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13/05/2026
173

How to Calculate Probationary Salary Under the Latest 2026 Regulations: What Employees Need to Know

Probationary salary is a topic of great interest to many employees when starting a new job, especially regarding the actual amount received, the probationary period, and legal rights. However, not everyone clearly understands how to calculate probationary salary. In this article, 1Office will provide detailed instructions on how to calculate the latest probationary salary for 2026 according to current regulations so that both employees and businesses can easily apply it. How is probationary salary calculated? Below are some of the most common methods for calculating probationary salary used by businesses in 2026. Calculated based on the official salary (Most common) This is the most common method and is applied in accordance with the 2019 Labor Code. Accordingly, the minimum probationary salary must be at least 85% of the official salary for the job position after signing the official labor contract. Formula: Probationary salary = Official salary x 85% For example:If the official salary for an accountant position is 10,000,000 VND/month, the company must pay a minimum of 8,500,000 VND/month during the probationary period. Calculating Probationary Salary Based on Work Performance Some businesses in the sales, business, or service sectors often apply a performance-based salary structure during the probationary period. Accordingly, the employee's income typically includes: Agreed-upon base salary Commissions, sales bonuses, or KPI bonuses based on actual work performance Formula: Total Salary = Base Salary + (KPI Bonus + % Sales Commission) For example:A probationary sales employee receives a basic salary of 5,000,000 VND/month plus a 2% sales commission. If they achieve a revenue of 300,000,000 VND in the month, the commission received will be 6,000,000 VND. In this case, the employee's total probationary salary is 11,000,000 VND/month. See more: The Latest Basic Salary Calculation Formula 2026 Calculating Probationary Salary for Overtime and Holiday Work Even during the probationary period,

13/05/2026
192

How to Calculate Holiday Pay in 2026 According to the Latest Labor Regulations

According to current regulations, during public holidays and Tet, employees are still entitled to their full salary as stipulated in their labor contract. This is one of the important benefits aimed at ensuring employee welfare. Therefore, understanding how to calculate holiday pay, especially when working or doing overtime on these days, is essential to ensure the legitimate rights of every employee. What are the statutory public holidays in Vietnam? The public holidays throughout the year are clearly defined by law to ensure the rights and welfare benefits of employees. In cases of working or doing overtime on a holiday, the salary is calculated under a special scheme and is usually significantly higher than a regular workday's pay. According to Article 112 of the 2019 Labor Code, employees are entitled to paid leave on the following public holidays and Tet: New Year's Day: 01 day (January 1st) Lunar New Year (Tet): 05 days Reunification Day (April 30th): 01 day International Workers' Day (May 1st): 01 day National Day (September 2nd): 02 days Hung Kings' Commemoration Day (10th day of the 3rd lunar month): 01 day For foreign employees working in Vietnam, in addition to the holidays mentioned above, they are also entitled to an additional: 01 day for their country's traditional New Year 01 day for their country's National Day Additionally, depending on the year and actual circumstances, the Prime Minister will decide the specific holiday schedule for the Lunar New Year and National Day. [caption id="attachment_62397" align="aligncenter" width="900"] What are the statutory public holidays in Vietnam?[/caption] How to calculate holiday pay according to the latest regulations How to calculate holiday pay when employees do not work According to the Labor Code, if an employee takes leave on a statutory public holiday or Tet and is still legally employed by the

13/05/2026
169

What is a Salary Scale? Updated Regulations and the Standard Calculation Method for 2026

