Payroll service pricing is one of the most misunderstood operational considerations for growing technology companies. What often appears straightforward on the surface can quickly become complex once compliance requirements, service scope, and operational realities come into play. Many organizations only realize this after encountering unexpected limitations, additional charges, or gaps in support that weren’t obvious at the outset.

For tech businesses leveraging IT staff augmentation models or managing distributed teams across multiple jurisdictions, payroll is far more than a routine administrative task. It directly impacts compliance, employee trust, and operational scalability. Even minor payroll inaccuracies can trigger downstream consequences – ranging from internal disruption to regulatory exposure, making payroll decisions a strategic, not transactional, concern.

The real challenge isn’t simply choosing a provider. It’s understanding whether your payroll investment is truly aligned with your workforce structure, processing needs, and compliance complexity. What services should be included by default? When does added flexibility justify higher costs? And how do you evaluate value when pricing models vary so widely?

This guide breaks down the core payroll service pricing structures, uncovers the less-visible cost drivers providers rarely highlight, and outlines a practical framework for assessing the total cost of ownership. Whether your team is reviewing an existing payroll setup or exploring outsourcing in Vietnam for the first time, this article will help you make informed, value-driven decisions based on how payroll actually works in practice.

Let’s dive in!

Understanding Payroll Services Pricing Models for Vietnam Operations

When evaluating payroll services for Vietnam, understanding pricing structures is essential to control costs while ensuring compliance and operational efficiency. The three primary pricing approaches for Vietnam payroll services are managed payroll service fees, EOR-bundled payroll pricing, and payroll software licensing. Each model serves different business scenarios and market entry strategies.

Managed payroll service fees (standalone)

Managed payroll charges based on headcount with fees that scale as the workforce grows, typically for companies with existing Vietnam legal entities seeking to outsource payroll operations while maintaining entity ownership. This PEO-style model provides complete payroll ownership without requiring internal payroll staff.

Pricing is typically structured as a base processing fee plus per-employee monthly charges, with unit costs decreasing as headcount increases. For example, early-stage teams (5-20 employees) might pay higher per-employee rates, while companies with 100+ employees achieve volume-based discounts.

This model offers cost transparency and predictable monthly expenses, enabling finance teams to forecast Vietnam operational costs accurately. It particularly benefits organizations that already invested in Vietnam entity setup but lack the local expertise to navigate PIT withholding (5-35%), BHXH social insurance deadlines, 13th-month salary accruals, and Vietnamese-language payslip requirements.

The managed service provider assumes full responsibility for payroll accuracy, statutory filings, and regulatory updates, eliminating the need to hire and train internal payroll specialists familiar with Vietnam Labor Code complexities.

EOR-bundled payroll pricing (market entry without entity)

EOR pricing combines entity establishment, employment contracts, payroll processing, tax compliance, and statutory contributions into a single service fee – ideal for international companies testing the Vietnam market or building teams without the 6-12 month delay and $5,000-$15,000 cost of establishing a local subsidiary.

Pricing is typically structured as a percentage of annual payroll (8-15%) or a fixed monthly fee per employee, encompassing all legal employer responsibilities. The EOR provider becomes the official employer in Vietnam, handling BHXH social insurance registration (employers contribute 21.5% for locals, 6.5% for expats), PIT calculations and filings, employment contracts compliant with Ministry of Labour regulations, and termination procedures including severance calculations.

This comprehensive model provides the fastest time-to-market and eliminates entity setup complexity, making it the preferred choice for companies hiring their first Vietnam employees or running pilot operations before committing to full subsidiary establishment. However, total costs run higher than standalone managed payroll due to the expanded legal and administrative scope.

For technology companies leveraging IT recruitment services to source Vietnam talent, EOR-bundled payroll enables candidates to first compliant payslip in under 10 days, dramatically faster than the entity-first approach that delays hiring for months.

Payroll software licensing (DIY approach)

Software-only solutions provide tools for organizations willing to manage Vietnam payroll internally, charging subscription fees based on employee count or processing volume. Pricing ranges from budget-friendly platforms at $5-10 per employee monthly to enterprise systems costing significantly more.

