Employee rights and responsibilities in electronic labor contracts

Employee rights and responsibilities in electronic labor contracts generate specific rights and responsibilities for employees within the digital transformation of labor relations. Engaging in contracts via electronic means requires employees to understand the protected interests and statutory obligations under labor and electronic transaction laws. Long Phan Consulting Company provides a technical analysis of these elements according to Decree 337/2025/NĐ-CP.

Workers’ rights in electronic employment contracts

The rights of employees in electronic labor contracts are specifically stipulated in Clause 1, Article 20 of Decree 337/2025/ND-CP as follows:

1. Register and use an account to access the Electronic Labor Contract Platform to search, verify, and manage your signed electronic labor contract data.
2. Share and use your electronic labor contract data from the Electronic Labor Contract Platform to carry out relevant administrative procedures and electronic transactions in accordance with the law.

Responsibilities of employees in electronic employment contracts

According to Clause 2, Article 20 of Decree 337/2025/ND-CP, the responsibilities of employees in electronic labor contracts are specifically stipulated as follows:

1. Implement the conclusion, amendment, supplementation, suspension, and termination of electronic labor contracts in accordance with the provisions of Decree 337/2025/ND-CP.
2. Keep your account information secure and do not share it with others for unauthorized use.
3. Update your personal information completely and accurately according to the instructions when registering an account on the Electronic Labor Contract Platform.
4. Immediately notify the management agency of the Electronic Labor Contract Platform when detecting any signs of security risks, forgery, misinformation, or unauthorized access.
5. Comply with legal regulations on the protection of state secrets, the protection of personal data, and the operating regulations of the Electronic Labor Contract Platform during the exploitation and use of electronic labor contract data.

>>> See more: New Regulations on Electronic Labor Contracts and Control ID Codes from July 1, 2026

Switching between paper-based and electronic employment contracts

Based on Article 8 of Decree 337/2025/ND-CP, the conversion between paper-based and electronic labor contracts is regulated as follows:

1. Electronic labor contracts converted from paper-based labor contracts must comply with the provisions of Clause 1, Article 12 of the Law on Electronic Transactions 2023, including the following conditions:

• The information contained in the data message is guaranteed to be as intact as in a paper document.
• The information in the data message is accessible and usable for reference.
• There is a unique symbol confirming that the document has been converted from paper to data message and information of the agency, organization, or individual performing the conversion.
• In the case of paper documents such as licenses, certificates, confirmations, or other approvals issued by competent authorities or organizations, the conversion must meet the requirements specified in points a, b, and c of this clause and must bear the digital signature of the agency or organization performing the conversion, unless otherwise stipulated by law. 

2. A written labor contract converted from an electronic labor contract, in accordance with Clause 2, Article 12 of the 2023 Law on Electronic Transactions, includes the following conditions:

• Information contained in paper documents is protected just as securely as data messages.
• There is information to identify the information system and the system owner who created, sent, received, and stored the original data messages for retrieval.
• There is a unique symbol confirming that the data message has been converted to paper text, along with information about the agency, organization, or individual that performed the conversion.
• If the data message is an electronic certificate, the conversion must meet the requirements specified in points a, b, and c of this clause and must bear the signature and seal (if any) of the agency or organization performing the conversion as prescribed by law. The information system serving the conversion must have the capability to convert data messages into paper documents.

>>> See more: Does Remote Work Require a Separate Contract?

Long Phan Consulting Company provides consulting services on electronic labor contract signing

Long Phan Consulting Company provides comprehensive solutions for the implementation and management of electronic labor contracts. We ensure your digital relations are legally robust and risk-controlled.

• Review and develop procedures for concluding electronic labor contracts, including account registration, entity verification, and implementation of digital signatures in accordance with legal standards.
• We provide consulting services on mechanisms for storing, preserving, and managing data messages to ensure integrity, accessibility, and evidentiary value in case of disputes.
• Drafting and reviewing electronic employment contract templates (eContract), tell guaranteeIt fully outlines the rights and obligations of employees, while also incorporating clauses on the confidentiality of personal data and trade secrets.
• This guide outlines the procedures for amending, supplementing, suspending, or terminating electronic employment contracts in accordance with labor laws and electronic transaction regulations.
• The representative will work with the regulatory agency or platform operator when technical issues arise, disputes occur, or when there is a need to verify the legal validity of documents converted from electronic data to paper form.

Frequently Asked Questions about Employee rights and responsibilities in electronic labor contracts

Below are some frequently asked questions about employee rights and responsibilities in electronic labor contracts; please refer to them:

Do electronic employment contracts have the same legal validity as paper contracts?

An electronic employment contract is an employment contract concluded and established in the form of data messages in accordance with labor law and electronic transaction law, and has the same legal validity as a written paper employment contract.

(Legal basis: Clause 1, Article 3 of Decree 337/2025/ND-CP.)

What should employees do if they discover inaccurate information on the platform?

Customers are responsible for immediately notifying the Electronic Employment Contract Platform management authority of any signs of security risks, fraud, misinformation, or unauthorized access.

(Legal basis: Point d, Clause 2, Article 20 of Decree 337/2025/ND-CP.)

Can employers arbitrarily share employees’ contract data?

Employers are only permitted to share and use their electronic labor contract data from the Electronic Labor Contract Platform to report on the employment situation, carry out relevant administrative procedures and electronic transactions in accordance with the law, while complying with legal regulations on the protection of state secrets, the protection of personal data, and the operating regulations of the Electronic Labor Contract Platform during the exploitation and use of electronic labor contract data.

(Legal basis: Point c, Clause 1 and Point e, Clause 2, Article 19 of Decree 337/2025/ND-CP.)

Can employees who do not have a personal digital signature enter into electronic contracts?

Employees who do not have a personal digital signature can enter into contracts through their identified and authenticated access accounts on the Electronic Labor Contract Platform in accordance with the technical standards of the law.

(Legal basis: Point a, Clause 1, Article 20 of Decree 337/2025/ND-CP.)

Who is responsible for storing electronic employment contracts?

Employers are responsible for storing labor contract data fully and securely in accordance with the law; and for implementing necessary security measures to protect information, especially personal data and the content of agreements between the parties. Furthermore, they must ensure the timely and accurate retrieval and provision of contract data when requested by competent authorities or when verification and comparison are required.

(Legal basis: Point b, Clause 2, Article 19 of Decree 337/2025/ND-CP.)

Is a paper contract, after being scanned into PDF, considered a legally valid electronic contract?

A paper contract, after being scanned into PDF, is only recognized as an electronic contract if it meets the conversion requirements, such as having a unique identifying mark, ensuring integrity, and being digitally signed by an authorized person of the employing entity.

(Legal basis: Clause 1, Article 8 of Decree 337/2025/ND-CP; Article 12 of the Law on Electronic Transactions 2023.)

Can workers use their electronic contract data to obtain bank loans?

Customers have the right to share and use their electronic employment contract data from the Electronic Employment Contract Platform to carry out related administrative procedures and electronic transactions in accordance with the law.

(Legal basis: Point b, Clause 1, Article 20 of Decree 337/2025/ND-CP.)

>>> See more: New Regulations on Electronic Labor Contracts and Control ID Codes from July 1, 2026

Conclusion

Understanding employee rights and responsibilities in electronic labor contracts ensures effective corporate operations. Compliance with Decree 337/2025/NĐ-CP and the Law on Electronic Transactions 2023 is the foundation for protecting the legal interests of all parties. For professional eContract support relating employee rights and responsibilities in electronic labor contracts, contact Long Phan Consulting Company via hotline 1900636389