Work out the severance pay your employer owes you under Article 46 of the Labour Code 2019: half a month's salary for each year of service, once you have worked regularly for at least 12 months. The salary used is your average wage over the last 6 months, and the months you were covered by unemployment insurance do not count — those months are covered by the insurance instead. You can also switch to the job-loss allowance (Article 47), which pays a full month's salary per year. Everything runs in your browser; nothing is uploaded.
The average wage under your labour contract for the 6 consecutive months before termination — basic salary plus fixed allowances, not bonuses or overtime.
A part year of 6 months or less counts as half a year; more than 6 months counts as a full year (Decree 145/2020, Article 8).
Months in which you paid unemployment insurance do not count towards severance — the insurance pays for those months instead. Foreign employees do not pay unemployment insurance, so enter 0.
Severance pay (Article 46): 0.5 × average monthly salary × eligible years of service. Job-loss allowance (Article 47): 1 × average monthly salary × eligible years, with a minimum of 2 months' salary. Eligible years = total service minus the months you paid unemployment insurance and minus any period already paid for. A part year of 6 months or less counts as half a year; more than 6 months counts as a full year. You qualify after 12 months of regular work and only when the contract ends in one of the cases listed in Article 34 — for example contract expiry, mutual agreement, or resignation with proper notice. Severance is not paid for disciplinary dismissal, an unlawful resignation, or where unemployment insurance covered the whole working period. The employer must settle all payments within 14 working days of termination (Article 48).
You must have worked regularly for the employer for at least 12 months, and the contract must end in one of the lawful cases in Article 34 of the Labour Code — such as the contract expiring, both sides agreeing to end it, or you resigning with the proper notice period. It does not apply if you were dismissed for serious misconduct, resigned without following the rules, or paid unemployment insurance for your entire working period.
Article 46 and Decree 145/2020 say the working period for severance is your total working time minus the time you participated in unemployment insurance, and minus any period already paid for with severance or a job-loss allowance. Those insurance-covered months are protected by the unemployment benefit (60% of your average salary) instead of severance.
Under Decree 145/2020, Article 8, a leftover period of 6 months or less counts as half a year, and more than 6 months counts as a full year. So 4 years and 8 months of eligible service counts as 5 years, while 4 years and 5 months counts as 4.5 years.
Disclaimer: This is an estimate based on Articles 34, 46, 47 and 48 of the Labour Code 2019 and Article 8 of Decree 145/2020/ND-CP. Eligibility depends on how the contract ended, your insurance record and your contract terms — always confirm the final amount with your employer, the provincial Department of Labour, or a qualified adviser. This tool is not affiliated with the Government of Vietnam and is not legal advice.