{"id":36021,"date":"2026-06-19T05:55:22","date_gmt":"2026-06-18T22:55:22","guid":{"rendered":"https:\/\/sunbytes.io\/wp\/blog\/uncategorized\/britse-werkgever-van-record\/"},"modified":"2026-09-15T09:07:24","modified_gmt":"2026-09-15T09:07:24","slug":"britse-werkgever-van-record","status":"publish","type":"post","link":"https:\/\/sunbytes.io\/nl\/blog\/personeelszaken\/britse-werkgever-van-record\/","title":{"rendered":"De offici\u00eble werkgever in Vietnam voor Britse bedrijven"},"content":{"rendered":"\n<p class=\"eplus-wrapper wp-block-paragraph\">If your company is in the UK but your employee will work in Vietnam, the employment setup has to work under Vietnam payroll, Vietnam employment contracts, personal income tax, compulsory insurance, and work permit rules where relevant. The UK side still matters. Your finance and legal teams still need to review HMRC exposure, UK GDPR transfer safeguards, and internal approval before the offer is signed.<\/p>\n\n<p class=\"eplus-wrapper wp-block-paragraph\">An Employer of Record, or EOR, is the legal employer in the country where the employee is hired. For a UK company hiring in Vietnam, that usually means a Vietnam EOR that understands UK parent-company concerns.<\/p>\n\n<p class=\"eplus-wrapper wp-block-paragraph\">For a broader Vietnam hiring model, use <a href=\"https:\/\/sunbytes.io\/blog\/human-resource\/employer-of-record-in-vietnam\/\" target=\"_blank\" rel=\"noreferrer noopener\">EOR in Vietnam complete guide<\/a>.<\/p>\n\n<h2 class=\" wp-block-heading eplus-wrapper\">TL;DR<\/h2>\n\n<p class=\"eplus-wrapper wp-block-paragraph\">A UK company hiring someone in Vietnam usually needs a Vietnam Employer of Record, not a UK EOR for a UK-based employee. The UK company still directs the work, while the Vietnam EOR acts as the local legal employer and handles the employment setup in Vietnam.<\/p>\n\n<p class=\"eplus-wrapper wp-block-paragraph\">Three points to know before hiring:<\/p>\n\n<ul class=\"eplus-wrapper wp-block-list\">\n<li class=\" eplus-wrapper\"><strong>The employment setup follows the employee\u2019s location.<\/strong> If the employee works in Vietnam, the setup needs to cover Vietnam employment contracts, payroll, PIT withholding, compulsory insurance, and work permit review where relevant.<\/li>\n\n\n\n<li class=\" eplus-wrapper\"><strong>UK responsibilities do not disappear.<\/strong> Your UK team should still review HMRC\/PAYE exposure, UK GDPR transfer safeguards, data-processing responsibilities, and internal finance approval before the offer is signed.<\/li>\n\n\n\n<li class=\" eplus-wrapper\"><strong>EOR is useful before entity setup.<\/strong> A Vietnam EOR can support first hires, market testing, and contractor-to-employee conversion, often with onboarding in 2\u20134 weeks once documents are ready. Entity setup becomes more relevant when the Vietnam team grows or starts carrying stronger local commercial activity.<\/li>\n<\/ul>\n\n<p class=\"eplus-wrapper wp-block-paragraph\"><strong>Best fit when:<\/strong> your UK company wants to hire its first 1\u201310 employees in Vietnam before opening a local entity.<\/p>\n\n<p class=\"eplus-wrapper wp-block-paragraph\"><strong>Watch out for:<\/strong> treating EOR as a replacement for UK tax, legal, immigration, or data-transfer review.<\/p>\n\n<h2 class=\" wp-block-heading eplus-wrapper\">How a UK employer of record setup works for Vietnam hiring<\/h2>\n\n<p class=\"eplus-wrapper wp-block-paragraph\">A UK employer of record setup for Vietnam hiring works by separating the UK parent-company role from the Vietnam employment role. Your UK company directs the employee\u2019s work. The Vietnam EOR acts as the local legal employer and handles the employment administration in Vietnam.<\/p>\n\n<p class=\"eplus-wrapper wp-block-paragraph\">Your UK team may own the job description, manager relationship, performance expectations, tools, and commercial priorities. The Vietnam EOR should handle the local employment contract, Vietnam payroll, payslip process, personal income tax withholding, compulsory insurance registration, onboarding documents, and compliant offboarding.<\/p>\n\n<p class=\"eplus-wrapper wp-block-paragraph\">The <a href=\"https:\/\/vbpl.vn\/TW\/Pages\/vbpqen-toanvan.aspx?ItemID=11135\" target=\"_blank\" rel=\"noreferrer noopener\">Vietnam Labour Code<\/a> defines a labour contract as an agreement covering paid work, wage, working conditions, and the rights and obligations of each party. It also states that an agreement with paid work, wage, and management, administration, or supervision may be treated as a labour contract even if the parties call it something else.