Decree No. 293/2025/ND-CP on the minimum wage for workers under labor contracts

DECREE

Prescribing the minimum wage

for workers under labor contracts

Pursuant to the Law on Government Organization No. 63/2025/QH15;

Pursuant to the Law on Local Administration Organization No. 72/2025/QH15;

Pursuant to the Labor Code No. 45/2019/QH14;

||| Based on the proposal of the Minister of Home Affairs;

The Government promulgates this Decree prescribing the minimum monthly wage and the minimum hourly wage applicable to workers under labor contracts.

Article 1. Scope of Regulation

This Decree prescribes the minimum monthly wage and the minimum hourly wage applicable to workers under labor contracts.

Article 2. Applicability

1. Workers working under labor contracts as prescribed by the Labor Code.

2. Employers as prescribed by the Labor Code, including:

a) Enterprises as prescribed by the Enterprise Law.

b) Agencies, organizations, cooperatives, households, individuals hiring workers to work for themselves through agreements.

3. Other agencies, organizations, and individuals related to the implementation of the minimum wage prescribed in this Decree.

Article 3. Minimum Wage

1. Prescribing the minimum monthly wage and the minimum hourly wage for workers working for employers according to regions as follows:

2. The list of areas in Region I, Region II, Region III, and Region IV is prescribed in the Appendix attached to this Decree.

3. The application of regional areas is determined based on the operating location of the employer as follows:

a) If the employer operates in an area belonging to a certain region, then the minimum wage prescribed for that area shall be applied.

b) If the employer has branches or subsidiaries operating in areas with different minimum wages, then the branch or subsidiary operating in a specific area shall apply the minimum wage prescribed for that area.

c) If the employer operates in industrial zones, export processing zones, high-tech zones, or concentrated digital technology zones located in areas with different minimum wages, then the highest minimum wage among those areas shall be applied.

d) If the employer operates in an area where there has been a name change or division, then the minimum wage prescribed for the area before the name change or division shall temporarily be applied until the Government issues new regulations.

đ) If the employer operates in a newly established area formed from one or more areas with different minimum wages, then the highest minimum wage among those areas shall be applied until the Government issues new regulations.

Article 4. Application of the Minimum Wage

1. The minimum monthly wage is the lowest wage level serving as the basis for negotiating and paying wages to workers who are paid on a monthly basis, ensuring that the wage for the job or position of the worker working the normal hours in a month and completing the agreed labor quota or task is not lower than the minimum monthly wage.

2. The minimum hourly wage is the lowest wage level serving as the basis for negotiating and paying wages to workers who are paid on an hourly basis, ensuring that the wage for the job or position of the worker working for one hour and completing the agreed labor quota or task is not lower than the minimum hourly wage.

3. For workers who are paid on a weekly, daily, piece-rate, or lump-sum basis, if the converted monthly or hourly wage does not fall below the minimum monthly wage or the minimum hourly wage, then the converted monthly or hourly wage based on the normal working hours chosen by the employer in accordance with labor laws shall be as follows:

a) The converted monthly wage equals the weekly wage multiplied by 52 weeks divided by 12 months; or the daily wage multiplied by the number of normal working days in a month; or the piece-rate or lump-sum wage performed during the normal working hours in a month.

b) The converted hourly wage equals the weekly or daily wage divided by the number of normal working hours in a week or day; or the piece-rate or lump-sum wage divided by the number of hours worked during the normal working hours to produce the product or complete the assigned task.

Article 5. Effectiveness and Responsibility for Implementation

1. This Decree takes effect from January 1, 2026.

2. Decree No. 74/2024/NĐ-CP dated June 30, 2024 of the Government stipulating the minimum wage for workers under labor contracts shall cease to be effective from the date this Decree takes effect.

3. Repeal Clause 7 of Article 15 and Appendix I attached to Decree No. 128/2025/NĐ-CP dated June 11, 2025 of the Government concerning decentralization and delegation in state management in the civil service sector.

4. Employers are responsible for reviewing agreements in labor contracts, collective labor agreements, and internal regulations to adjust and supplement them appropriately; they may not eliminate or reduce wage systems for overtime work, night shifts, material allowances, and other benefits as prescribed by labor laws. For contents already agreed upon, committed to in labor contracts, collective labor agreements, or other lawful agreements that are more favorable to workers (such as wage systems for workers performing jobs or positions requiring higher levels of education or vocational training at least 7% higher than the minimum wage, and wage systems for workers performing jobs or positions with harsher working conditions at least 5% higher than the minimum wage; jobs or positions with particularly harsh working conditions at least 7% higher than the wage of jobs or positions with equivalent complexity under normal working conditions) compared to the provisions of this Decree, such agreements shall continue to be implemented unless the parties agree otherwise.

5. In cases where the minimum wage tied to the applicable area in the Appendix attached to this Decree is lower than the minimum wage stipulated by the Government as of December 31, 2025, employers must continue to implement the minimum wage as of December 31, 2025 for workers hired on or before December 31, 2025 until the Government issues new regulations.

Ministers, Heads of ministerial-level agencies, Heads of agencies under the Government, Chairpersons of provincial and centrally-administered city People's Committees, and employers are responsible for implementing this Decree.