Got Your Year-End Bonus in Sight? 7 Things to Check Before Accepting Your Next Job

If you receive a job offer between November and Tet, the most useful question is not only "How much more will I earn?" It is also "What will I give up by leaving now, and what will the new company give back?" In Vietnam, the Tet bonus and any 13th-month salary are set by each employer's own bonus rules. The Labour Code does not require them. Depending on what your contract and your company's bonus rules say, the date you resign may affect whether you qualify for a year-end bonus.

Below are seven practical checks to make before you accept a new role at year-end, based on Vietnam's Labour Code 2019 and Reeracoen Vietnam's 2026 research.

In short: the year-end job change checklist Read your contract, collective labour agreement and company bonus rules before you resign. Bonus eligibility depends on what these documents say. Match your notice period (at least 3 working days, 30 days or 45 days, depending on your contract) to the bonus payment date and your new start date. Compare 12-month total cash, not just monthly salary, keeping guaranteed pay separate from discretionary or conditional bonuses, and note any bonus you would lose by leaving now. Ask the new employer how its bonus works for new joiners, and get the key terms in writing. Check probation terms, unused leave payment and your final settlement. Decide how you will respond to a counteroffer before you hand in your resignation.

Why year-end is a real decision point for Vietnam professionals

Many professionals in Vietnam are open to a move right now. In Vietnam Worker Sentiment Study 2026, 64% of currently employed or job-seeking respondents said they plan to change jobs in 2026. The most common reason for considering a move was higher salary (53%), followed by better career advancement (40%) and better work-life balance (35%).

At the same time, bonuses are a meaningful part of annual income. The Ministry of Home Affairs reported that the average Tet 2026 bonus was VND 8.69 million per employee, up 13% on the previous year, based on reports from more than 50,000 enterprises. This is a national average across all types of enterprises. Your own bonus may be very different.

Employers are also still hiring. In Reeracoen Vietnam's Hiring Market 2026 survey, conducted in May and June 2026, 63% hired actively in the first half of the year and around 60% planned to hire in the second half. These second-half figures are employer plans, not confirmed results.

Based on Reeracoen's observations, this combination often puts professionals in a difficult position: a good offer arrives in November or December, while the current employer's bonus is not paid until shortly before Tet. In 2027, Lunar New Year's Day falls on Saturday, 6 February. That leaves a narrow window to plan carefully.

7 things to check before you accept a job offer at year-end

1. Find out whether your bonus is a promise or a policy

Under the Labour Code 2019, a bonus is an amount the employer pays based on business results and the employee's level of work completion. The employer decides its own bonus rules and must publish them at the workplace, after consulting the employee representative organisation where one exists. In simple terms, no law requires a Tet bonus or a 13th-month salary.

Your entitlement therefore depends on three documents: your labour contract, any collective labour agreement, and the company's published bonus rules. Look for:

• Eligibility conditions, for example whether you must still be employed, or not serving notice, on the payment date.
• Pro-rating rules, for example whether employees who leave part-way through the year receive a share.
• How the bonus is calculated, for example a fixed one month of salary or an amount linked to performance.
• The payment date.

Legal commentary on the Labour Code suggests that if one of these documents clearly promises a bonus to employees who resign, the employer should follow it. If the documents say nothing, payment is generally at the employer's discretion. If anything is unclear, ask HR in writing before you resign.

2. Line up three dates: bonus payment, last working day and new start date

Your notice period is set by the Labour Code and depends on your contract type. When an employee ends a contract, the minimum notice is:

• At least 45 days for an indefinite-term contract.
• At least 30 days for a fixed-term contract of 12 to 36 months.
• At least 3 working days for a fixed-term contract of less than 12 months.

Some special occupations follow separate Government rules. Put the three dates on one calendar. For example, if you have an indefinite-term contract and resign in mid-December, your last day will fall close to Tet 2027. If your company's bonus rules exclude employees who are serving notice, resigning before the payment date could mean losing the bonus.

Leaving without giving the required notice is not a shortcut. If an employee ends a contract unlawfully, the Labour Code removes the right to severance allowance and requires the employee to pay compensation, including half a month's salary and salary for the days of notice not given, plus training costs where applicable. Tell your new employer your notice period early.

