Law on Civil Servants No. 129/2025/QH15

LAW

PUBLIC SERVANTS

Pursuant to the Constitution of the Socialist Republic of Vietnam amended and supplemented by Resolution No. 203/2025/QH15;

The National Assembly promulgates the Public Servants Law.

PART I

GENERAL PROVISIONS

Article 1. Public Servants

A public servant is a Vietnamese citizen who is recruited for a job position, works at a public service unit under a labor contract, receives salary from the public service unit's wage fund, and from other lawful sources as prescribed by law.

Article 2. Principles in Professional Activities of Public Servants

Clause 1. Professional activities of public servants must be linked to the field of operation of the public service unit.

Clause 2. Adhere to the Constitution and laws, bear responsibility before the law during the process of implementing professional activities.

Clause 3. Implement professional procedures correctly; adhere to professional ethics and conduct rules; be subject to inspection and supervision by competent authorities and the people.

Clause 4. Serve the people with respect, dedication, civility, and courtesy; avoid causing inconvenience and difficulties; ensure fairness and equality in access to public services for the people.

Clause 5. Ensure quality, effectiveness, and progress of assigned work; continuously study and train to improve professional skills.

Article 3. Principles in Managing Public Servants

Clause 1. Ensure the leadership of the Communist Party of Vietnam and state management.

Clause 2. Implement recruitment, utilization, and management of public servants based on job positions and labor contracts.

Clause 3. Implement decentralization and delegation of authority, ensuring comprehensive autonomy of public service units tied to the responsibility of the head; establish and disclose mechanisms for explanation and supervision by agencies and authorized persons in managing the public servant workforce.

Clause 4. Promote gender equality in recruitment, utilization, management, and development of the public servant workforce.

Clause 5. Vigorously apply science, technology, and digital transformation in managing public servants; encourage and protect public servants' innovation, courage to think, act, break through, and take responsibility for the common good.

Article 4. Definitions

In this Law, the following terms shall be understood as follows:

1. Professional activities of public servants are the performance of tasks or duties requiring professional competence and skills in public service units.

2. Managing public servants are individuals appointed to hold managerial positions with a term of office, responsible for directing and organizing the implementation of one or several tasks in public service units.

3. Professional ethics are standards of perception and behavior suitable for the characteristics of each professional field, as prescribed by competent authorities.

4. Conduct rules are standards of behavior of public servants in performing tasks, issued by competent authorities, appropriate to the nature of work in each professional field.

5. Job Position is a job attached to a public servant's position or title based on the functions and tasks of the public service unit.

6. "Transfer" refers to the act of the head of an agency or unit with the authority to transfer a cadre to a new position at another agency or unit. is the decision by the public servant management agency or the agency entrusted with the authority to manage public servants to transfer a public servant from one public service unit to another within the scope of management. The transfer of public servants shall only be carried out in cases prescribed by the Party or by law regarding professional activities.

7. Appointment is the decision by the competent authority to assign a public servant to hold a managerial position.

8. "Temporary Assignment" refers to the act of the head of an agency or unit with the authority to assign a cadre to work temporarily at another agency, unit, or organization. is the dispatching of a public servant under the management of the public servant management agency or the agency entrusted with the authority to manage public servants to work at another agency, organization, or public service unit (the receiving agency, organization, or unit) according to task requirements.

9. Resignation is the voluntary request by a managerial public servant to relinquish their position before the end of their appointment term.

10. Removal is the decision by the competent authority to relieve a managerial public servant of their position before the end of their appointment term.

11. Suspension of duty is the decision by the competent authority to suspend a public servant from performing their assigned responsibilities and tasks for a specified period.

Article 5. Policy on the development of public service units

1. Public service units are organizations established by competent authorities in accordance with the law, having legal personality, operating without profit objectives, providing public services to society, and supporting the implementation of state management tasks.

2. The State has the responsibility to ensure the provision of basic and essential public services to society; concentrating resources for investment in mountainous areas, border regions, islands, remote areas, ethnic minority regions, and areas with particularly difficult socio-economic conditions.

3. The State has policies to promote socialization in the provision of public services, encouraging various economic sectors to participate in investment, development, and provision of public services in accordance with the law.

4. Based on the nature of the public service mission, the Government shall stipulate criteria for classifying public service units in each field of public service and management systems for public service units on the principle of ensuring efficiency, effectiveness, and streamlined operations.

