Law on Cadres and Civil Servants 2025, No. 80/2025/QH15

LAW

On cadres and civil servants^[1]

Pursuant to the Constitution of the Socialist Republic of Vietnam, which has a number of articles amended and supplemented under Resolution No. 203/2025/QH15;

The National Assembly promulgates the Law on Cadres and Civil Servants.

Chapter I

GENERAL PROVISIONS

Article 1. Cadres and civil servants

1. Cadres are Vietnamese citizens who are elected, approved, appointed or designated to hold positions or titles for a fixed term of office in agencies of the Communist Party of Vietnam, the State, the Vietnam Fatherland Front, and socio-political organizations at the central, provincial and commune levels; and are included in the payroll and salaried by the state budget.

2. Civil servants are Vietnamese citizens who are recruited into job positions in agencies of the Communist Party of Vietnam, the State, the Vietnam Fatherland Front, and socio-political organizations at the central, provincial and commune levels; in agencies and units of the People’s Army but who are not officers, professional army men or defense workers or public employees; in agencies and units of the People’s Public Security forces but who are not officers, non-commissioned officers, soldiers serving under the professional regime or public security workers; and in cryptographic organizations but who are not engaged in cryptographic work; and are included in the payroll and salaried by the state budget.

Article 2. Principles in performance of official duties

1. To comply with the Constitution and laws.

2. To respect, guarantee and protect human rights and citizens’ rights; to safeguard the interests of the State and the lawful rights and interests of organizations and individuals.

3. To ensure publicity and transparency; to act within one’s competence and be subject to inspection and supervision.

4. To ensure systematization, consistency, continuity, uninterruptedness, professionalism, modernity and efficiency.

5. To ensure administrative order and close coordination.

Article 3. Principles for management of cadres and civil servants

1. To ensure the leadership of the Communist Party of Vietnam and the management of the State.

2. To combine criteria of job titles and job positions with payroll quotas.

3. To adhere to the principles of democratic centralism, the regime of personal responsibility, and clear assignment and decentralization of powers.

4. To evaluate, arrange and employ cadres and civil servants based on political qualities, ethics, capacity, and the results and efficiency of task performance according to the requirements of each job position.

5. To ensure consistency, uniformity and connectivity within the political system.

6. To ensure gender equality.

7. To give priority in the recruitment and appointment of, and implementation of regimes and policies for ethnic minority persons.

Article 4. Mechanisms for attracting high-quality human resources and policies for talented persons in the performance of official duties

1. The State shall adopt special mechanisms to attract experts, scientists, jurists, distinguished lawyers, eminent entrepreneurs, outstanding graduates, and other high-quality human resources to work in agencies of the Communist Party of Vietnam, the State, the Vietnam Fatherland Front and socio-political organizations; and shall adopt policies to recruit, employ, and provide appropriate preferential treatment for, talented persons in the performance of official duties, in conformity with the country’s socio-economic development conditions.

2. Talented persons in the performance of official duties are cadres and civil servants who possess good political and ethical qualities and an aspiration to contribute to, and serve, the Fatherland and the People; have professional capacity and exceptional skills demonstrated through performance of tasks; have innovative thinking, dynamism and creativity, and dare to think, dare to act, and dare to take responsibility for the common good; and have achieved outstanding results in performing official duties, as demonstrated by specific outcomes and products that bring high value and efficiency to organizations, sectors or fields at the national or local level.

3. The Government shall prescribe the frameworks of mechanisms and policies for attracting, employing, and providing preferential treatment for, the subjects specified in Clauses 1 and 2 of this Article.

4. Based on the Government’s regulations and the development orientations for strategic and key sectors and fields at the national and local levels, ministers, heads of sectors and central agencies, and chairpersons of provincial-level People’s Councils shall determine the sectors and fields to be prioritized for the use of high-quality human resources in each period, and shall decide on policies applicable to the subjects specified in Clauses 1 and 2 of this Article who are under their management in line with their budget capacity and authority to manage cadres and civil servants.

5. The state budget shall ensure funds for implementing policies applicable to the subjects specified in Clauses 1 and 2 of this Article; ministries, sectors, central agencies and localities may mobilize other lawful funding sources to implement such policies.

Article 5. Interpretation of terms

In this Law, the terms below are construed as follows:

1. Official duty means the activity carried out by cadres and civil servants in performing their assigned tasks and exercising their assigned powers under the regulations of competent authorities and the provisions of law, in order to perform the state management and meet the common needs of society.

2. Agency managing cadres and civil servants means an agency or organization vested with the competence to perform tasks related to the management of cadres and civil servants.

3. Agency employing cadres and civil servants means an agency, organization or unit authorized to employ cadres and civil servants, assign and arrange tasks to, and inspect and evaluate the performance of tasks and exercise of powers by, cadres and civil servants, and to exercise other powers under decentralization or authorization.

