How do labour disputes in Vietnam get resolved?

How do labour disputes in Vietnam get resolved?

A labour dispute is a disagreement between parties in an employment relationship regarding their rights, responsibilities, and interests. Individual labour disputes between employees and employers and collective labour disputes between employers and labour collectives are examples of labour disputes. The measures and principles of labour dispute resolution outlined in Chapter XIV of the Labour Code 2012 will be used by the competent agency, organization, or individual to settle any labour dispute.

Labour Dispute Law Firm in Vietnam

The following are methods for settling labour disputes: negotiation, grassroots conciliation, settlement of individuals and organizations competent to settle labour disputes.

People's Court's labour conciliator is a person or organization with the authority to settle individual labour disputes. conciliator of labour; Chairman of the People's Committee in the district; Concerning labour rights and conciliators, collective labour disputes can be settled by the People's Court; Collective labour benefit disputes can be settled by the Labour Arbitration Council.

Negotiation is a method of resolving a dispute in which the parties to a dispute deal directly with each other in order to reach an agreement on the settlement of the dispute. In fact, this is the most widely used solution. During the negotiation process, the parties will discuss issues related to the dispute, and propose solutions to resolve that dispute. The decision is made on the basis of agreement between the parties themselves and is not the result of any external pressure.

Conciliation is a strategy for resolving disputes involving third parties; however, conciliators do not make decisions; rather, they only support and direct the parties as they negotiate. Except for disputes regarding disciplinary measures in the form of dismissal or disputes regarding the unilateral termination of the labour contract, individual labour disputes must go through the conciliation procedure of a labour conciliator before requesting a court to settle them, as stated in Clause 1, Article 201 of the Labour Code of 2012. benefits, damages, and compensation when a labour contract is terminated; between employers and domestic helpers; on health insurance in accordance with the law; on social insurance in accordance with the law; on health insurance in accordance with the law on the payment of damages incurred by labourers and businesses and other entities that contract labour abroad. The labour conciliator is required to keep a record of the successful conciliation if the two parties reach an agreement. On the other hand, if the parties are unable to come to an agreement, the labour conciliator will propose a conciliation plan for them to consider. If the parties accept the conciliation plan, the labour conciliator will record that the conciliation was successful. The labour conciliator is required to keep a record of the unsuccessful conciliation if either of the parties rejects the plan for conciliation or if a disputing party has been properly summoned twice but is still absent without a reasonable explanation.

When a request for resolving a collective labour dispute regarding rights is made, the dispute resolution procedure that should be followed is that of the Chairman of the district People's Committee. To consider and resolve labour disputes dynamically, district-level People's Committee chairpersons must base themselves on labour laws, collective labour agreements, registered labour rules, and legal regulations and agreements.

For collective labour benefit disputes, the competent authority is the Labour Arbitration Council. There must be representatives from both sides of the dispute at the Labour Arbitration Council meeting. It is the duty of the Labour Arbitration Council to assist the parties in self-negotiation. The Labour Arbitration Council must document the successful mediation and issue a decision acknowledging the parties' agreement if the parties reach an agreement or accept the mediation plan. The Labour Arbitration Council is obligated to record a mediation that was unsuccessful and give the labour union the right to initiate procedures for a strike within three days if the two parties are unable to come to an agreement or if one of the disputing parties has been summoned for a second time but has not shown up for any reason that could be considered plausible.

Individual labour disputes and collective labour disputes over rights are resolved through trial, in which the Court issues a judgment or decision to settle the case. After the dispute has been settled in other stages without success, the most common method of resolving it is through litigation. In accordance with the stringent guidelines laid out in the Civil Procedure Code of 2015, a judicial body with special state power resolves labour disputes at the Court. The fact that the court's decisions regarding labour disputes are guaranteed to be enforced by state coercive measures is this method of dispute resolution's greatest advantage.

When labour disputes arise, everyone involved emmployers, the labour union, and employees should pay close attention to selecting the best means of resolving them. For efficiency, it is also recommended to consult with lawyers from a labour dispute law firm in Vietnam that specializes in employment law.