However, this approach demands significant internal resources: hiring payroll specialists familiar with Vietnam regulations, configuring progressive PIT brackets correctly, ensuring BHXH registration meets 30-day statutory deadlines, generating legally compliant Vietnamese payslips, and staying current with Labor Code and tax regulation changes.

Industry data indicates payroll errors occur in approximately 20% of payroll cycles, averaging 291 USD per mistake to rectify. For Vietnam operations, compliance failures carry steeper consequences, for example, penalties up to 75 million VND per violation for issues like late BHXH registration, incorrect PIT withholding, or non-compliant employment documentation.

When this model makes sense: Very large enterprises (500+ Vietnam employees) with dedicated local HR teams and payroll specialists may achieve cost advantages through software-only approaches. However, most small to mid-sized international companies find that the total cost of ownership (software + personnel + error risk + compliance burden) exceeds managed service pricing while consuming leadership bandwidth better spent on strategic growth initiatives.

Summary

Pricing model	Best suited for	Pricing basis	Advantages	Considerations
Managed Payroll Service	Companies with existing Vietnam entities seeking payroll outsourcing	Per-employee monthly fee (scales with headcount)	Full payroll ownership; 72-hour processing cycles; zero internal payroll staff needed; compliance guaranteed	Requires a Vietnam legal entity already established
EOR-Bundled Payroll	Market entry without entity; pilot operations; rapid hiring	Percentage of payroll (8-15%) or fixed fee per employee	Fastest market entry; no entity setup required; comprehensive legal employer services	Higher total cost than standalone payroll; less control over employment contracts
Payroll Software (DIY)	Large enterprises with dedicated Vietnam HR teams	Software subscription fee + internal personnel costs	Direct control over payroll processes	High total cost of ownership; error risk; compliance burden; requires local expertise

Key takeaways:

• Managed payroll suits companies with Vietnam entities needing expert processing without internal headcount
• EOR-bundled payroll fits international companies entering the Vietnam market quickly without entity delays
• DIY software is only cost-effective for very large operations with an established local HR infrastructure

Choosing the right model depends on your market entry stage, current Vietnam entity status, workforce scale, and risk tolerance for compliance management. ManNet helps international tech companies evaluate these options strategically through HR consultation services, ensuring pricing structures align with both immediate operational needs and long-term Vietnam expansion plans.

Key Factors Influencing Payroll Service Cost

Understanding what drives payroll service pricing warrants more informed decision-making and better cost management. Several critical factors significantly impact the total investment required for professional payroll management.

Payroll complexity and Vietnam-specific requirements

The complexity of Vietnam payroll regulations is the foremost cost driver. Unlike standardized payroll in more mature markets, Vietnam demands specialized expertise in progressive PIT withholding (5-35% with complex calculation rules), BHXH social insurance registration within strict 30-day statutory deadlines, mandatory 13th-month salary accruals, bilingual payslip generation (Vietnamese legally required), and four-tier regional minimum wage compliance.

Simple payroll scenarios, such as single location, salaried employees only, no variable compensation, represent the lower cost tier. However, as complexity increases to include multiple work locations (requiring different minimum wage tier applications), variable compensation structures (bonuses, commissions, allowances all with distinct tax treatment), or mixed worker types (permanent employees, fixed-term contracts, project-based contractors), required expertise and processing time increase substantially.

For example, technology companies offering equity compensation, performance bonuses, or technical allowances face 20-30% higher payroll service costs due to the specialized tax treatment and documentation requirements these compensation elements demand under Vietnam regulations.

Employee count and organizational scale

Workforce size directly influences pricing under most managed payroll models. The relationship follows volume-based pricing where per-employee costs decrease as headcount grows, though base platform fees may increase to accommodate enterprise-grade features.

Small teams (5-20 employees) typically face higher per-employee rates as providers amortize fixed costs across fewer units. Mid-sized operations (50-150 employees) achieve better per-employee pricing while still receiving dedicated support. Large enterprises (200+ employees) can negotiate volume discounts and customized service packages.