4. Job position means a job associated with a position, title and civil servant rank, determined based on the specific functions and tasks of an agency, organization or unit.

5. Rank means the title indicating the professional hierarchy of civil servants.

6. Designation means the act of a competent agency or organization deciding to assign a cadre to hold a leadership or managerial position or title without election.

7. Transfer means the act of a competent agency or organization deciding to move a cadre or civil servant from one agency, organization or unit to another.

8. Appointment means the act of a competent agency or organization deciding to assign a cadre or civil servant to hold a position or title in his/her agency, organization or unit.

9. Rotation means the act of a competent agency or organization assigning or appointing a leading or managerial cadre or civil servant to hold a leadership or managerial position or title in another agency, organization or unit for a fixed period for continued training, capacity building or practice to meet task requirements or requirements of the title which such person is planned to hold.

10. Secondment means the temporary assignment of a civil servant from an agency, organization or unit to work for a fixed period in another agency, organization or unit outside his/her managing agency to meet task requirements.

11. Resignation means the act of a leading or managerial cadre or civil servant voluntarily proposing cessation of holding his/her position or title before the expiry of the term of office or the term of appointment.

12. Relief from duty means the act of a competent agency or organization deciding to allow a leading or managerial cadre or civil servant to cease holding his/her position or title before the expiry of the term of office or the term of appointment.

13. Suspension from work means the act of a competent agency or organization deciding that a cadre or civil servant shall temporarily cease performing his/her assigned responsibilities and tasks for a fixed period.

Chapter II

OBLIGATIONS AND RIGHTS OF CADRES AND CIVIL SERVANTS

Section 1

OBLIGATIONS OF CADRES AND CIVIL SERVANTS

Article 6. Obligations of cadres and civil servants toward the Party, the State and the People

1. To be absolutely loyal to the Communist Party of Vietnam and the State of the Socialist Republic of Vietnam; to safeguard the honor of the Fatherland and the interests of the country and the nation.

2. To respect and protect human rights and citizens’ rights, and wholeheartedly serve the People.

3. To maintain close contact with the People; to respect, listen to, and be subject to supervision by, the People.

4. To strictly comply with the Party’s line, guidelines and policies, and the State’s laws.

Article 7. Obligations of cadres and civil servants in performing official duties

1. To properly and fully perform, and take responsibility for, the results of performing assigned tasks and exercising assigned powers; to proactively improve professional capacity, qualifications and skills to meet task requirements; to apply science, technology and digital transformation in task performance.

2. To possess a sense of discipline; to strictly observe the internal rules and regulations of their agencies, organizations or units; to promptly report to competent persons upon detecting violations of law within their agencies, organizations or units; to protect state secrets.

3. To be proactive and creative in performing tasks and official duties; to closely coordinate with colleagues in official duty performance; to maintain solidarity within their agencies, organizations or units.

4. To protect, manage and efficiently and economically use assigned public property.

5. To comply with decisions of superior authorities. When having grounds to believe that a decision is unlawful, to promptly report such in writing to the decision maker; if the decision maker still insists on implementing the decision, to comply with it while reporting in writing to the immediate superior of the decision maker, and not be held responsible for any resulting consequences. The decision maker shall bear responsibility before law for his/her decision.

6. To perform other obligations as prescribed by law or as provided by competent authorities.

Article 8. Obligations of cadres and civil servants who are heads in performing official duties

Cadres and civil servants who are heads of agencies, organizations or units shall comply with Articles 6 and 7 of this Law and perform the following obligations:

1. To lead, direct and organize the performance of assigned tasks, and bear responsibility for the results of activities of their agencies, organizations or units;

2. To inspect, urge and guide the performance of official duties by cadres and civil servants;

3. To organize the implementation of measures to prevent and combat bureaucracy, corruption and other negative practices; to practice thrift and combat waste, and bear responsibility for the occurrence of bureaucracy, corruption, negative practices or waste within agencies, organizations or units under their management;

4. To organize the implementation of the law on grassroots democracy and office culture in their agencies, organizations or units; to promptly and strictly handle cadres and civil servants under their management who violate discipline or law, or show bureaucratic, arrogant or authoritarian behavior, causing inconvenience to citizens;

5. To regularly review administrative procedures to ensure their maximum simplification and to create favorable conditions for people, enterprises, and related agencies, organizations, units and individuals; to lead, direct, and take responsibility for, the settlement of administrative procedures by agencies, organizations or units under their management;

6. To promptly settle, within their competence, or propose competent agencies or organizations to settle, complaints, denunciations and petitions of individuals and organizations;

7. To perform other obligations as prescribed by law or as provided by competent authorities.

Section 2

RIGHTS OF CADRES AND CIVIL SERVANTS

Article 9. Rights of cadres and civil servants regarding assurance of conditions for performing official duties

1. To be vested with powers commensurate with assigned tasks.

2. To be provided with working facilities, means of transport, and other working conditions in accordance with law and the regulations of competent authorities.

