Managing Compensation Expectations After Tet Bonuses

This article is written in English for readers in Vietnam. Vietnamese and Japanese translations are available on our website.

Why Compensation Expectations Matter After Tet in 2026

The period after Tết is traditionally when compensation expectations come into sharp focus. With year-end bonuses paid and annual reviews completed, many professionals reassess their market value and consider new opportunities.

In 2026, however, conversations around pay are becoming more nuanced and more challenging.

While candidates remain ambitious, employers across Vietnam are operating in a more cost-conscious environment. Rising operating costs, tighter budgets, and a stronger emphasis on productivity have shifted how companies approach salary decisions.

Managing compensation expectations effectively after Tết is therefore critical to attracting talent, retaining key employees, and avoiding misalignment early in the hiring process.

What Has Changed in Salary Expectations in 2026

After several years of rapid wage inflation, salary expectations in Vietnam are beginning to stabilise.

Many professionals now recognise that:

• Large year-on-year salary jumps are less common

• Employers are benchmarking roles more rigorously

• Compensation decisions are increasingly linked to skills, experience, and business impact

That said, expectations remain elevated in roles where talent shortages persist, particularly in technical, bilingual, and leadership positions.

For employers, this creates a delicate balance between remaining competitive and maintaining internal equity.

The Gap Between Expectations and Market Reality

One of the most common challenges employers face after Tết is a gap between candidate expectations and market benchmarks.

This gap often arises when:

• Bonuses are mistaken for permanent salary uplift

• Candidates compare offers based on headline numbers rather than total compensation

• Market data is outdated or based on informal sources

When expectations are not addressed early, negotiations can stall or offers may be declined late in the process.

Clear, data-backed conversations help reduce friction and build trust from the outset.

Total Compensation Is Gaining More Attention

In 2026, salary discussions are moving beyond base pay alone.

Candidates are increasingly evaluating:

• Bonus structures and performance incentives

• Allowances and benefits

• Learning and development support

• Career progression and role scope

Employers who present compensation holistically are better positioned to manage expectations and differentiate themselves, even when base salary increases are moderate.

Why Pay Transparency Matters More Than Ever

Post-Tết hiring conversations in 2026 are more transparent than in previous years.

Candidates expect:

• Clear salary ranges early in the process

• Honest explanations of how offers are structured

• Consistency between job scope and compensation

When employers avoid or delay pay discussions, it often leads to misalignment and disengagement.

Transparent communication does not mean overcommitting. It means setting realistic expectations and explaining the rationale behind compensation decisions.

What Employers in Vietnam Should Prepare For

Managing compensation expectations after Tết requires preparation, consistency, and alignment.

Employers should:

• Use updated salary benchmarks rather than historical data

• Align internal stakeholders before entering negotiations

• Communicate total compensation clearly, not just base salary

• Position pay within the context of role scope, growth, and stability

Companies that approach compensation conversations proactively are more likely to secure acceptance and improve retention.

How Reeracoen Vietnam Supports Compensation Alignment

Reeracoen Vietnam works closely with employers to bridge the gap between expectations and market reality.

We support companies by:

• Sharing up-to-date salary benchmarks and market insights

• Advising on competitive yet sustainable compensation positioning

• Managing candidate expectations early in the hiring process

• Supporting fair and consistent negotiation outcomes

Our role is to help employers make informed compensation decisions that support both hiring success and long-term workforce stability.

Frequently Asked Questions (FAQ)

1. Are candidates asking for higher salaries after Tết in 2026?

Expectations remain ambitious, but most candidates are more open to discussion when data and role clarity are provided.

2. How much salary increase is considered reasonable now?

This varies by role and industry, but mid-single-digit increases are more common outside of scarce skill areas.

3. Should employers disclose salary ranges early?

Yes. Early transparency reduces misalignment and improves hiring efficiency.

4. How important are bonuses compared to base salary?

Both matter. Candidates increasingly evaluate total compensation rather than base pay alone.

5. Can compensation misalignment affect retention?

Yes. Misaligned expectations at entry often lead to early disengagement or attrition.

✅ Final Author Credit

• By Valerie Ong (Regional Marketing Manager)

• Published by Reeracoen Vietnam - a leading recruitment agency in APAC.

🔗 Related Articles

• Post-Tet Hiring Trends: What Vietnam Employers Are Seeing in 2026

• Why Onboarding Will Define Retention Success in Vietnam in 2026

• Inclusive Hiring in Vietnam: Building Fair and Sustainable Teams

📚 References

• Reeracoen Vietnam Salary Guide 2025

• Vietnam labour market data and employment statistics from the General Statistics Office (GSO)

• Hiring and market insights from Reeracoen Vietnam

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