<\/p>\n\n<p class=\"eplus-wrapper wp-block-paragraph\">For UK companies, the practical lesson is not to decide the hiring model by contract title alone. Decide it by the worker\u2019s location, reporting line, work pattern, and the actual employment relationship.<\/p>\n\n<h2 class=\" wp-block-heading eplus-wrapper\">Why UK companies use a Vietnam EOR before entity setup<\/h2>\n\n<figure class=\" wp-block-image size-large eplus-wrapper\"><img decoding=\"async\" width=\"1024\" height=\"576\" src=\"https:\/\/sunbytes.io\/wp-content\/uploads\/2026\/06\/vietnam-eor-before-entity-setup-2-1024x576.webp\" alt=\"\" class=\"wp-image-36040\" srcset=\"https:\/\/sunbytes.io\/wp-content\/uploads\/2026\/06\/vietnam-eor-before-entity-setup-2-1024x576.webp 1024w, https:\/\/sunbytes.io\/wp-content\/uploads\/2026\/06\/vietnam-eor-before-entity-setup-2-300x169.webp 300w, https:\/\/sunbytes.io\/wp-content\/uploads\/2026\/06\/vietnam-eor-before-entity-setup-2-768x432.webp 768w, https:\/\/sunbytes.io\/wp-content\/uploads\/2026\/06\/vietnam-eor-before-entity-setup-2-1536x864.webp 1536w, https:\/\/sunbytes.io\/wp-content\/uploads\/2026\/06\/vietnam-eor-before-entity-setup-2.webp 1600w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n<p class=\"eplus-wrapper wp-block-paragraph\">UK companies use a Vietnam EOR before entity setup when the employee start date is closer than the entity setup timeline. EOR is usually the better first step when you need a compliant employment route in 2\u20134 weeks and your Vietnam entity is not ready.<\/p>\n\n<p class=\"eplus-wrapper wp-block-paragraph\">This often happens with the first country manager, first support hire, first developer in Vietnam, or a contractor who should now be employed properly.<\/p>\n\n<p class=\"eplus-wrapper wp-block-paragraph\">Your team may already know the person they want to hire. The blocker is not sourcing. The blocker is the employment route: who signs the contract, who pays salary, who withholds PIT, who registers compulsory insurance, and who keeps the employee file ready for inspection.<\/p>\n\n<p class=\"eplus-wrapper wp-block-paragraph\">EOR is not always the final structure. It is a controlled starting point.<\/p>\n\n<p class=\"eplus-wrapper wp-block-paragraph\">Entity setup should be reviewed when your Vietnam activity becomes long-term, your headcount grows, your company needs local invoicing, or the employee starts creating a stronger commercial presence in Vietnam. At that point, the question changes from \u201chow do we hire safely now?\u201d to \u201cwhen does a local entity become the better operating model?\u201d<\/p>\n\n<h2 class=\" wp-block-heading eplus-wrapper\">EOR vs Vietnam entity setup for UK companies<\/h2>\n\n<p class=\"eplus-wrapper wp-block-paragraph\">EOR and entity setup solve different stages of Vietnam hiring. While EOR supports the first hire or early team before your company commits to local incorporation, entity setup gives more direct control, but it takes more time, budget, and local administration.<\/p>\n\n<p class=\"eplus-wrapper wp-block-paragraph\">If your first Vietnam employee is meant to start next month, EOR is usually the practical route to review first. If your company plans a permanent Vietnam operation with local contracts, revenue activity, and a larger team, entity setup should enter the plan.<\/p>\n\n<p class=\"eplus-wrapper wp-block-paragraph\">For deeper country-level context, see the <a href=\"https:\/\/sunbytes.io\/blog\/human-resource\/employer-of-record-in-vietnam\/\" target=\"_blank\" rel=\"noreferrer noopener\">EOR in Vietnam complete guide<\/a>.<\/p>\n\n<figure class=\"is-style-stripes eplus-wrapper wp-block-table\"><table><thead><tr><th>Criteria<\/th><th>Vietnam EOR<\/th><th>Vietnam entity setup<\/th><th>What this means for a UK company<\/th><\/tr><\/thead><tbody><tr><td>Setup time<\/td><td>Often 2\u20134 weeks once documents are ready<\/td><td>Often measured in months<\/td><td>EOR helps when your employee start date is fixed<\/td><\/tr><tr><td>Legal employer<\/td><td>Vietnam EOR<\/td><td>Your Vietnam entity<\/td><td>EOR keeps local employment ownership with the provider<\/td><\/tr><tr><td>Payroll owner<\/td><td>Vietnam EOR runs local payroll<\/td><td>Your entity or local payroll provider<\/td><td>Finance needs a clear payroll handoff<\/td><\/tr><tr><td>Employment compliance<\/td><td>EOR handles local employment administration<\/td><td>Your entity owns compliance directly<\/td><td>EOR reduces the first-hire admin load<\/td><\/tr><tr><td>Work direction<\/td><td>UK company directs day-to-day work<\/td><td>UK