Article 6. Policy on building and developing the civil servant workforce

1. The State has policies to build and develop a civil servant workforce with professional ethics, appropriate qualifications, and expertise for each sector and field.

2. Civil servants must be regularly trained to improve their professional knowledge and skills to meet job requirements.

3. The State has policies for interlinking human resources between the public and private sectors.

4. The State has policies regarding salaries and income for the civil servant workforce to ensure fairness, competitiveness, and alignment with job positions and work performance.

Chapter II

DUTIES AND RIGHTS OF CIVIL SERVANTS

Section 1

DUTIES OF CIVIL SERVANTS 

Article 7. General duties of civil servants

1. Loyalty to the Communist Party of Vietnam and the Socialist Republic of Vietnam; protecting the honor of the country and national interests.

2. Having bright and exemplary moral character.

3. Adhering to the Party's guidelines, policies, and the State's laws.

4. Protecting state secrets; maintaining and safeguarding public property, using it efficiently and economically.

5. Cultivating and refining professional ethics, implementing civil servant conduct rules.

Article 8. Duties of civil servants in professional activities

1. Fulfilling assigned tasks and responsibilities accurately and being accountable for results; proactively enhancing capabilities and professional qualifications to meet job requirements; applying science, technology, and digital transformation in performing tasks.

2. Having organizational discipline awareness; strictly adhering to unit regulations; reporting to authorized persons when discovering violations of the law within the unit.

3. Being proactive, creative, and closely collaborating with colleagues in performing tasks and professional activities; maintaining unity within the unit.

4. When serving the people, civil servants must comply with the following provisions:

a) Having courteous attitudes and respecting the people;

b) Having cooperative spirit and modest demeanor;

c) Not being arrogant, exercising authority arbitrarily, or causing difficulties and inconvenience to the people;

d) Adhering to professional ethics regulations.

5. A civil servant may only enter into employment contracts with one public service unit and be subject to the management of that public service unit.

6. Fulfilling other duties as prescribed by laws concerning sectors and fields and by authorized bodies.

Article 9. Duties of Management Officials

Management officials shall perform the duties prescribed in Articles 7 and 8 of this Law and the following duties:

1. Leading and directing the organization to implement assigned tasks and being responsible for the results of the unit's activities;

2. Inspecting, urging, and guiding the implementation of tasks by officials;

3. Being responsible for the occurrence of bureaucracy, corruption, negative practices, and waste within the managed unit;

4. Promptly and strictly handling officials under their management who violate legal provisions, internal regulations, and rules of the unit;

5. Regularly reviewing and standardizing internal procedures to minimize administrative procedures (if applicable); leading, directing, and being responsible for the resolution of administrative procedures within the managed unit;

6. Timely resolving complaints, accusations, and suggestions from individuals and organizations within their authority or referring them to competent authorities for resolution as prescribed by law;

7. Building and developing human resources; managing and using effectively physical assets and finances within the assigned management unit;

8. Performing other duties as prescribed by laws on professional activities and by competent authorities;

Article 10. Matters Prohibited for Officials

1. Evading, shirking, or passing the buck in the performance of assigned responsibilities; forming cliques, causing division; taking unauthorized leave or absence; participating in strikes; disseminating false information that affects the image and reputation of the country, locality, or workplace;

2. Exploiting professional activities to propagate against the policies, guidelines, and laws of the Party and State or harming traditional customs, cultural life, and spiritual life of the people and society;

3. Engaging in acts of embezzlement, corruption, waste, negative practices, profiteering, harassment, and other illegal acts during the performance of tasks;

4. Using public property or people's property contrary to the law;

5. Engaging in discriminatory behavior based on ethnicity, gender, age, disability, religion, belief, or social status in the performance of tasks;

6. Defaming the honor, dignity, and reputation of others while performing professional activities;

7. Other prohibited actions as prescribed by laws on anti-corruption; laws on thrift and anti-waste; laws on enterprises; laws on protecting state secrets; other prohibited actions as prescribed by law and by competent authorities.