3. Calculate what you would leave on the table

Monthly salary alone can mislead at year-end. Compare expected 12-month total cash in each job, in two separate parts:

Guaranteed payments (committed in your contract):

• Base salary for 12 months.
• A 13th-month salary, only if the contract commits to paying it.
• Fixed regular allowances stated in the contract, such as meal, transport or phone allowances.

Discretionary or conditional payments (not guaranteed):

• Tet bonuses, performance bonuses or any 13th-month payment that depends on company results, your performance or the bonus rules. Treat these as estimates, and include them only where the conditions are stated in writing.

Compare the guaranteed totals first. Then add a separate line for anything you would give up by leaving now, such as a Tet bonus you would no longer qualify for. This shows whether the move still makes financial sense, and gives you a factual basis to ask the new employer about a later start date or whether it would consider compensating for a bonus you would lose. Not every employer will agree, but it is a reasonable question.

4. Ask how the new company's bonus works for new joiners

Joining a company in December or January can mean you are not yet eligible for its Tet bonus, or that you receive only a pro-rated amount. Do not assume. Ask these questions before you accept:

• Am I eligible for the Tet 2027 bonus, and is it pro-rated by months of service?
• Does time spent on probation count towards bonus eligibility?
• Is the 13th-month salary written into the contract, or is it discretionary?
• How has the bonus been paid in recent years?

The last question matters because bonuses depend on business results, and stability is a real concern: in the Worker Sentiment Study 2026, 26% of respondents said their current job feels unstable or very unstable. Make sure the bonus terms you agree on appear in your offer letter or contract.

5. Read the probation terms carefully

Probation is agreed between you and the employer, but the Labour Code sets maximum periods for each type of role:

• Up to 180 days for enterprise manager roles.
• Up to 60 days for roles that require a college-level qualification or higher.
• Up to 30 days for roles that require an intermediate-level qualification, and for skilled workers and operational staff.
• Up to 6 working days for other jobs.

Your salary during probation must be at least 85% of the salary for that job. Check how long your probation will be, what you will be paid during it, when allowances and other benefits start, and whether probation will overlap with the Tet holiday.

6. Plan your exit: unused leave, final pay and insurance records

Three Labour Code rules are especially useful when you leave:

• Unused annual leave: if you resign without taking all your annual leave, your employer must pay salary for the days not taken.
• Final settlement: both sides must settle all amounts owed within 14 working days of the contract ending. This can be extended to a maximum of 30 days only in specific situations, such as restructuring or natural disasters.
• Insurance records: your employer must complete the confirmation of your social insurance and unemployment insurance contribution periods and return these records, along with any original documents it holds, to you.

Agree in writing whether you will use your remaining leave during notice or be paid for it, and keep copies of your contract, payslips and resignation letter.

7. Decide your counteroffer answer before you resign

Year-end is when many employers review pay, so a resignation can trigger a counteroffer. In Reeracoen Vietnam's Hiring Market 2026 survey, employers ranked "candidate accepted a counteroffer from their current employer" as the second most common reason candidates declined their offers, after salary mismatch. Workers confirm that money can change minds: in the Worker Sentiment Study 2026, a significant salary increase was the factor most often cited as a reason to stay (43%), followed by better bonuses or benefits (34%) and better work-life balance (34%).

Before you resign, ask yourself why you started looking. If the main reason was career growth or work-life balance, a pay rise alone may not change your situation. Whatever you decide, tell both employers quickly and honestly. Withdrawing late from an accepted offer can damage relationships that matter later in your career.

A simple year-end timeline

When	What to do
Before applying or interviewing	Read your contract, collective agreement and bonus rules. Note your notice period and the bonus payment date.
When an offer arrives	Compare 12-month total cash. Ask about the new employer's bonus for new joiners, probation terms and start date.
Before you resign	Confirm all three dates. Get key offer terms in writing. Decide your answer to a possible counteroffer.
During your notice period	Agree how unused leave will be handled. Complete your handover.
After your last day	Check that your final settlement is paid within the legal time limit and that your insurance records are returned.

How Reeracoen Vietnam can help

A year-end move involves more than choosing the higher salary. 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 an offer, plan realistic timing around Tet and prepare for conversations with employers.

Planning a move before or after Tet 2027? Register with Reeracoen Vietnam and speak with a consultant about roles that match your experience, your goals and your timing.