However, rapid scaling introduces operational complexity: onboarding waves of new employees, processing high-volume BHXH registrations simultaneously, managing increased payroll cycles, and maintaining data accuracy across larger systems all contribute to elevated service requirements during growth phases.

Payroll frequency and processing requirements

Processing cadence significantly impacts annual costs, though less dramatically in managed service models versus per-transaction pricing. Vietnam labor law permits monthly salary payments as standard, though some organizations process bi-weekly or incorporate additional bonus cycles.

For managed payroll services, monthly processing represents the base expectation. Organizations requiring more frequent standard cycles or regular off-cycle runs (bonuses, commissions, equity vesting) may face supplemental processing fees or require higher-tier service packages.

Off-cycle payroll events – mid-month terminations requiring immediate final settlements, correction runs for payroll errors, or ad-hoc bonus payments – typically incur additional processing charges when they exceed included thresholds in service agreements.

Statutory compliance scope and risk management

Vietnam’s compliance requirements create unavoidable cost components, but professional management significantly reduces penalty risk. Statutory obligations include:

Monthly compliance activities:

• BHXH social insurance declarations (social, health, unemployment contributions)
• PIT withholding reports to the General Department of Taxation
• Labor usage declarations (for companies exceeding 10 employees)

Annual compliance requirements:

• PIT reconciliation and finalization for all employees
• Withholding tax certificate generation
• Annual labor reports to authorities
• Social insurance audits and reconciliations

Non-compliance penalties escalate quickly: late BHXH registration can trigger 5-75 million VND fines per violation, incorrect PIT withholding results in penalties plus interest charges, and employment contract violations risk labor authority sanctions.

Professional managed payroll services absorb compliance responsibility with accuracy guarantees, typically offering zero-penalty commitments or reimbursement for provider-caused compliance failures. This risk transfer justifies premium pricing versus DIY approaches, where companies bear full penalty exposure.

Service level and support requirements

The degree of hands-on support and service responsiveness directly influences costs. Service tiers typically include:

Standard tier: Email support during Vietnam business hours, monthly payroll processing, standard reporting, and employee self-service portal access.

Premium tier: Dedicated Vietnam-based payroll consultant, priority support with guaranteed response times, custom reporting, quarterly business reviews, and strategic consultation on compensation structuring.

Enterprise tier: Assigned account team, 24/7 support coverage, API integrations with global HRIS platforms, executive dashboards, and proactive regulatory update notifications.

For companies managing IT staff augmentation alongside permanent employees or operating complex organizational structures, premium support tiers become operational necessities rather than nice-to-have features, justifying 20-40% cost premiums over basic service packages.

Geographic footprint within Vietnam

Employee distribution across Vietnam’s regions creates modest cost variations due to the four-tier minimum wage system and regional social insurance offices. Companies with employees in multiple regions face:

• Different minimum wage compliance requirements (Tier 1 urban centers: 4.96M VND monthly minimum vs Tier 4 rural areas: 3.45M VND)
• Multiple BHXH social insurance office registrations and filings
• Regional labor authority reporting obligations
• Increased coordination complexity for distributed workforce management

However, these geographic cost impacts remain relatively minor (5-10% variance) compared to other factors, as professional providers maintain nationwide infrastructure and expertise.

Managed Payroll vs. DIY Software: Vietnam-Specific Cost Analysis

Beyond understanding pricing models, organizations must decide whether to implement managed payroll services or attempt DIY software-based approaches for Vietnam operations. This decision carries significant financial and operational implications.

Choosing between managing payroll internally and outsourcing to a specialized provider significantly impacts operational costs, compliance risk, and strategic resource allocation. Both approaches have distinct cost structures, advantages, and challenges. Total cost of ownership comparison.