Section 2

RIGHTS OF OFFICIALS 

Article 11. Rights of Officials in Professional Activities

1. Being protected by law in professional activities; being treated equally in work and professional development;

2. Receiving training and further education to improve professional knowledge and skills;

3. Having equipment and working conditions guaranteed;

4. Being provided with information related to assigned work or tasks;

5. Deciding on matters of a professional nature related to assigned work or tasks;

6. Refusing to perform work or tasks if they believe such work or tasks contravene legal provisions;

7. Unilaterally terminating the employment contract in accordance with the law;

8. Being considered for exemption, reduction, or exclusion of responsibility as prescribed by law and by competent authorities;

9. Exercising other rights regarding professional activities as prescribed by laws on professional activities and by competent authorities.

Article 12. Rights of civil servants regarding salary, bonuses, and related benefits

1. To receive salary, bonuses, and other income based on the results and effectiveness of work according to the position held.

2. To receive overtime pay, night shift pay, travel expenses, and other benefits as prescribed by law and internal expenditure regulations of the unit.

3. Civil servants working in mountainous areas, border regions, islands, remote areas, ethnic minority regions, areas with particularly difficult socio-economic conditions, or in occupations and jobs involving heavy labor, toxicity, danger, or special public service fields shall enjoy preferential policies as prescribed by law.

Article 13. Rights of civil servants regarding professional activities and business operations

1. To enter into labor contracts or service contracts with other agencies, organizations, or units if not prohibited by laws governing their respective sectors or fields, ensuring no conflict of interest as prescribed by anti-corruption laws, not contrary to the terms of the employment contract, and not violating professional ethics.

In cases where there is no agreement in the employment contract, written consent from the head of the public service entity must be obtained; for the head of a public service entity, written consent from the direct superior management authority must be obtained.

2. To practice individually if not prohibited by laws governing their respective sectors or fields, ensuring no conflict of interest as prescribed by anti-corruption laws, and not violating professional ethics.

3. To contribute capital, participate in managing and operating enterprises, cooperatives, hospitals, non-public educational institutions, scientific research organizations, except in cases where laws on anti-corruption, enterprise laws, or laws governing their respective sectors or fields provide otherwise.

4. To exercise other rights in business operations if not contrary to laws governing professional activities and regulations of competent authorities.

5. Civil servants working in public institutions in the science and technology sector, public higher education institutions may exercise the rights stipulated in this Article and other rights as prescribed by laws on science, technology, innovation, enterprise laws, and other relevant laws.

Article 14. Rights of civil servants regarding rest and other rights

1. To take annual leave, holidays, personal leave, and unpaid leave as prescribed by labor laws.

In cases where work requirements prevent the use or full use of annual leave, civil servants shall be paid a sum of money for unused days according to the internal expenditure regulations of the unit and within the financial capacity of the unit.

2. To study and conduct scientific research both domestically and internationally, participate in economic and social activities, except for those activities specified in Clause 7, Article 10 of this Law; in cases of injury or death while performing duties, they shall be considered for benefits and policies for war invalids or recognized as martyrs according to the provisions of law.

3. To enjoy other rights as prescribed by law and regulations of competent authorities.

Chapter III

RECRUITMENT AND USE OF CIVIL SERVANTS

Section 1

CIVIL SERVANT RECRUITMENT 

Article 15. Basis for Recruitment of Civil Servants

The recruitment of civil servants must be based on the actual needs of public service units, job positions, salary funds, and other legitimate sources of income of public service units.

Article 16. Principles of Recruitment of Civil Servants

1. Ensuring transparency, fairness, objectivity, competition, equality, and compliance with the law.

2. Ensuring recruitment according to actual needs.

3. The person recruited must immediately meet the requirements of the applied job position.

4. Prioritizing recruitment for those who have contributed to the revolution, relatives of those who have contributed to the revolution, ethnic minorities, retired officers, professional military personnel, and other policy beneficiaries as stipulated by law.

Article 17. Methods of Recruitment of Civil Servants

1. Recruitment of civil servants shall be carried out through the following methods:

a) Competitive examination;

b) Direct selection for specific groups as prescribed by the Government.

2. In addition to the recruitment methods prescribed in Clause 1 of this Article, the following individuals, if they immediately meet the requirements of the applied job position, may be accepted as civil servants:

a) Experts, scientists, persons with special talents and skills, and those with relevant experience;

b) Individuals currently under employment contracts with public service units;

c) Other individuals as prescribed by laws governing specific industries and fields.

3. For individuals who are current officials, civil servants, civil employees, personnel receiving salaries in the People's Army, Public Security Force, or confidential organizations, if they meet the standards and conditions of the job position and obtain written approval from the competent authority to transfer to work as civil servants at public service units, they are exempted from the recruitment regulations stipulated in Clauses 1 and 2 of this Article.

