates)

To fully de-risk your procurement process, integrate license verification directly into your Request for Proposal (RFP) and contractual agreements. This formalizes compliance as a non-negotiable requirement from the outset.

RFP Clauses to Insert

Your RFP documents should explicitly state:

• “Bidder must hold a current, active listing on the official Vietnam labour export license list at the time of proposal submission.”

• “Bidder must formally agree to notify the client within 24 hours of any change to their license status.”

• “The client reserves the right to audit the bidder’s recruitment processes and any sub-agents used in the supply chain.”

Contract Attachments & KPIs

Your final contract should be fortified with:

• License Snapshot: Attach the most recent verification from the Vietnam labour export license list as a contract schedule.

• Performance KPIs: Define and agree upon key performance indicators, including visa approval rates (>90%), 90-day retention (>85%), and training completion rates (100%).

• Escalation Paths: Clearly outline the communication and resolution process for any compliance or performance issues.

Renewal & Monitoring Cadence

Compliance is an ongoing process. Establish a clear protocol:

• Quarterly Audits: Assign an internal owner to re-verify each partner’s status on the Vietnam labour export license list every quarter.

• Change Log: Maintain a dedicated log to record all license checks and status updates, creating a clear audit trail.

• Integration with Deployment: This monitoring cadence dovetails with the broader 30–60 day deployment roadmap for active projects. 

Hop Luc Global JSC: A Licensed Vietnam Labour Export Company for EU Employers

Hop Luc Global JSC exemplifies how a leading Vietnam labour export company operationalizes the highest standards of license compliance and ethical practice, providing a model for EU employers to evaluate all potential partners as a licensed Vietnam foreign labour agency.

License & Governance Snapshot

Our compliance foundation includes:

• Valid MOLISA License: A current, active listing on the Vietnam labour export license list with a clear scope covering key EU markets.

• Comprehensive Document Packs: Readily available, organized documentation for client audits, including license copies, insurance certificates, and training records.

• Mock-Audit Readiness: Our internal processes are regularly stress-tested through simulated client and third-party audits to ensure seamless real-world compliance.

Ethics & Worker Welfare

Our commitment to ethical recruitment is demonstrated through:

• Zero-Fee Policy: Contractually guaranteed no-fee recruitment for all workers, eliminating debt-based vulnerability.

• Verified Housing Standards: Pre-departure accommodation inspection and certification against EU living standards.

• Multilingual Grievance Channels: 24/7, accessible reporting lines for workers in their native language, ensuring issues are heard and addressed promptly.

Data & Reporting for EU Compliance

We transform workforce management into a transparent, data-driven function with:

• Weekly KPI Dashboards: Real-time visibility into attendance, productivity, and quality metrics.

• Incident Tracking & Resolution Logs: Documented proof of proactive issue management.

• GDPR-Aligned Data Processing: Ensured compliance with European data protection regulations for all candidate and employee information.

See official guidance on data processing by visiting the EU GDPR resources.

For a deeper dive into our standards, you can review our full governance & compliance checklist.

Action Toolkit 2025: 10-Step Compliance Workflow Using the Vietnam Labour Export License List

Transforming insight into action requires a structured, repeatable process. The following license-led intake framework ensures compliance is embedded at every stage of your engagement with a Vietnam labour export company.

10-Step Intake (License-First)

1. Role Briefing: Define detailed job descriptions, qualifications, and EU-specific requirements.

2. License Verification: Confirm the partner’s active status on the official Vietnam labour export license list.

3. Documentation Request: Collect notarized company documents and compliance certificates.

4. Capability Site Audit: Conduct a virtual or in-person audit of training facilities and processes.

5. Contract Finalization: Execute a contract with embedded compliance clauses and KPIs.

6. Candidate Screening & Selection: Review pre-vetted, trade-tested candidate profiles.

7. Pre-Departure Training: Verify completion of language, culture, and EU H&S training.

8. Visa & Logistical Coordination: Monitor the visa application process and travel arrangements.

9. On-Site Induction: Ensure a structured first-week onboarding at your location.

10. Performance Monitoring: Track against agreed KPIs from day one.

Risk Register & Mitigations

Proactively plan for potential disruptions:

• Risk: License status change mid-project.

• Mitigation: Contractual clause for immediate notification and a contingency plan to transition workers to a new licensed provider if necessary.

• Risk: Unexpected visa delays.

• Mitigation: Maintain a buffer candidate pool and establish direct communication channels with immigration consultants.

Book a Compliance Walkthrough

Using the Vietnam labour export license list as your reference point helps streamline vendor approval, minimize legal risks, and maintain audit-readiness throughout the recruitment cycle. Whether for large-scale construction staffing or specialized healthcare projects, this compliance step is a simple yet powerful assurance of legitimacy and worker protection.

 

FAQs about the Vietnam Labour Export License List

How often is the list updated? MOLISA updates entries periodically and after any status change. Always capture a timestamped copy for your audit file.

Is a valid license enough to contract? No. Use the Vietnam labour export license list as a baseline, then assess capability, ethics, and performance metrics.

What if a partner is suspended mid-project? Include a clause for immediate notification and a transition plan to a licensed backup provider.

 

Ready to hire compliantly from Vietnam? Use this Vietnam labour export license list checklist to vet suppliers, then book a 20-minute compliance walkthrough with Hop Luc Global JSC. Our team shares templates, monitoring cadences, and audit-ready documentation tailored to EU hiring. Contact us via:

• Hotline: +84 983 688 060

• Email: contact@hoplucglobal.com

• WhatsApp: +84 983 688 060

For a strategic overview of the entire market and process, revisit the comprehensive Vietnam labour export guide 2025.