Comprehensive comparison: Managed payroll vs. DIY software

Factor	DIY payroll software	Managed payroll services
Software/Service costs	$5-$15 per employee/month ($500/month for 50 employees = $6,000/year)	Included in service fee ($6,000-$9,000/year total for 50 employees)
Personnel requirements	Vietnam payroll specialist required Salary: $12,000-$24,000/year Benefits, training, retention costs	Zero internal payroll headcount No hiring, training, or retention costs
Vietnam expertise	Must hire/train staff on: • PIT progressive tax (5-35%) • BHXH contribution rules • 13th-month salary calculations • Labor Code compliance	Built-in Vietnam specialists Current on all regulatory changes PIT, BHXH, Labor Code expertise included
Compliance responsibility	Full client liability The company bears all penalty risks	Provider assumes liability Zero-penalty guarantees offered
Penalty exposure	• BHXH late registration: up to 75M VND • PIT errors: penalties + interest • Labor Code violations: 10-20x error costs • Average error cost: $291 each	Zero compliance penalty exposure Provider covers any service-caused errors
Error rate	Industry average: 20% of payroll cycles	99.9% accuracy guaranteed
Processing speed	5-7 days (internal team learning curve)	72 hours guaranteed (Day 1: calculations, Day 2: payments, Day 3: filings)
Time investment	• HR manager oversight • Finance team approvals • Authority communications • Founder involvement (small companies)	Minimal oversight required Provider handles all operational details
Hidden costs	• System maintenance • Regulatory updates implementation • Employee inquiries • Authority audit prep • Error corrections Estimated: 10% of base costs = $2,700/year	Zero hidden operational overhead All included in the service fee
Scalability	Must hire additional staff as the team grows System capacity constraints Process redesigns needed	Seamless scaling 5 to 500+ employees No additional headcount needed Pay only for active employees
Regulatory updates	Internal team must: • Monitor changes • Interpret regulations • Configure systems • Test updates	Automatic implementation Proactive notifications Zero client action required
Bilingual payslips	Manual template creation Vietnamese legal compliance risk	Automatic generation Vietnamese/English both provided Ministry format compliance guaranteed
BHXH registration	Internal tracking of 30-day deadlines High risk of missed deadlines	Automatic deadline management Zero late registration penalties
13th-month salary	Manual accrual tracking Complex proration calculations	Automatic accrual and calculation Proper tax treatment included
Integration with recruitment	Separate vendors = slow onboarding 4-6 week candidate-to-payslip	Integrated talent-to-payroll Under 10 days candidate-to-payslip
Employee support	Internal HR handles all inquiries	24/7 employee self-service portal Dedicated support team
Audit readiness	Internal document preparation Authority communication burden	Complete audit defense support Documentation automatically maintained
Setup time	6-8 weeks (hiring + training + configuration)	7-10 days to first payroll
Best for	Very large enterprises (500+ employees) Established Vietnam HR infrastructure	Small to mid-sized international companies Market entry without an entity Companies lacking Vietnam expertise

Total cost of ownership: 50 employees example

Cost component	DIY software	Managed payroll	Savings
Software/Service	$6,000/year	Included	—
Personnel	$18,000/year	$0	$18,000
Compliance errors	$3,000/year	$0	$3,000
Operational overhead	$2,700/year	$0	$2,700
Total annual cost	$29,700	$6,000-$9,000	$20,700-$23,700
Per employee/month	$49.50	$10-$15	$34.50-$39.50
Cost reduction	—	—	70-80%

Key takeaways

DIY Software works when:

• You have 500+ Vietnam employees (economies of scale)
• You’ve already established the Vietnam HR infrastructure
• You have dedicated Vietnam payroll specialists on staff
• You can absorb compliance penalty risks

Managed Payroll wins when:

• You’re entering the Vietnam market (no internal expertise)
• You have under 500 employees (personnel costs too high)
• You need guaranteed compliance (zero penalty risk)
• You want to focus leadership on strategic growth
• You’re integrating with IT recruitment services or staff augmentation

The dramatic 70-80% cost savings with managed payroll stem from:

1. Elimination of Vietnam payroll personnel ($12,000-$24,000 annual savings)
2. Zero compliance penalties (risk transfer worth $3,000-$10,000+ annually)
3. Operational efficiency freeing leadership for revenue-generating activities
4. Provider economies of scale serving multiple clients with shared infrastructure
5. Faster processing cycles improve cash flow and employee satisfaction

For companies entering Vietnam through EOR services, managed payroll comes integrated – allowing market entry without entity setup delays, internal payroll capability building, or the compliance risks inherent in DIY approaches.