4. The Government shall provide detailed regulations on this matter.

Article 18. Authority for Recruitment of Civil Servants

1. Management agencies of public service units shall carry out recruitment of civil servants according to the classification and authorization of the Ministry, sector, or provincial People's Committee, except in cases provided for in Clause 2 of this Article.

2. Based on the organizational scale, field of activity, and capacity to meet recruitment requirements, the Government shall specify the authority for recruitment of civil servants for public service units.

3. In cases where public service units specified in Clause 2 of this Article have recruitment needs but cannot carry out recruitment themselves, they shall propose that the competent authority specified in Clause 1 of this Article undertake it.

4. The Government shall provide detailed regulations on this matter.

Article 19. Conditions for Registration to Apply for Recruitment as a Civil Servant

1. Individuals meeting the following conditions may register to apply for recruitment as a civil servant:

a) Having Vietnamese nationality as prescribed by the Nationality Law;

b) Residing in Vietnam;

c) Being eighteen years old or older, except in cases prescribed by laws governing specific industries and fields for certain specialized professions;

d) Submitting an application for registration;

đ) Possessing good political qualities and morals; having a clear record;

e) Being in good health to perform duties;

g) Meeting the conditions required for the applied job position;

h) Meeting other standards and conditions prescribed by laws governing professional activities.

2. Individuals applying for management positions as civil servants, in addition to meeting the conditions prescribed in Clause 1 of this Article, must also meet the appointment standards and conditions as prescribed, except in cases implemented according to decisions of the competent authority.

3. The following individuals are not allowed to register to apply for recruitment as a civil servant:

a) Those who have lost or are restricted in their capacity for civil acts; those with difficulties in recognizing and controlling their behavior;

b) Those currently being pursued for criminal responsibility; those currently serving or have completed serving a criminal judgment or decision of the Court and have not had their criminal record expunged; those currently undergoing administrative measures at compulsory drug rehabilitation centers or compulsory educational facilities;

c) Those falling within any of the categories prohibited from registering to apply for recruitment as a civil servant as prescribed by laws governing professional activities.

Article 20. Employment Contracts for Civil Servants

1. An employment contract is a written agreement between a civil servant or a person recruited to become a civil servant and the head of a public service entity regarding the position, salary, benefits, working conditions, rights, obligations, and other related contents.

2. Based on the recruitment results, the head of the public service entity signs the employment contract and assigns the successful candidate to the position.

3. Employment contracts for civil servants include fixed-term contracts and indefinite-term contracts.

4. The Government shall provide detailed regulations on this matter.

Article 21. Labor Contracts and Service Contracts

1. Depending on the nature, requirements, financial resources, and human resource needs of the public service entity, the head of the public service entity decides within their authority or reports to the competent authority before signing labor contracts or service contracts to perform the following tasks:

a) Signing contracts with experts, scientists, lawyers, outstanding business leaders, or highly qualified professionals in strategic and key sectors to perform management, operational, and development tasks at the public service entity or to perform specialized and vocational tasks;

b) Signing contracts to perform support positions.

2. For certain cultural, artistic, sports activities, and other special fields requiring an age under 18 years old, the signing of contracts shall be carried out in accordance with the provisions of the Labor Code.

3. Contracts shall not be signed for tasks related to national security, state secrets, and other contents as prescribed by law.

4. Public service entities have the right to use legitimate financial sources in accordance with the law to sign contracts as stipulated herein; for public service entities providing basic and essential public services that are not financially independent, the financial source for implementing the contracts as stipulated herein shall be paid from the state budget.

5. The Government shall provide detailed regulations on this matter.

Article 22. Termination of Contracts

1. The termination of employment contracts, labor contracts, service contracts, and the rights and obligations of the parties involved shall be carried out in accordance with this Law, labor laws, civil laws, and other relevant laws.

2. Civil servants and persons who sign labor contracts or service contracts with public service entities have the right to unilaterally terminate the contract. Provisions related to unilateral termination of contracts shall be implemented in accordance with labor laws, civil laws, and other relevant laws.

3. Public service entities may only unilaterally terminate employment contracts, labor contracts, or service contracts with civil servants or persons who sign labor contracts or service contracts in cases prescribed by labor laws, civil laws, and other relevant laws.

