A client's HR director called us in December 2025 with a straightforward question: can we just use our existing e-signature platform to sign labor contracts electronically from January?

The answer — under Decree No. 337/2025/ND-CP (Decree 337) — is: not unless your provider is licensed and the contract is registered on the Ministry of Home Affairs' national eContract Platform.

Decree 337 took effect on 1 January 2026. It is Vietnam's first dedicated legal framework for electronic labor contracts (hợp đồng lao động điện tử / eContracts). It does not make eContracts mandatory. But it sets the only permitted path for businesses that want to use them.

This article explains what that path requires, what employers must do to comply, and what the practical implications are for businesses operating in Vietnam.

What is an eContract under Decree 337?

An eContract is a labor contract established and signed as a data message, in accordance with Vietnam's Labor Code and the Law on Electronic Transactions.

It carries the same legal validity as a paper labor contract. The critical difference is how it must be executed.

Every eContract must be:

A digital signature applied outside this framework — even a qualified electronic signature — does not produce a valid eContract under Decree 337.

Who can sign an eContract — and what do they need?

Before either party can sign, they must satisfy identity and authentication requirements.

Employees must hold one of the following: citizen identity card, identity card, electronic identity card, identity certificate, Level 2 electronic identity account, or valid passport. Foreign employees must also hold a valid entry visa or proof of visa exemption.

Employers (corporate entities) must provide corporate registration documents — such as an Enterprise Registration Certificate ("ERC") or Investment Registration Certificate ("IRC") — and identification documents for the legal representative, including visa or visa exemption proof where the representative is a foreign national.

Both parties must hold valid digital signatures and use timestamping services as required under Vietnam's Law on Electronic Transactions.

An eContract takes effect when:

(1) The last party affixes their digital signature

(2) The timestamp authenticates the signatures

(3) The eContract Provider's data message is authenticated on the Platform

The eContract Platform: what it is and how it works

The eContract Platform is a national information system built, operated, and managed by the Ministry of Home Affairs. Its purpose is to centrally manage eContract data and provide shared digital services to state agencies, businesses, and individuals nationwide.

The Platform provides four core services:

(1) Data sharing — resolving administrative procedures related to labor contracts within state agencies

(2) Data synchronisation — standardising eContract data across government databases and information systems

(3) Aggregation and reporting — producing statistics and analysis on eContracts for administrative reform

(4) Public access — making eContract data available to citizens and businesses

Employers must register for and maintain a Platform account to search, verify, and manage their employees' signed eContracts.

Either party may request data from the Platform in writing. The Ministry has seven working days to respond.

Eight obligations every employer must meet

Decree 337 places specific compliance obligations on employers. These apply to any employer that uses eContracts from 1 January 2026.

(1) Register for and use a Platform account to search, verify, and manage signed eContracts.

(2) Use the licensed eContract Provider to declare labor and report on labor use as required under Decree No. 145/2020/ND-CP.

(3) Share and use eContract data from the Platform for reporting on labor conditions and conducting administrative procedures.

(4) Directly update information on the main contents of each labor contract as required by law.

(5) Implement conclusion, amendment, supplementation, suspension, and termination of eContracts in compliance with Decree 337.

(6) Store and securely manage eContract data, ensuring its integrity and accessibility.

(7) Coordinate with eContract Providers and state management agencies to check, verify information, and resolve eContract issues.

(8) Organise training and provide support for employees in concluding, accessing, and managing eContracts on the Platform.

Note: Obligation 8 is an active duty — not optional. Decree 337 expressly requires employers to organise this training.

Converting paper contracts to eContracts — and back

Existing paper labor contracts can be converted to eContracts, and eContracts can be converted back to paper, provided the conversion satisfies Article 12 of Vietnam's Law on Electronic Transactions.

For conversion from paper to electronic form, two additional conditions apply:

Conversion is a formal legal process with authentication and sign-off requirements. Businesses planning to convert large volumes of existing contracts should plan for the time and resource this requires.

What this means for your business — practical steps

If you are not using eContracts now: No action is immediately required. Paper labor contracts remain fully valid. There is no deadline to convert existing contracts.

If you plan to use eContracts from 2026:

If you have foreign employees or a foreign legal representative: Confirm that identity and visa documentation requirements are met for all individuals involved in signing.

If you are considering converting existing contracts: Map out the Article 12 authentication requirements and employer sign-off obligations before committing to a conversion programme.

About the author

Michael Lee is a Partner at Dilinh Legal. He brings over a decade of experience from two international law firms in Vietnam and advises foreign-invested enterprises, multinational employers, and local businesses on labour and employment law, corporate matters, and regulatory compliance in Vietnam.