3. To be allocated, or permitted to rent, official housing in accordance with law and the regulations of competent authorities.

4. To be provided with information and data related to assigned tasks and powers.

5. To participate in training and further training programs to improve qualifications.

6. To be protected by law when performing official duties.

7. To be considered for exclusion, exemption or reduction of responsibility in accordance with law and the regulations of competent authorities.

Article 10. Rights of cadres and civil servants regarding salaries, bonuses and salary-related regimes

1. To receive salaries, bonuses and other incomes based on the results and outputs of their job positions, in conformity with socio-economic development conditions of the country and localities.

2. To receive overtime pay, night-work pay, business travel allowances, and other regimes as prescribed by law.

3. Cadres and civil servants working in areas with extremely difficult socio-economic conditions, or engaged in heavy, hazardous or dangerous occupations or jobs, are entitled to allowances and preferential policies as prescribed by law.

Article 11. Rights of cadres and civil servants regarding rest and other entitlements

1. Cadres and civil servants are entitled to annual leave, holidays, New Year leave, personal leave and unpaid leave in accordance with the labor law. In cases in which, due to task requirements, cadres and civil servants cannot take or fully take their annual leave days, they may, in addition to their salary, receive an additional payment equal to their salary for the unused leave days.

2. Cadres and civil servants have the right to study, conduct scientific research, and participate in economic and social activities, except the activities specified in Clause 6, Article 14 of this Law; are entitled to preferential policies on housing, social insurance and health insurance, and other regimes as prescribed by law; and, in case of injury or death while performing official duties, shall be considered for entitlement to the same regimes and policies as war invalids or for recognition as martyrs.

Section 3

ETHICS AND COMMUNICATION CULTURE OF CADRES AND CIVIL SERVANTS

Article 12. Official-duty ethics

1. Cadres and civil servants must possess good ethical qualities, be upright and exemplary, and practice diligence, thrift, integrity and impartiality in performing official duties.

2. Cadres and civil servants must love their country, be loyal to the Fatherland, and respect and wholeheartedly serve the People; possess courage, a spirit of innovation and international integration; uphold solidarity, discipline and order in public duty performance; and set an example through continuous self-cultivation and lifelong learning.

Article 13. Communication culture

1. Communication culture in the workplace:

a/ In workplace communication, cadres and civil servants must demonstrate politeness and respect toward their colleagues;

b/ Cadres and civil servants must listen to their colleagues’ opinions, and be fair, impartial and objective when giving comments on or evaluating them.

2. Communication culture with the People:

a/ When performing official duties, cadres and civil servants must wear badges, insignia, ranks or civil servant cards; maintain a polite demeanor; and preserve the prestige and honor of their agencies, organizations, units and colleagues;

b/ Cadres and civil servants must respect, listen to, and maintain close relations with, the People; be serious and modest; and use standard, clear and coherent language in communication;

c/ It is prohibited to show arrogant, authoritarian or irresponsible behavior or to cause difficulties or inconvenience to people and enterprises when performing official duties.

Section 4

PROHIBITED ACTS OF CADRES AND CIVIL SERVANTS

Article 14. Prohibited acts of cadres and civil servants

1. Shirking, evading or shifting responsibility in discharging assigned responsibilities and tasks; engaging in factionalism or causing disunity; deliberately quitting or abandoning work; participating in strikes; or posting, disseminating, or making statements containing false information that damage the image or reputation of the country, locality, or the employing agencies, organizations or units.

2. Committing acts of embezzlement, corruption, negative practices, waste, profiteering or harassment, or other violations of law against people, enterprises, agencies or organizations in the course of performing tasks.

3. Illegally using public assets of the State or assets of the People.

4. Abusing or misusing assigned duties and powers, or using information related to official duties for personal gain.

5. Committing acts of discrimination on the grounds of ethnicity, gender, age, disability, religion, belief or social class, in any form, in the performance of official duties.

6. Committing acts related to production, business or personnel work that are prohibited for cadres and civil servants under the laws on anti-corruption, thrift practice, waste combat, and protection of state secrets, and other prohibitions prescribed by law or by competent authorities, both during the time of service and after leaving office or retirement.

Chapter III

CADRES

Article 15. Positions and titles of cadres

1. The positions and titles of cadres working in agencies of the Communist Party of Vietnam, the Vietnam Fatherland Front and socio-political organizations shall be determined in accordance with the charters of the Communist Party of Vietnam, the Vietnam Fatherland Front and such socio-political organizations.

2. The positions and titles of cadres working in state agencies shall be determined in accordance with the Constitution, the Law on Organization of the National Assembly, the Law on Organization of the Government, the Law on Organization of Local Administration, the Law on Organization of People’s Courts, the Law on Organization of People’s Procuracies, the Law on State Audit, and relevant regulations.

3. The determination of equivalent positions and titles within the political system must comply with regulations of competent authorities.

