How Much of a Pay Raise Should You Ask For When Changing Jobs in Vietnam?

Many professionals in Vietnam start a job move with a simple rule: ask for a fixed percentage more than they earn today. For some moves, that works. For others, it can mean accepting far less than the new role is worth, or asking for more than the employer can pay.

So how much should you ask for? There is no single correct percentage for every job change in Vietnam. A more reliable approach is to start from the market rate for the new role, compare offers on the same basis, adjust for what the new job asks of you, and then set three numbers before you talk: your walk-away point, your target and your opening ask. This guide shows you how.

In short: how to decide what to ask for Base your ask on the market rate for the new role, not on a fixed percentage above your current salary. Compare like with like: gross or net, and guaranteed or conditional pay. Evaluate scope. Bigger responsibilities, a longer commute or relocation are worth raising in the negotiation, but they do not automatically mean higher pay. Decide your walk-away, target and opening numbers before the salary conversation. Give a researched range and explain the reasons behind it.

Why a fixed percentage is a weak starting point

Many professionals start with a rule of thumb, such as "I should get at least 20% more." The problem is that most employers do not price offers that way. In Reeracoen Vietnam's Hiring Market 2026, only 7% said they use a candidate's previous salary as their main guide when setting pay. Half (50%) rely on their own internal salary structures, and 39% actively benchmark against market rates.

This has two consequences. If you are currently underpaid, a percentage based on your existing salary may still leave you below market. If you are already well paid, a large percentage on top may push your ask outside the employer's budget. Employers take that seriously: in the Vietnam Employer Hiring Study 2026 (51 employers, March 2026), 61% named salary alignment with the company budget as one of their most important candidate selection factors. In the Hiring Market 2026 survey, employers ranked salary mismatch as the leading reason candidates turned down their offers.

In short, the right number is usually anchored to the role, not to your current payslip.

Your trigger point is not your asking price

The pay rise that makes you start looking is not necessarily the right amount to ask for. Based on Reeracoen's observations, candidates who accept the first figure that clears their personal threshold sometimes discover later that the role was budgeted higher. Research first, then decide.

How to work out your number

Start with the market rate for the new role

Look for salary ranges for the job you are moving into, matched as closely as possible by role, industry, seniority and city. Useful sources include salary guides, job advertisements that state a range, and conversations with specialist recruitment consultants who see live offers. Vietnam Salary & Hiring Guide 2026/2027 provides benchmarks by role. Treat any single figure with caution and look for a consistent range.

Compare offers on the same basis

Two offers with the same headline number can be worth very different amounts. Check these points:

• Gross or net. Offers may be quoted gross (before deductions) or net (after deductions). Always confirm which. For applicable Vietnamese employees, the standard employee contribution for social, health and unemployment insurance is 10.5% of the contribution salary, subject to contribution ceilings. Personal income tax is then charged on a five-bracket progressive scale, after a personal deduction of VND 15.5 million per month and VND 6.2 million per month for each registered dependant, from the 2026 tax period. Because tax is progressive, a 15% increase in gross pay may produce a smaller percentage increase in take-home pay.
• Guaranteed or conditional. Separate base salary, any contractual 13th-month salary and fixed allowances from bonuses that depend on company results or your performance. Count only guaranteed pay when you compare your walk-away number.
• Probation pay. Under the Labour Code 2019, salary during probation must be at least 85% of the salary for the job. If the employer plans to pay less than 100% during probation, your income in the first months will be lower than the headline offer.
• What you leave behind. If you would lose a year-end or Tet bonus by moving, include it in your calculation. Our article on checks to make before accepting a job at year-end explains how.

Adjust for what the new role asks of you

Evaluate what the new role will ask of you, and raise the relevant points during the negotiation. These factors do not automatically entitle you to higher pay, but they can support your case:

• Wider responsibility, such as managing a team for the first time or owning a budget.
• Skills that are hard to find, such as specialist technical, digital or language skills the employer has said it needs.
• Harder conditions, such as a longer commute, shift work, more travel or relocation.

An employer may respond with a higher salary, an allowance, relocation support or a flexible arrangement, or it may consider the role already priced correctly. Decide in advance which outcomes would work for you.

The reverse is also true. If you are moving into a new industry or a role where your experience is less directly relevant, the market may value your profile below your current pay. A realistic ask in that case can still be a good career decision. Pay is not the only factor in a good offer, and we cover how to compare non-salary factors in a separate guide.

Set three numbers before you talk

Number	What it means	How to set it
Walk-away number	The lowest guaranteed annual pay you would accept.	Usually your current guaranteed pay, plus anything you would give up by moving, plus the minimum improvement that makes the change worthwhile. If you are deliberately choosing a lateral move or a lower salary for personal or career reasons, such as entering a new field, better balance or a move closer to family, set it at the lowest pay that still meets your financial needs.
Target number	The figure you realistically expect.	The market range for the role, adjusted for scope and your strongest evidence.
Opening range	What you say when asked about expectations.	A range that starts slightly above your target and stays within the market range, so there is room to agree.

Write the numbers down in both gross and net terms. It is much easier to stay calm in a negotiation when you already know your limits.