Hidden Costs and Budget Planning for Vietnam Payroll Operations

1. Implementation and transition expenses

Initial setup costs: Transitioning to managed payroll services or establishing Vietnam payroll operations involves one-time investments:

• Historical data migration: Transferring employee records, YTD payroll history, and tax withholding summaries from previous systems
• System configuration: Setting up organizational hierarchy, cost centers, compensation structures, and approval workflows
• Employee data validation: Verifying tax codes, BHXH registration numbers, and bank account details
• Integration setup: Connecting to global HRIS platforms (Workday, SAP SuccessFactors), time tracking systems, and expense management tools

Professional providers like ManNet typically waive or minimize setup fees for multi-year commitments, though some legacy providers charge $500-$2,000 for implementation services.

Optimization 

• Negotiate setup fee waivers during initial contract discussions
• Prepare clean, organized employee data before migration to reduce vendor time requirements
• Coordinate implementations during slower business periods (avoid month-end, quarter-end, year-end)
• Request a detailed implementation timeline with clear milestone deliverables

2. Year-end processing and tax finalization

Annual compliance requirements: Vietnam’s tax year aligns with the calendar year, creating concentrated year-end processing demands:

• PIT annual finalization: Reconciling monthly withholdings against annual tax liability, processing refunds, or additional collections
• Withholding tax certificates: Generating official documents employees need for personal tax filing
• Annual labor reports: Submitting workforce statistics to the Ministry of Labour
• BHXH annual reconciliation: Verifying contribution accuracy across the full calendar year

Many managed payroll providers include year-end processing in base fees, but some charge supplemental amounts ($3-$8 per employee for comprehensive year-end services).

Optimization 

• Clarify year-end processing inclusions during vendor selection
• Choose providers bundling annual compliance in base packages
• Maintain accurate employee data year-round to minimize year-end corrections
• Request flat-rate year-end packages rather than per-service pricing

3. Statutory contribution rate changes and regulatory updates

Vietnam regulation volatility: While less frequent than monthly changes, Vietnam does periodically adjust:

• Minimum wage levels (typically annual increases of 5-7% affecting base salary calculations)
• BHXH contribution rates (social, health, and unemployment insurance percentages)
• PIT brackets and exemption amounts (progressive tax thresholds)
• Labor Code amendments (employment contract requirements, termination procedures)

Professional managed payroll services absorb the burden of tracking and implementing regulatory changes at no additional cost – updates happen automatically without client intervention.

DIY software approaches require internal teams to monitor, interpret, and configure system changes, consuming HR time and creating error risk if updates lag regulatory effective dates.

Optimization 

• Select providers offering proactive regulatory update notifications
• Verify service agreements include unlimited regulatory change implementation
• Request quarterly compliance reviews discussing upcoming regulatory changes
• Maintain communication channels with provider compliance teams

4. Compliance penalty exposure and error correction costs

Risk comparison:

DIY payroll approach:

• Full penalty exposure for late filings, incorrect calculations, missed deadlines
• BHXH late registration: up to 75 million VND per violation
• PIT withholding errors: penalties plus interest on underpayments
• Labor Code violations: authority sanctions potentially exceeding error costs by 10-20x
• Error correction requires internal resources to identify, calculate, process, and document fixes

Managed payroll services with guarantees:

• Provider assumes penalty liability for service-caused errors
• Zero client exposure to compliance failures
• Automated error detection before filings are submitted
• Provider covers correction costs and authority communications

Industry data shows payroll errors occur in 20% of cycles for internally-managed payroll, averaging $291 per mistake. For Vietnam operations, compliance penalties multiply error costs significantly, making professional management financially prudent even before considering operational burden.