Article 16. Election, approval, appointment and designation of positions and titles of cadres

The election, approval, appointment and designation of positions and titles of cadres for a fixed term of office in agencies of the Communist Party of Vietnam, the State, the Vietnam Fatherland Front and socio-political organizations must comply with the Constitution, the Law on Organization of the National Assembly, the Law on Organization of the Government, the Law on Organization of Local Administration, the Law on Organization of People’s Courts, the Law on Organization of People’s Procuracies, the Law on State Audit, the Law on Election of Deputies to the National Assembly and Deputies to People’s Councils, the charters, other relevant laws, and the regulations of competent authorities.

Article 17. Management of cadres

1. The transfer, rotation, training, further training, evaluation, cessation of employment, resignation, relief from duty, and other matters related to personnel management must comply with law and regulations of competent authorities.

2. Cadres are entitled to retire in accordance with the labor law, unless otherwise provided by regulations of competent authorities.

Chapter IV

CIVIL SERVANTS

Section 1

RECRUITMENT OF CIVIL SERVANTS

Article 18. Principles of recruitment of civil servants

1. To ensure publicity, transparency, objectivity, and compliance with law.

2. To ensure competitiveness and equality.

3. Recruited persons must immediately meet the requirements of the job positions to be filled.

4. To give priority in recruitment of talented persons, persons with meritorious services to the country, and ethnic minority persons.

Article 19. Conditions for registration for civil servant recruitment

1. Persons who fully meet the following conditions may register for civil servant recruitment:

a/ Having a single nationality, which is Vietnamese nationality, in accordance with the Law on Vietnamese Nationality;

b/ Currently residing in Vietnam;

c/ Being 18 years of age or older;

d/ Possessing good political and ethical qualities; having a clear personal background;

dd/ Being physically fit to perform assigned tasks;

e/ Meeting other conditions required for the job positions they apply for.

2. Applicants for leadership or managerial positions must, in addition to satisfying the conditions specified in Clause 1 of this Article, also meet the criteria and conditions for appointment as prescribed, unless otherwise decided by competent authorities.

3. The following persons may not register for civil servant recruitment:

a/ Persons who have lost civil act capacity or suffer limited civil act capacity, or persons with cognitive or behavioral control difficulties;

b/ Persons who are being examined for penal liability; who are serving a court judgment or ruling or have completely served a court judgment or ruling but whose criminal records have not yet been expunged; or who are undergoing administrative handling measures at compulsory drug rehabilitation facilities or compulsory education institutions.

Article 20. Methods and competence for recruitment of civil servants

1. The recruitment of civil servants into job positions shall be conducted through the following methods:

a/ Competitive examination;

b/ Selection for certain groups of subjects as prescribed by the Government.

2. In addition to recruitment through competitive examination or selection, agencies managing civil servants may decide to admit the following persons as civil servants:

a/ Experts, scientists, jurists, distinguished lawyers, and outstanding entrepreneurs who are recruited to work in agencies of the Communist Party of Vietnam, the State, the Vietnam Fatherland Front and socio-political organizations;

b/ Experienced persons who can immediately meet the requirements of the job positions and who are currently public employees, salaried persons in the People’s Army, the People’s Public Security forces or cipher organizations but who are not civil servants, and other persons falling into similar cases who are working in agencies, organizations or units within the political system.

3. Agencies managing civil servants shall themselves carry out the recruitment or may decentralize or authorize agencies employing civil servants to carry out the recruitment.

4. Recruited persons shall be assigned to job positions and arranged into corresponding civil servant ranks.

The Government shall detail this Article.

Article 21. Contracts for performance of tasks by civil servants

1. Based on the nature and requirements of tasks of agencies, organizations or units at each point of time, and the actual situation, human resource needs, and capacity to meet task requirements, agencies managing civil servants shall decide to:

a/ Conclude contracts on performance of one or several of tasks of the job positions of leading or managerial civil servants with experts, scientists, jurists, distinguished lawyers and outstanding entrepreneurs;

b/ Conclude contracts on performance of one or several of professional or specialized tasks with high-quality human resources as specified in Clause 1, Article 4 of this Law;

c/ Conclude service contracts on performance of jobs of agencies, organizations or units in case of insufficient human resources.

2. The state budget shall ensure funding for the conclusion of the contracts specified in this Article, apart from the salary fund and the administrative expense budget.

3. The Government shall detail this Article.

Article 22. Selection and appointment of judges and procurators

The selection and appointment of judges of people’s courts and procurators of people’s procuracies must comply with the law on organization of people’s courts and the law on organization of people’s procuracies.

Section 2

JOB POSITIONS AND RANKS OF CIVIL SERVANTS

Article 23. Job positions of civil servants

1. Bases for determining job positions:

a/ Functions, tasks and organizational structures of agencies, organizations and units employing civil servants;

b/ Level of complexity, nature and characteristics of each sector or field; scope of service and target groups; and professional or specialized management processes;

c/ Level of modernization of offices, and working facilities and equipment; and level of application of science, technology and digital transformation.