or Vietnam management directs work<\/td><td>The UK company still controls performance<\/td><\/tr><tr><td>Data handling<\/td><td>Shared between UK company and EOR under DPA\/data flow<\/td><td>Controlled through your own entity and vendors<\/td><td>UK GDPR review still matters<\/td><\/tr><tr><td>Best fit<\/td><td>First hires, market testing, contractor conversion, early remote roles<\/td><td>Larger long-term team, local commercial activity, local contracts<\/td><td>Use EOR first when speed and compliance structure matter<\/td><\/tr><tr><td>Legal review trigger<\/td><td>Tax presence, permanent establishment, regulated activity, immigration, data transfer<\/td><td>Incorporation, licensing, tax, employment law, accounting<\/td><td>Legal review should happen before the model becomes hard to change<\/td><\/tr><\/tbody><\/table><figcaption class=\"wp-element-caption\">EOR vs Vietnam entity setup for UK companies.<\/figcaption><\/figure>\n\n<h2 class=\" wp-block-heading eplus-wrapper\">HMRC boundary: what stays in the UK and what moves to Vietnam payroll<\/h2>\n\n<p class=\"eplus-wrapper wp-block-paragraph\">A Vietnam EOR may handle Vietnam payroll, but it does not remove the need for UK tax review. HMRC, PAYE, National Insurance, residence, and globally mobile employee questions should be checked by a qualified UK advisor before the offer is final.<\/p>\n\n<p class=\"eplus-wrapper wp-block-paragraph\">The practical boundary looks like this.<\/p>\n\n<p class=\"eplus-wrapper wp-block-paragraph\">Vietnam payroll usually covers salary payment under the Vietnam employment setup, local payroll documentation, PIT withholding, and compulsory insurance registration where applicable. UK-side review usually covers whether UK PAYE or National Insurance issues remain, whether the employee has any UK workdays, whether a <a href=\"https:\/\/www.gov.uk\/government\/publications\/globally-mobile-employees\/globally-mobile-employees-and-paye\" target=\"_blank\" rel=\"noreferrer noopener\">globally mobile employee<\/a> rule applies, and how the cost is booked internally.<\/p>\n\n<p class=\"eplus-wrapper wp-block-paragraph\">A Vietnam EOR setup does not replace UK tax advice. UK companies should confirm PAYE, National Insurance, tax residence, and globally mobile employee treatment with a qualified UK advisor before relying on any payroll structure.<\/p>\n\n<h2 class=\" wp-block-heading eplus-wrapper\">Vietnam employment compliance: contracts, PIT, compulsory insurance, and work permits<\/h2>\n\n<p class=\"eplus-wrapper wp-block-paragraph\">Vietnam employment compliance is not only payroll. Before day one, the setup should cover the labour contract, employee classification, PIT withholding, compulsory insurance registration, and work permit review where relevant.<\/p>\n\n<p class=\"eplus-wrapper wp-block-paragraph\">This is where remote hiring can become messy.<\/p>\n\n<p class=\"eplus-wrapper wp-block-paragraph\">Your UK manager may see the person as a remote team member. A Vietnam labour inspector may look at the actual working arrangement: paid work, wage, management, administration, and supervision. If those conditions are present, the contract label may not protect the company.<\/p>\n\n<p class=\"eplus-wrapper wp-block-paragraph\">For payroll, the EOR should confirm the payroll cycle, gross salary, allowances, PIT withholding, compulsory insurance treatment, payslip process, bank details, and employee file before the first salary run. <a href=\"https:\/\/vss.gov.vn\/english\/question\/Pages\/default.aspx?ItemID=1828\" target=\"_blank\" rel=\"noreferrer noopener\">Vietnam Social Security<\/a> publishes guidance on social insurance for foreign workers and related contribution components.<\/p>\n\n<p class=\"eplus-wrapper wp-block-paragraph\">Vietnam PIT should also be reviewed against current tax rules and the employee\u2019s tax residence status. The <a href=\"https:\/\/en.baochinhphu.vn\/law-on-personal-income-tax-approved-111251210112819468.htm\" target=\"_blank\" rel=\"noreferrer noopener\">Vietnam Government Portal<\/a> has reported that the revised Personal Income Tax Law is scheduled to take effect from 1 July 2026, so editors should verify the applicable law before publishing.<\/p>\n\n<p class=\"eplus-wrapper wp-block-paragraph\">Work permits need a separate check. A Vietnamese national working in Vietnam does not need a work permit. A foreign national working in Vietnam may need a work permit or exemption review depending on nationality, role, location, contract structure, and assignment details. <a href=\"https:\/\/vss.gov.vn\/english\/news\/Pages\/external-information.aspx?CateID=184&amp;ItemID=12719\" target=\"_blank\" rel=\"noreferrer noopener\">Vietnam Social Security<\/a> has reported that Decree No. 219\/2025\/ND-CP covers work permit issuance for foreign workers in Vietnam.