Optimization 

• Prioritize providers offering zero-penalty guarantees with financial backing
• Verify provider insurance coverage and error liability terms
• Document all payroll approvals and decision points for audit defense
• Conduct periodic internal audits, catching discrepancies before authorities discover them

5. Workforce scaling and variable headcount management

Cost implications of growth:

Managed payroll’s per-employee pricing scales naturally with workforce changes, avoiding the fixed overhead trap of internal payroll departments that remain fully staffed during hiring freezes but lack capacity during rapid growth.

Seasonal workforce variations: Technology companies often experience headcount fluctuations tied to project cycles, funding rounds, or seasonal business patterns. Managed services accommodate this variability:

• Pay only for active employees each month
• No penalties for workforce reductions
• Seamless processing for hiring surges without capacity constraints
• No need to hire/fire internal payroll staff matching business cycles

Optimization

• Negotiate volume discount tiers with clear headcount breakpoints
• Understand minimum fees or employee count commitments
• Request flexible scaling terms supporting rapid growth without renegotiation
• Verify provider capacity to handle your growth projections (100+ employees in 12 months, etc.)

6. Currency and banking considerations

Payment processing nuances:

Vietnam payroll requires salary payments in local currency (VND) to employees’ bank accounts. International companies face considerations:

Foreign exchange exposure: Companies that fund Vietnam payroll from overseas accounts incur FX conversion costs and face rate volatility. Some managed payroll providers offer multi-currency funding options where clients transfer USD/EUR, and the provider handles VND conversion at wholesale rates – often saving 1-2% versus commercial bank retail FX spreads.

Banking relationship requirements: Certain payroll providers maintain preferred banking partnerships enabling faster payment clearing, reduced transaction fees, or enhanced employee banking services.

Optimization 

• Inquire about provider banking relationships and negotiated rate benefits
• Compare FX conversion rates between direct corporate banking and provider-facilitated conversion
• Consider establishing a Vietnam subsidiary bank account for payroll funding if operating at scale
• Evaluate total cost, including FX spread, wire transfer fees, and processing charges

FAQ About Payroll Service Pricing for Vietnam

1. How are managed payroll services typically priced for Vietnam operations?

Common pricing models include:

• Per-employee-per-month (PEPM): Most prevalent for managed payroll services, typically with a base platform fee plus a per-employee charge that decreases at volume tiers
• Percentage of payroll: Used primarily for EOR-bundled services (8-15% of gross payroll costs)
• Fixed monthly packages: Sometimes available for standardized operations

Vietnam-specific factors like 13th-month salary, BHXH compliance requirements, and bilingual payslip needs are standard across all providers – cost variations stem more from organizational complexity than the Vietnam regulatory baseline.

2. Is it cheaper to manage Vietnam payroll in-house or outsource?

For most small to mid-sized international companies, outsourcing delivers 70-80% cost savings when accounting for total expenses:

• In-house payroll for 50 Vietnam employees: ~$30,000 annually (software + specialist salary + compliance risk + operational overhead)
• Managed payroll services for 50 Vietnam employees: ~$6,000-$9,000 annually (comprehensive service fees only)

Very large enterprises (500+ Vietnam employees) with established local HR infrastructure may find different economics, but most organizations lack the scale to justify internal Vietnam payroll expertise investment.

3. Do I need a Vietnam legal entity to use managed payroll services?

No, you have two options:

• Option 1: Managed payroll (requires entity) – For companies with existing Vietnam subsidiaries seeking expert processing without internal payroll staff
• Option 2: EOR-bundled payroll (no entity needed) – ManNet acts as legal employer, enabling compliant Vietnam payroll from day one without entity establishment delays or costs

Both deliver equivalent compliance and processing quality; the choice depends on your market entry strategy and timeline.

4. What Vietnam-specific compliance do managed payroll services guarantee?

Professional providers ensure:

• BHXH registration within 30 days (social, health, unemployment insurance) – late registration triggers up to 75M VND penalties
• PIT withholding accuracy across progressive 5-35% brackets with proper annual reconciliation
• 13th-month salary calculations including prorations for partial-year service
• Vietnam Labor Code alignment for employment contracts, overtime caps, probation periods, and termination procedures
• Bilingual payslips meeting Ministry of Labour format requirements (Vietnamese legally required)
• Timely statutory filings to avoid late penalties

Many providers offer zero-penalty financial guarantees backing their compliance commitment.