4. In addition to the cases of terminating employment contracts as stipulated in Clause 1 of this Article, employment contracts shall be terminated in the following cases:

a) A civil servant is disciplined with the measure of being dismissed from service;

b) A civil servant is rated as failing to meet job requirements due to professional or vocational reasons or inability to meet the demands of the position;

c) Other cases as prescribed by laws governing specific industries or as agreed upon.

Section 2

POSITION OF WORK 

Article 23. Position of civil servant's job

1. Basis for determining the position of civil servant's job:

a) Functions, tasks, and organizational structure of public service units;

b) Complexity level, nature, characteristics, scale of operation of public service units; scope and target served; management procedures in specialized fields;

c) Specialized knowledge and skills of the industry or field of profession and specialized knowledge and skills of other industries or fields as prescribed;

d) Degree of modernization of equipment, facilities, working conditions, and application of science and technology, digital transformation.

2. The position of civil servant's job includes the following main contents:

a) Name of the job position;

b) Job description and competency framework of the job position.

3. Classification of job positions:

a) Management job position;

b) Professional job position;

c) Support job position.

4. The Government shall provide detailed regulations on this matter.

Article 24. Change of job position

1. A civil servant may be transferred to a new job position if they meet the criteria and conditions of that job position and the unit still has a need for that job position.

2. The change of job position shall be decided by the competent authority, ensuring transparency, fairness, objectivity, and compliance with the law.

3. The Government shall provide detailed regulations on this matter.

Section 3

ASSESSMENT OF CIVIL SERVANTS 

Article 25. Implementation of civil servant evaluation

1. Principles of implementation of evaluation:

a) Evaluation must ensure democracy, transparency, fairness, clarity, objectivity, continuity, and multi-dimensional assessment;

b) Evaluation content must be quantified based on criteria related to the results of performing tasks according to each job position;

c) Application of science and technology, digital transformation in monitoring, evaluating, and classifying the quality of civil servants;

d) Linking evaluation results with the implementation of salary and bonus systems and other policies as stipulated by law and internal financial regulations of the unit.

2. Authority to evaluate:

a) The head of a public service unit or the head of a subordinate unit shall conduct evaluations of civil servants under their management according to the evaluation regulations of the public service unit;

b) The evaluation of the head of a public service unit shall be conducted by the head of the superior agency or organization directly managing them.

3. Content of evaluation:

a) Political qualities, moral qualities, professional ethics; discipline awareness in performing tasks; compliance with laws and regulations concerning civil servants and those of the agency, organization, or unit;

b) Professional competence according to the requirements of the job position; ability to meet the demands of assigned tasks regularly and urgently; sense of responsibility in performing tasks; attitude towards serving citizens and businesses for job positions directly interacting with them; ability to cooperate with colleagues;

c) Ability to innovate, creativity, courage to think, act, and take responsibility for the common good in performing tasks;

d) Results of task performance through quantity, quality, and progress of products according to the job position;

e) Other content as required by the job position.

In addition to the above contents, managers shall also be evaluated based on the results of unit activities or sectors they lead, manage, or oversee; ability to organize and implement tasks; capability to unite and mobilize civil servants and workers under their jurisdiction.

4. Establishment of evaluation regulations:

a) The Government shall guide the establishment of evaluation criteria frameworks for civil servants at public service units in various industries and fields;

b) Based on the provisions of this article and the evaluation criteria framework issued by the Government, public service units shall establish evaluation regulations applicable to civil servants within their management scope.

Article 26. Classification of Quality and Utilization of Evaluation Results

1. Based on the results of monitoring, evaluation, and the unit's evaluation regulations, the annual quality classification for staff members shall be made at the following levels:

a) Outstanding performance;

b) Good performance;

c) Satisfactory performance;

d) Unsatisfactory performance.

The results of the quality classification must be notified to the individual staff member, publicly announced within the unit, and recorded in the staff member's file.

In cases where public service units have their own specific regulations regarding evaluation and quality classification, they must define corresponding levels according to the provisions of this clause.

2. Based on the periodic or annual evaluation results, the competent authority shall decide:

a) To implement training, development, planning, transfer, appointment, and reappointment;

b) To implement salary systems, other benefits, and policies as prescribed by law and the competent authority; to implement rewards, additional income, and bonuses as prescribed;

c) To consider and assign to a lower-level position or terminate employment for those who fail to complete tasks or do not meet job requirements.