<\/p>\n\n<p class=\"eplus-wrapper wp-block-paragraph\">For deeper employment compliance detail, read <a href=\"https:\/\/sunbytes.io\/blog\/human-resource\/employer-of-record-compliance-vietnam\/\" target=\"_blank\" rel=\"noreferrer noopener\">EOR compliance in Vietnam<\/a>.<\/p>\n\n<p class=\"eplus-wrapper wp-block-paragraph\">Contract type, worker classification, PIT treatment, compulsory insurance registration, and work permit status should be reviewed against the actual worker profile. Do not treat every Vietnam hire as having the same compliance treatment.<\/p>\n\n<h2 class=\" wp-block-heading eplus-wrapper\">UK GDPR and Vietnam employee data protection<\/h2>\n\n<p class=\"eplus-wrapper wp-block-paragraph\">UK GDPR can still apply when a UK company sends employee or candidate data to Vietnam. If your UK company shares personal data with a Vietnam EOR, the setup should include data-flow mapping, a DPA review, and transfer safeguards where required.<\/p>\n\n<p class=\"eplus-wrapper wp-block-paragraph\">Employee data is not limited to a name and email address. A Vietnam EOR setup may involve passport or ID details, home address, salary, bank details, tax information, insurance data, signed contracts, emergency contacts, and onboarding documents.<\/p>\n\n<p class=\"eplus-wrapper wp-block-paragraph\">The ICO explains that a restricted transfer can happen when personal information is sent or made accessible to a separate organisation outside the UK, and that every restricted transfer must be covered by a <a href=\"https:\/\/ico.org.uk\/for-organisations\/uk-gdpr-guidance-and-resources\/international-transfers\/a-brief-guide-to-international-transfers\/\" target=\"_blank\" rel=\"noreferrer noopener\">permitted transfer mechanism<\/a>.<\/p>\n\n<p class=\"eplus-wrapper wp-block-paragraph\">The <a href=\"https:\/\/ico.org.uk\/for-organisations\/uk-gdpr-guidance-and-resources\/international-transfers\/a-brief-guide-to-international-transfers\/\" target=\"_blank\" rel=\"noreferrer noopener\">ICO<\/a> also identifies the <a href=\"https:\/\/ico.org.uk\/for-organisations\/uk-gdpr-guidance-and-resources\/international-transfers\/appropriate-safeguards\/what-are-standard-data-protection-clauses-the-uk-idta-and-the-addendum\/\" target=\"_blank\" rel=\"noreferrer noopener\">International Data Transfer Agreement<\/a> and the UK Addendum as standard data protection clauses that can be used as safeguards for restricted transfers under the UK GDPR, subject to the required checks.<\/p>\n\n<p class=\"eplus-wrapper wp-block-paragraph\">For a related country-guide comparison, see <a href=\"https:\/\/sunbytes.io\/blog\/human-resource\/vietnam-employer-of-record-for-dutch-businesses\/\" target=\"_blank\" rel=\"noreferrer noopener\">EOR Vietnam for Dutch companies<\/a>.<\/p>\n\n<p class=\"eplus-wrapper wp-block-paragraph\">Before sending employee data from the UK to Vietnam, confirm the transfer mechanism, DPA structure, data-retention rules, access control, and controller\/processor roles. The right setup depends on the data flow and each party\u2019s responsibility.<\/p>\n\n<h2 class=\" wp-block-heading eplus-wrapper\">How to choose a Vietnam EOR provider from the UK<\/h2>\n\n<figure class=\" wp-block-image size-full eplus-wrapper\"><img decoding=\"async\" width=\"1000\" height=\"562\" src=\"https:\/\/sunbytes.io\/wp-content\/uploads\/2026\/06\/vietnam-eor-provider-proof-check-2.webp\" alt=\"\" class=\"wp-image-36042\" srcset=\"https:\/\/sunbytes.io\/wp-content\/uploads\/2026\/06\/vietnam-eor-provider-proof-check-2.webp 1000w, https:\/\/sunbytes.io\/wp-content\/uploads\/2026\/06\/vietnam-eor-provider-proof-check-2-300x169.webp 300w, https:\/\/sunbytes.io\/wp-content\/uploads\/2026\/06\/vietnam-eor-provider-proof-check-2-768x432.webp 768w\" sizes=\"(max-width: 1000px) 100vw, 1000px\" \/><\/figure>\n\n<p class=\"eplus-wrapper wp-block-paragraph\">A UK company should choose a Vietnam EOR provider by checking proof, not promises. The provider should be able to show how onboarding, payroll, data protection, employee files, and offboarding work before the employee starts.<\/p>\n\n<p class=\"eplus-wrapper wp-block-paragraph\">Your first check is local employment capacity as<\/p>\n\n<ul class=\"eplus-wrapper wp-block-list\">\n<li class=\" eplus-wrapper\">Can the provider legally employ in Vietnam? <\/li>\n\n\n\n<li class=\" eplus-wrapper\">Can it issue the right contract? <\/li>\n\n\n\n<li class=\" eplus-wrapper\">Can it explain PIT, compulsory insurance, and work permit review without giving vague answers?