5. How quickly can we start processing Vietnam payroll with a new provider?

Implementation timelines vary by scenario:

Managed payroll (existing entity):

• Discovery and data preparation: 3-5 business days
• System configuration and testing: 2-3 business days
• First live payroll: 7-10 business days total

EOR-bundled payroll (no entity):

• Service agreement and initial setup: 1-2 business days
• First employee onboarding and contracts: 2-3 business days
• First compliant payslip: Under 10 business days total

ManNet’s accelerated onboarding enables Vietnam hiring decisions to translate to actual employee start dates within 2 weeks, critical for competitive talent acquisition in Vietnam’s tech sector.

Why Choose ManNet’s Managed Payroll Services for Vietnam Operations?

One integrated employment ecosystem

Payroll excellence demands integration across the employment lifecycle. ManNet combines managed payroll, EOR services, IT recruitment, and staff augmentation into a unified operating model – eliminating vendor fragmentation, data silos, and accountability confusion.

From initial candidate sourcing through onboarding, monthly payroll execution, compliance management, and eventual offboarding, clients work with one accountable partner across the complete employee lifecycle. No handoffs between recruitment agencies, payroll processors, EOR providers, and compliance consultants.

Vietnam-first compliance expertise

Our local specialists master Vietnam-specific rules that generic platforms can’t match:

• Progressive PIT (5-35%) with deductions and annual reconciliations.
• BHXH registration (21.5% employer for locals, 6.5% for foreigners) and monthly filings.
• 13th-month salary accruals, prorated payments, and tax handling.
• Bilingual payslips in Ministry-approved Vietnamese format (English optional).
  We ensure full alignment with evolving Labor Code, tax, and social insurance regs.

Scalable, transparent pricing

Our managed payroll pricing scales naturally with workforce growth – as headcount increases, per-employee unit costs decrease without compromising service quality or compliance standards.

This structure supports both early-stage Vietnam operations (5-10 employees testing market viability) and large enterprise deployments (500+ employees across multiple locations and business units) within the same pricing framework.

Transparent fee structure enables accurate financial forecasting: multiply expected monthly headcount by per-employee rate to project Vietnam operational costs with confidence. No surprise charges, hidden fees, or compliance penalty exposure.

Enterprise-grade security & data protection

• Physical: Biometric access, 24/7 monitoring.
• Digital: AES-256 encryption, MFA, penetration testing.
• Compliance: Vietnam PDPA, ISO 27001-level controls, GDPR/SOC 2 standards.
• Audit-ready: 3-year retention, full trails, quarterly reviews.
  Built for banks, fintechs, and regulated industries.

Beyond the Price Tag: Investing in Strategic Workforce Management

Navigating the landscape of payroll services pricing for Vietnam reveals a fundamental business truth: the lowest price tag rarely delivers the greatest long-term value. A purely cost-focused approach often overlooks the significant “operational tax” – the hidden expenses of errors, compliance failures, administrative burden, and opportunity costs – that inevitably result from inadequate payroll infrastructure.

Ultimately, the most strategic payroll investment is one that delivers predictable costs, compliance confidence, and operational efficiency, freeing your leadership team to focus on what matters most: building exceptional products, cultivating top talent, and driving business growth.

ManNet specializes in supporting international tech companies expanding into Vietnam through comprehensive managed payroll services integrated with EOR solutions, IT talent acquisition, staff augmentation, and HR infrastructure consulting.

We eliminate the complexity, cost, and risk of Vietnam market entry – empowering foreign companies to establish operations in weeks rather than months while maintaining full legal compliance. With 4,500+ employees managed, zero compliance penalties, and 99.9% accuracy across millions of transactions, we provide the operational foundation that allows your business to focus on your core mission: building exceptional products, cultivating top talent, and achieving market leadership in Vietnam’s dynamic business environment.