2. A job position of civil servants must comprise the following principal elements:

a/ Title of the job position;

b/ Corresponding position, title or civil servant rank;

c/ Job description and competency framework of the job position.

3. Classification of job positions:

a/ Leadership and managerial positions;

b/ Professional and specialized positions;

c/ Supporting and service positions.

4. The Government shall prescribe the principles, order and procedures for development, and competence to approve, job positions in conformity with the decentralization of powers in management of cadres and civil servants in agencies of the Communist Party of Vietnam, the State, the Vietnam Fatherland Front and socio-political organizations, and shall detail this Article.

Article 24. Civil servant ranks and arrangement into civil servant ranks

1. Civil servant ranks shall be arranged based on levels of professional and specialized qualifications, including:

a/ Senior expert;

b/ Senior specialist and equivalent;

c/ Principal specialist and equivalent;

d/ Specialist and equivalent;

dd/ Specialized staff and equivalent;

e/ Employee.

2. Civil servants shall be arranged into civil servant ranks corresponding to their job positions in the following cases:

a/ They are recruited into job positions;

b/ They are appointed to leadership or managerial positions or assigned to job positions which are arranged into civil servant ranks different from those they currently hold.

3. The arrangement of civil servants into civil servant ranks must ensure conformity with the proportion of civil servants required for each job position in agencies employing civil servants as prescribed by the Government.

Section 3

EVALUATION OF CIVIL SERVANTS

Article 25. Evaluation of civil servants

1. Principles of evaluation:

a/ The evaluation must ensure democracy, publicity, fairness, transparency, objectivity, consistency, continuity and multi-dimensionality;

b/ Evaluation contents shall be maximally quantified in terms of progress, quality and efficiency associated with job positions;

c/ To apply science, technology and digital transformation in monitoring, evaluation and performance-based classification of civil servants.

2. Competence to evaluate:

a/ Heads of agencies, organizations or units employing civil servants shall be responsible for evaluating civil servants under their management;

b/ Heads of agencies, organizations or units shall be evaluated by the heads of their immediate superior managing agencies or organizations.

3. Methods of evaluation:

a/ Regular, continuous, multi-dimensional and quantitative monitoring evaluation using specific criteria associated with the progress and quality of outcomes and outputs of each job position;

b/ Annual evaluation and performance-based classification.

4. Contents of evaluation:

a/ Political qualities, ethical qualities and official-duty culture; sense of discipline and observance of order in performing official duties; compliance with the law on civil servants and official duties, and with regulations of agencies, organizations or units;

b/ Professional capacity as required by the job positions; ability to fulfill assigned regular and ad hoc tasks; sense of responsibility in performing official duties; and service attitude toward people and enterprises, for job positions requiring direct interaction with people and enterprises; and ability to coordinate with their colleagues;

c/ Capacity for innovation, and spirit of “dare to think, dare to act, and dare to bear responsibility for the common good” in performing official duties;

d/ Task performance results measured through the quantity, quality and timeliness of outputs based on the job positions;

dd/ Other contents as required by the job positions.

In addition to the above contents, leading and managerial civil servants shall also be evaluated based on the performance of the agencies, organizations, units or sectors under their leadership, management or charge; their ability to organize the performance of assigned tasks; and their capacity to unite and rally cadres, civil servants, public employees and workers under their management.

The Government shall detail this Article.

Article 26. Performance-based classification

1. Based on monitoring and evaluation results, civil servants shall be annually classified based on their performance into the following levels:

a/ Excellent accomplishment of tasks;

b/ Good accomplishment of tasks;

c/ Accomplishment of tasks;

d/ Failure to accomplish tasks.

2. Results of performance-based classification shall be notified to civil servants, publicly announced within the agencies, organizations or units, and filed in the civil servants’ personnel dossiers.

Article 27. Use of results of monitoring, evaluation and performance-based classification

1. Based on the results of monitoring, evaluation and performance-based classification, competent agencies and organizations shall consider and decide on:

a/ The training, further training, planning, rotation, appointment and reappointment of civil servants, or arrangement of civil servants to higher job positions; implementation of salary regimes and other regimes and policies in accordance with law and regulations of competent authorities;

b/ Implementation of commendation, additional income and bonus regimes in accordance with regulations;

c/ Consideration for arrangement to lower job positions or cessation of employment, for civil servants who fail to accomplish tasks or fail to meet tasks requirements.

2. The Government shall detail this Article.

Section 4

TRAINING AND FURTHER TRAINING OF CIVIL SERVANTS

Article 28. Responsibilities of agencies, organizations and units in training and further training of civil servants

1. Based on requirements of job positions and human resource development demands, agencies managing civil servants shall formulate training and further training plans, and assign civil servants to participate in training and further training.

2. Agencies employing civil servants shall create favorable conditions for civil servants to participate in training and further training according to the approved plans.

