New Regulations on Electronic Labor Contracts and Control ID Codes from July 1, 2026

New Regulations on Electronic Labor Contracts and Control ID Codes from July 1, 2026, establish a strict legal framework for digitizing labor relations in Vietnam. This legal document directly regulates the process of creating, signing, and storing personnel data in an electronic environment. Long Phan Consulting Company provides a detailed analysis of the technical standards and related legal obligations below.

Businesses need to understand the meaning of “Electronic Employment Contract ID/Identifier”.

The concept is defined in Clause 5, Article 3 of Decree 337/2025/ND-CP:

• Definition: An Electronic Labor Contract ID is a unique sequence of numbers issued by the Electronic Labor Contract Platform for each electronic labor contract (and contracts converted from paper).
• Implication: From July 1, 2026, when signing electronic labor contracts, a code will be attached for the State and parties to identify, lookup, verify, and trace transaction history.

>>> See more at: Registration of Directly Entered Labor Contracts

Rules for assigning IDs/Identifiers to electronic labor contracts from July 1, 2026.

According to Article 4 and Article 6 of Decree 337/2025/ND-CP:

1. General Principles:

• Compliance with laws on labor, electronic transactions, cyber information security, and personal data protection.
• Sent to employees and employers as data messages via agreed electronic means.
• Use is encouraged to replace paper contracts.

2. Process:

• The contract is created, authenticated for subject identity, digitally signed, timestamped, and certified for data messages by the eContract Provider.
• Within 24 hours from the time the last party signs, the eContract Provider must send the contract to the Electronic Labor Contract Platform to attach the ID code as regulated by the Ministry of Home Affairs.

Businesses need to understand the technical/legal requirements of the eContract system and its provider.

According to Article 6 of Decree 337/2025/ND-CP, eContract systems must ensure:

• Digital Signatures: Software for signing/checking signatures meeting legal requirements.
• Security: Measures to protect client information and data; technical plans for maintaining certification operations during incidents.
• Storage & Lookup: Ensuring data integrity and lookup capability.
• Authentication: Functions to correctly identify subjects and authenticate identities (employees/employers).
• Consent: Technical measures to confirm the identified party agrees to contract contents.
• Certification: Function to certify electronic labor contracts before sending them to the Platform for ID attachment.
• Conversion: Function to convert between electronic and paper forms.
• Reporting: Supporting employers to report labor usage via protocols defined by the Ministry of Home Affairs.
• Connection: Standard API connection with the Electronic Labor Contract Platform.

Subject Requirements:

• Individuals: ID cards (CCCD/CMND), electronic ID accounts (Level 2), or valid passports.
• Organizations: Establishment decisions/Business Registration Certificates + Legal Representative’s ID documents.
• Signatures: Must have digital signatures and use timestamping services.

Note: eContract providers must have a License for Trust Services (Data Message Certification).

Validity of electronic employment contracts and their accompanying appendices.

Based on Article 7 and Clause 3 Article 9 of Decree 337/2025/ND-CP:

• Effective Date: Valid from the time the last party digitally signs, timestamps, and the eContract Provider certifies the data message (unless agreed otherwise).
• Annexes: Contract annexes, suspension agreements, and termination notices must be attached to the same ID of the original contract to ensure consistency and traceability.

Operating framework and transitional regulations for employment contracts signed before January 1, 2026.

Platform Principles (Article 10):

• Centralized construction, management, and operation; unified use from central to local levels.
• Continuous, stable operation ensuring data integrity and security.

Transitional Provisions:

• Contracts signed before January 1, 2026, that are still valid on that date continue to be performed under labor and electronic transaction laws until expiration. They have equivalent value to contracts meeting new ID conditions.
• Contracts established before Jan 1, 2026, but not yet completed by that date continue under old laws unless parties agree to apply Decree 337/2025/ND-CP.

Tasks that businesses need to complete before July 1, 2026 – the date when the electronic labor contract platform must be officially launched.

Enterprises should proactively:

1. Review Process: Determine cases for paper vs. electronic contracts (electronic encouraged but must follow ID/Platform rules).
2. Select Provider: Choose an eContract provider with trust service licenses, API connection, and 24h-push SLA.
3. Standardize Identity: Setup digital signing and timestamping configurations for authorized signers and employees.
4. Design Records: Organize records so contracts, annexes, and terminations follow the same ID chain.
5. Train HR/Legal: Train staff on electronic evidence, effective dates, and extraction methods for disputes.

>>>See more: Legal procedure for terminating labor contract

Long Phan Consulting provides consulting services on electronic labor contracts with unique identification codes for control purposes.

Long Phan Consulting Company offers comprehensive support:

• Advisory: Implementing electronic labor contracts and ID codes.
• Drafting: Creating standard contract templates, annexes, and authentication documents ensuring data integrity.
• Supervision: Monitoring data scanning, digital signing, and electronic archiving.
• Representation: Handling related administrative procedures.

Frequently Asked Questions about Electronic Labor Contracts with Identification Code Control from July 1, 2026, according to Decree 337/2025/ND-CP

Below, Long Phan Consulting provides some frequently asked questions regarding electronic labor contracts with unique identification codes for control purposes, effective from July 1, 2026, according to Decree 337/2025/ND-CP. We invite interested clients to refer to the following information:

Does the ID change when an employee is promoted?

No. The ID is unique to the contract relationship. Changes in title/salary are updated via annexes attached to the original ID. (Legal Basis: Clause 5, Article 3, Decree 337/2025/ND-CP).

When does the electronic contract take effect?

From the time the last party signs, timestamps, and the eContract Provider certifies the message (unless agreed otherwise). (Legal Basis: Article 7, Decree 337/2025/ND-CP).

Who are the participating subjects?

Employees, Employers (Article 18 Labor Code), and eligible eContract Providers (Clause 3 Article 6 Decree 337). (Legal Basis: Article 5, Decree 337/2025/ND-CP).

From what point in time are electronic employment contracts required to include an identification code?

From July 1st, 2026, electronic labor contracts concluded under the model of Decree 337/2025/ND-CP must be assigned an ID through the Electronic Labor Contract Platform.

Legal basis: Clause 5, Article 3, Article 4 and Clause 4, Article 6 of Decree 337/2025/ND-CP

When is the ID attachment mandatory?

From July 1, 2026, electronic labor contracts must be attached with an ID code via the Platform. (Legal Basis: Clause 5 Article 3, Article 4, Clause 4 Article 6, Decree 337/2025/ND-CP).

Conclusion

The New Regulations on Electronic Labor Contracts require thorough preparation of infrastructure and data. Long Phan Consulting Company is ready to assist clients in implementing technical standards. Please contact Hotline 1900636389 for in-depth support.