Article 27. Recommendations Regarding Quality Classification Results

1. When there is a basis to believe that the quality classification results do not comply with legal regulations or the unit's evaluation regulations, staff members have the right to submit recommendations regarding their quality classification results in writing to the competent authority responsible for classification or its immediate superior. The recommendation letter must clearly state the grounds for the recommendation, the content of the recommendation, and proposals.

2. The deadline for submitting recommendations is five days from the date of public announcement of the quality classification results.

3. The competent authority has the responsibility to resolve recommendations through dialogue or in writing within ten working days from the date of receipt of the recommendation.

4. The procedures and formalities for resolving recommendations regarding quality classification results shall be carried out in accordance with the provisions of this Article and the unit's regulations. Resolved recommendations will not be reconsidered.

Section 4

TRAINING AND STAFF DEVELOPMENT 

Article 28. Responsibilities for Training and Development of Staff Members

1. Training and development activities are conducted for staff members to supplement and update knowledge and skills serving professional activities or to meet job position requirements.

2. Public service units are responsible for building and implementing plans for staff training and development according to human resource development needs and creating conditions for staff members to participate in training and development.

3. For training and development programs required by authorized agencies, the costs of training and development shall be sourced from the financial resources of the agency or public service unit or from other sources as prescribed by law.

Article 29. Responsibilities and Benefits of Staff Members in Training and Development

1. Staff members participating in training and development must comply with the training and development regulations and be subject to management by the training and development institution.

2. Staff members assigned to participate in training and development shall enjoy salaries and benefits as prescribed by law and the regulations of public service units; the time spent on training and development shall be counted as continuous work time.

3. If a staff member who has been trained voluntarily leaves the job or unilaterally terminates the contract, they must compensate for the training costs as prescribed by law.

Section 5

APPOINTMENT, DETACHMENT, RESIGNATION, REMOVAL,
TERMINATION OF DUTIES, TRANSFER FOR STAFF MEMBERS 

Article 30. Appointment, Detachment, Resignation, Removal, and Termination of Position

1. Civil servants shall be appointed to managerial positions by the competent authority's appointment decision. In cases where they are appointed to a new managerial position, they shall automatically vacate their current managerial position, except in cases of兼任。

2. The term of appointment for civil servants holding managerial positions is five years, except as otherwise provided by laws governing professional activities. For certain special positions, the term of appointment may be less than five years as prescribed by relevant laws or by the competent authority.

Upon expiration of the appointment term, the competent authority must consider reappointment or non-reappointment, except in cases where they have not been reviewed or reappointed according to the provisions of the law and those of the competent authority.

3. Matters related to detachment, resignation, removal, termination of position, and other relevant matters for managerial civil servants shall be carried out in accordance with the provisions of the competent authority and the Government.

Article 31. Transfer of Civil Servants

The authority managing civil servants or the agency entrusted with such management authority decides to transfer civil servants from one public institution to another within its jurisdiction, in accordance with the regulations of the Party or the laws governing professional activities.

Chapter 6

RESIGNATION AND RETIREMENT FOR CIVIL SERVANTS 

Article 32. Resignation and Retirement for Civil Servants

1. Civil servants may resign if they fall under any of the circumstances terminating the employment contract, unilaterally terminating the employment contract as stipulated by labor laws, or any of the circumstances specified in Clause 4, Article 22 of this Law. Resignation allowances, unemployment benefits, and job loss compensation shall be implemented in accordance with the law.

2. Civil servants shall retire in accordance with labor laws and social insurance laws; early retirement or late retirement shall be implemented in accordance with professional activity laws or the provisions of the competent authority.

3. The Government shall specify the authority, procedures, and processes for resignation and retirement; situations where the employment contract cannot be terminated prematurely, and detailed regulations on this matter.

Chapter IV

REWARD AND DISCIPLINARY ACTION 

Article 33. Rewarding Civil Servants

1. Civil servants who achieve outstanding results in work and professional activities shall be rewarded in accordance with the law on commendation and reward.

2. Civil servants who are rewarded for outstanding achievements or meritorious service shall be eligible for salary increases ahead of schedule, receive bonuses from the public institution's bonus fund or other sources, and be given priority when considering promotion to higher positions in accordance with the law and internal financial regulations of the unit.