Ask with evidence

When a recruiter or employer asks about your salary expectations, give your opening range and the reasons behind it. For example:

• "Based on the scope of this role and current market ranges for similar positions, I am looking for a gross monthly salary in the range of [your range]."
• "Could you share the budgeted range for this position, so we can check we are aligned early?"

If the offer arrives below your target, respond once, politely and with evidence. Ask whether there is flexibility on base salary, or on other guaranteed elements such as allowances or the probation salary. If the offer is below your walk-away number and cannot move, it is reasonable to decline.

Common mistakes to avoid

• Anchoring only on your current salary instead of the market rate for the new role.
• Mixing gross and net figures in the same conversation.
• Counting discretionary bonuses as if they were guaranteed.
• Asking far above the employer's budget without evidence, which can end the process early.
• Ignoring probation pay, start date and any bonus you would lose by leaving.
• Using an offer mainly to win a counteroffer. If your reasons for leaving go beyond pay, a counteroffer may not solve them.

How Reeracoen Vietnam can help

Reeracoen Vietnam's consultants work with professionals in Ho Chi Minh City, Hanoi and other provinces, including Japanese-bilingual candidates, across manufacturing, IT, finance and other sectors. We can help you understand the market range for your next role, compare offers on the same basis and prepare for salary conversations with confidence.

Explore the Salary Guide: Considering a career move or negotiating your next salary? Reeracoen Vietnam’s Salary & Hiring Guide 2026/2027 provides salary benchmarks and market insights to help you assess your expectations.

Vietnam Salary & Hiring Guide 2026/2027

 

Considering a move and unsure what to ask for? Register with Reeracoen Vietnam and speak with a consultant about roles that match your experience and a realistic salary range for your next step. [Register as a candidate]

Employers: are your offers landing? Salary mismatch is the leading reason candidates decline offers in our employer research. Reeracoen Vietnam helps employers set competitive, budget-aligned offers for critical roles. [Submit a hiring enquiry]

Frequently asked questions

What is a normal pay raise when changing jobs in Vietnam?

There is no official or universal figure. The right amount for you depends on the market rate for the new role, how your current pay compares with it, and how much bigger the new role is.

Should I tell the employer my current salary?

You can share it if asked, but focus the conversation on your expected range for the new role and the reasons behind it. In Reeracoen Vietnam's Hiring Market 2026 survey, only 7% of employers said a candidate's previous salary is their main guide when setting pay.

Should I negotiate gross or net salary in Vietnam?

Either can work, as long as both sides are clear which one is being discussed. Confirm whether every figure is gross (before insurance and tax) or net (after deductions), and calculate your walk-away and target numbers in both.

Can I negotiate after receiving a written offer?

Yes. It is reasonable to respond once, politely and with evidence, especially if the offer is below the market range or differs from what was discussed. Be clear about what would allow you to accept, and reply promptly.

Related articles

• What Vietnam's Salary Data Says You're Worth in 2026: A Negotiation Guide by Role, Industry, and Level
• Personal Income Tax 2026 in Vietnam: Key Changes Every Employer and Employee Should Know
• Got Your Year-End Bonus in Sight? 7 Things to Check Before Accepting Your Next Job

About the author

Valerie Ong

Regional Head of Marketing, Reeracoen Group

Valerie leads content and market insights for Reeracoen across Asia. She works closely with Reeracoen's specialist recruitment consultants to translate hiring data, salary benchmarks and labour market trends into practical guidance for Vietnam's employers and professionals. Her work draws on Reeracoen's proprietary research including the annual Salary Guide, Hiring Pulse, and Hiring Manager Survey.

Language note: This article is published in English. Reeracoen Vietnam also publishes selected content in Vietnamese and Japanese for our local professional community.

References

1. Reeracoen Vietnam, Vietnam Worker Sentiment Study 2026 (254 respondents, 1H 2026; published July 2026).
2. Reeracoen Vietnam, Vietnam Employer Hiring Study 2026 (51 employers, March 2026).
3. LuatVietnam, "Tỷ lệ đóng BHXH năm 2026 của doanh nghiệp và người lao động" (summary of Law on Social Insurance No. 41/2024/QH15), 28 January 2026. https://luatvietnam.vn/bao-hiem/ty-le-dong-bhxh-cua-doanh-nghiep-va-nguoi-lao-dong-563-100379-article.html
4. Thu Vien Phap Luat, "Cách tính thuế TNCN từ 01/7/2026..." (summary of Law on Personal Income Tax No. 109/2025/QH15 and Resolution 110/2025/UBTVQH15), updated 26 June 2026. https://thuvienphapluat.vn/ma-so-thue/phap-luat-thue/cach-tinh-thue-tncn-tu-0172026-co-phai-thay-doi-khi-luat-thue-tncn-moi-chinh-thuc-ap-dung-khong-226455.html
5. Labour Code No. 45/2019/QH14 (Article 26 on probation pay), full text. https://thuvienphapluat.vn/van-ban/Lao-dong-Tien-luong/Bo-Luat-lao-dong-2019-333670.aspx

Disclaimer

This article provides general information only and is not legal, tax or financial advice. Insurance and tax deductions depend on individual circumstances; check with your employer or a qualified adviser. Reeracoen survey findings are directional and reflect the stated respondent groups and survey periods. Information is accurate as of the date of publication.