3. Expenses for training and further training shall be covered by the state budget and other lawful funding sources in accordance with law.

4. The Government shall detail this Article.

Article 29. Responsibilities and interests of civil servants in training and further training

1. Civil servants shall themselves study and learn to improve their qualifications and participate in training and further training courses according to approved plans.

2. Civil servants participating in training and further training shall comply with the regulations of training and further training institutions and of the agencies sending them for training and further training.

3. Civil servants assigned to attend training and further training courses are entitled to regimes and policies as prescribed by law.

4. Civil servants who have received training and deliberately quit or leave their jobs shall reimburse training expenses in accordance with law.

5. The Government shall detail this Article.

Section 5

TRANSFER, APPOINTMENT, ROTATION, SECONDMENT, RESIGNATION, RELIEF FROM DUTY, AND CESSATION FROM HOLDING POSITIONS FOR CIVIL SERVANTS

Article 30. Transfer, rotation and secondment of civil servants

1. The transfer, rotation and secondment of civil servants shall be based on their political and ethical qualities, capacity and professional qualifications, and the needs of agencies, organizations and units.

2. A transferred civil servant shall be included in the payroll of the agency, organization or unit to which he/she is transferred; a seconded civil servant shall remain on the payroll of the sending agency.

Rotation shall apply to leading and managerial civil servants based on task requirements according to personnel planning schemes approved by competent authorities.

The Government shall detail this Article.

Article 31. Appointment, resignation, relief from duty, and cessation from holding positions for leading and managerial civil servants

1. The appointment of civil servants to leading or managerial positions shall be effected by appointment decisions of competent authorities. In case a civil servant is appointed to a new leading or managerial position, he/she shall automatically cease holding the current position, except cases of concurrent holding of positions.

2. The term of appointment of civil servants to leading or managerial positions is 5 years. A term of appointment shorter than 5 years may apply to certain specific titles in accordance with relevant laws or regulations of competent authorities.

Upon the expiry of the term of appointment, the competent authority shall consider whether to reappoint or not to reappoint the civil servant concerned, except those who are not yet eligible for consideration for reappointment as prescribed by relevant laws or regulations of competent authorities.

3. The resignation, relief from duty, cessation from holding positions, and other related matters concerning leading and managerial civil servants must comply regulations of competent authorities and of the Government.

Section 6

CESSATION OF EMPLOYMENT AND RETIREMENT OF CIVIL SERVANTS

Article 32. Cessation of employment and retirement of civil servants

1. Civil servants shall cease their employment in the following cases:

a/ They wish to cease employment and competent agencies or organizations so agree. Cessation of employment shall not be applied to civil servants who are undergoing consideration for disciplinary handling or penal liability examination, or in other cases as prescribed by law or provided by competent authorities;

b/ They fail to accomplish their tasks or fail to meet task requirements as specified at Point c, Clause 1, Article 27 of this Law to the extent that requires cessation of employment.

2. Civil unless as otherwise prescribed by competent authorities.

3. The competence, order and procedures for cessation of employment and retirement, and the regimes and policies applicable to civil servants upon cessation of employment or retirement must comply with regulations of competent authorities and of the Government.

Chapter V

COMMENDATION AND DISCIPLINARY HANDLING

Article 33. Commendation of cadres and civil servants

1. Cadres and civil servants who record achievements in the performance of official duties shall be commended in accordance with the law on emulation and commendation.

2. Cadres and civil servants who are commended for their outstanding achievements or exceptional merits are entitled to early salary increase, and bonuses from the reward fund of their agencies, organizations or units, and shall be given priority in consideration for appointment to higher positions when their agencies, organizations or unit so need in accordance with regulations of competent authorities and of the Government.

Article 34. Exclusion, exemption or reduction of responsibility for cadres and civil servants

1. Cadres and civil servants shall be considered for exclusion, exemption or reduction of responsibility in the following cases:

a/ They have to comply with an unlawful decision of a superior authority but have reported thereon in accordance with Clause 5, Article 7 of this Law;

b/ They have fully complied with regulations on competence, order and procedures and have no self-seeking motives during task performance but damage still occurs due to objective reasons;

c/ They have implemented proposals on innovation as permitted by competent agencies or organizations, and competent authorities determine that such implementation was consistent with approved policies, motivated by integrity, and for the common good;

d/ Due to force majeure circumstances as prescribed by law;

dd/ Other cases as prescribed by law and provided by competent authorities.

2. The exclusion, exemption or reduction of responsibility for cadres and civil servants must comply with relevant laws and regulations of competent authorities.

Article 35. Disciplinary forms applicable to cadres

1. Cadres who violate this Law or other relevant laws shall, depending on the nature and severity of their violations, be subject to one of the following disciplinary forms:

a/ Reprimand;

b/ Warning;

c/ Dismissal, applicable to cadres who are approved, appointed or designated to hold certain positions or titles;

d/ Removal from office.