Article 34. Exemption, Reduction, and Waiver of Liability for Civil Servants

1. Civil servants may be considered for exemption, reduction, or waiver of liability in the following circumstances:

a) They have acted in accordance with the regulations on authority, procedures, and formalities; there was no personal gain during the performance of duties, but damage occurred due to objective reasons;

b) They have implemented innovative proposals approved by the competent authority and recognized by the competent authority as having followed the policy, had noble motives, and served the common good;

c) Due to force majeure as defined by law;

d) Other cases as prescribed by law and the competent authority.

2. The exemption, reduction, or waiver of liability for civil servants shall be carried out in accordance with relevant laws and the provisions of the competent authority.

Article 35. Disciplinary Measures for Civil Servants

1. Civil servants who violate the provisions of this Law and other relevant laws shall be subject to one of the following disciplinary measures depending on the nature and severity of the violation:

a) Reprimand;

b) Warning;

c) Removal from office, applicable to managerial civil servants;

d) Compulsory resignation.

2. A civil servant disciplined under any of the forms prescribed in Clause 1 of this Article shall also be restricted from practicing their profession according to the relevant laws.

3. A civil servant sentenced to imprisonment by a court without probation or convicted of corruption shall be automatically dismissed from employment as of the date the judgment or decision becomes legally effective; a managerial civil servant convicted of a crime and whose judgment or decision has become legally effective shall automatically vacate the appointed position.

4. The Government shall provide detailed regulations on this Article and other related contents concerning disciplinary measures.

Article 36. Time Limit and Duration for Disciplinary Measures

1. The time limit for disciplinary measures is the period during which, if exceeded, a civil servant with a violation will not be subject to disciplinary measures. The time limit for disciplinary measures is calculated from the date of the violation.

Except for cases stipulated in Clause 2 of this Article, the time limit for disciplinary measures is specified as follows:

a) Five years for violations that require a reprimand disciplinary measure;

b) Ten years for violations not falling within the case specified in point a of this clause.

2. Violations not subject to a time limit for disciplinary measures include:

a) A civil servant who is a party member committing a violation requiring a expulsion disciplinary measure;

b) Committing violations concerning internal political security work;

c) Actions infringing upon national interests in the fields of defense, security, and foreign affairs;

d) Using fake or illegal certificates, diplomas, or certificates of confirmation.

3. The duration for disciplinary measures against a civil servant is the period from when the violation is discovered until the competent authority makes a disciplinary decision.

The duration for disciplinary measures shall not exceed ninety days; in cases where the circumstances are complex and require additional investigation and verification, the duration for disciplinary measures may be extended but shall not exceed one hundred and fifty days.

4. In cases where a civil servant has been indicted, prosecuted, or had a decision made to bring them to trial under criminal procedure but subsequently has a decision to terminate the investigation or close the case, and the violation indicates a disciplinary offense, they shall be subject to disciplinary measures. The time spent investigating, prosecuting, and trying under criminal procedure shall not be counted towards the time limit for disciplinary measures.

Article 37. Other Provisions Related to Disciplinary Measures for Civil Servants

1. Depending on the degree of violation and the form of disciplinary measure, a civil servant subject to disciplinary measures shall also be subject to corresponding provisions regarding appointment to higher positions, recruitment regulations, dismissal, salary, bonuses, and other related provisions.

2. During the period of disciplinary measures, while being investigated, prosecuted, or tried, a civil servant shall not be nominated, proposed, appointed, transferred, seconded, trained, or further educated according to the law and the regulations of the competent authority.

3. A civil servant removed from office due to corruption shall not be appointed to a managerial position.

4. In cases where a civil servant is prohibited from practicing their profession or restricted from professional activities for a certain period according to the decision of the competent authority, the public service unit shall assign the civil servant to another position unrelated to the prohibited or restricted professional activity. If there is no suitable position, the employment contract shall be terminated according to the law.

5. The Government shall provide detailed regulations on this matter.

Article 38. Suspension from duty for civil servants

1. The head of the agency, organization, or unit with the authority decides to suspend a civil servant from duty when signs of violation in performing tasks or professional activities are discovered, or upon the proposal of an authorized agency, organization, or unit.

