Vietnam is set to introduce fines of up to VND30 million (US$1,140) for workplace sexual harassment under a new government decree that will also allow authorities to require offenders to publicly apologise to victims.
Decree No. 283/2026/ND-CP, issued on July 15, will take effect on September 10 and establishes administrative penalties for violations involving labour, social insurance and the employment of Vietnamese workers abroad.
Under the decree, workplace sexual harassment that does not amount to a criminal offence can result in fines ranging from VND15 million (US$570) to VND30 million. Offenders may also be ordered to issue a public apology at the victim’s residence, workplace or another location, or through mass media. This requirement can be waived if the victim submits a written request not to receive a public apology.
Vietnam’s labour regulations define workplace sexual harassment broadly as unwanted or unwelcome sexual conduct. This includes proposals, requests, threats or coercion linked to sexual relations in exchange for work-related benefits, as well as other conduct that creates an uncomfortable or unsafe working environment or affects a person’s physical or mental wellbeing, work performance or life.
Harassment can be physical, verbal or non-verbal. Physical conduct includes sexual acts, gestures and unwanted physical contact, while verbal harassment can involve sexually explicit or suggestive comments made in person, over the phone or electronically. Non-verbal conduct includes inappropriate body language and displaying or describing sexually explicit material, including through electronic channels.
The definition of the workplace also extends beyond an employee’s usual office or worksite. It covers locations where employees work under an employer’s assignment, as well as work-related venues such as training sessions, business trips and accommodation provided by employers.
Employers are required to establish and oversee measures to prevent workplace sexual harassment, educate employees about relevant legal provisions and respond promptly to complaints. They must also protect the confidentiality, dignity, reputation and safety of victims and others involved in reported cases.
Employees are expected to follow workplace prevention rules, contribute to a harassment-free environment and help prevent or report incidents. Employee representative organisations also have responsibilities covering prevention measures, awareness, training, advice and representation.
Employers with at least 10 employees are already required under Vietnam’s labour regulations to have written internal rules covering the prevention of workplace sexual harassment and procedures for handling such cases.
Employees subjected to workplace sexual harassment can unilaterally terminate their employment contracts without prior notice, while employees found responsible for harassment can face dismissal.
The new decree also introduces penalties for a range of other labour violations. Employers that retain workers’ original identity documents, diplomas or certificates, or demand money or assets as security, can face fines of up to VND25 million (US$950).
Other penalties include fines of up to VND5 million (US$190) for certain probation violations, up to VND10 million (US$380) for certain forms of employment discrimination and VND20 million (US$760) to VND40 million (US$1,520) for illegally using or sharing unpublished worker or labour market data.
Violations involving employment services and the fraudulent or illegal handling of employment-related documents and data can attract fines ranging from VND45 million (US$1,710) to VND70 million (US$2,660).