2. A cadre who is sentenced by a court to imprisonment and not entitled to a suspended sentence, or is convicted of a corruption-related crime, shall automatically be removed from office as from the date the judgment or ruling takes legal effect; a cadre who is convicted under a legally effective court judgment or ruling shall automatically cease holding the position to which he/she is elected, approved, designated or appointed.

3. The application of disciplinary forms, as well as the competence, order and procedures for disciplining cadres, must comply with the provisions of law, the charters of the Communist Party of Vietnam, the Vietnam Fatherland Front and socio-political organizations, and documents of competent agencies or organizations.

Article 36. Disciplinary forms applicable to civil servants

1. Civil servants who violate this Law or other relevant laws shall, depending on the nature and severity of their violations, be subject to one of the following disciplinary forms:

a/ Reprimand;

b/ Warning;

c Dismissal, applicable to leading and managerial civil servants;

d/ Forced cessation of employment.

2. A civil servant who is sentenced by a court to imprisonment and not entitled to a suspended sentence, or is convicted of a corruption-related crime, shall automatically be subject to forced cessation of employment as from the date the judgment or ruling takes legal effect; a leading or managerial civil servant who is convicted under a legally effective court judgment or ruling shall automatically cease holding the position to which he/she is appointed.

The Government shall detail this Article and specify other matters concerning disciplinary handling.

Article 37. Statute of limitations and time limit for disciplinary handling

1. The statute of limitations for disciplinary handling is the period after which a cadre or civil servant who has committed a violation shall no longer be subject to disciplinary handling. The statute of limitations shall be counted from the time the violation is committed.

Except the cases specified in Clause 2 of this Article, the statute of limitations for disciplinary handling is:

a/ Five years, for violations subject to the disciplinary form of reprimand;

b/ Ten years, for violations other than those specified at Point a of this Clause.

2. The statute of limitations for disciplinary handling shall not apply to cadres or civil servants who:

a/ Are Party members and commit violations subject to the disciplinary form of expulsion from the Party;

b/ Commit violations of regulations on internal political protection;

c/ Commit acts infringing upon national interests in the field of national defense, security or foreign affairs;

d/ Use fake or unlawful diplomas, certificates or letters of confirmation.

3. The time limit for disciplinary handling of cadres and civil servants is the period from the time the violation is detected until the issuance of a disciplinary decision by the competent agency or organization.

The time limit for disciplinary handling is 90 days; for cases involving matters with complicated circumstances that require additional time for inspection or verification, such time limit may be extended but must not exceed 150 days.

4. In case a criminal case has been initiated against an individual or he/she has been prosecuted, or brought to trial under criminal procedures but the investigation against him/her or his/her case is later terminated, and his/her act shows signs of violating discipline, such individual shall be considered for disciplinary handling. The period of investigation, prosecution, and trial under criminal procedures shall not be included in the statute of limitations for disciplinary handling.

Article 38. Other provisions related to disciplinary handling of cadres and civil servants

1. Depending on the severity of the violations and disciplinary forms, cadres and civil servants subject to disciplinary handling shall also be governed by corresponding provisions on appointment to higher positions, recruitment, cessation of employment, salaries and bonuses, and other related provisions.

2. Cadres and civil servants who are under disciplinary review or criminal investigation, prosecution or trial shall not be eligible for standing for election, nomination, appointment, transfer, rotation, secondment, training or further training in accordance with law and regulations of competent authorities.

3. Cadres and civil servants who are disciplined in the form of dismissal for corruption shall not be appointed to leadership or managerial positions.

4. Disciplinary handling for conduct irrelevant to official duties shall not be considered a basis for annual performance-based classification.

5. The Government shall detail this Article.

Article 39. Suspension of cadres and civil servants from work

The head of a competent agency or organization may decide to suspend a cadre or civil servant from work upon detecting signs of violations in the performance of tasks or at the proposal of a competent agency or organization.

The Government shall detail this Article.

Chapter VI

MANAGEMENT OF CADRES AND CIVIL SERVANTS

Article 40. Contents of management of cadres and civil servants

1. Promulgating, submitting to competent authorities for promulgation, and organizing the implementation of, legal documents on cadres and civil servants.

2. Prescribing positions and titles of civil servants; formulating and managing job positions and determining the proportion of civil servants required for each job position.

3. Managing and using the payroll of cadres and civil servants.

4. Providing the recruitment, planning, appointment, reappointment, nomination for election and reelection, designation, transfer, rotation, and secondment; suspension from holding positions or cessation from holding positions; resignation, relief from duty, removal from office, and disciplinary handling for cadres and civil servants.

5. Providing the employment, assignment, arrangement, inspection and evaluation; suspension from work; training and further training, emulation and commendation; implementation of regimes related to salaries, resignation and retirement, and other regimes and policies.

6. Conducting inspection and examination of the performance of official duties, and settling complaints and denunciations in accordance with law.