Currently, many businesses and employees are still unclear about: What is a salary scale? How are salary scales calculated to comply with the 2026 legal regulations while ensuring fairness? Let's explore with 1Office the latest regulations on salary scales in detail and learn how to build a professional salary increase roadmap for your business. Overview of Salary Scales What is the concept of a salary scale? A salary scale consists of specific salary levels within the same salary grade or job title group. To fully understand the nature of a salary scale, here are its three main components: Number of salary levels: These are the income steps from minimum to maximum within a salary grade, creating a flexible salary range for the business. Salary coefficient: A specific index for each level; the higher the coefficient, the greater the actual salary received by the employee. Promotion criteria: Standards regarding competency, work performance (KPIs), and seniority used to review periodic salary increases. Why are salary scales necessary? Dividing salaries into scales is not just about classifying income; it also brings many strategic values to both employees and the business: Motivating career progression: Encourages employees to work hard to achieve higher income levels according to a clear roadmap. Recognizing seniority and competency: Clearly differentiates between newcomers and experienced individuals in the same position. Ensuring income fairness: Helps ensure that salaries accurately reflect the competency and contributions of each employee. Optimizing budget management: Makes it easier for businesses to forecast their salary fund and control annual personnel costs. Providing a transparent legal basis: Serves as a basis for calculating social insurance (SI) contributions and implementing periodic salary increases in accordance with regulations. Legal Regulations on Salary Scales in 2026 For businesses For the business sector, the Government has specific regulations to ensure the rights

13/05/2026
227

Free 13th-Month Salary Excel Template & Standard Calculation Guide

Free download of the 13th-month salary template Excel file and an update on the most accurate bonus and salary calculation method for businesses. This tool helps accountants and HR simplify year-end bonus and salary procedures, ensuring maximum benefits for employees. Overview of the 13th-Month Salary What is the 13th-month salary? The 13th-month salary is essentially a bonus that businesses pay to employees at the end of the year (usually for the Gregorian New Year or Lunar New Year). Legally, the 2019 Labor Code does not have the term "13th-month salary". This amount is understood as a form of bonus (according to Article 104). Whether the 13th-month salary is paid depends on: The company's production and business results for the year. The employee's level of work completion. Agreements in the labor contract, bonus regulations, or the company's collective labor agreement. Although not legally required, the 13th-month salary has become an "unspoken rule" of employee benefits in Vietnam to retain talent and boost employee morale. What is a 13th-month salary calculation template? A 13th-month salary calculation template is a document or file (usually in Excel format) created by the Accounting or Human Resources (HR) department to calculate the specific bonus amount for each employee in the company. Using a standard calculation template helps businesses avoid unnecessary numerical errors and saves maximum time processing large amounts of HR data during the busy year-end period. What does a 13th-month salary template include? A 13th-month salary template typically includes employee information, basic salary, working time, 13th-month bonus amount, allowances, deductions, and the total net income. The specific information is as follows: [caption id="attachment_62664" align="aligncenter" width="900"] Basic 13th-month salary calculation template for businesses[/caption] Employee information: serial number, employee ID, full name, position, and department to accurately identify the beneficiary and avoid confusion between departments. Basis for

13/05/2026
183

TOP 6 Legally Compliant Employment Contract Termination Forms for 2026

Using the correct labor contract termination request form is crucial to protecting your personal rights and avoiding legal risks. 1Office provides you with a complete set of 6 standard 2026 forms for all situations, helping you complete the resignation process quickly, legally, and in the most professional manner. What is a labor contract termination request form? A labor contract termination request form (often called a resignation letter) is an important administrative document created by an employee to submit to their employer (the Board of Directors or the Human Resources department).  The purpose of this document is to formally announce the employee's intention to cease fulfilling the obligations and rights committed to in the previous labor contract. Legally, according to the provisions of the 2019 Labor Code, this is the initial step to legally exercise the right to unilaterally terminate a labor contract. Submitting the form helps to accurately determine the notification date, which is then used to calculate the required notice period (3 days, 30 days, or 45 days) in accordance with the law. What content should a labor contract termination request form include? A proper labor contract termination request form should include 5 main sections: Personal and company information, reason for termination, proposed resignation date, handover commitment, and signatures of the involved parties. [caption id="attachment_62586" align="aligncenter" width="900"] 5 important sections required in a labor contract termination request form[/caption] Personal and company information This is a mandatory opening section to identify the parties involved in the civil/labor transaction. Employee: Full name, position, current department/division, employee ID (if any). Recipient: Addressed to the company's Board of Directors, Head of Human Resources, or direct manager. Company information: The full name of the business as per the business registration certificate. Reason for labor contract termination You do not necessarily have to write in

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