Formulation, Amendment, and Supplementation of Salary Scales and Payroll Tables
- Employers are obligated to formulate salary scales, payroll tables, and labor norms as the basis for recruitment, utilization of employees, negotiation of wage levels corresponding to the work or position stipulated in the labor contract, and for the payment of wages to employees.
Labor norms must reflect an average level that the majority of employees are able to achieve without requiring extension of normal working hours and must be subject to trial implementation prior to official promulgation. - Employers are required to consult with the grassroots-level employee representative organization, where such an organization exists, when formulating salary scales, payroll tables, and labor norms. At the same time, the employer must conduct workplace dialogue.
- In cases where employees and the grassroots-level employee representative organization disagree with the salary scales, payroll tables, or labor norms, the employer shall review and make necessary adjustments if such amendments are deemed reasonable, equitable, and necessary.
- Salary scales, payroll tables, and labor norms must be publicly announced at the workplace prior to implementation.
Note: During the operation of the enterprise, depending on actual conditions and circumstances, the employer shall periodically review in order to amend or supplement the salary scales and payroll tables.
Legal Grounds:
- Article 93, Labor Code 2019;
- Articles 41, 43, and 44 of Decree No. 145/2020/ND-CP detailing and guiding the implementation of certain provisions of the Labor Code concerning working conditions and labor relations.