7. Performing other management tasks in personnel work within competence.

8. Applying science, technology and digital transformation in the management of cadres and civil servants; developing, managing and operating the national database on cadres and civil servants.

9. Decentralizing and authorizing the implementation of contents related to the management of cadres and civil servants.

Article 41. Competence to manage cadres and civil servants

1. The management of cadres and civil servants must comply with this Law, other relevant laws, the charters of the Communist Party of Vietnam, the Vietnam Fatherland Front and socio-political organizations, and documents of competent agencies and organizations.

2. The Government shall perform the unified state management of civil servants and manage cadres and civil servants in state agencies.

3. The National Assembly Standing Committee, competent agencies of the Communist Party of Vietnam, the Vietnam Fatherland Front, and socio-political organizations shall, within the ambit of their functions and tasks, manage cadres and civil servants as decentralized by competent authorities and as prescribed by the Government.

4. Agencies managing cadres and civil servants shall exercise the powers prescribed in this Law and other powers decentralized by the Government.

5. Agencies employing cadres and civil servants shall exercise the powers prescribed in this Law and other powers decentralized or authorized by agencies managing cadres and civil servants.

Article 42. Personnel files and management of personnel files of cadres and civil servants

1. Personnel files of cadres and civil servants include paper dossiers and electronic dossiers, which shall be managed in the information system on cadres and civil servants and approved and updated to the national database on cadres and civil servants. Personnel files of cadres and civil servants must contain all papers and document as prescribed, accurately reflecting their personal background and employment history, and shall be archived in accordance with law.

2. Cadres and civil servants shall supplement their personal information as required when any change occurs. Competent agencies and organizations shall approve and update such information in personnel files of cadres and civil servants and synchronize such files with the national database on cadres and civil servants.

3. Competent agencies of the Communist Party of Vietnam shall provide guidance on the formulation and management of personnel files of cadres and civil servants under their management.

4. The Government shall detail this Article.

Chapter VII

IMPLEMENTATION PROVISIONS

Article 43. Application of the Law on Cadres and Civil Servants to other subjects

1. Competent agencies of the Communist Party of Vietnam, the National Assembly Standing Committee, and the Government shall provide specific provisions on the application of this Law to persons elected but not falling into the cases specified in Clause 1, Article 2 of this Law; and on the allowance regime for persons who retired and are elected to hold cadres’ positions or titles.

2. Competent agencies of the Communist Party of Vietnam, the Vietnam Fatherland Front, and the Government shall provide specific provisions on the application of this Law to persons working in associations assigned tasks by the Party or the State.

3. The handling of violations committed during the working period by cadres and civil servants who have ceased working or retired is as follows:

a/ All violations committed during the working period by cadres and civil servants who have ceased working or retired shall be handled in accordance with law;

b/ Depending on the nature and severity of their violations, the violators may be subject to criminal, administrative or disciplinary handling;

c/ If a violation committed during the working period is detected after the cadre or civil servant has ceased working or retired, he/she shall, depending on the nature and severity of the violation, be subject to one of the following disciplinary measures: reprimand, warning, or revocation of the previous title(s) or position(s), together with legal consequences corresponding to the disciplinary form applied.

The Government shall detail this Clause.

Article 44. Implementation provisions

1. This Law takes effect on July 1, 2025, except the case specified in Clause 2 of this Article.

2. The provisions on the evaluation of civil servants under Section 3, Chapter IV of this Law shall take effect on January 1, 2026.

3. Law No. 22/2008/QH12 on Cadres and Civil Servants, which has a number of articles amended and supplemented under Law No. 52/2019/QH14, ceases to be effective from the effective date of this Law.

4. The National Assembly Standing Committee, the Government and other competent agencies shall detail the articles and clauses as assigned in this Law.

Article 45. Transitional provisions

1. Commune-level cadres and civil servants who were elected or recruited before the effective date of this Law and fully meet the standards on educational level shall be converted into cadres and civil servants under the provisions of this Law; and shall be assigned to work in agencies, organizations and units within the political system at the commune-level units formed after rearrangement of administrative units, be included in the payroll of the localities where they work, and be subject to personnel streamlining within 5 years in accordance with regulations of the Government and guidance of competent authorities.

2. For civil servants under their management, who are recruited before the effective date of this Law, ministries, sectors, central agencies and localities shall complete by July 1, 2027, the placement into job positions and arrangement into corresponding civil servant ranks in accordance with this Law.

3. From the effective date of this Law, persons who are on probation under Law No. 22/2008/QH12 on Cadres and Civil Servants, which has a number of articles amended and supplemented under Law No. 52/2019/QH14, shall be arranged into civil servant ranks corresponding to the job positions to which they are recruited.-

This Law was adopted on June 24, 2025, by the 15^th National Assembly of the Socialist Republic of Vietnam at its 9^th session.

Chairman of the National Assembly
TRAN THANH MAN