Employers: hiring before Tet? Strong candidates often have bonuses and notice periods to consider. Reeracoen Vietnam helps employers build clear offers, set realistic start dates and secure the right people. [Submit a hiring enquiry]

Frequently asked questions

Is the Tet bonus mandatory in Vietnam?

No. Under the Labour Code 2019, bonuses are decided by the employer based on business results and employee performance, according to the employer's published bonus rules. A Tet bonus or 13th-month salary becomes an obligation only when your contract, collective labour agreement or the company's bonus rules commit to it.

Will I still get my Tet bonus if I resign before Tet?

It depends on your labour contract, any collective labour agreement and your company's bonus rules. Check whether you must be employed, or not serving notice, on the payment date, and whether the bonus is pro-rated. If the documents are silent, payment is generally at the employer's discretion, so ask HR in writing before you resign.

How much notice do I need to give when resigning in Vietnam?

Under the Labour Code 2019, employees must give at least 45 days' notice for an indefinite-term contract, at least 30 days for a fixed-term contract of 12 to 36 months, and at least 3 working days for a fixed-term contract of less than 12 months. Some special occupations follow separate rules.

Can I get paid for unused annual leave when I resign?

Yes. If you resign without taking all your annual leave, your employer must pay salary for the days not taken. Final amounts should generally be settled within 14 working days after your contract ends.

How long can probation last in Vietnam?

It depends on the role: up to 180 days for enterprise managers, 60 days for roles requiring a college-level qualification or above, 30 days for intermediate-level roles, skilled workers and operational staff, and 6 working days for other jobs. Probation salary must be at least 85% of the salary for the job.

Should I accept a counteroffer from my current employer?

Only if it solves the reason you started looking. In Reeracoen Vietnam's Worker Sentiment Study 2026, salary was the most common reason for considering a move, but career advancement and work-life balance were also widely cited. If those issues remain, a higher salary alone may not keep you satisfied.

Related articles

• Year-End Job Switch: 12 Questions to Ask Before You Quit
• Should You Change Jobs Before or After Tết 2026? What Vietnam Professionals Need to Know
• Year-End Bonuses & 2026 Salary Forecast in Vietnam

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 Japanese. Reeracoen Vietnam also publishes selected content in Vietnamese and English for our local professional community.

References

1. Reeracoen Vietnam, Vietnam Worker Sentiment Study 2026 (254 respondents, 1H 2026; published July 2026).
2. Labour Code No. 45/2019/QH14 (Articles 25, 26, 35, 40, 48, 104 and 113), full text. https://thuvienphapluat.vn/van-ban/Lao-dong-Tien-luong/Bo-Luat-lao-dong-2019-333670.aspx
3. Government Electronic Newspaper (Báo Điện tử Chính phủ), "Thưởng Tết Nguyên đán 2026 tăng 13%, thu nhập người lao động cải thiện", 4 February 2026 (Ministry of Home Affairs at the Government's regular press conference). https://baochinhphu.vn/thuong-tet-nguyen-dan-2026-tang-13-thu-nhap-nguoi-lao-dong-cai-thien-102260204184954001.htm
4. Government Portal, Policy Development (Xây dựng chính sách, pháp luật), "Bộ Nội vụ thông tin về tiền lương, tiền thưởng Tết Bính Ngọ 2026", 11 February 2026. https://xaydungchinhsach.chinhphu.vn/bo-noi-vu-thong-tin-ve-tien-luong-tien-thuong-tet-binh-ngo-2026-119260204191343037.htm
5. Lao Cai Newspaper, "Bộ Nội vụ thông báo chi tiết lịch nghỉ Tết Âm lịch, Quốc khánh 2027", 10 October 2026. https://baolaocai.vn/bo-noi-vu-thong-bao-chi-tiet-lich-nghi-tet-am-lich-quoc-khanh-2027-post911561.html
6. Thu Vien Phap Luat, "Nghỉ việc cuối năm có được nhận thưởng Tết hay không?" (legal commentary on Article 104). https://thuvienphapluat.vn/lao-dong-tien-luong/nghi-viec-cuoi-nam-co-duoc-nhan-thuong-tet-hay-khong-16791.html

Disclaimer

This article provides general information only and is not legal, tax or financial advice. Employment terms differ between employers and contracts, so check your own documents and seek professional advice where needed. Reeracoen survey findings are directional and reflect the stated respondent groups and survey periods. Information is accurate as of the date of publication.