⚖️ Hệ thống Tra cứu & Cung cấp Tri thức Pháp luật Việt Nam Thời gian thực
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Tra cứu cơ sở dữ liệu pháp luật lao động hiện hành về: Quy định hợp đồng thử việc, thời gian thử việ
📝 1. Overview & Legal Basis
- The provided legal database does not contain the general provisions of the Vietnamese Labor Code regarding maximum probation periods (such as 180, 60, 30, or 6 days) or the minimum probationary salary rate (85% of the official salary). However, specific rules regarding probation termination and internal labor compliance are regulated.
- According to Circular 5/2023/TT-BNV Article 4 Clause 4 ([Termination of labor contract during probation due to failure to meet requirements]), the employer (Party A) reserves the right to unilaterally terminate the labor contract before the expiration of the probation period if the employee (Party B) fails to meet the job requirements .
- Additionally, under Consolidated Document 4759/VBHN-BLĐTBXH Article 27 ([Contents of internal labor regulations]), any employee undergoing probation must strictly comply with the established internal labor regulations, including working hours, occupational safety, and asset protection .
📋 2. Comprehensive Penalty Table
| Target Entity | Probation Item | Standard / Regulation | Legal Basis |
|—|—|—|—|
| [Employee / Lao động] | Termination during probation | Employer may terminate the contract ahead of schedule if the employee fails to meet requirements | Circular 5/2023/TT-BNV Article 4 Clause 4 |
| [Employee / Lao động] | Internal labor compliance | Must adhere to working hours, occupational safety, and asset protection rules | Consolidated Document 4759/VBHN-BLĐTBXH Article 27 |
| [Hazardous Job Employee / Lao động làm việc nguy hiểm] | Personal protective equipment | Must be provided with appropriate protective gear (e.g., clothing, gloves, masks) during work | Circular 25/2022/TT-BLĐTBXH Article 10 |
💡 3. Notes & Practical Tips (Exceptions & Next Steps)
- Exceptions (trừ trường hợp): Under Circular 5/2023/TT-BNV Article 4 Clause 4, the employer can terminate the contract without waiting for the probation period to end, provided that the employee’s performance does not meet the requirements .
- Aggravating & Special Conditions: For employees performing hazardous or dangerous tasks (such as mining, chemical handling, or forestry), the employer must immediately equip them with personal protective equipment (PPE) as specified in Circular 25/2022/TT-BLĐTBXH Article 10 ([Validity of PPE regulations]) . Failure to provide safety gear during probation poses severe compliance risks.
- ⏱️ Payment Deadlines & Surcharges (과태료 납부 기한 및 가산금): The provided context does not contain specific administrative fine amounts or payment deadlines for violating probation regulations.
- ⚖️ Dispute & Appeal Guidance (이의신청 및 gu chế 절차): If an employee disputes a termination decision made under Circular 5/2023/TT-BNV Article 4 Clause 4 , they may file a complaint or initiate labor dispute resolution procedures through the competent labor authorities or courts.
- 🛡️ Points Recovery & Risk Advice (면허 벌점 관리 및 회복 기준): To mitigate legal risks, HR departments must clearly document the performance evaluation criteria and maintain written records of the employee’s failure to meet requirements before executing a termination under Circular 5/2023/TT-BNV Article 4 Clause 4 .
- Query Narrowing Note: Please note that the provided legal database contains a large volume of general regulations. To obtain a more detailed article-level analysis of specific industries, enterprise types, or public sector positions, you are politely suggested to narrow your query by specifying the particular sector or type of organization.
📚 4. References
🌐 Tra Cứu Tri Thức Pháp Luật / 실시간 법률 지식 검색
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