Decree 293/2025/ND-CP – Updated Minimum Wage Levels: What Must Businesses Do to Stay Compliant?

1. Decree 293/2025/ND-CP – Key Updates on Minimum Wage Regulations

On November 10, 2025, the Government officially issued Decree 293/2025/ND-CP, which sets out new minimum wage levels for employees working under labor contracts. This is an important adjustment aimed at protecting workers’ rights while encouraging businesses to standardize their HR, salary, and social insurance policies in accordance with current legal frameworks.

The new minimum wage will apply to all four economic regions and serve as the basis for calculating basic salary, contributions to social insurance (SI), health insurance (HI), unemployment insurance (UI), and related allowances.

Objectives of the decree include:

• Strengthening social security and ensuring workers’ living standards.

• Promoting a transparent and fair labor market.

• Encouraging enterprises to build lawful, clear, and equitable salary policies.

2. How the Decree Impacts Businesses

The adjustment of regional minimum wage levels will directly affect all enterprises employing contracted workers, especially in the following areas:

• Increased personnel costs and social insurance contributions.

• The need to review salary scales, allowances, and labor contracts to comply with new regulations.

• Businesses that fail to adjust in time may face administrative penalties or labor complaints.

3. GIVLAW’s Recommended Actions for Businesses

To fully comply with Decree 293/2025/ND-CP, GIVLAW recommends that businesses immediately implement the following five practical steps:

✅ Step 1: Review all existing labor contracts

Ensure that the salary stated in each contract is not lower than the newly regulated regional minimum wage.

✅ Step 2: Update salary scales, allowances, and bonus policies

Rebuild salary structures in accordance with the 2019 Labor Code and the new decree.

✅ Step 3: Adjust SI, HI, and UI contribution levels

Calculate compulsory insurance contributions based on the updated minimum wage.

✅ Step 4: Provide internal training and communication for the HR department

Enable HR personnel to fully understand the new regulations, preventing errors in payroll and contract management.

✅ Step 5: Conduct periodic legal consultations with GIVLAW

This helps prevent legal risks and allows timely handling of labor disputes or inspections.

4. GIVLAW – Your Trusted Legal Partner

With a team of specialized lawyers in labor, corporate, and investment law, GIVLAW consistently supports organizations and businesses through:

• Drafting and reviewing labor contracts, internal regulations, and salary policies.

• Providing legal advice and representation in labor disputes, administrative complaints, and labor inspections.

• Offering regular legal updates and the latest regulatory documents to help businesses stay compliant and minimize risks.