<\/li>\n<\/ul>\n\n<p class=\"eplus-wrapper wp-block-paragraph\">Your second check is service rhythm. Make sure your payroll cut-off does not depend on last-minute email chasing across time zones.our payroll cut-off should not depend on last-minute email chasing across time zones. Ask for the payroll calendar, document deadline, named account owner, escalation path, and evidence of how the first payroll run is checked.<\/p>\n\n<p class=\"eplus-wrapper wp-block-paragraph\">Your third check is data handling. Ask for the DPA, transfer mechanism, retention policy, access control process, breach notification route, and audit trail.<\/p>\n\n<p class=\"eplus-wrapper wp-block-paragraph\">Use this provider scorecard before signing:<\/p>\n\n<figure class=\"is-style-stripes eplus-wrapper wp-block-table\"><table><thead><tr><th>Provider check<\/th><th>What to ask<\/th><\/tr><\/thead><tbody><tr><td>Local employment setup<\/td><td>Who is the legal employer in Vietnam?<\/td><\/tr><tr><td>Contract process<\/td><td>What documents are needed before day one?<\/td><\/tr><tr><td>Payroll cycle<\/td><td>What is the payroll cut-off and approval flow?<\/td><\/tr><tr><td>PIT and insurance<\/td><td>How are PIT and compulsory insurance handled?<\/td><\/tr><tr><td>Work permit review<\/td><td>How is foreign worker status checked?<\/td><\/tr><tr><td>UK GDPR and DPA<\/td><td>What transfer mechanism and DPA are used?<\/td><\/tr><tr><td>Onboarding timeline<\/td><td>Can onboarding be completed in 2\u20134 weeks once documents are ready?<\/td><\/tr><tr><td>Payroll SLA<\/td><td>How is on-time payroll evidenced?<\/td><\/tr><tr><td>Offboarding SLA<\/td><td>What happens within the first 24 hours of an exit request?<\/td><\/tr><tr><td>Account ownership<\/td><td>Who owns the UK\/Vietnam handoff?<\/td><\/tr><\/tbody><\/table><\/figure>\n\n<p class=\"eplus-wrapper wp-block-paragraph\">For a deeper provider evaluation framework, read <a href=\"https:\/\/sunbytes.io\/blog\/human-resource\/right-employer-of-record-service\/\" target=\"_blank\" rel=\"noreferrer noopener\">how to choose the right EOR service<\/a>.<\/p>\n\n<div class=\"eplus-wrapper wp-block-group has-background is-layout-flow wp-block-group-is-layout-flow\" style=\"border-left-color:#2222be;border-left-width:4px;background-color:#f0f2ff;padding-top:12px;padding-right:16px;padding-bottom:12px;padding-left:16px\">\n<p class=\"eplus-wrapper wp-block-paragraph\">Before you hire the first Vietnam employee from the UK, separate the UK parent-company questions from the Vietnam employment tasks. Sunbytes can map the EOR route, payroll flow, and onboarding steps before you make the offer.<\/p>\n\n\n\n<p class=\"eplus-wrapper wp-block-paragraph\"><a href=\"https:\/\/sunbytes.io\/human-resource-services\/employer-of-record-service\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Talk to Sunbytes about your Vietnam EOR setup through the Sunbytes EOR service \u2192<\/strong><\/a><\/p>\n<\/div>\n\n<h2 class=\" wp-block-heading eplus-wrapper\">How Sunbytes supports UK companies hiring in Vietnam<\/h2>\n\n<p class=\"eplus-wrapper wp-block-paragraph\">UK companies need a Vietnam employment setup that does not blur payroll, data, and compliance ownership. Sunbytes supports Vietnam EOR hiring with local operations, clear handoff, and service proof from onboarding to offboarding.<\/p>\n\n<p class=\"eplus-wrapper wp-block-paragraph\">Your UK finance lead needs clean payroll ownership. HR manager needs documents ready before the start date. And your employee needs a compliant employment route in Vietnam, not a confusing back-and-forth between UK payroll and local requirements.<\/p>\n\n<p class=\"eplus-wrapper wp-block-paragraph\">Sunbytes supports EOR onboarding in 2\u20134 weeks once documents are ready, payroll coordination for on-time salary runs, and offboarding actions within 24 hours when required. The setup is built for UK parent-company concerns: HMRC boundary review, UK GDPR data-transfer checks, Vietnam payroll, and local employment compliance.<\/p>\n\n<p class=\"eplus-wrapper wp-block-paragraph\">For wider market comparison, explore the <a href=\"https:\/\/sunbytes.io\/blog\/human-resource\/best-employer-of-record-services\/\" target=\"_blank\" rel=\"noreferrer noopener\">best Employer of Record services<\/a>.