We support obtaining the work permits, Temporary Residence Cards (TRC), and visas required for expatriates and locally hired foreign staff to work. We begin after explaining the required documents and expected timeframe in advance, and report on progress regularly.
Work permit requirements and how they are applied vary by province and by period, and preparing documents can take longer than expected. We follow the whole practical flow: judging whether an exemption applies, managing renewal timing, family accompaniment, and return of the permit on resignation.
We support drafting and revising work rules. As we go, we review the key points of Vietnamese labor law in Japanese — working hours, overtime, annual paid leave, and disciplinary action. Beyond having the rules in place, what matters to us is that the Japanese manager understands the basics of the law and can make daily decisions and handle staff matters on their own.
If work rules already exist, we start by checking whether their content aligns with the latest law. From there, together with other HR-related regulations such as labor contracts and pay rules, we propose not only what the law requires but also the state they should be in as internal practice.
While the organization is still small, we prepare the foundations of grading, evaluation, and compensation. Introducing a system after the headcount has grown means reworking the treatment of existing staff, which raises the barrier to getting started. Deciding the framework first brings consistency to the offers you make and the raises you approve.
We design everything from grade definitions and pay tables to the evaluation cycle. Rather than building it all out from the start, we narrow it to what your current headcount and management setup can run, and build it so you can adjust as the organization changes.
We take on HR questions on an ongoing basis: everyday labor matters, responses to legal amendments, advice on individual labor troubles, and how to communicate decisions to staff. You don’t have to work out who to ask each time, and the answers start from your own circumstances.
Matters involving pay and conditions can be hard to discuss with your own staff. Being outside the company is exactly what lets you speak to us frankly, and we keep supporting you even when expatriate staff change.
Once the paperwork is ready, the application itself takes a few weeks. In practice, though, obtaining the certifying documents from the home country (education, work history, criminal record clearance) often takes time, so you need to plan backward with a margin. We give you an estimated schedule after hearing your specific situation.
Vietnamese labor law has detailed provisions on labor contracts, working hours, disciplinary action, and more. In practice, you build on content that complies with Vietnamese law, and then adjust the parts where headquarters’ thinking can be reflected.
At a small scale, rather than building out a detailed system, it is more effective to first decide your thinking on grading, evaluation, and compensation. To prevent hiring, raise, and evaluation decisions from changing each time, we propose a framework within the scope your current headcount can operate.
Day-to-day operational consultations and partial reviews are covered within the advisory service. A full drafting or revision involves a large volume of work, so we handle it separately as the Work Rules & Internal Regulations service.
Basic information about WORKLASSIC, including our company profile and a message from our General Director.
Our two areas of support: recruitment for corporate functions and HR consulting.
How we differ from a typical recruitment agency, and where our strengths lie.
Practical information for HR work in Vietnam.
