Tiếng Việt
These changes are introduced under the 2024 Amended Employment Law, accompanied by guiding documents expected to be issued throughout 2025.
Who will be directly affected?
– Employees currently participating in UI at companies, organizations, and cooperatives
– Workers whose labor contracts are terminated or who become unemployed
– Employers, including businesses, organizations, and cooperatives
– Social insurance agencies at all levels responsible for processing and paying UI benefits
07 Key Changes in Unemployment Insurance from 2026:
1. Unpaid leave still counts toward UI participation
Employees who suspend their contracts or take unpaid leave will not have their UI participation interrupted — their contribution period will be fully preserved.
2. Benefit claims can be filed from the temporary residence
It will no longer be mandatory to file UI claims from the permanent residence. Employees may now submit their applications from wherever they are currently living.
3. Employment under 15 days won’t terminate benefits
If an employee finds a new job lasting less than 15 days during the UI benefit period, they will continue receiving benefits.
4. Incomplete vocational training is still supported
Those who temporarily stop vocational training can resume their course later and still receive financial support, without resubmitting their applications.
5. Employers must report UI status every 6 months
Employers are required to submit reports at least twice a year on employment status and UI contributions to the social insurance agency.
6. Shortened processing time for UI claims
Social insurance agencies must process UI claims within 5 working days after receiving complete documentation — reducing waiting time for claimants.
7. Expanded list of supported training occupations
The list of eligible occupations for vocational training support will be broadened, including new fields, short-term courses, and transitional jobs in line with labor market trends.
Key Notes from LTS LAW:
– Employees should stay updated on new regulations to avoid missing out on benefits due to lack of information.
– Employers must revise their HR processes, maintain proper records, and coordinate closely with the social insurance agency to ensure compliance.
– HR and accounting teams need to understand eligibility criteria and reporting schedules to fulfill their obligations accurately.
– Key documents such as labor contracts, termination decisions, unpaid leave requests, and payroll records must be well-organized for reference when required by the authorities.
Legal References:
– 2024 Amended Employment Law (effective from 01/01/2026)
– Draft guiding documents (to be issued in 2025)
– Existing legal framework: Current Employment Law, relevant Decrees, Circulars from the Ministry of Labor – Invalids and Social Affairs (MOLISA)
Need Legal Support?
LTS LAW offers comprehensive advisory services on labor – insurance – social welfare regulations for both employers and employees:
– Consulting on the application of new UI regulations tailored to each business
– Reviewing employee records and verifying eligibility
– Assisting with UI claim procedures
– Representing clients in labor disputes or social insurance inspections
Free legal consultation hotline: 0902 798 066
Website: https://lts.com.vn