<\/p>\n\n<div class=\"wp-block-buttons eplus-wrapper is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-4927ffd3 wp-block-buttons-is-layout-flex\">\n<div class=\" wp-block-button eplus-wrapper\"><a class=\"wp-block-button__link has-black-color has-luminous-vivid-amber-background-color has-text-color has-background has-text-align-center wp-element-button\" href=\"https:\/\/sunbytes.io\/human-resource-services\/employer-of-record-service\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Talk to Sunbytes about your Vietnam EOR setup<\/strong><\/a><\/div>\n<\/div>\n\n<div style=\"height:40px\" aria-hidden=\"true\" class=\" wp-block-spacer eplus-wrapper\"><\/div>\n\n<h2 class=\"wp-block-heading\">FAQs<\/h2>\n<section class=\"faq-section faq-section--full alignfull wp-block-sb-block-faq-section is-layout-flow wp-block-sb-block-faq-section-is-layout-flow\">\n            \n        <div class=\"faq-section__items\">\n            <div class=\"faq-item wp-block-sb-block-faq-item\" data-faq-item=\"true\">\n        <h3 class=\"faq-item__question\">\n        <button\n            class=\"faq-item__trigger\"\n            type=\"button\"\n            id=\"faq-trigger-15\"\n            aria-expanded=\"false\"\n            aria-controls=\"faq-panel-16\"\n        >\n            <span class=\"faq-item__question-text\">Can a UK company hire in Vietnam without a local entity?<\/span>\n            <svg\n                class=\"faq-item__icon\"\n                width=\"20\"\n                height=\"20\"\n                viewBox=\"0 0 20 20\"\n                aria-hidden=\"true\"\n                focusable=\"false\"\n                xmlns=\"http:\/\/www.w3.org\/2000\/svg\"\n            >\n                <path\n                    d=\"M5 7.5L10 12.5L15 7.5\"\n                    stroke=\"currentColor\"\n                    stroke-width=\"1.75\"\n                    stroke-linecap=\"round\"\n                    stroke-linejoin=\"round\"\n                    fill=\"none\"\n                \/>\n            <\/svg>\n        <\/button>\n    <\/h3>\n    <div\n        id=\"faq-panel-16\"\n        class=\"faq-item__panel\"\n        role=\"region\"\n        aria-labelledby=\"faq-trigger-15\"\n        hidden\n    >\n        <div class=\"faq-item__answer\">\n            Yes, a UK company can often hire in Vietnam without opening a local entity by using a Vietnam Employer of Record. The EOR becomes the local legal employer and handles employment administration in Vietnam. The UK company should still review tax, data, and commercial presence risks before making the offer.        <\/div>\n    <\/div>\n<\/div>\n<div class=\"faq-item wp-block-sb-block-faq-item\" data-faq-item=\"true\">\n        <h3 class=\"faq-item__question\">\n        <button\n            class=\"faq-item__trigger\"\n            type=\"button\"\n            id=\"faq-trigger-17\"\n            aria-expanded=\"false\"\n            aria-controls=\"faq-panel-18\"\n        >\n            <span class=\"faq-item__question-text\">Does a Vietnam EOR handle UK payroll or Vietnam payroll?<\/span>\n            <svg\n                class=\"faq-item__icon\"\n                width=\"20\"\n                height=\"20\"\n                viewBox=\"0 0 20 20\"\n                aria-hidden=\"true\"\n                focusable=\"false\"\n                xmlns=\"http:\/\/www.w3.org\/2000\/svg\"\n            >\n                <path\n                    d=\"M5 7.5L10 12.5L15 7.5\"\n                    stroke=\"currentColor\"\n                    stroke-width=\"1.75\"\n                    stroke-linecap=\"round\"\n                    stroke-linejoin=\"round\"\n                    fill=\"none\"\n                \/>\n            <\/svg>\n        <\/button>\n    <\/h3>\n    <div\n        id=\"faq-panel-18\"\n        class=\"faq-item__panel\"\n        role=\"region\"\n        aria-labelledby=\"faq-trigger-17\"\n        hidden\n    >\n        <div class=\"faq-item__answer\">\n            A Vietnam EOR usually handles Vietnam payroll for the Vietnam-based employee. UK payroll, PAYE, National Insurance, and globally mobile employee questions should be reviewed separately with a qualified UK advisor. Do not assume Vietnam payroll removes every UK-side reporting question.        <\/div>\n    <\/div>\n<\/div>\n<div class=\"faq-item wp-block-sb-block-faq-item\" data-faq-item=\"true\">\n        <h3 class=\"faq-item__question\">\n        <button\n            class=\"faq-item__trigger\"\n            type=\"button\"\n            id=\"faq-trigger-19\"\n            aria-expanded=\"false\"\n            aria-controls=\"faq-panel-20\"\n        >\n            <span class=\"faq-item__question-text\">Does UK GDPR apply to employee data sent to Vietnam?