2. The Government shall provide detailed regulations on this matter.

Chapter V

MANAGEMENT OF CIVIL SERVANTS 

Article 39. Content and State Management Responsibilities for Civil Servants

1. The content of State management over civil servants includes:

a) Issuing legal normative documents on civil servants;

b) Issuing planning and development plans for public service units by sector and field, and developing the civil servant workforce;

c) Issuing job position descriptions and competency frameworks; issuing conduct rules for civil servants under their respective sectors and fields (if applicable);

d) Managing statistics on civil servants; guiding the establishment and management of civil servant files; building a national database system on civil servants;

đ) Inspecting and supervising State management over civil servants.

2. State management responsibilities for civil servants:

a) The Government uniformly manages State affairs concerning civil servants and assigns and decentralizes responsibilities to Ministries, ministerial-level agencies, and provincial People's Committees to manage civil servants;

b) Ministries, ministerial-level agencies, and provincial People's Committees manage civil servants according to this Law and the assignments and decentralizations made by the Government.

Article 40. Content and Authority for Managing Civil Servants

1. The content of managing civil servants includes:

a) Establishing job positions; managing the number of employees;

b) Recruitment, signing employment contracts, assignment, and task distribution; changing job positions;

c) Planning, appointment, reappointment, transfer, secondment, suspension from duty, removal from office, resignation, and dismissal;

d) Monitoring, evaluating, and classifying quality; rewarding and disciplining;

đ) Implementing training, upgrading, salary systems, and other policies for civil servants;

e) Resolving termination of employment and retirement benefits;

g) Establishing and managing civil servant files; implementing reporting systems on civil servant management;

h) Resolving complaints, accusations, and recommendations;

i) Other management contents for civil servants as prescribed by law.

2. Authority for managing civil servants:

a) Ministries, ministerial-level agencies, government-affiliated agencies, and provincial People's Committees manage civil servants according to the authority stipulated in this Law and other authorities assigned and decentralized by the Government;

b) Publicly established service units manage civil servants according to the authority stipulated in this Law and other authorities delegated by the competent authority.

Article 41. Files and Management of Civil Servant Files

1. Civil servant files include paper and electronic files, managed through the civil servant information system and updated into the national database on civil servants. Civil servant files must contain complete documents as prescribed, ensuring accurate records of the civil servant's career progression.

2. Civil servants are responsible for updating personal information as required when changes occur; the authorized agency, organization, or unit approves and updates the information into the civil servant file and synchronizes it with the national database on civil servants.

3. The Government shall provide detailed regulations on this matter.

Chapter VI

IMPLEMENTING PROVISIONS 

Article 42. Application of the Law on Civil Servants to civil servants who have retired or left their posts

The handling of violations committed during the period of service by civil servants who have retired or left their posts shall be regulated as follows:

1. All violations committed during the period of service by civil servants who have retired or left their posts shall be subject to legal proceedings in accordance with the law;

2. Depending on the nature and severity of the violation, the person committing the violation may be subject to criminal, administrative, or disciplinary proceedings;

3. If a civil servant is found to have committed a violation during their period of service after retiring or leaving their post, they must bear one of the forms of disciplinary action such as reprimand, warning, or removal from position, corresponding to the legal consequences associated with the form of disciplinary action, depending on the nature and severity of the violation.

4. The Government shall provide detailed regulations on this matter.

Article 43. Implementation Provisions

1. This Law takes effect from July 1, 2026.

2. The Law on Civil Servants No. 58/2010/QH12, which has been amended and supplemented by Law No. 52/2019/QH14, shall cease to be effective from the date this Law comes into force.

3. By no later than July 1, 2027, all ministries, central agencies, local authorities, and public service units under their management must complete the assignment to positions and salary grading for civil servants recruited before the effective date of this Law in accordance with the provisions of this Law.

4. From the date this Law takes effect, those undergoing probationary periods pursuant to the Law on Civil Servants No. 58/2010/QH12, as amended and supplemented by Law No. 52/2019/QH14, shall be assigned salaries corresponding to the positions they were recruited for.

5. Civil servants recruited before July 1, 2003 shall enjoy rights, obligations, and be managed as civil servants working under indefinite-term employment contracts as stipulated by the law on civil servants.

Civil servants recruited from July 1, 2003 to the date this Law takes effect shall continue to implement employment contracts signed with public service units, enjoying rights, obligations, and being managed in accordance with this Law and relevant laws.

This Law was adopted by the National Assembly of the Socialist Republic of Vietnam, Session XV, 10th Meeting, on December 10, 2025./.