As part of our ongoing effort to keep members informed, we are pleased to share the most relevant updates in Vietnam across Legal, Tax, Accounting, Banking, and HR. These insights are contributed by our GBA members, bringing practical expertise and market perspectives to support the business community in navigating regulatory developments and economic trends.
1. Vietnam’s Statutory Base Salary will Increase to VND 2.53 Million from 1 July 2026
Pursuant to Decree No. 161/2026/NĐ-CP and Circular No. 13/2026/TT-BNV dated 29 May 2026, the statutory base salary will increase from VND 2.34 million to VND 2.53 million per month, effective from 1 July 2026.
Key impacts:
- Increased social insurance (SI), health insurance (HI), Trade union fee contribution ceiling from VND 46.8 million to VND 50.6 million per month (20 × statutory base salary).
- Social insurance benefits and other statutory entitlements calculated based on the statutory base salary will be adjusted accordingly.
Unemployment insurance (UI) contribution ceiling remains based on the regional minimum wage and is not affected by this change. We pave the way. Worldwide. | RÖDL
Sourced by: Michael Wekezer, Country Manager of Rödl Consulting Vietnam
2. M&A Set To Drive Vietnam’s Hospitality Market In 2026
Vietnam’s hospitality sector is expected to see a surge in M&A activity in 2026, particularly involving upscale hotels and resorts as investors seek high-quality assets amid a strong tourism recovery.
International tourism continues to rebound strongly, with international arrivals reaching nearly 2.5 million in January 2026, marking the highest monthly figure ever recorded.
Hospitality development is shifting toward premium and luxury segments, emphasizing wellness, cultural experiences, and integrated lifestyle offerings.
Hotel performance has largely recovered, supported by rising occupancy rates and stronger revenue per available room (RevPAR), especially in major cities.
M&A transactions are already occurring behind the scenes, with domestic investors actively acquiring distressed or underperforming properties for restructuring and long-term value creation.
Valuation gaps between buyers and sellers remain a key challenge, but industry experts expect more deals to close as international visitor growth further strengthens operating performance and investor confidence.
Read more: The Investor
Sourced by: Mr. Christophe Cougnaud, Partner of Forvis Mazars Legal & Ms. Tam Minh Do, Lawyer of Forvis Mazars Legal
3. Vietnam’s Offshore Loan Reform
Vietnam’s Offshore Loan Reform Vietnam’s updated regulatory framework for offshore loans (Circular 80) is a critical development for cross-border lenders and borrowers.
Effective 25 January 2026, the new rules aim to simplify cross-border financing by introducing digitalised procedures, greater regulatory clarity, and a revised allocation of supervisory authority.
They also broaden the permitted uses of offshore loan accounts – the dedicated accounts Vietnamese borrowers must open locally to channel all payments under a foreign loan – now covering payments connected to the enforcement of security, including to foreign guarantors.
At the same time, European lenders must factor in tightening EU tax compliance: on 17 February 2026, Vietnam was added to the EU list of non-cooperative tax jurisdictions (the “EU blacklist”). Listing alone imposes no immediate obligations, but EU-linked structures may face additional documentation requirements and member-state defensive measures going forward.
Sourced by: Mr. Leif D. Schneider, Attorney-at-Law of Luther Vietnam Law & Dr. Tino Haupt, Attorney-at-Lawof Luther Vietnam Law
4. Vietnam’s Missing Middle: The Management Gap German Companies Cannot Afford to Ignore
When discussing talent shortages in Vietnam, most conversations focus on highly specialized experts or senior executives. Yet one of the most pressing challenges facing companies today lies elsewhere: middle management.
Across manufacturing, logistics, industrial services and trading businesses, a common theme continues to emerge. While Vietnam produces a large number of capable graduates every year and experienced senior leaders remain available in the market, finding strong Production Managers, Operations Managers, Supply Chain Managers, Maintenance Managers or Sales Managers has become increasingly difficult.
The challenge is not a lack of talent. Rather, it is the time required to develop it.
As Vietnam continues to attract foreign direct investment and benefit from supply chain diversification, companies increasingly require managers who can lead teams, drive performance, implement processes and act as a bridge between local operations and regional or global leadership. Technical expertise alone is no longer sufficient. Organizations need managers who can translate strategy into execution.
Interestingly, this challenge is not unique to Vietnam. According to the DIHK Skilled Labour Report 2025/2026, 36% of German companies continue to report difficulties filling positions due to a lack of suitable personnel. This highlights that talent development has become a strategic priority not only in Germany, but increasingly across international markets. DIHK Skilled Labour Report 2025/2026
For German companies in Vietnam, this development presents both a challenge and an opportunity. Many have traditionally distinguished themselves through structured talent development, succession planning and long-term investment in people. These strengths may become increasingly important as competition for managerial talent intensifies.
The irony is that many companies today are not struggling to find employees. They are struggling to find the managers capable of leading them.
For many companies operating in Vietnam, the future talent challenge is no longer at the top. It is in the middle.
Sourced by: Sebastian Schlitter, Partner of Vietnam Desk JP contagi