<\/span>\n            <svg\n                class=\"faq-item__icon\"\n                width=\"20\"\n                height=\"20\"\n                viewBox=\"0 0 20 20\"\n                aria-hidden=\"true\"\n                focusable=\"false\"\n                xmlns=\"http:\/\/www.w3.org\/2000\/svg\"\n            >\n                <path\n                    d=\"M5 7.5L10 12.5L15 7.5\"\n                    stroke=\"currentColor\"\n                    stroke-width=\"1.75\"\n                    stroke-linecap=\"round\"\n                    stroke-linejoin=\"round\"\n                    fill=\"none\"\n                \/>\n            <\/svg>\n        <\/button>\n    <\/h3>\n    <div\n        id=\"faq-panel-20\"\n        class=\"faq-item__panel\"\n        role=\"region\"\n        aria-labelledby=\"faq-trigger-19\"\n        hidden\n    >\n        <div class=\"faq-item__answer\">\n            UK GDPR may apply if a UK company sends or makes employee data accessible to a separate organisation in Vietnam. The UK company should map the data flow, confirm whether the transfer is restricted, and use the right transfer mechanism where required. A DPA should be reviewed before onboarding.        <\/div>\n    <\/div>\n<\/div>\n<div class=\"faq-item wp-block-sb-block-faq-item\" data-faq-item=\"true\">\n        <h3 class=\"faq-item__question\">\n        <button\n            class=\"faq-item__trigger\"\n            type=\"button\"\n            id=\"faq-trigger-21\"\n            aria-expanded=\"false\"\n            aria-controls=\"faq-panel-22\"\n        >\n            <span class=\"faq-item__question-text\">How long does EOR onboarding take for a UK company?<\/span>\n            <svg\n                class=\"faq-item__icon\"\n                width=\"20\"\n                height=\"20\"\n                viewBox=\"0 0 20 20\"\n                aria-hidden=\"true\"\n                focusable=\"false\"\n                xmlns=\"http:\/\/www.w3.org\/2000\/svg\"\n            >\n                <path\n                    d=\"M5 7.5L10 12.5L15 7.5\"\n                    stroke=\"currentColor\"\n                    stroke-width=\"1.75\"\n                    stroke-linecap=\"round\"\n                    stroke-linejoin=\"round\"\n                    fill=\"none\"\n                \/>\n            <\/svg>\n        <\/button>\n    <\/h3>\n    <div\n        id=\"faq-panel-22\"\n        class=\"faq-item__panel\"\n        role=\"region\"\n        aria-labelledby=\"faq-trigger-21\"\n        hidden\n    >\n        <div class=\"faq-item__answer\">\n            EOR onboarding for a UK company hiring in Vietnam can often take 2\u20134 weeks once the required documents are ready. The timeline depends on contract details, employee documents, payroll cut-off, work permit review where relevant, and DPA approval. Delays usually happen when salary structure, employee file, or data-transfer approval is not ready.        <\/div>\n    <\/div>\n<\/div>\n<div class=\"faq-item wp-block-sb-block-faq-item\" data-faq-item=\"true\">\n        <h3 class=\"faq-item__question\">\n        <button\n            class=\"faq-item__trigger\"\n            type=\"button\"\n            id=\"faq-trigger-23\"\n            aria-expanded=\"false\"\n            aria-controls=\"faq-panel-24\"\n        >\n            <span class=\"faq-item__question-text\">When should a UK company move from EOR to a Vietnam entity?<\/span>\n            <svg\n                class=\"faq-item__icon\"\n                width=\"20\"\n                height=\"20\"\n                viewBox=\"0 0 20 20\"\n                aria-hidden=\"true\"\n                focusable=\"false\"\n                xmlns=\"http:\/\/www.w3.org\/2000\/svg\"\n            >\n                <path\n                    d=\"M5 7.5L10 12.5L15 7.5\"\n                    stroke=\"currentColor\"\n                    stroke-width=\"1.75\"\n                    stroke-linecap=\"round\"\n                    stroke-linejoin=\"round\"\n                    fill=\"none\"\n                \/>\n            <\/svg>\n        <\/button>\n    <\/h3>\n    <div\n        id=\"faq-panel-24\"\n        class=\"faq-item__panel\"\n        role=\"region\"\n        aria-labelledby=\"faq-trigger-23\"\n        hidden\n    >\n        <div class=\"faq-item__answer\">\n            A UK company should review entity setup when the Vietnam team becomes larger, long-term, or commercially active in the local market. Entity setup may also be needed if the company needs local invoicing, licences, local contracts, or direct employment control. EOR is a starting route, not always the final operating model.        <\/div>\n    <\/div>\n<\/div>\n<div class=\"faq-item wp-block-sb-block-faq-item\" data-faq-item=\"true\">\n        <h3 class=\"faq-item__question\">\n        <button\n            class=\"faq-item__trigger\"\n            type=\"button\"\n            id=\"faq-trigger-25\"\n            aria-expanded=\"false\"\n            aria-controls=\"faq-panel-26\"\n        >\n            <span class=\"faq-item__question-text\">Can an EOR help with work permit review in Vietnam?<\/span>\n            <svg\n                class=\"faq-item__icon\"\n                width=\"20\"\n                height=\"20\"\n                viewBox=\"0 0 20 20\"\n                aria-hidden=\"true\"\n                focusable=\"false\"\n                xmlns=\"http:\/\/www.w3.org\/2000\/svg\"\n            >\n                <path\n                    d=\"M5 7.5L10 12.5L15 7.5\"\n                    stroke=\"currentColor\"\n                    stroke-width=\"1.75\"\n                    stroke-linecap=\"round\"\n                    stroke-linejoin=\"round\"\n                    fill=\"none\"\n                \/>\n            <\/svg>\n        <\/button>\n    <\/h3>\n    <div\n        id=\"faq-panel-26\"\n        class=\"faq-item__panel\"\n        role=\"region\"\n        aria-labelledby=\"faq-trigger-25\"\n        hidden\n    >\n        <div class=\"faq-item__answer\">\n            A Vietnam EOR can help coordinate work permit or exemption review where the worker is a foreign national. The exact treatment depends on nationality, role, contract structure, location, and assignment details. Work permit statements should be reviewed by a legal or immigration specialist before the start date.        <\/div>\n    <\/div>\n<\/div>\n<div class=\"faq-item wp-block-sb-block-faq-item\" data-faq-item=\"true\">\n        <h3 class=\"faq-item__question\">\n        <button\n            class=\"faq-item__trigger\"\n            type=\"button\"\n            id=\"faq-trigger-27\"\n            aria-expanded=\"false\"\n            aria-controls=\"faq-panel-28\"\n        >\n            <span class=\"faq-item__question-text\">Is EOR suitable for converting a Vietnam contractor to an employee?<\/span>\n            <svg\n                class=\"faq-item__icon\"\n                width=\"20\"\n                height=\"20\"\n                viewBox=\"0 0 20 20\"\n                aria-hidden=\"true\"\n                focusable=\"false\"\n                xmlns=\"http:\/\/www.w3.org\/2000\/svg\"\n            >\n                <path\n                    d=\"M5 7.5L10 12.5L15 7.5\"\n                    stroke=\"currentColor\"\n                    stroke-width=\"1.75\"\n                    stroke-linecap=\"round\"\n                    stroke-linejoin=\"round\"\n                    fill=\"none\"\n                \/>\n            <\/svg>\n        <\/button>\n    <\/h3>\n    <div\n        id=\"faq-panel-28\"\n        class=\"faq-item__panel\"\n        role=\"region\"\n        aria-labelledby=\"faq-trigger-27\"\n        hidden\n    >\n        <div class=\"faq-item__answer\">\n            EOR can be suitable when a contractor relationship has started to look like employment. If the person works under your instruction, schedule, supervision, and pay structure, the employment model should be reviewed. The safer route is to check classification before a labour dispute or inspection forces the issue.        <\/div>\n    <\/div>\n<\/div>\n        <\/div>\n\n            <\/section>\n","protected":false},"excerpt":{"rendered":"<p>If your company is in the UK but your employee will work in Vietnam, the employment setup has to work under Vietnam payroll, Vietnam employment contracts, personal income tax, compulsory insurance, and work permit rules where relevant. The UK side still matters. Your finance and legal teams still need to review HMRC exposure, UK GDPR [&hellip;]<\/p>\n","protected":false},"author":9,"featured_media":36014,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"related_mode":"latest","related_category":0,"related_post_ids":[],"footnotes":""},"categories":[44],"tags":[],"class_list":["post-36021","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-personeelszaken"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.5 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>De offici\u00eble werkgever in Vietnam voor Britse bedrijven<\/title>\n<meta name=\"description\" content=\"Handleiding voor werkgevers in het VK bij het aannemen van personeel in Vietnam: EOR versus entiteit, HMRC-grens, Britse AVG, salarisadministratie, werkvergunningen en onboardingstappen.\" \/>\n<meta name=\"robots\" content=\"index, follow, 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